HR Skills Assessment for Marriott

This assignment assesses the current Human Resources (HR) skills and knowledge within Marriott International, focusing on leadership, decision-making, and process improvement. It utilizes a framework provided by the Chartered Institute of Personnel and Development (CIPD) to identify areas for development. The assessment concludes with recommendations on how HR professionals can enhance their capabilities to better support Marriott's goals and objectives.

Table of Contents
INTRODUCTION..........................................................................................................................................................3
Activity 1 ........................................................................................................................................................................3
1.1..............................................................................................................................................................................3
ACTIVITY 2 ..................................................................................................................................................................4
1.2..............................................................................................................................................................................4
ACTIVITY 3...................................................................................................................................................................5
2.1..............................................................................................................................................................................5
2.2..............................................................................................................................................................................5
2.3..............................................................................................................................................................................6
ACTIVITY 4 ..................................................................................................................................................................6
3.1..............................................................................................................................................................................7
3.2..............................................................................................................................................................................8
CONCLUSION...............................................................................................................................................................9
REFRENCES....................................................................................................................................................................
10

INTRODUCTION
CIPD professional map is the process used by the HR department and career where it provides the advice,
job opportunity to them. Where the Marriott multinational company using the CIPD professional map which
regularly research and refresh the organisation. Marriott is a big hotel which diversify the hotel all over the world.
The company used the CIPD so in the company HR gets trained completely (Armstrong and Taylor, 2014). In
this report the proper assessment I is done to evaluate with the HR professional according to CIPD. Moreover, the
elements are been determined which are related to group dynamics and conflict resolution. In addition to this
different techniques are been used for project management, negotiating and problem solving.
Activity 1
1.1: EVALUATE WHAT IT MEANS TO BE AN HR OROFESSIONAL WITH REFERENCE TO
THE CIPDS MOST CURRENT PROFESSIONAL MAP
Marriott is a multinational company where it splits into two corporations Marriott International Corporation
and Host Marriott Corporation. Where this Marriott Company has used the CIPD profession map. It is the activities
where the company uses to progress of the human resource (HR). HR required various knowledge, skill and
behaviour so that manage in the organisation. There are various ways of CIPD where a Marriott company use to
develop the HR. for example a Marriott is using the resourcing and talent planning survey report. This report
provides leading specialist and develop the professional careers in short it called Hays to the HR (Campbell and
Evans, 2016). In this plan it increase the talent and they train how to recruit and train the employees. This also
teach that how to work with the colleague and manager.
RESOURCING TALENT PLANNING
Resourcing are try to increase in the private sector where
growing in demand of employee increase in the
vacancies so it increases in the competencies which lead
to difficulties in the recruiting, staffing, selecting where
CIPD helps the HR to fill the vacancies.
Talent planning assist the HR to meet the changing skill
if the has proper knowledge and skill so it can support to
the top management and in decision making also.
These elements train the behaviour of the HR also they try to make HR work together as collaborative.
When HR comes in the new era competency so this plan makes the personal credibility where this is the key point to
the HR.
ROLE OF HUMAN RESOURCE
In today's environment all company effect the force of internal and external environment, Marriott
company use role of the HR so they do not have the issue of the forces. In the competitive environment HR give the
effort with effective and efficient manner so it provides the value to the Marriott organisation. HR has played the
role in focusing on effectiveness; they have to measure the strategy of the company execution and their own
efficiency. The role in effectiveness is to communicate and commitment to the employees so the feel satisfaction
where also HR learn to change and bring continues learning capacity of the Marriott company. They have to reduce
the wasteful time and put effort on the task given by the top management. So the using of different models, new
technology, training skill and approaches etc. achieved the goals of the organisational (Mondy and Martocchio,
2016).

