Human Resource Management Assignment

The provided document is a collection of sources related to human resource management (HRM). It includes academic articles, book chapters, and online resources that discuss various aspects of HRM such as recruitment, selection, training, development, and employee performance. The sources are from reputable journals and publishers like Emerald Publishing Limited, Edward Elgar Publishing Limited, and Taylor & Francis. The document provides a comprehensive overview of HRM practices and their impact on organizations.

Human Resources
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P 1 purpose and function of human resource management.:......................................................1
P 2 Strengths and weakness different approach of recruitment and selection:...........................3
LO 2 ................................................................................................................................................5
P 3 benefit of human resource management practices: ..............................................................5
P4 effectiveness of HRM practices for organisation...................................................................6
LO 3 ................................................................................................................................................7
P5 important of employee relation in Human resource decision making...................................7
P6 key elements of employee legation and its impact on human resource decision making:.....8
LO 4.................................................................................................................................................9
P 7 application of Human Resource Management practise in working environment.................9
CONCLUSION .............................................................................................................................10
REFERENCE:................................................................................................................................12

INTRODUCTION
Human resources' management is approach to manage organisation employee for earn
gain in business ad competitor advantage. Human resource department design maximise
employee performance in the business environment. Human resource management is the process
of manage employee in a organisation and involve recruitment, training, development and
motive employee for there work. Human resource is strategy approach for the making effective
working environment and gain profit. TESCO is multinational groceries and general
merchandise retailer(Van Berkel, et.al., 2017.). That will v provide there customer retail services
at large level. The TESCO provide services for earn profit and maximise company services.
Report will be analyse and function of human resource management and how it will be
applicable in work place for the improving planing and resource in the organisation. Herman
resource also ex plan benefit of using management practices for develop employee and employee
strengths and weakness. It will also explain importance of employee relation for taking decision
employee benefit.
LO 1
P 1 purpose and function of human resource management.:
Human resource management is approach to mange recruiting, hiring developing and
managing of an organisation employee. Human resource define process managing employee
performance and give motivation.
Human resource management define role and responsibility of the human resource
manager. Purpose of human resource manage is maximise the productivity and give motivation
employee for optimize effectiveness of work in the organisation.
Purpose of human resource management:
Metrics: metrics will be interact TESCO company employee and worker in the
organisation that will be help human resource manager for manage business activity according to
company need. TESCO company human resource management team make metrics budget plan
and strategy for identify employee performance. The human resource management use metrics
for the analysing cost that will be effect on development and use for the productivity and it will
be creative mere effective performance level. The metrics will in the work force planning help
company to identify cost on recruitment, employee job satisfaction and performance. It also

helps identify supply and demand and determined target. The metrics define HR team work for
minimise cost and maximise profit, improve productivity.
Cultural sensitivity : in the organisation of TESCO human resource management
maintain culture according to employee culture so the human resource manager make strategy
for celebrating every culture or fellow culture. That will be effect on employee working
condition, or it will be help develop employee for the culture awareness(recruitment and
selection. 2016), The human resource management plan alternative strategy for the making
effective working environment. TESCO make strategy for fellow culture activity for the
employee satisfaction. The purpose of HR team of business is to improve culture of business unit
so that talented staff can perform their duties well and can meet the industry standards. This may
help in managing people well and retaining them in firm for longer duration. This supports HR
manager to minimise gap of staff during workplace planning and resourcing. In this the human
resource team work to maintain culture gab and make good commutation, the company
management team also work for the make practices in good manner.
Law: for the legal concern human resource team management make some legal rule for
the employee safety. The company fellow some employment law for manage employee relation.
TESCO fellow law for the making a strategic plan according to laws rule and regulation. When
company fellow rule and regulation according company law that time the company not face any
legal problem and employee related problem for the company development. TESCO use law for
the employee development. That development helps to analyse work force planning and find
resources of employee satisfaction, customer satisfaction and make a good working environment.
The company HR work on the employment law and labour law that will help to improve
employee skill and ability.
Customer sensitivity: customer sensitivity is the effect on the customer demand and
requirement. TESCO company human resource management team make strategy for the making
customer satisfaction(Van Berkel and et.al., 2017). The customer will be satisfied according to
price, product, and company that will be provide after using their services. Because customer are
very sensitivity for product and services quality, quantity or method of services providing.
Function of human resource management:
Managerial function:

human resource team in TESCO company play a main role for the making better
condition in the organisation.
Planing: human resource team make plan for achieve goal and objective, making better
employee work performance, develop employee skill and ability and provide training. In TESCO
company human resource team will be provide training according to employee performance and
it also makes plan for achieve company target. Company make plan for company long term
development. The HR department make planing for analysing supply and demand and make
planing for employee development The human resource team make plan for the future need.
Organizing : in the organizing TESCO company human resource team set objective and
target for develop planing, design company structure and develop organisation activity. In the
workforce planning human resource team make strategy for achieve company objective and goal.
Directing: the directing will be define plan will be implied smoothly in the working
environment. When TESCO company human resource team make planing will be apply in the
organisation that time human resource team have provided there employee and subordinate
direction for complete goal and target. The directing motive employee for there work and
improve company employee work performance and give direction for work.
Operative function : in the operative function human resource team give task and duties there
employee for achieve objective or goal.
Development: human resource team work in the employee development. TESCO
company human resource team provide there employee development for improve employee
satisfaction. Human resource team work for develop company plaining and improve company
employee ability. for development the company give training, work relented activity and use
other sources. In that the company human resource team provide employee resource and make
planning for develop employee skill and ability.
Motivation: human resource department work provide company employee motivation.
TESCO company give employee motivation for improving employee work performance and
develop working ability(Berman, 2014.). In the organisation when employees are motive for the
work the company have to easy to achieve target and goal.

Maintenance: this will be include maintain good working environment condition that
will be help TESCO company employee and employee for develop profitability. Because good
working condition measure employee health, safety and there need.
Hard and soft model describe, in the hard model the company make plan and set up
structure and monitor employee performance. The soft model company take decision on
employee emotion.
The best fir approach emphasizes HR. strategy that should be involve integration or
aligned between the organisation business. Best fit approach are fellow three model Life cycles,
competitive strategy and strategic configuration. But in the best HR. practices approach
organisation employee health and safety strategy, research, export opinion for making polices for
employee benefit.
Labour market is that place where employer and labour will interact with each other. In
the labour market employee and employer make a contract to work together and bargaining for
the wages and competition.
The company human resource team make PESTLE for identify cosmpany employee need
and its effect. The company will analyse for the company employee and labour development the
PESTLE show company work performance.
Internal labour market defines administrative labour price, promotion or transfer of the
worker. In the internal labour market set of rules and procedures of the company.
Regulatory framework analysis regulatory impact on the document to create government
regulation of the company produced and make scope role and influence police for making its
effectively.
Turnover define company finance condition of company performance and capering
company previous year performance. The company turnover will be increse every year accroding
to perceives year.
Stablish and retention define removal in the direction of the company insertion and
stability define effect of horizontal or rotational force in the organisation.

Legal and regulatory framework will be define company police and law that will be
regulation designed to achieve company polices and goal. That will be change for create legal
rule and regulation.
When company use advance technology for improve company employee ability and
make productivity. The advance technology define company hr practices will be improve and
that will be effect on company employee ability.
National standards will be define company customer of a particular country or nation off
the legally citizen.
P 2 Strengths and weakness different approach of recruitment and selection:
Recruitment and selection approaches will be define process of invite candidate, short
listing, and selecting suitable candidate for the vacant post. Approaches of recruitment and
selection will be define processes of hiring employee in the company environment and outside of
the company. The approach will be show company policy is the good for recruit and select
candidate. For the recruitment and selection TESCO use different method that are:
internal approach of recruitment and selection: in this approach company identify that
employee and candidate within the organisation. In the internal recruitment the company give
promotion, transfer and employee referrals. That will be motive employee for there performance.
Transfer: In that TESCO give transfer there company employee company other branch at
high post. That will be give employee motivation for there work performance. When company
employee give good work performance in the organisation that performance help company for
improve productivity and profitability. That time the company TESCO human resource team as a
reward give transfer on other branch at high post.
Promotion: promotion will be define company employee will be give promotion
according to employee work performance. TESCO company give there employee promotion for
the employee motivation. That motivation help company employee for develop and maintain
company working condition(Meziani-Remichi and Maussen, 2017.). The promotion is the
employee now employee work at high level post.
Strengths of internal approach:

Internal approach is a cheaper and quick so that easy for the TECO company human
resource department. In that approach company employee are already familiar in the working
environment and company rule and regulation so the company no bear extra charge for the
providing induction and ranting for make employee familiarly.
Weakness of internal approaches:
in that approach company have limited number of application for selecting one employee
of vacant post. When company transfer employee and give promotion employee that time the
company take a loss because in the transfer and promotion employee have no new idea. That so
that will be loss for the company.(human resource practices 2017),
external approach of recruitment and selection: External source of recruitment define recruit
and select new candidate from the outside of the organisation.
Media advertisement: in that method TESCO use external sources of recruitment and
selection. In this method company give newspaper, professional journal, give advertisement for
the vacant seat and requirement or this vacant job qualification(Ployhart, Schmitt, and Tippins,
2017.).
Direct recruitment: in this method company invite direct application for the recruitment
to putting notice.
Management consultants: in this method company give contract any consultants company
for recruit employee and select best candidate for there company.
Strengths of external approach:
in this method company get new idea for hire new candidate, find the best candidate, and
company have wide choose for selecting the best employee.
Weakness of external approaches:
In this recruitment and selection approach west TESCO company west money for the
searching best employee. It is long process so the company west time of the searching candidate.

LO 2
P 3 benefit of human resource management practices
Human resource management practices define making polices for the employee, leader
and employee development. The human resource practice provide extensive training and
motivation according to work and work performance(Akbar, Pilcher and Perrin, 2015.)_.
Employer benefit
Selective hiring : the selecting hiring provide benefit employer to increase high
employee moral benefit and productivity. The company will be provide there employee to
develop there ability, improve skill and give high performance.
Extensive training : in this when employer provide training for their employee that time
the TESCO company employee improve their work performance and company benefit. When the
company employee take and provide training according to company that time the company have
to develop profitability and employee work performance. The training will help reach company
objective and goal.
Strategic planning : the strategy planning will be define employer make plan for
improve company facility and productivity. That will be also help the company make plan for
employee skill development and knowledge. The strategic planning will be make by the human
resources team for improve organisation working environment and company facility.
Employee benefit.
Employment security: Employee security is the contract between the employee and
organisation for work. The organisation provide employee and employee security for there job.
In concept of security in organisation is about the TESCO protect there worker and employee
against fluctuation at job less. According to employee security the organisation provide security
there job and other benefit. In the employee manner the organisation provide best service
security benefit.
Self- management and effective teams: the self management in the organisation
employee and employee who is member of organisation make plan for manage company
employee daily activity or role. In TESCO company self – management help employer to

manage there duties and reduce there work lode(Shah, Hussain, and Rahman, 2016). For the
employee self management give benefit to improve productivity and profitability and for the
employer the self management give technological change, provide great flexibility and simple
job classification.
Contingent compensation : human resource practices the contingent compensation is
commission that will be paid by employer there employee for the good work p[performance and
help to achieve target. That will provide benefit TESCO employer for the for help to achieve
target and objective. In the employee sense the that will be help to make performance better.
Training and development: human resource management provide employee training
and development for improve company employee and employer skill, ability and knowledge.
When company provide there employee training that will be increase productivity (Shailashree,
and Shenoy, 2016). The training and develop also help employer to motive there employee for
performance.
P4 effectiveness of HRM practices for organisation
Human resource management is considered as most essential part of business unit. It
supports company in hiring the deserving talented candidates those who can contribute well in
raising productivity of the organisation. The main agenda of Tesco is to enhance its revenues and
raise satisfaction level of consumers as well. For that it is making continues changes in its HR
practices so that it can meet with its objectives The main benefit of HRM practices is that it
supports business in minimising staff turnover rate. As human resource managers continuously
takes feedback from its employees and identify their needs and requirements. This helps the
person in creating healthy workplace atmosphere where all workers can feel happy. This is the
best way through which entity becomes able to reduce turnover rate of staff members in Tesco. If
skilled people are working the firm for longer duration then this will be beneficial in improving
productivity and profitability of the organisation(.Sung, and Choi, 2014. ).
Human resource manager of Tesco arranges training and development sessions for its
employees. If makes people aware with their role and responsibilities in the company.
Furthermore, these training programs are helpful in improving skills of the workers. By this way
they perform their duties well thus; operational errors get reduces to great extent. This is
beneficial in minimising cost of the organisation. Thus, net profit of Tesco gets increased to great
extent. Training sessions are helpful in improving confidence of the people in business unit.

