Exploring the Role of Human Resource Management in Modern Organizations

The assignment content provides a collection of resources related to human resource development, management, and employment relations. The materials include case studies, journal articles, book chapters, and online sources that discuss various aspects of HRM, such as the impact of high-performance HR practices on employee attitudes and behaviors, integrated offender management workforce development, and creating human-resource management value in the 21st century. Additionally, there are resources addressing specific employment-related topics like data protection, dismissal procedures, and redundancy rights. Overall, this collection provides a comprehensive overview of contemporary HRM issues and best practices.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1. Purpose and functions of HRM, applicable to workforce planning and resourcing in
Kingfisher....................................................................................................................................3
2. Strengths and weaknesses of different approaches of recruitment and selection used by
Kingfisher....................................................................................................................................4
TASK 2............................................................................................................................................6
3. Benefits of different HRM practices within Kingfisher for both the employer and employees
.....................................................................................................................................................6
4. Evaluation of the effectiveness of different HRM practices in terms of profit and
productivity..................................................................................................................................7
TASK 3............................................................................................................................................8
5. Analysis of the importance of employee relations in Kingfisher with respect to influencing
HRM decision making.................................................................................................................8
6. Identification of key elements of employee legislation and the impact it upon HRM decision
making.........................................................................................................................................9
TASK 4..........................................................................................................................................10
7. Illustrate the application of HRM practice in a work related context using specific examples
...................................................................................................................................................10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management plays a significant role in managing employees and attaining
business growth and development within the economy. Employees are the integral part of every
business unit as these are the resources which can be efficiently developed and managed for
attaining the business objectives. Retail industry is a dynamic and most volatile industry of the
world. Changing trends and easy entry and exit of companies in the economy has extended the
market competition widely in the market. Brattonand Gold, 2012 stated in the research that
employees in a retail business unit are the face of the company which helps in attaining business
objectives and generating high demand and growth in the economy.
Kingfisher plc is British multinational unit success operating in different parts of the world.
The major sectors in which the company is effectively dealing includes DIY, electrical and general
merchandise. The company has employed more than 13000 people in 2900 stores operating in
different parts of the world. Organization has developed an effective online infrastructure in the
market as well which has helped the company in attaining high and valuable market demand. The
organization now seeks to restructure the business unit in order to create a significant and well
defined impact on business growth and development.
TASK 1
1. Purpose and functions of HRM, applicable to workforce planning and resourcing in Kingfisher
Human resource management is the process of managing and maintaining the resourceful
assets of an organization that best meets its requirement and serves the maximum benefit. It is a
wide concept whereby the HR manager is not only concerned with hiring and recruiting of
individual rather it aims to maintain, build and retain a strong workforce. There are varied models
which demonstrate the methods in which the HR manager can manage its workforce. This can be
analyzed from the hard and soft model of HRM. The hard model demonstrates about the the strict
and conservative way of dealing with the employees. In this method the employees are treated as
machinery and asked to work as slaves. While on the other hand, the soft model emphasizes on
treating the workforce of Kingfisher as assets and full focus is laid on their development programs
(Armstrong, and Taylor, 2014). Some of the purpose and functions of HRM system have been
enumerated underneath:
Functions of HRM:
 Workforce planning: The HR managers of the Kingfisher are concerned with determining
and analyzing the current workforce of the company so as to ascertain the accurate number
of candidates to be hired. This is successfully done by reviewing the current employees of

