Human Resource Management Practices in Tesco: A Comprehensive Analysis

This report delves into the multifaceted world of Human Resource Management (HRM) within the context of Tesco, a leading retail giant. It explores the purpose and functions of HRM, examining its role in workforce planning and resource allocation. The report analyzes the strengths and weaknesses of different recruitment and selection approaches, evaluating their effectiveness using relevant theories and models. It further investigates the benefits of various HRM practices for both management and employees, highlighting their impact on organizational profit and productivity. The study also examines the significance of employee relations and the influence of employment legislation on HRM decision-making. Finally, the report illustrates the application of HRM practices in a work-related context, providing specific examples from Tesco and offering a rationale for their implementation.

Human Resources Management
1

Contents
Introduction......................................................................................................................................3
Task 1...............................................................................................................................................4
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resources in your chosen organisation.........................................................................................4
M1 how the HRM functions in your chosen organisation can provide talent and skills
appropriate to fulfill business objectives using appropriate theories and models........................7
P2 explain the strengths and weaknesses of different approaches to recruitment and selection. 8
M2 evaluate the strengths and weaknesses of different approaches to recruitment and selection
using suitable theories and models.............................................................................................10
D1 critically evaluate the strengths and weaknesses of different approaches supported by
specific examples and independent judgement..........................................................................11
Task 2.............................................................................................................................................12
P3 Explain how different HRM practices benefit the management and employees of your
chosen organisation....................................................................................................................12
M3 identify and analyse the methods using appropriate models and specific examples of how
they benefit both the employers and employees of your chosen organisation...........................14
P4 Evaluate the effectiveness of different HRM practices in your chosen organisation in terms
of raising organisational profit and productivity........................................................................15
D2 critically evaluate HRM practices and their application, within the content of your chosen
organisation, using a range of specific examples and coherent and lateral thinking.................17
Task 3.............................................................................................................................................19
P5 Analyse the importance of employee relations in your chosen organisation with respect to
influencing HRM decision-making............................................................................................19
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decisionmaking in your chosen organisation.............................................................................21
2

M4 evaluate the key aspects of employee relations and employment legislations in respect to
influencing HRM decision-making with the application of relevant in your chosen
organisation................................................................................................................................23
D3 critically evaluate the employee relations and the application of HRM practices that inform
and influence decision-making demonstrating convergent/lateral/creative thinking in your
organisation................................................................................................................................24
Task 4.............................................................................................................................................25
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples from your chosen organisation...................................................................................27
M5 provide a rationale for the application of specific HRM practices based on your chosen
organisation................................................................................................................................30
Conclusion.....................................................................................................................................32
Reference.......................................................................................................................................33
3

Introduction
Tesco is a retailer company working at various places to provide better products and services to
the people. This report will be carried out on the basis of Tesco company. It is considered that
human resource management helps the Tesco to carry out various management processes in the
business environment. It also assists in managing the human resource of the Tesco so that all the
work can be carried out in an accurate manner. This report will help in knowing about the
functions of the human resource and purpose of the HRM which is basically applicable at the
workplace will be explained in this report. This report will also help in knowing about the
strength and weakness that dissimilar sort of methods and recruitment as well as selection in the
Tesco will be explained. This will also assist in knowing about dissimilar sort of HRM practices
which will benefit the employees as well as management of the Tesco.
4

Task 1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resources in your chosen organisation.
It is considered that the HRM different functions and purpose which are:
Source: (By author)
 Organizational culture management – This is another obligation that is taken care by the HR
division and is to be overseen capably so as to hold the representatives for expanding the
efficiency of the workforce and to diminish the worker turnover and stay away from any sort of
misfortunes to Tesco.
 Reward management – Prizes and rewards would help the representatives to get roused and
would urge them to work all the more effective for the achievement of the organization
(Caldwell and Ndalamba, 2017). Every one of the angles and the components that are secured
under the reward administration is to be taken care of by the HR division in Tesco.
 Staffing – The whole staffing task of Tesco is done and is taken care by the HR office and it is in
charge of getting the best for the organization with the goal that the effectiveness of the
5
Organizational
culture
management
Reward
management
Staffing

workforce could be enlarged. The passageway to the organization as a representative isn't
straightforward for an ordinary individual and includes a substantial number of screenings that
encourage the organization with the best in class staff (Haff and Triplett, 2015).
A portion of the central capacities that are productively played by the HRM in the Tesco is
explained underneath:
Source: (By author)
 Training & Development – This is a piece of the association that enables Tesco to prepare and
build up the whole workforce of the association with the goal that the workforce could perform
for increased profitability to the organization. This would enable the Tesco to investigate the
gifts of the workers and to create them with the goal that they could serve to be more valuable to
the association and be a resource for Tesco.
 Recruitment – The HR division of Tesco is likewise in charge of enlisting the staff for enabling
the workforce with individuals that are effective and dependable and would be adept for the
improvement of the organization. The staffs in Tesco are enrolled with the assistance of both the
inward and outer procedures of enlistment.
6
Trai nin g&Dev elo pme nt
Recr ui tmen tPerf or manc eman ag emen t

