Recruitment and Training Strategies

The assignment provided discusses the current situation and strategies for action in human resource management for mental health care. It also explores the impact of high-performance human resource practices on employees' attitudes and behaviors. Additionally, it examines the link between high-performance work systems and performance, as well as the emergence of the human capital resource. The document includes references to various studies and sources related to recruitment, training, and development in human resource management.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Defining the purpose and functions of HRM........................................................................1
P2. Strengths and weaknesses of several recruitment and selection methods............................4
TASK 2............................................................................................................................................6
P3. Benefits of HRM for employees and employers of organisation.........................................6
P4. Various HRM practices in terms of raising organisation profit and productivity................7
TASK 3............................................................................................................................................9
P5 Importance of employee relations in respect of influencing HRM decision making............9
P6. Key elements of employment legislation and impacts on HRM decision making.............10
TASK 4..........................................................................................................................................11
P7 Application of HRM practices in a work related context, using specific example..............11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14
.......................................................................................................................................................16

INTRODUCTION
HRM is one of the significant factor in each organisation due to support in the
management and controlling power of workers in the organisation. Additionally, it supports to
maintain effectiveness and efficiency in the business activities and operations (Armstrong and
Taylor, 2014). This system aids to enhance the capabilities of workers to work more and to
engage them in the business activities and operations. This HRM report is based on the TESCO
grocery retailer which deals in food, clothes, beverage, household products and goods. On the
other hand, there will be discussing about major purposes and functions of HRM in the context
of TESCO. Additionally, this report explains the recruitment and selection process as well as its
several methods and approaches and also will be examine and determine strengths and
weaknesses of them (Boxall and Purcell, 2011). On the other words, HRM is an important
concept for every organisation thus here will be elaborating its actual benefits for employers and
employees of the company. Additionally, will effectively define the several HR practices so that
with the help of them company can respectively increase its profitability and productivity in a
appropriate style. In this last, government had regulated some employee legislations so that will
be explaining in an effective way.
TASK 1
P1. Defining the purpose and functions of HRM
HRM is one of the significant concept for each organisation because it helps to maintain
and control overall business operations (Brewster and Hegewisch, 2017). Additionally, this
effectively evaluate workings of employees, their participation in various tasks and operations.
Evaluation of performance and working quality from time to time because company's
profitability and productivity are linked with each other. In the other hand, human resource
management can be considered as an important procedure because with the help of this
effectively can be enhance employees working performance and capabilities so that they will
effectively attain their objectives and goals in a effective and efficient style. Apart from this,
human resource manager of the TESCO is responsible for examining and measuring the actual
performance and quality of their staff members because employee’s involvement and quality
effects on the company in negative and positive manner. In the other hand, there are explaining
1

the major reasons or purposes behind the implementing this management system within the
organisation (Bratton and Gold, 2012).
PURPOSES EXPLANATION
Management of personnel
cost
In the context of personnel cost, each firm wants to improve their
sales and proficiency standards thus they invest large amount for
the welfare of employees. By which performance and capabilities
of their employees can be improved effectively. Due to this,
organisation can attain their targets and goals which can help to
them to make a competitive advantage in the market. Therefore,
HRM system assist to manage and control personnel cost of the
business firm.
Training and development It is one of the major purpose behind implementing and adopting
human resource management system within the organisation.
Thus, employee's working performance and quality are co-related
with each other. So that it is essential to conduct an analysis and
examine the real performance and involvement of all over staff
members in their tasks. Apart from this, training and developing is
one of the important concept because it helps to enhance skills and
working capabilities of staff members by which they will
effectively and efficiently pursue their duties in the organisation
to attain their objectives and goals by working in the company.
Measurement of
employee's performance
In the last, human resource management helps to measure and
examine working performance and quality of all over employees
or staff members of the business firm. Thus, it is required to be
effectively analyse how employees are working within the
organisation as well as which strategies they are using for
systematically completing the tasks and achieve goals of the
company. Therefore, company's profitability and productivity
based on employee's working performance and their involvement.
2