the company and matching the same to that of vacant jobs (Bloom and Van Reenen, 2011).
After analyzing the difference between the two, potential candidates can be hired.
 Reviewing and analyzing the labour market trends: Main role of the HR manager of the
said company is examining the current trends in the company regarding the employment
demands, future market trends that are inflation or deflationary situations. After analyzing it
completely necessary actions can be taken by the managers to hire or terminate the
employees to meet the organizational objectives (Bamberger, Biron and Meshoulam, 2014).
 Deciding the payroll structure: Determining the salary and wages are the crucial decisions
of any company. This is done by evaluating the job profile of each individual, amount of
work done and capacity of them and then reviewing the organizational profitability (Boxall
and Purcell, 2011). The HR managers of the Kingfisher provide adequate salary to its
employees to keep them satisfied.
 Recruitment and selection process: After the successful workforce planning and analyzing
the current market trends, the HR managers search for the appropriate candidates and
conducts an interview process to hire the same.
 Maintaining relationship with employees: Arranging periodic activities and engaging with
the employees, HR manager is successful in maintaining and retaining its employees
(Dessler, 2016).
Purpose of HRM
 The main purpose of and HR manager of any company is to ensure that every individual in
the organization works to attain the aims and objectives of the enterprise thereby aligning its
individual goals to it.
 Another imperative objective of the HR manager of the said company is to take the full
advantage of the capabilities of its workforce by placing them at appropriate job position
(CHUANG and Liao, 2010).
From the above discussion it can be analyzed that the both the purpose and functions of the
HRM differ from each other.
2. Strengths and weaknesses of different approaches of recruitment and selection used by
Kingfisher
Kingfisher PLC has used two kinds of sources for recruitment and selection of the
employees: internal and external sources. In the internal source, the best staff can be found within
the firm (Gruman and Saks, 2011). Under this concept, whenever a job vacancy arises in the

company, the management floats the information about it to the workers who are already on the pay
roll. When a higher post is giving to an appropriate staff member then it motivates the other
workforce of the organization to work hard. The information related to this kind of vacancy gives
by different internal advertisement sources. Internal sources includes transfer, promotion and in
certain case demotion. In Kingfisher PLC, internal resource of recruitment and selection uses for to
shift the employees from one job position to other similar job posts (Dessler, 2016). It may be make
any changes in rank, responsibilities and prestige of workers or may not. The strengths and
weaknesses of above stated internal sources of recruitment and selection methods used by
Kingfisher PLC are as follows:
Strengths
 When an employee gets the higher post inside the organization, it increases the moral level
of the other workforce to get such kinds benefits (Guest, 2011).
 With the help of internal sources, there is a less probability of error selection of the
employee for the new job position by judging them in a better way.
 Internal source of recruitment and selection promotes loyalty among the staff members of
Kingfisher because they feel secured an account of chances of advancement (Dann, 2012).
 The following method reduces the probability of hasty decisions at the time of selection of
existing employees for new job position.
Weaknesses
 Internal source of recruitment and selection approach of Kingfisher may discourage outside
external persons who are having the join concern.
 It may be possible that the qualification of employee for the vacant posts not match with the
requirement (Sources of Recruitment of Employees: Internal and External Sources |
Recruitment, 2016).
 The job position which is relevant or requires innovation and creative thinking, the
following concept cannot be acceptable.
On the other hand, external source of recruitment and selection is using by Kingfisher PLC
to hire the new employees from outside the organization when existing staff members are not
suitable for the vacant job position (Burr and Pearne, 2013). Advertisement in different media,
employment exchange, selects personnel from colleges or universities etc are the some resources
from where the cited company can look the suitable candidates for present job vacancy. The
advantages and limitations of external source of information use by Kingfisher PLC are as follows:
Advantages:
 External source of recruitment provides a wide range of choices to the management of

Kingfisher PLC to hire suitable candidates for the vacant job positions (Kaushal, 2010).
 By recruiting persons from outside sources can deliver the benefits to the cited organization
of new ideas. The external personnel can be able to suggest the new methods and things to
the management to make the existing business operation more improve and effective
(Effects of HRM on Workplaces, 2016).
 The following method can prove to be economical because new employees are already train
and does not requires too much training for their job positions (Lane and Kangulec, 2010).
Limitations:
 The limitation of external source of recruitment and selection for Kingfisher is the old staff
may not cooperate with the new employees. The reason is they feel that right has been snatched
away by newly recruited personnel (Jiang, Lepak, Hu and Baer, 2012).
 When cited company recruit the person from the external sources, it becomes demoralize the
existing employees because the job position should have gone to them.
Different approaches of selection:
Interview:
Strengths:
 Accurate screening
 Capture verbal and non-verbal ques
 Capture emotions and behaviors
Limitations:
 Quality of data by interviewer
 Manual data entry
 Cost
TASK 2
3. Benefits of different HRM practices within Kingfisher for both the employer and employees
As per the Khan and Sheikh, 2012, the approaches of HRM practices adopts by an
organization has influence the level of innovation at the workplace. It can be considered as set the
tone and condition of employee and employee relationship that motivate the workers to become
more innovative and creative. There are various HRM practices follows by Kingfisher to keep the
workplace environment more creative and innovative. In this context, these deliver some benefits to
both employer and staff members of cited organization which is as follows:
Training and development: It is the important HRM practice that follows by Kingfisher.
This includes organizing orientation for new employees, deliver job and skills related training to

