[SOLVED] HRM Functions and Practices Assignment

The provided assignment is a comprehensive study guide for Human Resource Management (HRM). It includes references to various sources such as academic articles, books, and online resources. The guide covers HRM functions, practices, and good practices. It also provides illustrations and figures related to HRM. The summary of the assignment details that it is an essential resource for students looking to study HRM, with a focus on providing detailed answers to past papers and assignments.

Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. The purpose and function of HRM, Nature of strategic HRM and Hard / Soft HRM
approach for planning and resourcing....................................................................................1
P2. Strength and weakness of different approaches to recruitment and selection..................4
M1.Functions of HRM can provide talent and skills appropriate to fulfil business objectives
................................................................................................................................................7
M2. Evaluate Strength and weakness of different approaches to recruitment and selection. 7
M3. Critical Evaluation..........................................................................................................7
TASK 2............................................................................................................................................7
P3. Benefits of HRM practices within the firm for both employers and employees..............7
P4. Evaluate the effectiveness of different HRM practices in terms of raising organisational
productivity and profit............................................................................................................9
M4. Different methods used in HRM practices, provide specific example.........................11
TASK 3..........................................................................................................................................11
P5. Importance of employee relationship in influencing HRM decision-making. Discuss the
relevance of trade unions in UK...........................................................................................11
P6. Identify the key elements of employee legislation and the impact over HRM decision
making..................................................................................................................................13
M4. Evaluate key aspects of employee relations management and employee legislation.. .14
TASK 4..........................................................................................................................................14
P7. Illustrate Application of HRM practices in an Organisation..........................................14
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
Human Resource Management refers to that function of management which helps in
hiring, maintaining and retaining an employee in the organisation. It is concerned with the
practices of monitoring employee performance, motivating them to accomplish company goals
and rewarding them for their work. JP Morgan Canary Wharf manage and delivers one of the
greatest feats of civic engineering. It delivers all kinds of construction project in an integrated
Project Manager basis. The report discusses about different functions of human resource
management, nature of strategic management and different approaches of HRM i.e. Hard and
Soft approach in planning and resourcing. It discusses about the impact of internal and external
factor in a Human Resource Management decision-making, including employment legislation.
TASK 1
P1. The purpose and function of HRM, Nature of strategic HRM and Hard / Soft HRM approach
for planning and resourcing.
Human Resource Management is defined as function performed in organisation that
facilitates the most effective use of people to accomplish individual and business goals. The
purpose of HRM is to conduct coordination of people within organisation to achieve specific
business objectives, maintain employee and fulfil staffing needs. It considers people as
organisational assets that will fulfil objectives and goals of company. In order to motivate them
to fulfil goals of company HR. professional works to create job satisfaction and employee
efficiency and effectiveness (Alfes and et.al., 2012). Thus, Human Resource management
emphasises the quantitative, calculative and strategic aspects of managing employees in a
systematic way by performing various functions which are as follows:
 Planning: Human Resource Management formulate plans to analyse number and type of
employees needed to accomplish organisational goals. HRM plans policies and identify
the methods to accomplish goals of Human Resource Department.
 Maintaining Employee Relation: Human Resource personal works to encourage and
motivate employees to achieve organisational goals effectively. In order to motivate
employees, HR should maintain strong relationship with them. Human Resource
professional emphasise on maintaining good relation between employer and employee.
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 Orientation: Human Resource professionals provide orientation to employees by guiding
them about the rules and norms of company. They introduce employees to organisational
objectives and goal, company rules, working hours, benefit programme and expectations
from employees (Boon and et. al., 2018).
 Training and Development: HR manager provide training to employees in order to
perform a given job more effectively. It is the function of Human Resource manager to
impart proper training to employees when required.
Illustration 1: HRM function
Source: (Internal and External Sources.2018)
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Nature of strategic HRM.
Strategic Management refers to framing of strategies, their implementation and
evaluation of effectiveness. Strategic HRM refers to an approach through which organisational
goals will be achieved by integrating Human Resource strategy, policies and practice. SHRM
aim is to ensure that strategies of Human Resource Management should serve as means to ensure
effective contribution of employee in achieving goals of firm (Booth and van Ours, 2013).
Strategic Human resource Management has three main objectives which are as follows:
 The integration of Human Resource strategies with business goal. It aim is to integrate
strategy through Horizontal and Vertical hierarchy in organisation.
