Analysis of Human Resource Management Studies

The provided assignment is a compilation of various studies and research papers on human resource management. It includes a list of references from academic journals and books, covering topics such as strategic HRM, performance management, employee engagement, and green HRM. The summary highlights the importance of HRM in driving business success and achieving organizational goals, with key findings and implications for practice provided throughout. The assignment also includes a list of training methods, which is useful for students and practitioners looking to develop their skills in HRM.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Purpose of employee's related planning and role of HR manager for workforce planning in
Woodhill College........................................................................................................................3
P2 Strength and weaknesses of various methods of recruitment and selection..........................4
M1 Evaluation of functions of HRM provide talent and skill required for fulfilment of
business objectives......................................................................................................................5
M2 Evaluation of strengths and weaknesses of methods of recruitment....................................6
D1 Critical evaluation of strengths and weaknesses of different approaches for recruitment
and selection................................................................................................................................6
TASK 2............................................................................................................................................6
P7 Implementation of HRM activities related to skill and qualification from organisation
context.........................................................................................................................................6
M5 Importance of technology in HRM practices.......................................................................8
TASK 3............................................................................................................................................8
P3 (a) How training is differ from development.........................................................................8
(b) Training need analysis and methods adopted by TESCO.....................................................9
(c) Benefits of training and development for TESCO and employees......................................10
P4 (d) Effectiveness of training in profit and productivity of TESCO.....................................11
M3 Different methods used by TESCO to develop employee's skill with its pros and cons....11
D2 Critical evaluation of HRM practices in regard to training and development....................12
TASK 4..........................................................................................................................................12
P5 Importance of good employee relation and its influencing in HR decision making...........12
P6 Key elements of employment legislations and its impact on ITV HRM decision making..14
M4 Evaluation of key aspects of employee relations management and employment legislation
...................................................................................................................................................15
D3 Critical evaluation of employee relations and application of HRM pratices in ITV..........15
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
Human resource management plays vital role in growth and sustainability of
organisation. HR department comprises of professional team which formulates policies,
strategies and procedures for internal employees related to recruitment, selection, induction and
training development of employees (Alfes, and et. al., 2013). Therefore workforce working in
organisation are filled with their skills, knowledge and capability which they use in
accomplishing daily targets of company. Under this assignment Woodhill college, TESCO and
ITV all three organisation are prefer to understand the effects of internal and external changes
which directly impact on functioning and operations of organisation. These associations are well
known brands in their respective fields. Therefore whole project discuss about the scope and
functioning, strength weakness of internal external recruitment, employee performance and
employment relationship which need to concern at the time of running such big organisations.
Along with this it tell about different perspective in case of wood hill college effect of
recruitment in organisation, TESCO UK based retail store which discuss about the coordination
between employment relation and ITV which is new channel communication work with distinct
sponsors. Here main discussion regarding all legal legislation which lead to impact on HRM
decision making.
TASK 1
P1 Purpose of employee's related planning and role of HR manager for workforce planning in
Woodhill College
Human resource management have important role in organisation. Woodhill college is
facing problem related to labour turnover. It is important for human resource department to make
policies related to employees to motivate them not to leave organisation. Sometimes employees
does not only want only money there must be suitable environment which they prefer (Alfes, and
et. al., 2013). So it is important to create positive environment.
Purpose of employee's related planning by Human resource department
Work force planning is strategies formation for requirement in organisation. To plan
work force it is important to know how much employees requirement in organisation. Purpose of
workforce planning in TESCO are-
In company employees come and go, so workforce planning helps in knowing number of
employees. They provide assistance to personnel by telling them their job responsibilities. There