Where as focusing on the role with efficiency is also important with the effectiveness, where utilise the
scarce resource in the competitive environment. HR has to succeed in the allocation of the resource so it will get
efficiency and others will follow them and get value to the Marriott company. Other efficiency also gets to create the
value in the employees, which provide insight to the employees result in the good work process and balance the
standard in the organisation. The role of HR wit effectiveness and efficiency give the real value so that the company
turn to give strategic decision, advice and guidance (Fahy and Smithee, 1999).
ACTIVITY 2
1.2 DESCRIBE THE ELEMENTS OF GROUP DYNAMICS AND CONFLICT RESOULTION
METHODS
The Marriott Company the group is divided into two formal and informal where the formal group mean an
organisation and informal group means employees. A groups may in the form of dynamic in nature which me occur
in the organisation. It is the core study to understand the dynamic group where the various factors like the Belbin's
theory influence and also find out the weakness in the company. He provide the 9 theories which group in three they
are
I am coordinator of the group of employees of serving and catering department in the organisation and my major
role is to manage the activities of the people in an efficient manner so that high performance level is assured.
Moreover, this will help them to achieve the targets of the company to a greater extent.
Action Oriented Roles
 Shaper (SH) – shapers are the people where some time it may be argumentative which effect the group so
try to make complacent with the group. Head chef and serving are shaper in out team which are involved
in analysing possibilities to enhance the workings of dish server and helper cooks.
 Implementer (IMP) – it means to work done by the people where sometimes it may be inflexible and
change. Do the work systematically so that the work gets implemented? Cooks and server are the
implementer in the team which develop orders in the actions to provide services to customers.
 Completer-Finisher (CF) – it is the person who see the project where it makes unnecessarily worry and
delegate. To overcome these factors, try to go through the work again and ensure it, pay attention fully even
in the small details of the organisation also (Griggs and et.all, 2014). Table in charge are people which
are having the responsibilities to look at the services and food are appropriate as per the clients needs. So
these people are working as a complete finisher in the Marriott to provide their clients a standardized
service.
People Oriented Roles
 Coordinator (CO) – the main factor of this group is the people delegate too much for their personal
responsibility. In my team, I am working as a coordinator to coordinate my team members as per the
demands in the catering and pantry area.
 Team Worker (TW) – in this the member of group has work effectively with each other but some time it
may be fluctuate to maintained the position during the decision making and have weakness of indecisive. In
my team our experienced members are pursuing this role effectively, they are experienced and they know
how to deal with situations like in the high demands situation they help to cooks in final garnishing of food
and also serve foods in a faster manner.
 Resource Investigator (RI) - in this sometimes people lose the enthusiasm and may get optimistic. Try to
make contact with the colleague and be stakeholder. Head chef are working with this role in the team in

which they demands from purchase department for raw materials and also analyse the market where from
they can buy more better quality raw material.
Thought Oriented Rule
 Plant (PL) – these are the people with innovative and creating skill but sometimes it hard to deal with them
because they are poor in communication and ideas have novel where sometimes they may be impractical.
Head Chef are implementing this role in the team and they are using their innovative ideas in the food
making and enhance the taste of the food.
 Monitor-Evaluate (ME) – these are the persons who think critically and unemotional. They are poor
motivators and have strategic approach. Team leaders are playing this role and they evaluate the
performance of the team members. Here in my team I am having this responsibility to analyse my team
performance as per the demands which can help to the organisation to attain their organisational goals.
 Specialist (SP) – this are the people with specialisation butt sometimes they ma contributed limited and
lead to big expense with preoccupation. Accounts specialist is playing this role and he knows all of their
responsibility to make an account.
Conflict resolution method also known as reconciliation, it is process where the function of the company ends in
perfect way. The two examples which conflict the resolution method are:-
Negotiation: It is an effective method to resolve conflicts in between employees, mostly I use this method to resolve
conflicts among the team members. Each person is having their specific working zone and criteria, behaviours may
be a reason for them for conflict which can easily resolved by using this method.
Postponement – sometime when work not done on the present day it will be carry forward to next or some
other day. The person having problems it get be away and resolve at the next time. Sometimes people get
relax if work load is hard.
Total Surrender – if the company is surrendering to the other company it means they lose in the market. The other
company get advantage because they win. Example Jaguar has surrendered there company in the hands of Tata
Motors because they were running into losses. Further, the management was also very weak which make them liable
for large amount of debt. Thus, this method highly helped to resolve with the conflict situation faced by Jaguar. As
now it has been take over by other company (Smith, 9, 2015)
In respect to determines the conflict situation, there are generally several situations
occurs in the business which impact on the work and issues. In respect to determines the model,
Tuckman model describes which are as follows:
 Orientation (Forming stage): It is the first stage in which group development consist
and present time where group starting and come together which describe anxiety and
uncertainty.
 Power struggle (Storming stage): It is the second stage in which group development
consist dispute and competition which is the greatest from the several group members.
Hence, they need to understand work which belong towards the group.
 Cooperation and integration (Norming stage): In this regard, group become have fun
and enjoyable. With the help of group integration, there is easier way created that assists
to develop mutual understanding towards the work.