They understand the workplace atmospheres and put their hard efforts to prove themselves. the
company provide there employee on job and off job training in the on job training the company
provide there employee professional trainer and support develop skill and ability. In the off job
training the is the usually company give training for their job role and responsibilities.
Difference between development and training: training is the process of learning new
technology, skill and knowledge. Development is the process of develop ability. Training is short
term process. Development is the future planning.
HR manager of the company has designed attractive reward system for its staff members.
People those who are performing well, they get incentives, bonuses. This motivates them and
makes them loyal towards the brand. These employees always contribute well in raising demand
and providing satisfactory services to its consumes(Rodriguez, and Walters, 2017.). They
resolve their quarries soon and give them resolution of their quarries soon. The motivational
theory will work for develop employee skill and ability. The company TESCO use motivational
techniques and theory in the organisation and also give reward employee that time the company
employee will motive for there work and improve performance
Human resource practices involve negotiation, HR team of the Tesco try to
minimise conflict situation in the organisation. They arrange negotiation sessions for the
employees, in which HR manager listen the problems of both parties. On the bases of their
discussion human resource manager of company finds the best solution that can be win-win
situation for both involved person. This enhances satisfaction level of employees and they feel
secure at workplace(Ahmed,2015.). Thus, these people stay in the organisation for longer
duration and always try to fulfil their responsibilities in most efficient manner. One of the major
functions of HRM is performance management. HR department of Tesco takes support of result
approach and graphic rating system to measure performance of its employees. On the bases of
their performance it gives promotional opportunities its workers. This makes them positive
towards brand and other also put hard efforts to get promotions in firm by improving their
performance. This is beneficial in increasing demand and raising satisfaction of consumers as
well. This supports Tesco in increasing profitability and gaining competitive advantage in
market.
Series of job design and extensive techniques will be explained for identify the
importance of the techniques for the making effective company working process.

In the functional flexibility effect company ability to adopt chancing condition and needs
and its effect on changing training management. The numerical flexibility define ability of the
company to adjust quantity of employee need and demand and requirement identify.
Flexibility model Atkinson define functional model refer this activity for the employee
skill development and try to changing workload, production, multi skill and dual skill for
improve employee efficiency. Numerical model refer identity company labour input and output
increase to use part-time, short term worker for improve company profitability. Financial
strategy help company to achieve objective and goal and flexibility of the reward structure.
LO 3
P5 important of employee relation in Human resource decision making
Employee relation human resource for decision making that will be help identify and
select employee problem and condition and take decision for the employee. That will be help
company to make a better relation company employee and employer. When organisation
employee and employer relation is good that will be improve company development and
company opportunity for making decision(Caillier, 2014). Decision making also help company
employee and human resource department for the making strategy for maintain employee
relation.
Business growth: when TESCO company human resource department help company to
take decision for the analysing and selecting alternative for solve problem. For the company
growth human resource department make strategy and plan to improve productivity and
company growth. When human resource department make plan for employee training that
training help to increase company growth. So that will make good relation between employee
and employer.
Facing problem and challenges: the human resource department face challenges when
take decision for employee relation. The company want to develop employee and employer
relationship between the company and organisation. When TESCO company employee and
employer relation is good that time the company make a strong brand and face any problem and
challenges.
Motivates employee: when company employee motive for there work and work
performance that time the human resource department make strategy for make relation employee

and employee. Good relation between the employee and employee that will be motive employee
for improve productivity. When employer make a good behaver there employee that will be help
motive for the work and performance(Mahmood, 2015).
Increases efficiency: when employee and employee relation better in the working
environment and human resource department take decision for employee benefit that will
improve employee working efficiency and it's also improve TESCO company productivity
effectiveness.
Achieving objective: good relation and decision help to achieve TESCO company
objective goal and objective. That will help organisation to improve objectives goal and
objectives. when the company human resource team work for the company development and
make strategy for achieve company goal and objective.
P6 key elements of employee legation and its impact on human resource decision making:
Employee legation will be define company working environment. If the company
working environment according to law that will be create a good environment. The TESCO
company apply different legislation for the company employee satisfaction and improve
employee performance. In the working environment employee use equality law for the
employee(Holland, and Jeske, 2017). In that law the company use equality for employee. 2010
Equality in the gender, in work and apply company rule and regulation. When TESCO company
human resource department apply law for the employee satisfaction. The company employee
work according to company law and regulation that time company environment impact in the
human resource department.
But in some time some employee and employee not fellow the company rule and
regulation that will create dispute in employee and make a bad working environment. In that
situation human resource department take decision for make equity in the working environment.
The equity define company make no difference between the employee and employer, in gender,
in salary and in other rule for any employee. When company make that environment that will be
help for taking decision for employee benefit. In other work company human resource team
make rule by the fellow legation. The human resource team make rule for the employee rights. In
that act employee has right for there employment. In that case employee have right to ask