FUNCTIONS EXPLANTATION
Recruitment and selection Generally, recruitment and selection is a process which is used for
finding appropriate and capable candidates for an organisation. It
is the key work of the HRM because by using this in the company
may find out and examine the real working capabilities and skills
in a candidate. By using this HR manager of the organisation can
make selection of better employees in the company which can
help to them to make a better change in the organisational
performance.
Orientation After appointing and hiring new persons or candidates within the
organisation so that it is necessary to be introduce with every staff
members of the business firm. Further, HR department of the
company conduct orientation program in which new employees
can communicate and interact with already existing staff
members. Orientation programmes and activities is also one of the
HR functions which is beneficial for the organisation.
Managing and controlling Human resource management plays a significant role in the
betterment of the pursuing business activities by the employees in
a better manner. Therefore, managing and controlling is one the
important function of HRM system which assist to improve
revenues and production of the company in the positive manner.
Thus, this is essential to execute appropriate management system
so that will systematically can be manage and control all over
business operations then achieve goals and objectives in of the
company a systematic way.
3

P2. Strengths and weaknesses of several recruitment and selection methods
Recruitment and selection is a significant process for each organisation because with the
help of this can effectively find out a proper and capable candidates for selected position
within the business firm (Jiang and et. al., 2012). In this process included several test and phases
like HR round, writing test, reasoning and mathematical test, personal interview with the
experienced panel of the organisation to analyse the skills of the interviewee. All these things are
essential to be analyse and examine with the help of proper strategies and methods. Either than
its, work efficiency and capabilities works a significant role each business enterprises due to
negative and positive effects of these things. Moreover, recruitment and selection is an important
aspect but recruitment is a positive concept, it may create a negative impact on the interviewees
which have cleared all phases of the interview which is taken by the HR managers in the
company's recruitment and selection. Due to this, may be decrease moral and confidence level of
candidates. Employees or staff members supports to improve profitability and productivity of the
business firm. Experienced employees have to also support to their new joiners which can help
to them, to make a better change in the company's performance. Therefore it is necessary to be
use suitable and applicable recruitment and selection methods and techniques within the
organisation (Chelladurai and Kerwin, 2017). (Chelladurai and Kerwin, 2017). In the other hand,
basically there are two type of recruitment and selection sources which explaining under follows:
4

Illustration 1: Recruitment and selection sources
(Source- Shm, 2013)
Internal: In the context of internal source, in which employers of the business firm can
internally use appropriate and effective recruitment and selection methods and techniques in
effective and efficient manner (Meaning and concept of recruitment, 2013). Generally, there are
included some appropriate methods such as transfer, promotion and employee referral. All these
methods are helps to enhance motivation, confidence and moral of employees towards their
tasks. Additionally, their working performance also increase in effective and efficient style
(Wright and McMahan, 2011). In the other words, also these internal methods are negatively
affecting on the company because due to this sometimes creates conflicts and issues between
employees an employers. These type of negative things and environment negatively impacts on
TESCO. Thus, internal recruitment and selection sources has some strengths and weaknesses so
that it is necessary to be properly analyse and identify the actual requirements for appointing new
candidates within the organisation in a effective and efficient way (Harzing and Pinnington,
2010).
External: This is the another source of recruitment and selection in which included
several methods and techniques of recruitment with the help of them can effectively identify and
analyse the actual capabilities and skills in new candidates which participating in this procedure.
Apart from this, campus placement, advertisement, new paper ads and so more. With the help of
these methods and techniques HR manager of the TESCO can find out appropriate and suitable
5