 To provide direction in case of Crisis and turbulent environment so that business needs of
organisation and collective needs of employees can be met by implementation of
effective and practical HR policies and programmes. Objective of SHRM is to contribute to the formulation of business strategy by drawing
attention to ways in which the business can capitalise on the advantages provided by the
strength of its human resource (Brewster, Chung and Sparrow, 2016)
Hard / Soft HRM approach for planning and resourcing.
Hard Human resource Management is defined as staff management system in which
employees are considered as a resource that needs to be controlled to achieve the highest profit
and competitive advantage. The aim of this form of management is to identify workforce needs
of the business and recruit accordingly.
Soft HRM refers to that management system where employees are treated as the valuable
resource of firm and needs to be treated with motivation in order to accomplish desired goal of
business. The aim of Soft Human Resource Management is to considered employees as valuable
and source of competitive advantage (Fahy and et. al., 2017).
Difference between Hard and Soft Human Resource management approach for planning
includes:
Hard HRM Soft HRM
 Treating of employees simply as a  Employees are treated as individuals
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resource of the firm and manage them
accordingly.
and their needs are planned
accordingly.
 This approach of HRM builds a strong
link with corporate business planning
and recruit employees on the basis of
needs and demands of organisation.
 It focuses on long term workforce
planning and regular two way
communication between employees and
employer.
 It focuses on what resources do we
need and how does we get them and
how much they will cost.
 Competitive pay structure that includes
suitable performance reward (Van and
et. al., 2012).
 This approach of HRM involves
minimal communication with
employees and little empowerment or
delegation of authority and power to
employees.
P2. Strength and weakness of different approaches to recruitment and selection.
The basic and most important function of Human resource Management is to recruit and
select right people for performing the given job. It is essential to have good recruitment process
to attract the right kind of applicant for fulfilling business needs. Thus, a good recruitment
process helps in minimising the time involved, cost of searching and interviewing person, etc.
There are two forms of recruitment and selection i.e. external and internal recruitment (Hofstetter
and Harpaz, 2015).
Internal recruitment refers to hiring employees from within the organisational
department this includes transfer or promotion. Transfer of employee refers to shifting from one
department to other whereas promotion refers to promoting employee at higher level position.
Benefits of Internal Recruitment: Economical: Recruitment through internal source is economical as it saves cost of
recruitment process. It helps firm to save both time and money as recruitment through
external sources includes advertising for job, employing recruitment agencies, etc.
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Further, Internal recruitment helps in reducing employee turnover as employee are been
promoted to higher position which keeps them motivated and satisfied. Familiarity: Employees of the firm are tried and tested this saves time of HR department
as they do not need to do orientation of employees. As employees are well aware of the
culture, norms and policies of background employees are more comfortable to job
position. Employees are fully acquainted with firm hence, job training can be reduced. Increase loyalty: Internal recruitment is the best way to build loyal and faithful
employees for the firm. It is a useful signal to employee and assures them that their
services are recognised and this helps in maintaining their motivation and morale.
Demerits of Internal Recruitment: \ Prevent new entry: Internal recruitment prevents new blood from entering the
organisation. This creates a major drawback as innovative ideas and fresh thinking cannot
be promoted which can be possible only through external recruitment (Jayawardena and
et. al., 2013).
 Less Scope: The scope of internal recruitment is limited as it is not possible to fill up all
the vacancies of the job through this approach of recruitment. Further, there are chances
of personal bias or partiality in transferring or promoting employees.
External recruitment refers to attracting qualified applicant to apply for the vacant
position in the firm either through direct contact or through public advertisement, Management
Consultant or Recruitment Agencies, etc.
Benefits of External Recruitment:
 Promoting new talent: External recruitment help in promoting and entry of fresh blood
in the organisation which leads to innovative ideas and fresh thinking which help in
promoting business. Further, highly qualified and experienced employees may help the
company to increase their productivity. Healthy Competition: Recruiting new applicants for company helps in promoting
healthy competition in organisation. Current employees are motivated to challenge their
skills and attitude for becoming more effective while performing their job roles. Wider Scope: The scope of external recruitment is more in compare to internal
recruitment as different job opportunities can be filled through external recruitment. It
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provides the requisite type of personnel for an organisation, having the required skill
(Hoque, 2013).