existing staff, professional development of workforce etc (Werner and DeSimone, 2011). The
benefits of this HRM practice for employees and employer of cited organization is as follows:
Benefits for Company:
 With the training and development HRM practice, Kingfisher can easily keep up with
industry changes. In the retail industry, the technology and customers expectations become
alter with the alarming rate. So, effective training to the staff can help the cited organization
to deal with new and unexpected changes in business sector (Benefits of training your staff,
2016).
 To take the competitive advantages in retail sector, the training and development of staffs
may help Kingfisher. By this, the management can ensure that workforce are constantly
advancing and help in attaining the business objectives.
 In order to overcome the weaknesses of the business, the training and development of
employees can help Kingfisher. From this, it becomes easy to minimize the performance gap
of business (Kehoe and Wright, 2013).
Benefits for employees:
 The appropriate training and development strategies of Kingfisher may increase job
satisfaction and moral among employees
 It motivates the staff members in the right direction with the development of new skills and
knowledge on a particular topic (Mathis and Jackson, 2011).
 Training and development aids in enhancing efficiencies of the employees of cited company
that results in improved processes.
Learning: The different learning HRM practices create a new ways of improvement for
both company and its employees. Kingfisher uses different learning HRM practices which deliver
several benefits to its staff and business that are as follows:
Benefits for Company
 With the application of various learning HRM practices, Kingfisher can able to needs of the
business operational activities for present and future growth (Lane and Kangulec, 2010).
 The employees of the cited organization becomes start to perform better that delivers better
end services or products to the customers
 Learning HRM practices helps Kingfisher to gain the loyalty of the staff members with
minimize their retention (Brody, 2010).
Benefits for employees
 With the help of learning HRM practices, the employees of Kingfisher acquires new skills

that will help them to increase their contribution to the business and construct own self-
esteem.
 It makes motivated the workers of the cited firm in an appropriate manner by gaining new
knowledge (Werner and DeSimone, 2011).
4. Evaluation of the effectiveness of different HRM practices in terms of profit and productivity
There are two major HRM practices have followed by Kingfisher at its workplace: learning
and training and development (Brody, 2010). Both have enhanced the productivity and profit of the
organization. By considering learning as an HRM practice, from the research, it has found that
different kinds and learning styles have played an important role in overall development of
employees and it results in increase productivity of the business. Kingfisher has used online training
as a learning concept for the workforce (Catano, 2013). The various online courses have changed
the ease and availability of training employees and have minimized the geographical barriers. Under
this, company has created its own courses by developing particular content and delivers it via
computers and tablets. Along with this, the learning materials have uploaded on the central severs
so that entire workforce can easily access it at any time. The following initiative has assisted
Kingfisher to increase the knowledge of the employees in right manner (Gropu, 2013). The result of
this, the staff has used the learn information in practical manner which increase the productivity of
the business. At last, it has made the improvement in quality of services which has raised the profit
level of business.
On the other hand, reducing skills gaps in organizations knows as a major and ongoing
challenge for the management in order to manage the workforce in the right manner (Hendry,
2012). To fill this gap, companies have organized the different training and development to the staff
members to make them more skilled and knowledgeable. In the context of Kingfisher, the firm has
organized the different training and development for the employees. The reason is to take
advantages of the marketplace competition and being a leader in the retail sector. The benefit of
training as a HRM practice for the cited organization is increasing the productivity of staff members
and business also. The skilled employees have showed the creativity and innovation at the
workplace. It has leads to bring the improvement in their working practices that have helped in
make the end products more improved (Harzing and Pinnington, 2010). The result of this is quality
of services offer by Kingfisher PLC has get better which raises the sales of goods along with high
profit level.