candidates for an selected position or post within the business firm. Moreover, it is more time
and cost consuming as compare with internal recruitment and selection sources. Additionally,
sometimes due to this recruitment and selection source decrease moral and confidence level of
participates because in which only applicable and suitable candidates are appoint for job.
TASK 2
P3. Benefits of HRM for employees and employers of organisation
HRM is one of the important concept because it aids in managing and controlling all over
staff members as well as activities of company in an effective and efficient manner. Thus, it is
important to be manage and regulate all the programs of company and its processes because with
the assistance of this systematically enhance profitability and productivity of the company
(Berman and et. al., 2012). Additionally, this management system beneficial for employees and
employers of the TESCO. Thus, with the assistance of this effectiveness can be improve in work
performance and abilities of all over staff members outstanding to this they can systematically
achieve their objectives and targets in an in effect and efficient way Furthermore, HR supervisor
of the business firm has some significant obligations and obligations which ought to successfully
perform by them, for example, observing, controlling, preparing and advancement, overseeing,
coordinating thus more (Lengnick-Hall, Beck and Lengnick-Hall, 2011). All these can be
completed as a critical viewpoint for each association. Subsequently, these ought to be
deliberately oversee and control with the goal that undertaking can accomplish their long and
here and now targets and objectives in a successful and effective way. In the other hand, human
asset administration framework additionally helpful for workers and businesses since it helps to
create shared comprehension and makes sound association with representatives and managers.
With the assistance of this, they will altogether play out their errands and operations in a suitable
style. Apart from this, there are defining the actual benefits and importance of HRM for staff
members and employers of the company such as follows:
 Resolution problems and conflicts: Effective human resource management helps to
resolve issues and problems in effective and efficient manner (CHUANG and Liao,
2010). Thus, negative things and issues directly impacts on business firm due to this may
be decrease profitability and productivity of an organisation. Therefore, it is necessary to
6

be understand all over situation and problems of employees then as per them should find
out appropriate solutions for resolving them in a appropriate way.
 Improvement in employee's working performance: Human asset administration
framework improves representative's working execution and quality. So they essentially
play out their assignments and operations and also accomplish their objectives and
objectives in a compelling and effective style. Organization's gainfulness and efficiency
in view of representative's working execution and inclusion level. Consequently, it is
important to be successfully measure and analyse the working execution and nature of all
finished staff individuals. Also, must be direct fitting preparing and advancement
exercises and projects for workers of the business firm. With the goal that they can learn
and improve their working style and abilities appropriate (Bloom and Van Reenen,
2011).
 Employment relations: Healthy and effective employment relationship beneficial for
the organisation because with the help of this all over employees of the company can
work in unity as well as it helps to develop mutual understanding between them.
Effective HRM is an essential concept for each organisation because it assists to creates
healthy relationship and mutual thoughtful between workforces and managers of the firm.
 Information research: Human resource department of the TESCO emphases on to be
discovery out new and appropriate data with the aid of research. Therefore, with the help
of new information HR manager can adopt and implement some appropriate polices and
rules with the organisation so that they can effectively manage and control all over
business activities (Kehoe and Wright, 2013). With the help of research can
systematically enhance the profitability and productivity of the company in a effective
and efficient way. Apart from this, hum,an resource management system beneficial for
staff members and employers of the company with the help of this they can effectively
perform their operations and tasks as well as achieve their targets.
P4. Various HRM practices in terms of raising organisation profit and productivity
Human asset administration can be completed as an essential procedure since it oversees
and control all finished business exercises and operations of the organization. Furthermore, it
help to oversee workers or staff individuals so they can methodically play out their operations
7

and undertakings (Vörösmarty and et.al., 2010). Aside from this, each business firm concentrates
on to improve benefit and profitability in successful and proficient way. Along these lines, it is
important to be embrace and utilize fitting and new strategies and systems inside the association
so they can see how to accomplish the objectives and in addition how to contend with their real
rivals. In the other hand, there are a few sort of HRM hones which can be utilized by TESCO for
increment benefit and profitability level in a noteworthy style. Moreover, there are elaborating
important HRM practices in the context of TESCO such as follows:
 Recruitment and selection: It is one of the main HRM practice which helps to find out
appropriate and suitable candidates for selected position within the organisation (Ployhart
and Moliterno, 2011). Therefore, recruitment and selection is a process with the help of
this can significantly examine and identify the employee's working capabilities and skills
in a appropriate way Aside from this, enrollment is a constructive idea in light of the fact
that in which all people are accept take part to take open doors. In the other hand, choice
is a pessimistic term in light of the fact that in which just chose and skilled people are
select for last round or talk with which will take by HR administrator.
 Work life balance: It is important to be oversee promotion control all finished business
exercises and operations in a viable and effective way (Gruman and Saks, 2011). With
the goal that workers of the business firm can successfully play out their operations and
in addition achieve their objectives in a critical style. Therefore, work life balance is the
HRM practice which assist to manage business activities as well as aids to develop
healthy working environment within the organisation.
 Training and development: Representatives working execution and quality are
specifically impacts on association since organization's benefit and profitability are co-
related with every others (Training and development, 2017). Thus, it is important to be
give proper preparing to all staff individuals with the goal that they can upgrade their
working execution and abilities so they can see how they ought to play out their
undertakings and accomplish their objectives. Appropriate training ad development
programmes and activities helps to increase sales and revenue of the company (Sanders
and Frenkel, 2011).
8