Demerits of External Recruitment: Dissatisfied employees: External source of recruitment reduces morale of employees
because outsiders are preferred to fill up superior vacancies. It reduces the chance of
career development and advancement for employees.
 Time consuming and Costly: This method of recruitment is time consuming and costly
as compare to internal recruitment. Firm needs to incur cost on advertising the job
vacancies, recruit external agencies, etc. Further, new applicant is not aware of norms and
policies of company this means HR manger needs to provide complete orientation to
employee (Tangthong and et. al., 2014).
Illustration 2: Sources of Recruitment
Source: (Internal and External Sources.2017).
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M1.Functions of HRM can provide talent and skills appropriate to fulfil business objectives
Human Resource Management functions help the firm by providing with proper structure
and ability to fulfil business needs. It helps management to effectively combined talent of
employees so that all objectives can be met.
M2. Evaluate Strength and weakness of different approaches to recruitment and selection.
Strength
Internal source: External source:
It help in motivating employees as recruitment
is done within organisation.
This provide firm with new and fresh talent
which promotes innovative ideas within
organisation.
Weakness:
Internal source External source
There may be bias or partiality in promoting or
transferring employees within organisation.
It is very costly and time consuming as it
includes various process and procedures.
M3. Critical Evaluation
The applicant for higher position should be recruited through internal recruitment. This is
because employees of the organisation are familiar with norms and culture and further,it will
create more loyalty between employees.
Job vacancies for employees or at lower level of management should be done through
external recruitment as it will bring in more fresh and innovative ideas in the firm.
TASK 2
P3. Benefits of HRM practices within the firm for both employers and employees.
Human Resource Management practices are vital for success of organisation as it gives
competitive advantage to firm and helps in improving and enhancing productivity of employees.
There are many HRM practices which is done by the HR managers like; training and
development, employee performance management and monitoring, etc. The most crucial among
them is Training and development practice (Jenter and Kanaan, 2015).
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Learning, Training and Development: The term training and development refers to providing
required resources and opportunities to address the given job role effectively. It helps in
increasing employee’s ability to perform through learning and increasing his/her skills and
knowledge.
Benefits of HRM practices for employees:
 The HR. practices enables employees to fulfil the given job role effectively and improve
their knowledge and skills through training and development.
 HRM practices help in motivating and encouraging employees to take up any challenge
and overcome it with their skills and ability.
 Human Resource manager helps in building employee and employer relationship which
benefits the firm as responsibilities are shared (Human Resource Management Good
Practices.2017).
 Employees can refer their issues to HR department which help in resolving them. Thus,
HRM practices are way through which employees can resolve their problems.
 HRM practices provides support to employees who suffers from any discrimination or
who feels that his/her rights are been violated. Human Resource manager provides
remedy to the situation and in case of major issue provides protection through anti-
discrimination and harassment laws and assist employees with legal matters (Kim and et.
al., 2016).
Benefits of HRM practices for employers:
 HRM practices coordinates various job roles in proper way which help Canary Wharf to
achieve success and opportunities of growth.
 Employees can bring innovation in the firm and help in achieving new heights of success.
Thus, HRM practices help employer of Canary Wharf to get efficient employees who can
help their firm to garner more profits and success.
 People provides various capabilities and behaviours within Canary Wharf which help to
execute firm’s strategy successfully.
 HRM practices include providing benefits to employees by providing increased access
and flexibility in employee benefits, Canary Wharf can not only recruit qualified
personnel but can retain them.
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 Human Resource manager works to integrate goals of Canary Wharf with individual
goals which helps employers to effectively accomplish their targets.
P4. Evaluate the effectiveness of different HRM practices in terms of raising organisational
productivity and profit.
Human Resource Management practices are vital for the success of organisation they
help in achieving goals and objectives of firm. There are different HRM practices which are
beneficial for firm these are:
:
Illustration 3: HRM
Practices
Source: (HRM Practices.2018).
Training and Development: These are vital functions of Human Resource Management.
Training is defined as setting up of program to improve or developed additional competency or
skills in an employee on the job. Development is a long term process which involves providing
opportunity to employees to improve their knowledge through learning (Lamba and Choudhary,
2013).
Benefits of Training and Development:
 Training and development are essential tool to improvise the skills of current and new
employees. This tool of management helps in addressing the given job role more
effectively.