 Performance management - This piece of the HRM assumes an imperative part in the
accomplishment of the association as it is important to deal with the general execution of the
representatives so as to have the general profitability of the workforce (Harrison, 2011). This
would help Tesco to deal with the abilities and aptitudes of the workers in a more capable
manner for better outcomes to the organization which would likewise give assistance to Tesco in
developing and creating in the market.
7

M1 how the HRM functions in your chosen organisation can provide talent and skills
appropriate to fulfill business objectives using appropriate theories and models.
The elements of HRM that are encouraging the coveted help to the organization are the executive
administration of the workers, preparing and improvement and the most imperative - the
enlistment, and so forth. Every one of these capacities is concentrating on the change of the
workforce of the organization that would help in increasing the general efficiency elements of
HRM which can increase ability and aptitudes proper to satisfies business destinations in the
market (Christiansen, et. al., 2017). The enlistment and determination are one a greater amount
of the capacity of the HRM can get the best on the planet workforce and this is given by the
assistance of the inward and outside enrollment forms that are followed in organization. There
are different HRM functions of hrm which can be used by the company to carry out its human
resource in an accurate manner. Training and development process can help the HRM to enhance
the skills and talent of the employees.
8

P2 explain the strengths and weaknesses of different approaches to recruitment and
selection.
The HR division ensures that the enlistment and determination process is capable keeping in
mind the end goal to convey the best to the organization. The organization makes utilization of
two distinctive methodologies for enlistment and they are inner and outer enrollment and
determination forms (Jaques, 2017). These ways are executed in a vital configuration for the
improvement of the organization and to make the workforce the most beneficial for the
advantage of the organization. There are various approaches which are being used by the
company like Tesco. As well there are two techniques which used by Tesco:
Source: (By author)
• External Sourcing- This is used by the company for selecting the people externally. The people
which are recruited by the company externally may have or may not have the experience related
to the field in which they are working. The strength is that it helps in recruiting fresh talent. The
weakness is that it increases the cost of the company.
9
External
Sourcing Internal
Sourcing

• Internal Sourcing- This is the method in which the employees those are working in the company
are selected for the post which is vacant. The main strength of this method is that it helps in
motivating the employees properly. The weakness of this method is that it mainly restrict
innovation in the individual.
Strength
Weakness
The recruitment and selection process helps in
enhancing the ability to the source of
employees so that they can improve the human
capital.
Increase the awareness of the brand.
Internal recruitment can help the company to
increase the cost of the recruitment process.
This strategy for enrollment of the new
possibility to Tesco would include a few
procedures for screening and particularly for
the obtaining of the best ones for the
organization.
The recruitment, as well as selection process,
will increase the inefficiency.
It is expensive and time consuming for the
company.
10

M2 evaluate the strengths and weaknesses of different approaches to recruitment and
selection using suitable theories and models.
There are different sort of approaches of recruitment and selection which is job specification, job
description, job analysis. The strength and weakness of the different approaches are:
Strength
This would cause to deal with the works in a superior way and furthermore enables the
organization to settle on a choice that would be advantageous for the development and
improvement of the organization. (Liang and Mackey, 2011).
Weakness
This sort of a determination procedure depends on the level of the ability and aptitudes that are
available in the individual and the individual who is having more information and abilities would
be the person who might be chosen. The main shortcoming partnered to this type of enrollment is
that it is confusing and is a period taking a procedure and furthermore that the organization needs
to spend a great deal of cash for leading these sorts of choice procedures.
11

D1 critically evaluate the strengths and weaknesses of different approaches supported by
specific examples and independent judgment.
Strength
 The nature of this approach is that it secures new capacities and set off a new ability for the
upside of Tesco.
 This quality could be favorable for to such an extent that it would give the association the desired
level of improvement and triumph in the market (Ng and Dastmalchian, 2011).
 The person who may be chosen inside would have the finest data of the methodology and the
fundamental activities of the association.
Weakness
 Getting ready and preparing costs required in this is high, thus the time and speculation both will
consume.
 The process of internal recruitment can affect or hinder the individual working for the
organisation.
For example, Tesco should use internal sourcing as it has skilled employees working in the
company so the company can post any of the employees on the post which is vacant.
12