Illustration 2: Training and development, 2017
(Source-Training and development, 2017 )
 Compensation: Each business firm tries to be increment their gainfulness and efficiency
because of this they concentrates on to execute suitable framework and techniques inside
the association. With the goal that representatives can viably persuade towards their
assignments and in addition upgrade their certainty level. Hence, pay is one of the
essential HRM rehearse in light of the fact that with the assistance of this effortlessly
spur all finished staff individuals from the organization since they concentrate on to win
extensive measure of remuneration. Aside from this, all these HRM rehearses are useful
for the association since it help to expand deals and benefit level of the business firm.
TASK 3
P5 Significant of employee relations in respect of impacting HRM decision making
Effective employment relations play vital role within the business firm because it helps
to Increased productivity and profitability of business firm in systematic manner (Tarique and
Schuler, 2010). Therefore, it is required to conduct different programmes and functions within
the organisation so that employees can significantly communicate and interact with their
employers. With the help of effective employee relation can effectively resolve issues and
problems of employees with appropriate solutions. While employees working in healthy
environment so respectively enhanced their motivation and performance level thus they
9

effectively perform their operations as well a they will effectively achieve their goals and
objectives. In the context of TESCO, it focuses on to maintain employment relations as well as
creates healthy environment within the organisation. So that all over employees of the company
will working with unity and better understanding (Farndale, Scullion and Sparrow, 2010).
Healthy employee relationships assist to increase motivation and confidence level due to this
company can impressively take appropriate decisions and effectively take participate in planning
process. With the help of effective and healthy employee relationship organisation can achieve
their targets and goals in an impelling way. Additionally, business firm can increase sales and
income level as well a company can build a brand image within the market place. Furthermore,
there are explaining the actual important of employee relationships in the context of TESCO
such as follows:
 Productivity: Healthy employee relations are helps to increase productivity level of the
business firm because every business firm seeks to be enhance its sales ad productivity in
effective manner. Due to this, they try to use and adopt smart strategies and methods
within the business firm. As well as they try to implement effective management system
so that every employees of the company can significantly manage and control their
operations and works. Apart from this, it is necessary to be develop healthy employee
relationship due to this respectively increased mutual understanding between employees
and employers (Fulton and et.al., 2011).
 Resolution of reduction of conflicts and issues: In every business firm easily creates
conflicts and problems between employees and employers. These type of negative things
are directly impacts on organisation. Therefore, healthy employee relationship helps to
develop mutual understanding due to this they all will working in proper unity. With the
help of appropriate and effective relations easily resolve and overcome the issues and
problems from the company. So that, every employees of the firm can take participate in
decision making process (ZhengYang and McLean, 2010).
 Motivating employees: Positive and healthy environment plays an eminent role in every
organisation because it helps to increase sales and revenue of the company. In order to
this, healthy employee relationship assist to motivate all over employees of the firm as
well as enhance their confidence level towards their works so that they will efficaciously
operate their works and achieve their targets as well. Apart from this, healthy employee
10