 Synergy (Performing stage): When group consist clear needs, they can easily moves
towards the third stage of development. In this regard, group become united.
Methods to resolve conflicts
In respect to solve conflicts, there are several methods exists that assists to make proper
functioning at workplace. In Marriott, there are several people work together which have
different quality and perception. Therefore, it is important to solve the problem in systematic
way to make proper functioning in it. Different methods to solve conflicts are as follows:
 Disciplinary action: Marriott is the wide enterprise so that it is important to maintain set
of policies and regulations that designed to manage conflicts at workplace. With the help
of disciplinary actions, staff members of the chosen business determines their appropriate
behaviours.
 Negotiation and collaboration: In addition to this, another methods is negotiating and
collaborating which create two paths for the company to solve conflicts in particular
business. In this situation conflicts arises between the parties of Marriott hotel. Manager
and business owner can often act to go between the solution towards the problems. In
respect to collaborating, people are also work together to generate set of suggestions and
ideas to work in systematic manner.
 Arbitration: According to this method, dispute will be solve by the impartial person. In
this aspect, arbitrator is a person that helps to take decisions to ascertain effective results.
He/she involves in the process that unlike a trial and appeal rights that are limited.
ACTIVITY 3
2.1 APPLY PROJECT MANAGEMENT TECHNIQUES
Project management technique use the Marriott Company to undertake the project. For an example
changes in the interiors of entrance area is needed in the Marriott which can be done by the project management
techniques which are provided in to points;
 Initial project – this is the starting where the Marriott company make strong relationship with the customer
then make the initial plan regarding the objective of the company. After that makes the developing team
and assign the roles to the employees make procedure and handle it properly. In the first management has
to make initial review of their entrance area where changes is needed, analysed by the customers feedback.
The HR manager have use his analytical skills which helps him to make an effective analysis of the needs
of the organisation. At the end of the initial stage make the available the tools which are require for the
projects.
1. Planning project – Management has to analyse where changes are needed in the interiors it can help to them
to analyse what types of changes has to be done. Here in this stage hotel management will analyse scope of
development and also investigate their resources to make changes in these. After initial stage the next
technique is to plan the project. First describe the scope, alternative and ask relevant question regarding to
the project and divide the project into the task so it may easy to work fast. Collect the information from the
resources and make estimation of schedule. Accounts and financial team will make a budget of these all
changes and estimate it's costs for changes. After estimation communicate with the member of the company
and wit the people then make specification for various procedures. If some risks are found then it comes to

trying to solve, make the budget and statement related to the project then finally of this stage make base
line plan. As the company is having project regarding to the better relationships with the customers so it is
essential for them to find out conflicts in it which can help them to make a better relationship. In this stage
HR manager applied his planning skills for development without impacting in the organisational work.
Development is an essential thing according to organisational needs but it is also prior to make it in
different phases which can help to them to continue their work.
2. Executing the project – execute the baseline project before executing do monitoring and manage the change
if some problem is there. After that maintain all the records and after complete the project communicate
with the parties. Managers has to make execution of the project in their proper monitoring. Here in the last
phase changes has to be implement in the entrance area of the hotel to make a more impression on the
customers. Implementations has to be done as per the planning so in this task HR managers of the Marriott
has use their planning and controlling skills on the project which supports them to accomplishing their
project in the pre decided time and budget.
3. Closing down the project – after the project satisfaction by the leaders, review the project and review the
strength and weakness close down the project and close the contract with the customer. At the last
managers and leaders has to make a proper analysis and evaluation of the projects on the basis of the
success. Evaluation will be done in this stage in which changes which have been done will be analysed by
the management.
2.2 APPLY PROBLEM SOLVING TECHNIQUES
Problem solving techniques
There are some steps to solve the problem in the projects which are: -
 Define the problem – first step is to define the problems as good performance by the team, so it will create
the good solution regarding the problems.
 Determine the causes – if the company has find the problem then determine the causes and make sure in
this step the company gets solution.
 Generate ideas – after determining and getting the solution create the new ideas like brainstorming and
mind mapping.
 Select the best solution – make the use of problem solving techniques and find out the best solution.
 Take Action – after selecting the techniques implement the solution on the problem (Rae, and et.all,
2013).
SWOT
Marriott is the worldwide company where the has many of franchise in the world. It is the hotel and the
resorts which providing services all over the world. The SWOT analyses of the Marriott are :-
1. Strength- Marriott has the loyalty customer and having the strong financial position in the market providing
wide range satisfaction in the market. The selected enterprise has high brand recognition that helps to create
positive impact on customers. Technical innovations to improve customer base that upgrade the activities
of the company in systematic manner.