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 It provides chance to employees to improve their attitude, skills or knowledge with
resultant improvement in the behaviour. Training and development ensures that employees get the right skills at right time and
more trained employee will commit less errors in job.
Flexible Working Hours: It refers to comfortable working hours which are provided to
employees within workplace. Employee should work for 40 hours a week and more to that can
harm the health of people in the organisation.
Benefits of Flexible Working Hours:
 Flexible working hours provide enthusiastic employees to the firm which help in
accomplishing targets of organisation more effectively.
 It provides employees to meet their family needs, personal obligations and life
responsibility more conveniently.
 Flexible working hours act as magnet to retain qualified professional within firm as
employees are getting less load over them and are motivate to work within firm. Motivate and enthusiastic employees help in increasing productivity of firm which helps
in delivering better service to customer. Flexible working hours act as Morale booster of
employees.
Employee performance management and monitoring: The term refers to systematic
process through which a company strives to improve organisational effectiveness and
productivity. Tools for employee performance are: tracking, monitoring and optimising
employee behaviour and activities (Ledford and et. al., 2016).
Benefits of Employee performance management and monitoring:
 This practice of Human Resource management assures consistency as through this HR
professionals can opt for promotion, transfer of any employees.
 It helps in evaluating training needs and plan training programmes accordingly. Highly motivated employees are likely to be more loyal which helps in attaining goal of
company effectively.
Payment and reward management: It refers to formulation of policies and strategies that aim to
reward people equitably, fairly and consistently in accordance with their value to organisation.
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Benefits of Payment and reward management:
 Ideal compensation system helps in building positive impact on the efficiency and results
produced by workmen.
 This system helps in setting up ideal job evaluation process which will have more
transparency and the standards would be more realistic and achievable.
M4. Different methods used in HRM practices, provide specific example.
HRM practices includes training and development, flexible working hours, payment and
reward management, etc. Different practices uses distinct methods, For example; Training and
development practices uses off site job training, Conduct seminars and workshops, Classes and
interviews, etc. On the other hand, Employee performance management practice involves
tracking of employee performance record, Monitoring there progress, etc. This is because
different practice of HRM has different motive within organisation.
TASK 3.
P5. Importance of employee relationship in influencing HRM decision-making. Discuss the
relevance of trade unions in UK.
Employees are key assets of every firm. They are essential to the success of business. The
contribution made by employees help firm to accomplish all its strategies and targets in a given
time frame. This creates responsibility for firm to maintain healthy employer and employee
relationship.
The term employee relationship is defined as maintaining a healthy and formal
relationship with employees at workplace by addressing their needs and training them at
difficulties (Maloney and McCarthy, 2016). Importance of employee relationship in Human
Resource management decision making is as follows:
 Effective relation of employee and employer can help HR manager to know the needs of
employees and their demands with regards to their jobs.
 Human Resource manager formulate plans to coordinate all job activities together to
achieve desired result. Effective employee relationship help in getting coordination
within firm and assist in fulfilment of desired needs and goals.
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 Healthy and conflict free work environment promotes better working culture in the firm.
This reduces role of HR as helps management to focus on more critical issues of the firm.
 Employee relation promotes employee engagement within firm this means employees are
invited to participate in less critical matters of firm. This helps HR to get more creative
ideas and approaches to address the situation or issues.
 Employee relationship provides consultation, facilitation and resolution strategies for
workplace issues. This helps Human Resource Management to formulate better and
effective plan for employees as well organisation (Stone and et. al., 2015).
Trade Unions:
Labour or trade union are organisation formed by workers from related fields that work
for the common interest of its members. The aim and objective of Trade Union is to take
collective action to enforce the terms of collective bargaining, raise new demands on behalf of
their members and help in settling their grievances. They help in negotiating wages and working
conditions and further, helps in building strong working relationship with employee and
employer (Marchington and et. al., 2016).
The history of trade union in UK starts with the Industrial revolution and first Trade
Union was formed under the recommendation of a Royal Commission in 1867. Trade unions are
governed by laws and regulations in United Kingdom, where legislation of Trade union and
Labour Relation gives the right to employee to join a trade union where they work. In UK trade
unions perform various functions like:
 Negotiating employee pay: Trade Unions are the organisation through which employees
have the rights to negotiate their payments.