relationship plays an important role within administration because it aids to decision-
making process as well as it assist to enhance income level of the company (Shuck and
Wollard, 2010).
P6. Key terms of employment legislations and affects on HRM decision making
Government of the UK regulated and enacted some effective rules ad regulations for
maintaining all over business transactions in a significant manner. Additionally, effective legal
rules and regulations assist to creates healthy employee relations due to this all over staff
members will effectively performed their tasks in a systematic way. Therefore, it is needed for
every business firm should be follows all legal employment rules and legislations. If they does
not follow so that government of the country can take appropriate and legal action against that
particular company. Sometimes, employers of the company creates discrimination between
employees or staff members. Due to this, their moral and confidence level respectively decrease
as well as employees will not effectively complete their operations and tasks (Wang and Noe,
2010). Therefore, it is necessary to be maintain healthy working surroundings at work place as
well as should be develop healthy employment relationship. Thus, it is required to be follow
legal rules and regulations which enacted by government of the nation, which demonstrating
under follows:
 Anti-discrimination: Sometimes, within the organisation creates discrimination between
employees. Thus, company's employees cannot efficaciously execute their operations and
tasks because their moral and confidence level respectively reduced. Thus, government of
the nation thermostat and enacted anti-discrimination act in the UK, which has to be
followed by TESCO with in the organisation. According to this act, should not creates
discrimination activities an behaviour with their staff members and should provides equal
services, salary and other things. This legislation helps to improve motivation and
confidence level of employees (Kakuma and et. al., 2011).
 Employment security Act, 1978: According to this Act, must be give safety and
security services and facilities to staff members. Thus, it is needed to be provides
appropriate and necessary facilities and services to all over employees so that employees
11

will significantly perform their operations and attain their targets in a appropriate style
(Fine, 2012).
 Equality Act, 2010: In the context of this legal act of UK, must be evenly treat to all
over workers so that they effectively motivate and confident towards their works and
tasks. Proper equality concept helps to increase sales and income level of the business
firm. Sometimes, within the organisation creates unhealthy environment and not equally
treat all over employees of the organisation. Due to this, respectively decrease their moral
and confidence level towards their works additionally reduce their working performance
and quality (Campbell, Coff and Kryscynski, 2012). Moreover, it is necessary to be
follow all these legislations and legal rules within the organisation so that every
employees will significantly perform their tasks. Apart from this, all these legal terms
and acts are helps to creates healthy environment within the business firm as well as aids
to develop effective employment relationship. It aids respectively increased effectiveness
and efficiency of workers so that effectively succeed their aims in a appropriate manner.
TASK 4
P7 HRM practices in a operations elated context, using specific example
It is not easy to find capable and skilled candidates for any particular position within the
organisation so it is required to be select effective recruitment and selection methods and
techniques. So that HR manger of the company can effectively analyse and examine the actual
working capabilities and skills of an individual person. Apart from this, appropriate recruitment
and selection methods helps to provides appropriate results to HR manager so that as per this
they will effectively take appropriate decision towards employees or staff members. As well as
they assist to enhance working execution and capabilities of workers so that they will
significantly perform their operations in a impressive manner. HRM practices such as training
and development, it aids to increase working quality as well as presentation of employees
because in which effectively provides all over information for staff members towards their works
and targets so that they can effectively analyse and identify which one strategies and methods
they should be used in their working environment. While employees of the company
significantly perform their tasks and operations then respectively increased profitability and
productivity of the company (Messersmith and et. al., 2011).
12

For instance: TESCO is an largest retail market of UK it sells with different type of
products such as household, clothes, food, beverage and so more. Thus, HR manager is this firm
seeks to be recruit capable and skilled candidates within the organisation so that they can
effectively achieve their targets and goals. Hence, selected company can build an brand image at
market place as well as impressively contend with competitors (Bulgurcu, Cavusoglu and
Benbasat, 2010). Further, it is necessary to b use appropriate and effective recruitment and
selection methods and techniques within the organisation so that HR manager of TESCO can
find out appropriate and knowledgeable staff members to full fill the rest position or post. In the
recruitment process every candidates can participate for taking appropriate opportunity but from
them only few capable and skilled persons are selected for final interview it will conducted by
HR manager of the institution. As per above define, recruitment is an constructive procedure
because in which any individual can take participate but selection is an negative concept because
in which only selected persons are going for final round. Therefore it is needed to be choose
appropriate recruitment methods and techniques (Hammer and et. al., 2011).
JOB SPECIFICATION
HR Manager
Company name TESCO PLC.
Reporting to HR Manager
Requirements Effective communication skills, attractive
personality, interpersonal skills, hard working,
punctual, leadership quality, team management
skills and so more.
Qualifications Masters specialisation subject is Human
resource.
Experience 1-2 years
Responsibilities or Duties  Regularly measure and examine the
employee's working performance and
quality.
13