Task 2
P3 Explain how different HRM practices benefit the management and employees of your
chosen organisation
The HRM is constantly advantageous for both the representative and the business in an
association. On account of these advantages are recorded and expounded in an adept way in the
perspective piece
Source: (By author)
Employee Relationship
This preparation impacts every one of the representatives to rest easy while working in the
workplace. It is furthermore useful for in light of the way that the workers end up steadfast to the
affiliation. With the enlarged capability in the undertakings and drudges of the organization
could without much of a stretch pick up the required level of an upper hand in the market and
13
Employee
Relationship
Reward
management
Performance
management

could exceed expectations and grow in the universal market in a more powerful manner (Ng and
Dastmalchian, 2011).
Reward management
The remunerating framework would be helpful for the triumph of in the market as it would rouse
the representatives to work harder and to be more beneficial for the organization. This
furthermore pushes the laborers to contribute more to the advantage of Tesco (Ng and
Dastmalchian, 2011). This HRM practices furthermore extends the benefit of the relationship as
the specialists hint at the change to get compensation.
14

M3 identify and analyse the methods using appropriate models and specific examples of
how they benefit both the employers and employees of your chosen organisation.
It is considered that the individual working in the organisation are much more inspired by the
employer under the post of the HR division that empowers the representatives to enhance their
abilities and get prepared to keep in mind the end goal to be more beneficial to the organization.
This preparation could be given to the workers by various techniques that are prepared by the
level of the abilities and gifts got by the representatives. A portion of the strategies or systems
that are utilized by the with a specific end goal to prepare and elevate the expertise level of the
workers are by amass exchanges, by the assistance of constant encounters; live sessions for
preparing and by the assistance of various instructional meetings (MisHRa and Pandya, 2012). A
portion of the qualities of these strategies is that they help in the expertise advancement of the
representatives, in giving a decent affair to the representatives, and furthermore in encouraging
the administration with inventive thoughts and arrangement so as to determine the issues of the
working environment. A portion of the unified shortcomings of these techniques is that they are
tedious and include preparing costs that are the additional expenses to the organization
15

P4 Evaluate the effectiveness of different HRM practices in your chosen organisation in
terms of raising organisational profit and productivity.
Source: (By author)
 Increases Profits - The HR bureau of the organization is centered around the growth of the
execution of the entire workforce which would, thus, increment the profitability of the
organization and would likewise help the organization with expanded turnover or benefits. The
human asset administration would help in the administration and furthermore in the increase of
the benefits or the turnover.
 Work-life balance- The work-life balancing is the process which involves the process of
balancing the work and the personal life of the individual in a proper manner.
 Training and development– The training and development are considered as an important part
of HR management which basically involves the skills of training, professional development, etc.
This process helps in enhancing the skills of the employees in a proper manner. This is
additionally a huge part that is dealt with by the HR office and would lead the organization to
progress (Scott and Davis, 2015).
16
Increases
Profits
Training and
development
Reducing
employee
turnover
Work life
balance
compensation

 Reducing employee turnover – This HRM rehearse in the causes it to deal with the workforce in
a true blue way so the representatives don't leave the organization because of disappointment.
The more the current representatives are held, the more would be the partnered benefit to and the
swifter would be its development towards the coveted extension and achievement (Papies, et. al.,
2015).
 Compensation – This is the process which includes the process where the employer provides
benefit to the employee. It is because of the acts of the HRM that the representatives work
proficiently and help the organization to end up a put stock in the mark in the market among the
clients. The general estimation of the is subject to the nature of items it offers, the turnover of the
organization in the market and furthermore on the notoriety of the organization in the market
while remaining in the middle of the contenders.
17