TASK 3
5. Analysis of the importance of employee relations in Kingfisher with respect to influencing HRM
decision making
Employee relation is a fundamental philosophy that contains necessary attitudes and skills
rather than different management functions. In an organization, every individual shares a particular
relationship with his co-workers at the workplace. This relationship either is a bad, good or so-so
(Longenecker and Fink, 2013). Employee relation can be developed between employer and
employees, between the staff members, management and the workers and so on. In Kingfisher PLC,
employee relation plays an important role with the respect to influencing HRM decision making.
From the assessment, it has found that the following concept has helped the influence HRM
decision making process of cited organization about how to maintained good employee relations at
the workplace (Loosemore and Dainty, 2013). For example, in order to develop and maintain
healthy employee relationship in the company, HR department can adopt various strategies such as
how to involve staff members, how to encourage individuals to share their work with each other,
how to develop an effective communication among the employees etc. So, such kinds of HRM
decisions making influence by an appropriate employee relation in Kingfisher.
On the other hand, there are various strategies for building and improving employee
relations and engagement use by Kingfisher as an HRM practices (Middlemiss, 2012). Most of the
time, company has provided incentives to its employees to want to work more hard. In order to
develop employee relation with the staff members, it affects HRM decision making towards
development of interesting incentive plans. Along with this, for building and maintaining good
employee relations with the workforce, management of Kingfisher has sent some shorten emails
twice in a week (Lucio, 2013). These mails contain important information where main points
highlight with the bullet points to draw attention to key information. On the other hand, to increase
the engagement of workforce and develop a good employee relation, Kingfisher has adopted some
strategies as a HRM practice. For this, organization has provided various career development
opportunities to the employees. Because, no one wants to be stuck on a same position for the long
time (Middlemiss, 2012). So, for this, HR managers have worked with setting of career
development goals. Therefore, from the above discussion, it has found that employee relation has
the important part of Kingfisher. It has influenced the HRM decision making and to maintain it,
management has developed different strategies.

6. Identification of key elements of employee legislation and the impact it upon HRM decision
making
There are various key elements of employee legislation which makes impact on HRM
decision making of Kingfisher that is as follows:
Equality: This act legally protected the employees from discrimination in the workplace. It
contains different laws such as Sex Discrimination Act 1975, Race Relations Act 1976, Disability
Discrimination Act 1995 etc. The following legislation has affected HRM decision making of
Kingfisher in the context of avoiding the discrimination situations with the personnel in different
aspect (Equality Act 2010: guidance, 2016). There have various policies made on the basis of
equality act that protect the rights of the employees against direct and indirect discrimination,
harassment and victimisation etc.
Data protection: This employee legislation controls how the personal information of
employees uses by an organization. It contains different elements such as use staff data in fair and
lawful manner, keep it safe and secure, handle the data in right manner etc. Data protection act
influence HRM decision making of Kingfisher in terms of follow strict rules called data protection
principles. The personnel information has used by the company in lawful manner without take any
personal advantages (Data protection, 2016). To keep secure and safe, organization has used
different kinds of data protections tools and techniques. In addition to this, the cited firm has given
authentication to some of the trusted employees to access staff data for particular purpose.
Health and Safety: The following employee legislation provides the provision for securing
the health, safety and welfare to employees at work by protecting them against risk or hazards
during the work. It influences Kingfisher HRM decision making process in terms of imposing the
health and safety law at the workplace for the personnel. It has assisted the organization to conduct
the hazard assessment that can make negative impact on the health of the employees (Bamberger,
Biron and Meshoulam, 2014). This has also influenced the company to deliver the health and safety
training to the staff members so that they can take care themselves during the work. Along with
this, the cited firm has installed different safety equipments to protect the workforce from any kind
of uncertain hazards.
Redundancy: It is a form of dismissal where an employee dismisses from his job buy the
employer. This is adopting by the companies at the time of reducing the workforce. There are five
elements of the cited framework: redundancy pay, a notice period, a consultation with employer,
option to move into a different job and time off to find a new job. The impact of redundancy
employee legislation on HRM decision making of Kingfisher is the process of redundancy will