are promotions and transfers done as per need of company so there is proper planning done to
place workers. There are possibilities that employees does not accept new role So HR has to
motivate them.
Role of Human resource department for workforce planning
Management of company plays vital role in organisation to motivate them. There must be
good relations among employees and employer. It is important that goal of organisation must be
achieved in time and efficiently (Bloom and Van Reenen, 2011). It achieve objectives it is
important to communicate plans and policies effectively so that there are no confusion and this
reduces chances of overlapping of activities. In case of any changes taken place in procedures it
must be told to the staff by manager. Training of employees is most important task which has to
taken in consideration by HR department. Learning can be more effective by choosing most
appropriate methods.
P2 Strength and weaknesses of various methods of recruitment and selection
Woodhill wants to recruit teachers for their college and they want make employees retain
with their brand. To make employees resist in their organisation it is important to prioritise their
needs. Sometimes employees does not get promotion though good performance. So it is
important to give emphasis on their demands.(i.e flexibility ,good time table, take in
consideration school holidays of kids in order to get their holidays). Motivating the employees
helps the performance efficiency also. There are main two ways through which college can
recruit employees and enhance their work force.
Internal Source: Under this source employees are placed within the company. This increases
efficiency of train employees training new personnel (Blume and et. al., 2010). Internal source
method includes: job rotation, promotion, transfers, re-appointment of ex-employees.
Advantages and disadvantages of internal sources are-
Advantages Disadvantages
These methods are cheap and require less time
to place personnel
There is limited scope of choice by
management so there is chances of wrong
delegation of task.
In case of any damage or harm to property then
there is proper record of employee's which is
There might be chances of fight among
workers as someone is promoted and someone

beneficial. not.
This method motivate employees to perform
well so that they get chance to get promoted.
In case of wrong recruitment this leads to mess
up of activities in organisation.
This motivates employees to perform well. In this method existing employees are selected,
hence there is fear in mind of management that
they won't gain new style lets say freshness in
the company.
External Source: These methods are used by big organisation. In this methods company select
employees from external sources. Sources of external recruitment are: campus placement,
employment agencies, online job adverts on different sites , publicity .
Advantages and disadvantages of external sources are-
Advantages Disadvantages
There is more fund and planning is required
which diverts management decision.
There is varieties of choice which is beneficial
but at the same time it confuses manager which
option has to adopt.
Company get fresh and new ideas from external
communicator. This proves beneficial for
improving working style.
Employees selected from external source need
proper training and emplacement, this involves
time a lot of time.
Selection from this source brings new energy in
company, there are fresh ideas from him/ her.
Sometimes freshers leave from, if they do not
get suitable environment or they does not fitted
in job profile. It proves to be wastage of time
and money.
There is feeling of competition in organisation
which proves beneficial for performance of
existing employees also.
There are chances of wrong election.

M1 Evaluation of functions of HRM provide talent and skill required for fulfilment of business
objectives
HR make policies after considering requirement of Woodhill. As they are medium to
accomplishment of goal. HR practices is important to know what is expectation of company.
Afterwards they make efforts to place best person for vacant post. This ease activities to perform
for accomplishment of task (Chuang and Liao, 2010). There are various departments in
organisation, human resource department has to create coordination among them so that this
make affirmative surrounding in Woodhill. Staffing is important task which Woodhill
management has to take care as they want employees to enhance their empire.
M2 Evaluation of strengths and weaknesses of methods of recruitment
There are different pros and cons as per situation. It is important to select most
appropriate way to elect personnel. Manager firstly has to emphasis on internal source as they
are economical. At superior level company should use internal source because they are aware of
rules and policies of college. At lower level new joining can be accepted, they need guidance
which can be available through old(senior ) employees at higher level.
D1 Critical evaluation of strengths and weaknesses of different approaches for recruitment and
selection
Woodhill want more teachers for their college to grow their association. There is one
more problem arise in organisation that the existing employees are also leaving organisation.
Woodhill college want new human resource manger which can make new strategy for
recruitment and planning of staff. According to Cooke and Saini, 2010 in this situation, HR
manager has to elected from external source because he plays vital role to make employees of
other department happy. There is time needed to recruit new staff so management of company
has to frame policies to retain them in college. In this internal recruitment proves beneficial as
employees get promoted and new workers are placed at associate level.
TASK 2
P7 Implementation of HRM activities related to skill and qualification from organisation context
Under this whole part give the detail about the advertisement and how to demonstrate it
for job role of teacher:

Job vacancy
Vacant Place (Teaching): 4
JOB ROLE: Lecturer
Location: London
Subject: Marketing and finance
It has been declared that there is vacant job position in Woodhill College. This college consider
top most university of United kingdom. So it is best chance for those candidate who need this
job and also become the part of this organisation. Finance marketing specialise people can grab
opportunity and be part of institutions. Moreover tremendous possibility to enhance growth in
this sector.
Eligibility Criteria:
 Having an experience of 3 years.
 Master in Finance and marketing.
 Knowledge about financial accounting and marketing technique.
 Ability to handle complex situations.
Salary: 15,000 to 25,000 pound each month.
On the basis of above criteria individual apply for job in official website of college along with
their CV. Email ID- [e-mail]. Candidate must apply within 5 days from
the date of advertisement.
This advertisement is also posted on the website I.e jobs.ac.uk along with magazine,
newspaper (Bloom and Van Reenen, 2011). For the post of HR manger specification of a person
as well as description of job mentioned below:
Job Specification: It give brief discussion about the occupation, requirement and of job.
Management and Human resource employee job description
Occupation description: Individual who gets selected for vacant job know about the
responsibility and also know best way of conveying their teaching to students.
Staff member is anticipated to:
 Expert in the field of human resource management.

 Experience of having 2 year at least. Must posses the degree of MBA in Human resource.
Requirements:
 Effective communication skills.
 Ability to solve the conflicts between leader and follower.
 Inspiring personality.
 Posses certificate course in social culture welfare department.
Person specification
Essentials Desirable
Skills  Effective
communication skills.
 Good listener
 Active participation in
decision making
 Supportive and postive
behaviour.
 Ability to convince
people.
 Good management
knowledge.
Knowledge  Specialisation in
human resource
management.
 Marketing Knowledge.
Training in the field of
employer employee relations
and also ability to predict
external changes.
Experience  Worked with
professional staff.
 Worked with people
with learning
difficulties.
Attitude  Positive attitude
 determination towards
tasks accomplishment.
 Coordination with
students.
 Good sense of humor.

M5 Importance of technology in HRM practices
In recent scenario due to dynamic changes in external environment competition increases
day by day. The main reason behind it is advanced technological development in research
development department where new and innovative method are coming in market which create
good impression in mind of customers (Blume and et. al., 2010). Therefore there is a need to
become rational in selection process at the time of using technology consider cost, time and
effort factor for optimum result. Various HRM application used in HRM practices listed below:- Social networking:- This is one of cheapest and effective tool of recruitment process.
Under this approaches job vacancy are posted on official website or through social sites
where all the individual spend half of their time. Therefore those candidates who really
need job can apply for this by considering the eligibility criteria. Digital marketing:- In recent era due to shortage of time management team wants short
cut for all the work. At the time of filling vacant job position HR head choose some
tactics which proves effective like use of digital marketing where HR manager instruct
management team to use marketing tool in order to communicate information of empty
place to individuals at large. It save their time, money and efforts.
 Advertisement and publicity: this medium is common and effective mechanism under
which HR manager publish information related to job vacancy along with eligibility
criteria for apply and documents required at the time of interview. This way save time of
manager and enable organisation to select fresh talent which enhance company growth.
All above point must be adopted by HR manager of Wood hill College in order to formulate
team of innovative and skilled employees and use effective source of recruitment which suited to
organisation by using clear HR strategy.
TASK 3
P3 (a) How training is differ from development
Training is a way to make learn things. At work place training is for new joiners to make
them learn what to perform at work place (Chuang and Liao, 2010). Individual who appointed in
TESCO for the first time does not know about culture of job profile life hence it is important to
provide them environment of corporate (Difference between training and development,2018).

Development is done in case of changes taking place in environment. It means there is
something adding in the skill. If someone knows few things and there is up-gradation in that then
there is development is done.
Difference between training and development
Training Development
Training techniques is used for lower level
management.
It is done for top level management.
Also is for employees who prove the
management to be worthy to be given the
chance to develop within the company.
This is necessary for completion of task. Development is essential to complete task
more effectively.
Training program is for short term and have
narrow criteria.
Development is long process and it helps in
increasing image of organisation.
This is a necessary procedure and helpful in
current job task.
Development is a futuristic approach and not
necessary to take part.
(b) Training need analysis and methods adopted by TESCO
Training and development of employees is not easy task. Every employee's personality
differ so it is necessary to analyse their requirement this makes easy for manager to provide them
training as per requirement (Cooke and Saini, 2010). To analyse training need , there must be
study conducted by management of TESCO-
Training needs to be identified by:
 Personal discussion- To know training need it is necessary to discuss what employees
expect from organisation. Any employees does not only work for company's growth, so it
is necessary. Through this discussion manager can came to know about mental level of
individual. This helps in providing things which are lack in personality or
professionalism at work. All tasks must be completed according with the company rules
and procedures .
 Views of employees- Every individual has different thought process, so it is important to
know what person think in regard to their training. Any individual performs with his full