D2 critically evaluate HRM practices and their application, within the content of your
chosen organisation, using a range of specific examples and coherent and lateral thinking.
Source: (By author)
 Reward management – This procedure causes the organization to deal with the representatives
by the offering them with reward and benefits in order to influence them to work harder keeping
in mind the end goal to pick up them. This procedure enlarges that general profitability of the
representatives and helps the organization with more developments and chances for
advancement.
 Training & development – This section of HRM rehearses helps in the administration of the
representatives legitimately via preparing them for their better execution. The preparation and
advancement exercises would coordinate the abilities and gifts of the representatives to be more
beneficial for the advantage of the organization (O’Leary, 2017).
 Service Quality Improvement – this routine with regards to the HRM is engaged towards
enhancing the nature of the administrations and the items that are given by to the clients. This
would fulfill the customers in the market better so that could acquire the coveted notoriety in the
market which would lead the organization to wind up the best in the market.
18
Reward
management
Training &
development
Service Quality
Improvement

Task 3
P5 Analyse the importance of employee relations in your chosen organisation with respect
to influencing HRM decision-making.
Representatives are people; they are not machines which can work for a considerable length of
time without getting depleted. The truth of the matter is irrefutable that individuals working in an
association with a solitary objective and with commitment would lead the association to the
following level. The significances of worker relations are as per the following:
Source: (By author)
 Employee devotion - has faith in maintaining the working environment with an intuitive and
positive condition, which is one of the prime reasons that the representatives are committed
towards their work. The worker turnover in is low a result of these reasons.
 Ensuring equal division of work among people - As talked about above, representative relations
in is solid, which is one of the prime reasons that diminish the workload of every laborer
(O’Leary, 2017). Collaboration upgrades the efficiency and grows more experiences,
19
Employee
devotion
Ensuring equal
division of work
among people
Dispiriting
inconsistency
among
employees
Communication
with employees

representatives at have confidence in cooperation and they guarantee that the assignments are
proficient inside the coveted time.
 Dispiriting inconsistency among employees - does not support their kin who make squabbles or
inconvenience in the working environment. They ensure that representatives share a solid
relationship, and if any circumstance emerges, they endeavor to settle the issues strategically.
 Communication with employees - The administration at verifies that there is no injustice over
the association in any point of view. For this, they keep up a solid correspondence with their
workforce. Thus, appropriate correspondence causes the organization's HRM to take the correct
choice at the perfect time.
20

P6 Identify the key elements of employment legislation and the impact it has upon HRM
decisionmaking in your chosen organisation.
Keeping up representative enactment for the running workers and in addition, enrolling workers
is one of the prime things that must be finished by an association. entirely maintains worker
enactment for enlistment and in addition current representatives. Enactment critically affects the
HRM of an association; a portion of the prime constituents of representative enactment are as per
the following:
Source: (By author)
Work timing - Organization should ensure that their representatives know about the timings of
the organization. The organization ought to likewise ensure that representatives are amicably
paid for their work hours, particularly for extra minutes. The time circulation is additionally one
of the prime factors that enable HRM to take better choices (O’Leary, 2017).
Allocating positions - The Tesco ought to apportion the representatives to their meriting
positions as indicated by their ability and devotion. This is additionally one of the prime factors
that influence the basic leadership of HRM.
21
Work timing
Allocating positions
Ensuring equality
Proper compensation

Ensuring equality - Disparity isn't endured anyplace, particularly in the working environment.
Individuals discover places perfect which not support imbalance on any premise, particularly
based on station, sex, doctrine, and shading.
Proper compensation - The Tesco should ensure that the representatives know about all the pay
approaches at the season of enlistment. They should ensure that the representatives are
remunerated as per their endeavors, work timings and different variables that are identified with
work.
22

M4 evaluate the key aspects of employee relations and employment legislations in respect
to influencing HRM decision-making with the application of relevant in your chosen
organisation.
EQUITY ACT 2010- This act is mainly created by the government that all the people working
in the organisation can get equal rights (O’Leary, 2017). This will help in reducing the conflicts
among the individuals working in the organisation. It helps in setting of equal amount of pay to
the employees working in same post.
Antidiscrimination law- This is the act is made to ban the things which are related to the sex,
color, race, etc. Through this act, the HR of the organisation has to treat all the people working in
the organisation according to their skills and talent.
Health and safety at work act 1974- This is the act which is made to ensure the safety as well
as the health of the employees those are working in the organisation. Implementing this act helps
in carrying out the health facilities of the employees.
23