2. Weakness- having the big company it has the weak management system so they are not stable and create
the financial issues. Having the high ratio of debt is losing the position in the market. High competition of
the UK market is the wide weakness that impact negatively on the business functions. Further, global
expansion and high number of hotels also lead to brand dilution.
3. Opportunity- Marriott has chances to make the position back by focusing on the marketing plans and create
more services to grasp the market. Try to emerge the business in the other countries so get more revenues.
High potential in the emerging market is the biggest opportunity for the chosen business. Further, the
company can implement innovations in their customer services which ascertain better advantages in the
business.
4. Threats- there are some political issues which create the risk and fluctuate in the high rate because there are
so many competitors in the market. Marriott has several threats such as competition on price points,
stagnated growth, etc. Therefore, it is the major factors that impact negatively on the functions.
In respect to use the SWOT, there are wide benefits to resolve the conflicts. This is
because, when a person know about the strength, weakness, opportunities and threats of a
particular person, they can easily identify elements that assists to focus on the weaknesses.
Therefore, in the Marriott it will demonstrate creative functions and operations on the high rate
because there are many competitors exist. Further, opportunities helps to identify further
program in which deals will be conducted to enhance efficiency of the business.
In this way rational planning model process consist understand to the issues through
establish and evaluates planning criteria in systematic way. In this way, formulation of the
alternative and implementation of them is needed to monitor the performance. In this way,
following elements included:
 Goals: It is the broad statement that consist intend to accomplish desired aims. It is quite
general and abstract.
 Objectives: Objectives consist more specific, measurement that is clear with the progress
and fulfil objectives as well.
 Targets: It includes further specific actions that are needed to perform goals and
objectives.
 Data: Data consist raw which unorganized facts need to perform several functions.
 Information: When data process implemented to resolve conflict, it is important to
create context for the given time frame.
 Model: Model simply accomplish description to create systematic work performance.
Therefore, it is the target market that analysis information.
 Projections: It is mainly carried on the basis of alternative numbers that are based on the
trends and growth.
 Estimate: Estimation based on the past information that are present to perform several
functions.

 Forecast: Forecast is the important element that create prediction into the future to use
the current data and sophisticated instruments.
2.3 APPLY A RANGE OF METHODS FOR INFUENCING, PERSUADING AND NEGOTIATING
WITH OTHERS
The three techniques applying on the project of the Marriott company are
 Resolving Conflict: Persuade - it means something is to do persuade and they may not want to do. This
method is used many times in the organisation and mainly in the case when higher authority or manager
tries to convince their team member or members to do a task after completing their shifts as it is a need of
the managers and the company. Manager have to ask to their employees like to work after their shifts in
like; pantry areas as it is need of the company. This is a method which is used to request to other person do
some act with justified reason.
 Resolving Conflict: Influence – some of the company influence in such a way that makes other company or
people to follow. There are mainly 3 ways exists through other people will be influences in systematic
manner. In this regard, logical appeals exist in which people rationale and intellectual position helps to
present the arguments as per the best choice. Further, another way is emotional appeal which connect to the
message and goal with ultimate people and their well-being. At last, cooperative appeal also includes
collaboration which consist together to create mutual agreement together in the goal extent. It is extremely
effective influence.
 Resolving Conflict: Negotiate – it is the negotiate tool box where apply the concept of giving to get.
Example if company A is doing the work of the company B then B company have to do work for company
A when they says. It is advantage for both the parties (Kim and Okamoto, 2006).
 Mediation: Mediation provides voluntary, informal method that assists to solve conflict at workplace. This
process assists to meet with uninvolved and third party which provide compel for the solution towards the
business. It is also helpful aspect that assists to promote for open communication. It also helps to conduct
and promote effectiveness to make mutually acceptable solution at workplace.
 Arbitration: Arbitration is a person that work for response in the conflict management. It helps to meet
with neutral third party which is differs from the mediation in the arbitrator. Arguments and proof also
considered side by side to make proper solution for the problems.
In the organisation, there are two parties in a team which are against each other and this has led to conflict situation
in the company. Thus this is majorly due to the miscommunication between them. Further, I will manage this
situation properly by negotiating with there view points so as to come up with the final decision. Moreover, if I feel
that the decision is not with the company's norms than I will influence my decision to them. This will help to
overcome the situation of conflict in the organisation.
If the company is facing a communication in between the departments so it is essential for the managers to find out
the proper and appropriate solutions. They have to find out the basic cause of conflict in the communication process.
To resolve conflict they can use an alternative in the communication process by which they can pursue their
communication and perform their business activities without hampering on their business activities.
Risk of assessment: Risk assessment is the important term that used to describe overall process
and method in systematic way. Therefore, risk and hazards will be identify that impact on the
group performances.
Skills of analysis: There are different kinds of skills exists that helps to solve issues and
problems in systematic way. In this aspect, analytical skills implemented that helps to solve the