interest if they get training as per their requirement. This requires time but at the same
time it proofs advantageous for organisation as well. Employees well trained bring
efficiency and prosperity for the company.
 Performance evaluation- Management of organisation can know the need of training by
analysing performance of employees. It is necessary to check whether learning program
is required or not . If needed then at what extent. This is done by telling or not
employees that they are evaluated. After evaluation a feedback can be given .
There are many training methods used in industry to train employees. But it is important
to train employees by method which is most influencing for labour. There is cost and time
involved in training program so manager has to planning thoroughly so that training impacts in
positive way (Daley, 2012). It is important to take feedback by employees so that this gives the
revert of what employees feel. TESCO use on the job and off the job methods to train their new
and existing employees which may prove efficiency of overall company. On the job training: Under this method company train their employees at the time when
they are performing job. Advantage of this method is that there is parallel use of
knowledge what is gained in training. As TESCO wants to increase its business so this
method is mostly used by them. This company believe to keep qualitative staff so they
provide opportunities to learn new things to existing as well as new personnel. Examples:
apprenticeship, coaching, etc.
 Off the job training: Under this method, workers of company went outside the
organisation to learn new things. This methods gives chance to learn new things with free
mind. This helps in maintaining the interest to learn new things. There are various
institutions of government and sometimes company itself have training school where
employees are sent. Example: brainstorming, lectures, customised training from training
companies, etc..
(c) Benefits of training and development for TESCO and employees
TESCO wants to expand its business by providing training assistance to personnel. They
are in favour to select person and provide learning so that they can know about techniques of
office. This helps in synchronise the activities of different department (Gruman and Saks, 2011).
Training is beneficial for employees also, it improves the personality also. Hence, training is

beneficial for employees and employer as well.(Benefits of training and development to
employer and employee,2018)
Benefits to TESCO Benefits to workers
Training helps to improves productivity and
increases growth of organisation
This helps in improving their efficiency and
effectiveness of employees and there are
minimisation in making mistakes.
It gives good impact in front of employees and
increase goodwill of TESCO.
Training is a way through which employees are
known that what has to be done, this reduces
disorder in their working.
If company wants to grow, there must be
qualified personnel so that it is beneficial for
organisation as well.
Training is method which updates the
knowledge of employees so that they feel
motivated while working.
Training is a way which creates stimulation in
organisation's environment.
This makes interesting to employees to work in
organisation s they learn new ideas helpful for
them.
P4 (d) Effectiveness of training in profit and productivity of TESCO
Training is beneficial for employees but it has a big positive impact on business also.
TESCO is a brand in supermarket where there is huge scope of growth. This company belief in
making long relations with employees. This makes employees also feel comfortable to deal with
company. Training provides help in gaining something more and new thoughts to operate
business task. This ultimately impact on productivity of company. It is important to analyse the
need of learning. It is important to make employees motivated so that they eager to learn new
things which are beneficial for them. Company can use strategies which are contacted to their
personal development so that get inspired to learn new things and apply to their workplace. In
the words of Guest, 2011 this is helpful in generating reducing defect in product and services,
therefore it is beneficial in respect profit and productivity. According to Wingley TESCO
becomes largest unit in UK having profits of more than 60 billion pounds.

M3 Different methods used by TESCO to develop employee's skill with its pros and cons
There are different methods used by TESCO to improve skills of its personnel. It is
benefited to workers as well company. There are possibilities that employees do not like the
method so it is important to give emphasis to know that what employees expect. There is
requirement of time as well as money to plan training program, so it is important to know what is
requirement of job profile and consequently method is adopted. There must be profit in
production units and reduction in cost, which influences profit positively.
Tesco has different approaches in training, both on the job and of the job training.
On the job training means a trainer is followed by a trainee in al job tasks in the day, by doing it
at the same time. It can be also a manger or a senior team member coaching the team at all time.
Tesco uses job rotation or monitoring experienced company empower methods as well. On the
job training is much cheaper then of the job training as there is not travel costs or different
people to be payed as trainers , or renting premises for trying sessions.
Tesco uses off the job training in more specific skills. Those are professional training sessions .
They also have Tesco Academy that provides online training.
D2 Critical evaluation of HRM practices in regard to training and development
Human resource department works for welfare of employees, this makes them satisfy and
they give their best. It is important to make employees learn new things , this reduces time and
give best quality product. Management of TESCO has to read market and then apply to
organisation. This feels employees also good that they work with updated technique. There is
important role electronic media in supermarket, this is appropriate case there is use of new
software then its operations must be educate to individuals. According to Huselid and Becker,
2011 there is tough competition in firms of supermarket, so they have to modify there policies as
per need of consumer. In that case there is requirement of learning program for employee's.
There must be quick decision taken so that measures can be applied effectively.
TASK 4