D3 critically evaluate the employee relations and the application of HRM practices that
inform and influence decision-making demonstrating convergent/lateral/creative thinking
in your organisation.
In HRM rehearses give additional abilities to the representatives while playing out their works. If
the specialist is having any kind of issue or stress with another delegate then the HR director will
resolve this on an individual level (Sekaran and Bougie, 2016). Enhancing the profit/ benefit will
help in improving the relation among the employees as well as an employer in the organisation.
The increased profitability help in enhancing the employee relation. Recruitment as well as
selection process will help the company to carry out the proper effectiveness of the employee
relation. There are a couple of purposes of intrigue and disadvantages of the business association
and HRM application that prompt and effect fundamental authority:
Source: (By author)
Merits - HR executive direct talks with the two sides to know the right issue. Nearby that, HR
executive ensures the laborer so they can express their point with no effect. This HRM sharpen
has a wonderful effect while taking a decision concerning relations of laborers.
24
Merits Demerits

Demerits - representative confliction impacts the HR director since it is his commitment to
interface with them. The decisions of HR manager get changed in light of these conflictions.
Along these lines, issues happen which should be settled on higher need (Sekaran and Bougie,
2016). The estimation of Burberry can get impacted if the relations of agents are not strong.
25

Task 4
Job specification
Job specification for a product manager
Required experience Minimum 1 years experience
Required Qualification Degree in product
development
Production management
course
Skill Good verbal communication
Teamwork
General Attribute Organised
Communication skills
Honest
CV
Resume
Name: Paul
Address: 62, roar road, UK
Contact: 02145248855
Career objective: To become an employee in reputed as well as an organisation which will help
in getting appropriate growth.
Academic qualification:
Degree in production management
Personal skill
Confident
Teamwork
Good leadership skill
Experience
26

One should have at least of 1-year experience
Personal details
Name: Paul
Fathers name: Tiro Paul
DOB: 19th January 1989
Nationality: British
Language: English
Place:
Date:
Interview preparatory notes
Step 1
(preparation)
Step 2 (starting
date)
Step 3 (asking
question)
Step 4
(Closing date
of an
interview)
Step 5
(Evaluation)
At the time
interview starting
the HR will review
the description of
the job.
The interview
should proceed on
the planned time
period.
In this period
the HR has to
ask some of
the questions
which are
related to the
job and
position for
which they are
conducting the
interview.
If there is any
sort of issues
related to the
interview then
it is important
to take the
appropriate
interview.
The process of
valuation for
the interview
has to be
conducted.
The eligible
individuals require
being appropriately
reviewed.
Reports require
being complete
regarding the
interview procedure.
To make
appropriate
documentation
which is
connected to
To take further
phases in
interview
development.
Managing all
interview
marks.
27

interview
records?
Offer letter
Subject: Offer letter
Mr. Paul
This is to inform you that as per your performance you are selected for the product development
process. We are very much grateful to have you in our office in the product department. This
offer letter is valid 3 days from published. You are required to bring ID proof and various other
papers of ID with you.
Thanks and regards
HR
Tesco
UK
28

P7 Illustrate the application of HRM practices in a work-related context, using specific
examples from your chosen organisation
Human asset administration will be communicated as the innovation which is usable for keeping
in mind the end goal to keep up the working procedure of affiliation or for the determination
procedure of new staff. This methodology is helpful for with a specific end goal to keep up the
proper condition of the business. For example, Tesco provides accurate price to the employees to
the employees as well it also provides proper training to the employees to carry out the work in
an effective manner. Human asset administration Practice incorporates few of the systems in
working procedure they are as,
Source: (By author)
 Social media requirement - Online networking necessity process isn't even another system for
the prerequisite, yet the execution of process brings an inventive audit or the methodology that
would be useful for enrollment specialist keeping in mind the end goal to prerequisite process
with the assistance of new media strategies (Sekaran and Bougie, 2016). There few of the propel
media systems would be innovative and supportive of the relationship keeping in mind the end
goal to the prerequisite of new staff. New methods in the prerequisite process will be
29
Social media
requirement
Tracking
system of
applicant
Mobile
recruiting
Career
pages and
job broads

incorporated into a video talk with, which is finished by considering the profile photo of the
competitor.
 The tracking system of the applicant - The following arrangement of the candidate will have
the capacity to proceed incomparable help keeping in mind the end goal to necessity process.
The score of the scholastic outcome will be specified in the applicant profile so there is no
compelling reason to state no verbally to any hopeful. The compensating procedure is finished
by required criteria in the relationship with the assistance of competitor profile. This
methodology would be overcome as leverage for the administration and spotter with a specific
end goal to necessity process on the grounds that the exertion which is connected physically
specifically diminished by media meet.
 Mobile recruiting - This procedure includes forms like instant messages or sending messages
with enrollment data to the individual needing a vocation and is fit to meet the necessities of the
general population in require (Sekaran and Bougie, 2016). This procedure or enlistment can
gather or accumulated applicant from better places and direct their meeting at one place.
 Career pages and job broads - Vocation pages and occupation sheets are known as a route for
the activity examiner. This site is outlined as a pursuit of employment machine for the general
population in need, and it functions as a useful application for the client and affiliation both as it
lessens the physical exertion of the two gatherings. It is an application or site where any hopeful
who is looking for a vocation will have the capacity to post his capability and the site would seek
suitable employment as indicated by scholastic and experience score of the competitor and
illuminate to the candidate with respect to enlistment process.
30