 Collective bargaining: Trade unions which are recognised by the employer have power
to negotiate for their working hours and demand for better working environment. This
process is termed as collective bargaining. To achieve this, trade unions along with
employer can formulate agreements with terms and conditions which are acceptable by
both parties.
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P6. Identify the key elements of employee legislation and the impact over HRM decision
making.
Employment legislation includes all types of employment protection measures which are
been written in legislation and granted safety and security to employee at workplace. In United
Kingdom, there are various laws made to provide protection to employees at the workplace
which includes; Health and Safety at workplace, Equality Act, data protection law, etc. These
laws govern the rights of employees within organisation and provides protection from any harm
or hazard. The two laws which governs employment legislation in UK are: Human Resource
Management conducts Recruitment and Selection process. The HR professionals uses
Curriculum Vitae to address the candidate skills and knowledge for the given job role. They get
to know about the education qualification of applicant and its skills for given job (Ones and et.
al., 2017).
 Health and Safety Act, 1974: It is the primary piece of legislation that covers
occupational health and safety in United Kingdom and European Union member
countries. This act laid wide ranging duties on employers and assist firms on how to
reduce hazards or accidents at their workplace. It provides government the authority to
impose actions and punishment on employers who are not complying with the norms of
Health and Safety Act (Managing health and safety.2018).
It affects decision making power of Human Resource management in the firm
as HR is responsible for preventing employees of firm from any danger and provide
health, welfare and safety at workplace. Further, HR professionals are responsible to
conduct risk assessment for their firm and maintain health and safety standards
according to the guidance of Health and Safety Commission.
 Equality Act: It is an act of Parliament in United Kingdom which legally protects people
from discrimination in the workplace and in wider society. This act laid down certain
responsibilities on Employer to maintain and build a healthy environment free from
discrimination. Equality Act 2010 laid down specific duties in which public body
requires to publish relevant, proportionate information showing compliance with the
equity duty and to set quality objectives (Rowold, 2015).
Human Resource department needs to be concerned while recruiting any
disabled person in their organisation and should not ask any question regarding his/her
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disability. Further, HR is responsible to maintain a gender grade payment, where both
male and female employees will be paid equally.
M4. Evaluate key aspects of employee relations management and employee legislation.
The employer and employee relationship is essential for every organisation. They help in
maintaining a healthy work culture in organisation. Further, if the company maintain a healthy
work environment it will have less legal proceedings and can easily comply with the laws
governing the industry.
TASK 4
P7. Illustrate Application of HRM practices in an Organisation.
Human Resource Management includes various practices which are vital for success of
firm these are; recruitment and selection, payment and reward management, employee
performance management, etc. These practices of Human Resource management helps
organisation to get highly trained and professional employees and to retain them for growth of
firm (Sanger, 2012).
Curriculum Vitiate of Jane Smith for the job role of photographer in Vogue Magazine:
Name: Jane Smith
Address: 621, High street, London.
Phone: [phone]
E-mail: [e-mail]
Current Job: Photographer, SIGMA Graphics Professional, London.
Objective:
To be able to capture the most important moments in a trending magazines of the world.
The main aim of joining the Vogue is to establish the skill of successful photographer and
polished my skill of photography by delivering magic and power of digital photography.
Strengths:
 9 years of experience as Professional photographer and worked with many models.
 3 years’ experience in Freelance photography.
 Associate degree holder, digital photography.
 Experienced with photography software and technically competent in Digital
Photography.
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 Excellent communication skills along with excellent disposition and artistically creative. Highly organised and goal oriented behaviour.
Work Experience:
 Photographer, 2009 to present
 Photographer, SIGMA Graphics Professional, London.
Responsibilities:
 Collaborates closely with Graphics design and marketing teams.
 Takes photo of images required by client’s promotional materials that would be used for
digital and traditional marketing.
 Liaisons with suppliers, contractors and associate directly involved with the production
shoot. Guides models and all participants throughout the shoot.
Education:
University of London.
Associate Degree, digital photography
2002-2004
London.
Brunel University
Bachelor Degree, Creative Arts.
1999-2002, 4.5 CGPA
London.
American School.
High School Diploma
1995-1999, 5.3 CGPA
London.
Courses:
 Associate Degree, Digital Photography
 MS Office.
 Adobe Photoshop Elements.