P5 Importance of good employee relation and its influencing in HR decision making
Employee relation means initiatives taken by company to manage good relations between
employer and employees. An organisation adopt ethical practices always provide fair treatment
to their employees so they committed towards job and loyalty to the company.
It is very important to maintaining good employee relation for smooth running and
success of business. Although it has been seen in large organisation where size of employees is
more then in such cases chances of conflicts, disputes are always their due to different opinion,
skills and work culture (Jiang and et. al., 2012). Therefore, role of HR department is coming
where they have personally interact with employees and ask all the issues they are facing and
after analysis full situation provide appropriate solution for problems. Various HRM practices
are used for establishing strong employee relation for higher productivity and customer
satisfaction.
In business organisation HRM practices work as a guiding tool which apply according to
the vision and objective which lead to coordination in business executive plans. Therefore a
proper working relation among individuals create ethical value and harmony in organisation
environment. If the relations are healthy then effective HR decision at work will have a positive
direction then will increase productivity. ITV, a large communication channel in UK is giving
their services in all places of UK. Therefore manager has to concern about effective employee
relation for decision making. Different kinds of merits for employees and company which stated
below:
 Maintaining good relations among employees increase the chance of better ideas and
active participation at the complex organisation situations. Therefore, company get the
benefits of accomplishing daily targets at effective manner (Kehoe and Wright, 2013).
 In order to gain high positioning in market and create dominance it is vital for top
management to plan appropriate pricing strategies, effective marketing techniques and
emphasis on improving the quality of goods and services. This bring will loyalty factor
among customers because of positive feedback from daily users.
 Policies related to compensation, promotion ,transfer or initiatives made by HR manager
according to the need of workforce so they will easily accept all the situation whether it
give profit to them or not.

 Company arrangement related to training development programmes for the benefits of
employees and company both. The main objective behind it is to prepare all new or
existing workforce to face all the challenges related to upcoming competitors strategies
and customer perception about products and services (Lengnick-Hall, Beck and
Lengnick-Hall, 2011).
 ITV is big TV channel of UK which are seen by a large population so it is vital for
organisation to systematically arrange all the responsibility which need to accomplish by
all the department members of ITV for giving utmost satisfaction to costumer. All things
are possible only with the feeling of team spirit and cohesiveness among individuals.
 In today dynamic environment modification are made in organisation according to
external business environment so it is important for success of company to properly scan
all the changes and improved their organisation structure according to it.
All above points must considered in order to maintain sustainability and market share in external
environment. Therefore increases productivity and effectiveness in organisation working style.
P6 Key elements of employment legislations and its impact on ITV HRM decision making
In simple words employee relations means maintaining cooperative and mutual
understanding among employees or between organisation and employees . Employee relation in
context of contract of service, dismissal and inequality . Contact of service means when
employee work on casual basis i.e. on the basis of date specified in contract so it is consider their
temporary period and not consider employee. Under this once the contract is complete then
renew contract or ask person to leave. The employment standard of legislation is offering
minimum regulation where the individuals are free to develop strategies which help in
maintaining the internal environment of organisations .Various employment legislations are
made like employment relationship, laws, trade union concept and various provisions. In case of
ITV company their administrative decisions are influenced by government decision making
(Marchington and et. al., 2016). For example if Government declared working hours of
employee is 6 hours then ITV company also make changes and fixed their working hours
according to government policy. The objective behind it to protect all the labour class employees
from the exploitation of large business houses.