 Maintain healthy relationship
 Resolve problems and issues of
employees.
 Conducting appropriate training and
development programmes and activities
for staff members.
Job Specification
Qualification  Applicant should be graduate
 Candidate must be have masters in specification
of HR
Experience  There is requirement of at least 2 years of
experience.
 Authentic proof of experience
Area of Expertise  Better communication skills
 Proper knowledge about HR
 Training and development
 Problem settlement
 Performance management
Other Qualities  Time management
 Interpersonal skills
 Communication abilities
VACANCY
TESCO is hiring for the post of HR manager.
Post – Human resource manager
14

Qualification - Master in relevant field, Phd.
Experience – minimum 2 years of experience in retailing sector
The selected candidates will be called out for interview.
The individuals will have to apply for job via post or email.
Last Date to apply- 15 December 2017
Address: Tesco house, Shlre park, Kestrel way, Welwyn Garden City, UK, AL7 1GA
Email: [e-mail]
Contact: 293 88766 88
Candidate CV received for the job:
Curriculum Vitae
Name:
Address:
Telephone number:
Email:
Career Objective: To continually learn and build up my aptitudes while working in an
association which trust in double development and advancement.
Academic Qualification:
 Graduate
 Masters in Human resource
Experience:
 HR Executive in ASDA from last 5 years.
Personal skills:
 Good communication skills
 Better management capabilities
 Time management
 Interpersonal abilities
 Leadership quality
Declaration:
15

I seriously proclaim that everything expressed in this CV is correct and unadulterated.
Interview questions and preparatory notes:
Interview Question
Q.1. Tell me about your self ?
Q.2. What difference between you and others?
Q.3. What Characteristics and abilities improve you a HR supervisor?
Q.4. In what capabilities will you approach staff members?
Q.5. Which type of human resource methodology you will be used for manage operations?
CONCLUSION
From the above mentioned report it has been concluded that human resource
management system played important role within the organisation because it helps to managed
and controlled all over business activities and operations in a effective and efficient manner.
Additionally, it assist to provided appropriate training to all staff members so that they can
enhanced their performance and working quality. Apart from this, there has been elaborated
major function s and reasons behind implemented human resource management system within
the company. With the help of them, effectively has been examined the actual importance of
HRM. Therefore, it has been explained several recruitment and selection approaches as well as
its strengths and weaknesses. As per them effectively can identified appropriate and suitable
methods for recruiting candidates within the business firm. Further, it has been defined several
employment legislation such as anti-discrimination, protection act, equality act and so more
which had regulated and enacted by government of UK.
REFERENCES
Books, Online and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
16

Berman, E. M., and et. al., 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
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.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Bulgurcu, B., Cavusoglu, H. and Benbasat, I., 2010. Information security policy compliance: an
empirical study of rationality-based beliefs and information security awareness. MIS
quarterly. 34(3). pp.523-548.
Campbell, B. A., Coff, R. and Kryscynski, D., 2012. Rethinking sustained competitive
advantage from human capital. Academy of Management Review. 37(3). pp.376-395.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
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.
Farndale, E., Scullion, H. and Sparrow, P., 2010. The role of the corporate HR function in global
talent management. Journal of world business. 45(2). pp.161-168.
Fine, S., 2012. Estimating the economic impact of personnel selection tools on
counterproductive work behaviors. Economics and Business Letters. 1(4). pp.1-9.
Fulton, E. A. and et.al., 2011. Human behaviour: the key source of uncertainty in fisheries
management. Fish and Fisheries. 12(1). pp.2-17.
Gruman, J. A. and Saks, A. M., 2011. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
Hammer, L. B. and et. al., 2011. Clarifying work–family intervention processes: The roles of
work–family conflict and family-supportive supervisor behaviors. Journal of Applied
Psychology. 96(1). p.134.
Harzing, A. W. and Pinnington, A. eds., 2010. International human resource management. Sage.
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.
Kakuma, R. and et. al., 2011. Human resources for mental health care: current situation and
strategies for action. The Lancet. 378(9803). pp.1654-1663.
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.
Messersmith, J. G. and et. al., 2011. Unlocking the black box: exploring the link between high-
performance work systems and performance. Journal of Applied Psychology. 96(6).
p.1105.
17