problems and issues to find appropriate solution in efficient manner. It includes different skills
such as communication, creativity, critical thinking, etc.
Appraisal: This is a kind of act to assess someone. Therefore, it includes formal elements that
are being implemented in the particular period. Hence, it consist assessment, evaluation,
estimation, etc.
ACTIVITY 4
3.1 UNDERTAKE A SELF ASSESSMENT OF ONE AREA OF HR PROFESSIONAL PRACTICE
CAPABILITIES TO IDENTIFY CONTINUING PROFESSIONAL DEVELOPMENT NEEDS
This activity explains the self assessment in your area of interest and also helps you confine your capabilities
it also helps you to work on your professional development needs. As we are aware HR is a vast area so
picking only one area is interesting as the whole company works with the HR department. The assessment of
HR is correlated with the employment where one of the vital practice of human resources is the training and
development. Training and developing is the most important to perform in the Marriott company. When HR
gives the training and helps in developing it makes the positive relation with employees. This is the best time
to also give the work handbook and make the trainees understand how important all areas are. They can also
use this handbook if they need help with any issues in training. It motivates the employees and improves their
performance for both the company and the employees. It brings out the best ability of the customer and
improves the internal communication which boosts the productivity of the organisation. Marriott Company
provides the proper information and increase effectiveness of the company. This company has notice the
good positive appraisal relation between the employees and the HR. Goals can be set out to help the trainees
and staff to achieve new targets and perform better. It also shows the trainees are interested in the role given
to them and are able to focus and work hard on it. This is a combination of approaches and ideas and is a
Continuous Professional Development (CPD). This is also a way to manage your personal growth as you can
monitor how your developing in the area and see your strengths and weaknesses. It is also a way to show
your interest in your field and show the development. This is also a way to figure out what your areas of
learning developments are and your needs. (HR REMEDY NEWS, January 12th, 2010).
Evaluation of learning needs
Learning needs Marks on it out of 5
Communication 2.5
leadership 2
LEARNING
OBJECTIVE/GOAL
CURRENT TARGET DEVELOPME TIME

PROFICIENCY PROFICIENCY NT
OPPORTUNIT
IES
SCALE
1 Communication skills Not efficient in
speaking
Fluency in
speaking
Trainings, I
will take
training from
the
communicati
on developer
or trainer
which helps
me to
communicate
in formal
ways.
4 months
2 Leadership skills Lacking with
interpersonal skills
Efficient
management
Seminars, I
will use
personal
learning to
gain
knowledge
on the
leadership by
my seniors in
the seminars.
5 months
3 Motivation skills I have not been capable
for developing that
environment which help
employees in increasing
their performance
Learn new theories
and concepts of
motivation
Attending
conferences and
seminars
1 month
3.2 PRODUCE A PLAN TO MEET PERSONAL DEVELOPMENT OBJECTIVES BASED ON AN
EVALUATION OF DIFFERENT OPTIONS
Personal development is important in the business to produce, it is the process defining the various things
which have to be achieved, what strength you will need etc. personal development plan helps to understand the
structure of thinking and the position. Personal development plan also helps you set out objectives that can be
achieved over a set time frame. Personal development plan also helps you evaluate your work and helps you look
upon your strengths and weaknesses. It also sets outs a plan so that you don’t feel overworked and your work is