M5 provides a rationale for the application of specific HRM practices based on your chosen
organisation.
Source: (By author)
 Service quality enhancement - Administration quality improvements in the affiliation work an
expansion in profitability of affiliation and upgrade client proficiency. This system would be
useful for the relationship to be more mindful to work and give the subjective support of the
client. Administration quality upgrade ready to quantify the best possible quality and generation
of the administration keeping in mind the end goal to affiliation include the client
 Performance management system - Execution administration framework would be useful for
the relationship keeping in mind the end goal to give the fulfilled and appropriate heading of
abilities. This procedure of the administration would be dealt with by the administrative level of
the affiliation (Sekaran and Bougie, 2016). There the suitable heading for the abilities will be
given in affiliation and permit an adjustment in relationship keeping in mind the end goal to be
effective more than past
 Training and Development - Preparing and improvement process in HRM functions as the key
through this preparation branch of the affiliation ready to comprehend the effectiveness of the
31
Serv ice qualit yenha nc emen t
Perfo rm anceman age mentsyste mTrain ing andDeve lop ment

representative in the specific area. This is useful for the relationship as put the specific
proficiency of a worker in the specific segment to enhance more association capacity keeping in
mind the end goal to showcase esteem.
32

Conclusion
This task depends on explaining every one of the parts of HRM regarding business in the UK.
This investigation likewise investigates the total arrangement of the qualities and shortcomings
unified to the choice and enlistment forms in organization. This investigation clarifies the reason
and every one of the capacities that are engaged with the arranging of the workforce and
furthermore in the piece of resourcing to organization. The part that this HRM hones play in
raising the efficiency and gainfulness of organization is likewise explained. The advantages
related to the diverse practices of the HRM in association for the worker and business are
additionally examined.
33

Reference
 Caldwell, C. and Ndalamba, K.K., 2017. Human Resource Professionals as Strategic
Leaders—A Behavioral Opportunity for Improving Information Management. The
Journal of Values-Based Leadership, 10(1), p.4.
 Christiansen, L.C., Biron, M., Farndale, E. and Kuvaas, B. eds., 2017. The Global Human
Resource Management Casebook. Routledge.
 Haff, G.G. and Triplett, N.T. eds., 2015. Essentials of Strength Training and
Conditioning 4th Edition. Human kinetics.
 Harrison, R., 2011. Learning and development. Development and Learning in
Organizations: An International Journal, 26(1).
 Jaques, E., 2017. Requisite organization: A total system for effective managerial
organization and managerial leadership for the 21st century. Routledge.
 Liang, B.A. and Mackey, T., 2011. Direct-to-consumer advertising with interactive
internet media: global regulation and public health issues. Jama, 305(8), pp.824-825.
 Mendenhall, M.E., Osland, J., Bird, A., Oddou, G.R., Stevens, M.J., Maznevski, M.L.
and Stahl, G.K. eds., 2017. Global leadership: Research, practice, and development.
Routledge.
 MisHRa, D. and Pandya, M., 2012. Employee Relations Management. Indian Journal of
Industrial Relations, 47(3), pp.575-577.
 Ng, I. and Dastmalchian, A., 2011. Perceived training benefits and training bundles: a
Canadian study. The International Journal of Human Resource Management, 22(04),
pp.829-842.
 O’Leary, L., 2017. Introduction. In Employment and Labour Relations Law in the
Premier League, NBA and International Rugby Union (pp. 1-18). TMC Asser Press.
 Papies, E.K., Pronk, T.M., Keesman, M. and Barsalou, L.W., 2015. The benefits of
simply observing: Mindful attention modulates the link between motivation and
behavior. Journal of Personality and Social Psychology, 108(1), p.148.
 Scott, W.R. and Davis, G.F., 2015. Organizations and organizing: Rational, natural and
open systems perspectives. Routledge.
34

 Sekaran, U. and Bougie, R., 2016. Research methods for business: A skill building
approach. John Wiley & Sons.
35