follow in a fair way (Redundancy: your rights, 2016). It will help in minimizing the issue related to
discrimination with the staff during redundancy.
Dismissal: It is a condition when an employer ends the employment of an employee without
giving him a notice. There are two elements of this legislation: first is employer must show a valid
reason that can be justified and second one is owner should act reasonably in the circumstances.
These two components have made impact on HRM decision making process of Kingfisher. On the
basis of this, the unfair dismissal can be avoided. In case, if the company dismisses any employee
that management can provide a good reason for dismissing that worker (Dismissal: your rights,
2016). So, Dismissal employee legislation will help the cited company to minimize the issues
related to unfair dismissal.
TASK 4
7. Illustrate the application of HRM practice in a work related context using specific examples
As per the given case scenario, a document portfolio has needed to prepare for an HR
assistant job position. This document portfolio will contain different things: job specification, CV,
interview selection criteria, interview notes and preparation, and also an evaluation of the process.
Job specification
ABC Company
Job Summary
Job position: HR Assistant
Full time
Permanent
Salary: 20,000 per year in pounds
Location: London, UK
Department: Human Resource
Job Description
The HR assistant is responsible for the development, organization, management and monitoring of
human resources related activities. He has to give assistance to HR manager in development and
implementation human resources policies and procedures regarding recruitment and selection,
training and development, job evaluation etc.
Qualification: Graduate in any stream from a well recognized university and Post Graduate in

Human Resource Management field.
Experience: Maximum 4 years experience from any repudiated organization
Areas of expertise: Collect accurate staff data and provide assistance to management regarding
employees’ management, solve the issues of the staff, monitor the performance of the workers etc.
Other qualities: Complete knowledge of different employee legislations, experience of patrol
changes system, able to manage employees database etc.
CV of an HR Assistant
XYZ
2506 Howard Gate, London
006662521
[e-mail]
Professional experience
University of Wisconsis (October 2012 to present)
Human Resource Assistant
 Type, print and file a variety of memos, student job application forms, employees time
sheets, payment vouchers that are important to running the schools human resource
department effectively.
 Monitor staff welfare, safety, health requirements, compensation and ensure that they are
sufficient to fulfil their needs.
 Prepare staff payment vouchers and cheques in readiness for casing the end of the stipulated
work period.
 Assist in training and development of staff members
Mayo Clinic (September 2009 to September 2012)
Human Resource Trainee
 Designed and implemented a staff profit sharing program at the clinic that boosted moral
and performance of employees.
 Processed incoming and outgoing mail in the HR department and ensure it was delivered to
the intended recipient.
 Introduced a computerized staff management system and database by replacing manual

system.
Education
 Advanced Diploma in Human Resource management in June 2009.
 Bachelor of Arts Degree in Sociology, June 2005.
Additional skills
 Skilled in Microsoft Word, Power Point and Outlook.
 Good communication and written skills
Interview selection criteria
To select the candidate for an HR Assistant from the list of candidates, there are some
interview selection criteria should be decided (Sanders, Cogin and Bainbridge, 2013). These
criterions are as follows:
 The professional past of the candidate
 The technical and professional skills
 The attitude of the candidate
 Body language
 Communication skills
 References
 Additional skills
Interview notes and preparation
On the basis of the interview selection criteria, some interview notes and other preparation
will be done. As per the attached C V with job application, some strengths and weaknesses of
candidate will find. Along with this, some interview questions will prepare so that it becomes easy
to judge that person whether he or she applicable for the job position or not. On the other hand,
before the day of conducting the interview, the references of the applicants will be cross check to
make sure that mentioned details in the CV is true or not (Harzing and Pinnington, 2010).
Evaluation of the process
From the evaluation of the interview and selection process, it has found that the above stated
application of HRM practices in a work related context has effective to hire the skilled candidate for
HR assistant. Along with this, it has helped in selecting the right and qualified personnel for the
particular job position (Hendry, 2012).

CONCLUSION
As per the current report, it can be concluded that HRM has an important function for
organizational success. It has viewed as a prism of overall strategic goals for the company. The
objective of HRM has to help the firm to attain the objectives by creating a positive attitude in the
employees. The following concept has facilitated the growth opportunities to the business. Along
with this, HRM practice has focused over the effective utilization of resource of the organization.
Kingfisher has adopted the HRM function within the business to make the business related activities
more improved and effective. It has aid the management to workforce planning and resourcing.
Along with this, internal and external sources of recruitment and selection methods have used by
the cited organization. Each approach has contained some limitations and strengths. On the other
hand, various HRM practices have delivered several benefits to both the employer and employees
of Kingfisher. In addition to this, from the evaluation of HRM practices of the company, it has
found that they have contained significant place in terms of increasing profit and productivity of the
business. Rather than this, there have numerous strategies have used by cited firm to develop and
maintained the employee relations at the workplace between different groups. Employee
legislations have influenced the HRM decision making process of Kingfisher.