HR manager of a company have to understand all the legal regulations at the time of
taking decisions related to employees policies and procedures. Organisation top management
need to adhere with all terms and conditions enforced by government. HRM decision making get
impacted if business do not follow all the compliances which are framed by organisations. In this
context ITV HR manager has to strictly complied with legal legislation which stated below:
 Health and safety act, 1974: ITV management committee has to follow all the condition
specified in this Act and managed all the working as per as employee demand. If
company comprises of large employees then they have to arrange security appliances for
all the workers if they are indulge in hazardous activity (McCauley, 2012). Ignorance of
law regulation lead to loss of life and organisation has to pay heavy penalty for that.
 National minimum wages act,1999: According to this act company has to given
minimum wages for all the new and existing employee. Their is no discrimination at the
time of minimum wages to their employees in term of age, caste, rationality and gender
inequality. This will help in reducing conflicts between management.
 Data protection: Under this company has to ensure that all the internal data must fully
secured because viral of these information put negative impact on employee protection
and due to this company suffered lot.
 Equality : Treat every employee equally on the basis of salary, promotion and rewards
recognition without any discrimination otherwise it leads to conflicts and disputes in
organisation.
 Employment act: According to this employees are not exploited in relation to work
timing, salary and promotion policy because it affect their career growth.
All the above points need to complied along with legal formalities at the time of changing
objective of company, hiring or firing of employees and other official matter related to employee
protection.
M4 Evaluation of key aspects of employee relations management and employment legislation
Employee relations plays significant role for an organisation which help in maintaining
appropriate relationship between superior and subordinates. In order to run business smoothly it
is necessary for HR manager to consider all the issue, problem faced by individuals. In case of
ITV organisation all the policies, strategies and legal operations are made after considering the

needs benefits of workforce. Various changes are coming in competitive business environment
and strategic level has to alter organisation policies according to it (Meredith Belbin, 2011).
Alteration either create positivity and negativity in environment so in such case HR team has to
organise training development session for employees in order to overcome from the depression
of complex modifications. Therefore coordination and cooperation among leader and their team
lead to better productivity and achieved standard quality of goods and services for customers.
D3 Critical evaluation of employee relations and application of HRM pratices in ITV
If goals and objectives of organisation are specified so it order to accomplish all the
targets within time period then employee relation must be maintained. Along with that healthy
environment must be their which enhance positivity among workforce. All the HRM practices
are organised for active participation and remove hesitation among employees. Management of
ITV has to work for career advancement, emphasising team work and encourage skill abilities
among individuals.
CONCLUSION
The whole assignment gives a prescribed discussion about three companies i.e. how
company working style is affected by function of management, source choose for recruitment
selection, effects of HRM practices and many other concepts. Further, it discuss about the
importance of employment relation and their engagement in business decision making. In order
to accomplish the objectives of company they require to maintain strong relationship among
employees. In competitive market condition use of HRM techniques enable organisation to keep
standard in quality of goods and services. Systematic selection internal and external drivers for
recruitment save time, efforts and money and enhance optimum utilisation of resources. Proper
adherence of legal regulation improve goodwill and market share which leads to establishment of
customer loyalty towards organisation services.

REFERENCES
Books and Journal
Alfes, K. and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. In
Handbook of labor economics (Vol. 4, pp. 1697-1767). Elsevier.
Blume, B. D. and et. al., 2010. Transfer of training: A meta-analytic review. Journal of
management. 36(4). pp.1065-1105.
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.
Cooke, F. L. and Saini, D. S., 2010. (How) Does the HR strategy support an innovation oriented
business strategy? An investigation of institutional context and organizational practices
in Indian firms. Human Resource Management. 49(3). pp.377-400.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
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.
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Jiang, K. and et. al., 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.
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.
Lengnick-Hall, C. A., Beck, T. E. and Lengnick-Hall, M. L., 2011. Developing a capacity for
organizational resilience through strategic human resource management. Human
Resource Management Review. 21(3). pp.243-255.
Marchington, M. and et. al., 2016. Human resource management at work. Kogan Page
Publishers.
McCauley, S., 2012. Introduction. In The Dilemma of Boundaries (pp. 117-121). Springer,
Tokyo.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest. 19(3).
Ployhart, R. E. and Moliterno, T. P., 2011. Emergence of the human capital resource: A
multilevel model. Academy of management review. 36(1). pp.127-150.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1).
pp.1-14.
Vörösmarty, C. J. and et. al., 2010. Global threats to human water security and river biodiversity.
Nature. 467(7315). p.555.