 Corel Paint Shop Pro.
 Photo Scape.
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In the above case, HR manager of Vogue magazine has advertise for job role of
photographer for conducting a photo shoot for their next month calendar. Jane Smith a
Photographer by profession has applied for the job role and has presented a CV for applying in
Vogue Magazines. HR. professional will recruit Jane Smith and address his qualification and
skills for given role and after analysing the given portfolio they will conduct a selection process.
CONCLUSION
The report concludes that Human Resource is an important field in every organisation
and industry. This is because it helps in coordinating various task of company together which
leads to success of firm and increase their chances for growth and expansion. The report shows
about effectiveness of the key elements of Human Resource Management in an organisation and
shows benefits of various HRM practices conducted in Business which is beneficial for both
employers and employee like; Employee performance management and monitoring, Payment
and reward management, etc.
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REFERENCES
Books and Journals
Alfes, K., and et.al., 2012. The link between perceived HRM practices, performance and well‐
being: The moderating effect of trust in the employer. Human Resource Management
Journal. 22(4). pp.409-427.
Boon, C. and et.al., 2018. Integrating strategic human capital and strategic human resource
management. The International Journal of Human Resource Management. 29(1). pp.34-
67.
Booth, A. L. and van Ours, J. C., 2013. Part-time jobs: what women want?.Journal of Population
Economics. 26(1). pp.263-283.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Fahy, N., and et.al., 2017. How will Brexit affect health and health services in the UK?
Evaluating three possible scenarios. The Lancet, 390(10107), pp.2110-2118.
Hofstetter, H. and Harpaz, I., 2015. Declared versus actual organizational culture as indicated by
an organization's performance appraisal. The International Journal of Human Resource
Management. 26(4). pp.445-466.
Hoque, K., 2013. Human resource management in the hotel industry: Strategy, innovation and
performance. Routledge.
Jayawardena, C. and et.al., 2013. Trends in the international hotel industry.Worldwide
Hospitality and Tourism Themes.5(2). pp.151-163.
Jenter, D. and Kanaan, F., 2015. CEO turnover and relative performance evaluation. The Journal
of Finance. 70(5). pp.2155-2184.
Kim, R. G., and et.al., 2016. Wireless NoC for VFI-Enabled Multicore Chip Design:
Performance Evaluation and Design Trade-offs. IEEE Transactions on Computers.65(4).
pp.1323-1336.
Lamba, S. and Choudhary, N., 2013. Impact of HRM practices on organizational commitment of
employees. International Journal of Advancements in Research & Technology. 2(4).
pp.407-423.
Ledford, G. E., and et.al., 2016. Aligning Research and the Current Practice of Performance
Management. Industrial and Organizational Psychology. 9(02). pp.253-260.
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Maloney, M. and McCarthy, A., 2016. Increasing pension participation rates through automatic
enrolment: a critique of firm size.
Marchington, M., and et. al., 2016. Human resource management at work. Kogan Page
Publishers.
Ones, D. S., and et.al., 2017. Realizing the full potential of psychometric meta-analysis for a
cumulative science and practice of human resource management. Human Resource
Management Review. 27(1). pp.201-215.
Rowold, J., 2015. Human Resource Management Controlling. In Human Resource Management.
Springer Berlin Heidelberg.
Sanger, A., 2012. Crossing the corporate veil: The duty of care owed by a parent company to the
employees of its subsidiary. The Cambridge Law Journal. 71(3). pp.478-481.
Stone, D. L. and et. al., 2015. The influence of technology on the future of human resource
management. Human Resource Management Review. 25(2). pp.216-231.
Tangthong, S., and et. al.,2014. HRM practices and employee retention in Thailand—A literature
review. International Journal of Trade, Economics and Finance, 5(2), pp.162-166.
Van De and et. al., 2012. Employee well‐being and the HRM–organizational performance
relationship: a review of quantitative studies. International Journal of Management
Reviews. 14(4). pp.391-407.
Online
Managing health and safety.2018. [Online]. Available Through:
<https://www.healthyworkinglives.scot/workplace-guidance/managing-health-and-safety/
Pages/managing-health-and-safety.aspx>
Human Resource Management Good Practices.2017. [Online]. Available Through:
<https://www.csb.gov.hk/hkgcsb/hrm/e-good-practices/e-gp.htm>
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