scattered and easy for you understand and gather when needed. This also helps you get more projects with more
work load. There are 9 steps of personnel development.
4. Define your goals – it is really important to set up your goal which then can be related to your career or
personal life.
5. Priorities – after focusing on the priorities of the company, it will help in the personal development if you
know the purpose so that you can expand the knowledge and skills.
6. Set deadlines – apart from focusing on the problems and barriers, focus on the deadline the company has
set. Make a deadline the work should be completed by.
7. Understanding your strengths – find out the key strength, make yourself aware of your strengths, once you
find the strength then the company can help you achieve the goal easily.
8. Recognition – recognize the opportunity and the threats, analyse the environment and utilise the
opportunity and if the company having the threats, try to solve and convert it into opportunity.
9. Develop new skills – develop the knowledge and the skills, to your employees so they can give their best
effort to the company and increase in the productivity.
10. Take action – if company makes some plan and have some projects make an action plan and bring it into
action.
11. Get support – take the advice from the supervisor and the top management so they can improve if there are
any mistakes.
12. Measure progress – after all these steps personal development increase if it does not then change or
improve the strategies. And make changes so it will be easy to achieve the goal (Wilson, 2014).
Personal Development Plan
What do I want/need to
learn?
What will I do to
achieve this?
What support and
resources will I need?
How will my
success criteria
be?
Target dates
for review and
completion?
Knowledge of leading in the
business external activities
Complete Course (4
weekends) Training and
the company Managers
development
programmes
Training Center Course
Directing Staff.
1. Courses
Assessment.
2. Course
Assessment
report.
3. Line managers
Appraisal Report
Appraisal will
assess
performance and
potential.
31st October
Get to know my
department team and
build their confidence and
trust in me.
Advice from my Line
Manager and team
feedback
1. Formal
appraisal
2.Informal
appraisal.
31st October

3.Self-appraisal.
Understanding of
leadership
Learn from the more by
observing experienced
managers. Gain their
friendship and trust.
Senior colleagues Mentoring and
performance
appraisal. During
development
programme
31st October
Improve my personal
fitness
Allocate specific
evenings during the week
for fitness training and
allocate time at
weekends.
Advice from Gym Fitness
Instr
Improved fitness
levels will be self-
evident. Improved
Personal Fitness
test score
30th April
Achieve core business
skills
Complete mandatory
organisation update
training i.e. CPD
Secure bonus
benefits as
appropriate
28 August
Build confidence in as a
leader/ management.
Volunteer to lead ad-hoc
cross functional projects
to build credibility and
experience as a leader
Line manager Feedback from the
team and the
project sponsor.
31st october
Improve planning/ decision-
making skills.
Gain further experience
of business analysis
processes. Use this in a
working environment to
speed up and improve
complex decision
making
Use training opportunities
and revision.
Good course
report.
CONCLUSION
After doing the assessment, the CIPD professional help the HR to improve the skill and knowledge an
behaviour which help in the Marriott company to achieve the goal. It has more than one lack member to provide the
independent leadership in the world.

REFRENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Campbell, P. and Evans, P., 2016. Reciprocal benefits, legacy and risk: Applying Ellinger and
Bostrom’s model of line manager role identity as facilitators of learning. European
Journal of Training and Development, 40(2), pp.74-89.
Fahy, J. and Smithee, A., 1999. Strategic marketing and the resource based view of the
firm. Academy of marketing science review, 1999, p.1.
Griggs, V.M., and et.all, 2014. Placing the transfer of learning at the heart of HRD Practice.
Kim, J. and Okamoto, N., 2006. Importance analysis on hotel components from a manager's
perspective: Using conjoint analysis. Asia Pacific Journal of Tourism Research, 11(3),
pp.227-238.
Mondy, R. and Martocchio, J.J., 2016. Human resource management.Human Resource
Management, Global Edition.
Rae, J., and et.all, 2013. The transfer of reflective learning: an impact study.
Wilson, J.P., 2014. International human resource development: Learning, education and training
for individuals and organisations. Development and Learning in Organizations, 28(2).
Online
HR REMEDY NEWS, January 12th, 2010. HR Focus Efficiency and Effectiveness. Available
through:<http://www.yourhrremedy.com/news/?p=18>.[Accessed on: 17th December
2016]
Smith. D.A., 9, 2015. 8 Methods of Resolving Conflic. Available
through:<https://www.makingbusinessmatter.co.uk/blog/8-methods-of-resolving-
conflict/>. [Accessed on: 17th December 2016]