REFERENCES
Books and journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bamberger, P.A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook of
labor economics. 4. pp.1697-1767.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Brody, G. R. 2010. Beyond the basic background check: hiring the “right” employees. Management
Research Review. 33(3). pp.210–223.
Burr,W. and Pearne, N., 2013. Human resource development -Learning curve theory and
innovation. 39(4).
Catano, M. V., 2013. Recruitment and Selection in Canada.4th ed. Cengage Learning publication.
CHUANG, C.H. and Liao, H.U.I., 2010. Strategic human resource management in service context:
Taking care of business by taking care of employees and customers. Personnel
Psychology. 63(1). pp.153-196.
Dann, R., 2012. Promoting Assessment as Learning: Improving the Learning Process. Routledge.
Dessler, G., 2016. Human resource management. Prentice Hall.
Gropu, B., 2013. Mandated Benefits. Aspen Publication.
Gruman, J.A. and Saks, A.M., 2011. Performance management and employee engagement. Human
Resource Management Review. 21(2). pp.123-136.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human Resource Management Journal. 21(1). pp.3-13.
Harzing, A.W. and Pinnington, A. eds., 2010. International human resource management. Sage.
Hendry, C., 2012. Human resource management. Routledge.
Jiang, K., Lepak, D.P., Hu, J. and Baer, J.C., 2012. How does human resource management
influence organizational outcomes? A meta-analytic investigation of mediating
mechanisms. Academy of management Journal. 55(6). pp.1264-1294.
Kaushal, Gr., 2010. Case Study Solutions - Human Resource Development. Macmillan.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices on
employees’ attitudes and behaviors. Journal of Management. 39(2). pp.366-391.

Khan, M. and Sheikh, N., 2012. Human resource development, motivation and Islam. Journal of
Management Development. 31(10). pp.1021-1034.
Lane, B, and Kangulec, S., 2010. Integrated Offendor management workforce development. Safer
Communities. 11(3).pp. 154-158.
Longenecker, O. C. and Fink, S.L., 2013.Creating human-resource management value in the
twenty-first century: Seven steps to strategic HR. Human Resource Management
International Digest. 21(2).pp.29–32.
Loosemore, M. and Dainty, A., 2013. Human Resource Management in Construction Projects. 2nd
ed. Rutledge publication.
Lucio, M. M., 2013. International Human Resource Management: An Employment Relations
Perspective. SAGE publications.
Mathis, R.L. and Jackson, J., 2011. Human resource management: Essential perspectives. Cengage
Learning.
Middlemiss, S., 2012. The legal impact on employers where there is a sham element in contracts
with their workers. International Journal of Law and Management. 54(3). pp.209–221.
Sanders, K., Cogin, A.J. and Bainbridge, T. H., 2013. Research Methods for Human Resource
Management. Routledhge publication.
Werner, J. and DeSimone, R., 2011. Human Resource Development. Cengage Learning.
Online
Benefits of training your staff. 2016. [Online]. Available through: <http://www.skills.sa.gov.au/for-
employers-business/training-your-staff/benefits-of-training-your-staff >. [Accessed on 1
November 2016].
Data protection. 2016. [Online]. Available through: <https://www.gov.uk/data-protection/the-data-
protection-act>. [Accessed on 1 November 2016].
Dismissal: your rights. 2016. [Online]. Available through:
<https://www.gov.uk/dismissal/overview>. [Accessed on 1 November 2016].
Effects of HRM on Workplaces. 2016. [Online]. Available through:
<http://smallbusiness.chron.com/effects-hrm-workplaces-41697.html>. [Accessed on 1
November 2016].
Equality Act 2010: guidance. 2016. [Online]. Available through:
<https://www.gov.uk/guidance/equality-act-2010-guidance>. [Accessed on 1 November
2016].
Redundancy: your rights. 2016. [Online]. Available through: <https://www.gov.uk/redundant-your-
rights/overview>. [Accessed on 1 November 2016].

Sources of Recruitment of Employees: Internal and External Sources | Recruitment. 2016. [Online].
Available through: <http://www.yourarticlelibrary.com/recruitment/sources-of-recruitment-
of-employees-internal-and-external-sources-recruitment/25954/>. [Accessed on 1 November
2016].

1 | P a g e