TESCO company human resource team bout there salary and about any issue for there work and
performance(Farndale, E., Nikandrou, I. and Panayotopoulou, L., 2018).
Health and safety law 1974 define company have to care there employee health and
safety, so the TESCO human resource team take decision quarterly check up of there employee
and provide. Or for the safety the company provide insurance services, gratuity and retirement
services. That will help employee for improve there work. The human resource department take
decision and make strategy if any employee and employee create dispute and not fellow rule or
law in the working environment. The human resource team make plan and strategy for the make
a good environment. Legation impact on the human resource team when company employee
missuses law in the company environment that time the human resource management take
decision and apply new strategy for control dispute in the employee.
Sex discrimination 1975 define company employer work for employment and
opportunities for the male and female employee it will be based on the gender difference and
identity. The work place environment act define employer are responsible for maintain company
working place and analysis of requirement for making different types of changes for making
better workplace.
Human resource management decision making help to influencing employee to for work.
And improve employee activity improve company employee ability and skill. Company human
resource team take decision for the employee benefit.
LO 4
P 7 application of Human Resource Management practise in working environment
Human resource management practise will be effect in organisation working
environment. When company make new strategy and plan for the company development that
time the company try apply in the organisation without creating any problem so team try to apply
this role in the organisation.
Recruitment: In the recruitment the company use internal and external method for hiring
the best candidate. When TESCO company want to hire employee in that case company human
resource team in the internal recruitment give old employee promotion and transfer. That internal
recruitment give motive employee for better work performance. In external recruitment case the

company will be invite application in different sources and select best employee for the
organisation.
Training and development: the training and development provide employee skill
knowledge, improve work performance and motive for the work,. Threw the training and
development the TESCO company improve there employee work performance. When employee
performance is better that time the company productivity and profitability also improve. The
company give training to making bater working condition of employee that will be help company
to maintain batter work environment
Performance appraisal: the performance appraisal is the part of the analysing employee
work performance. That performance helps TESCO company to improve strategy planing for
future development. When the company use many type appraisal techniques. In that techniques
the company use 360 degree feed back, ranking method, essay method and force distribution
method(Boselie, 2016). The method use company human resource department for the analysing
employee working performance need of the training and development.
Planning: human resource department make planning for the employee skill
development, organisation development and how to improve employee working condition and
working performance. The human resource department make planning according to future need.
The team first analysis company need than make plan for the employee and organisation
development. The company make planning for the making better working performance for the
company employee.
Monitoring: the monitoring define company employees are work satisfaction. And
employees are work according to company rule. The employee will be define company.
Motivation: when company employee work in the working environment that time the
company will give there employee motivation for improve work performance and develop
working condition. For the motivation human resource department give there employee
incentive, commission, and other benefit(Islam, 2018.). So the employee performance is
improved. The company give training, appraisal, and promotion for the better work performance.
CURRICULUM VITAE
Personal details

Name : XYZ
Address:
Contact number: xxxxxxxxx
Email: xyz @gmail.com
Eduction:
Graduation: 2011, Open university 75%
Post graduation : 2014, open university 70%
Skill
 communication skill
 leadership skill
 listening and speaking skill.
Experience:
1 year of Human resource assistant manager of John Lewis Partnership
company.
Job specification:
Job Specification
job summary
position: human resource assistant
full- time
permanent
salary: $30000 per month
location: ABC postman row

Waltham stow London
Department: human resource management
Job description
recruitment, selection planing and salary making
Preparation for interview:
1. About your self
2. About organisation
3. About Skill and qualification
4. why you want to join this company
5. strengths and weakness
6. salary expectation
Reflective::
in the TESCO company I am working as a trainee in human resource department. That
time I conduct interview. I feel I improve my communicate skill, analyses my strength and
weakness.
CONCLUSION
From the above study it has been summarised that company TESCO human resource
team work for the managing organisation condition ans situation. In the study define human
resource management purpose and function of the workforce planing and resourcing. In the
function and purpose we find human resource department work for the organisation
development. Also, describe approaches of human resource department that will be use for
recruitment and selection strengths and weakness. In TESCO company human resource
department work for the employee and employee benefit for the using human resource

management practise. Through the human resource practise human resource team raising
organisational productivity and profit. In the above study we analyse importance of employee
relation in respect of human resource decision making. TESCO company fellow employment
legislation for the making better working environment. In the company environment the human
resource management apply there practise in the work environment. The human resource
department work for employee development skill, knowledge, and ability.
REFERENCE
Books and journal
Ahmed,2015. Employee Recruitment and Selection Procedures of NGOs in Bangladesh: A Study
on BRAC.Asian Business Review, 2(1), pp.24-30.
Akbar, Pilcher and Perrin, 2015. Implementing performance measurement systems: Indonesian
local government under pressure. Qualitative Research in Accounting &
Management,12(1), pp.3-33.
Berman, 2014.Productivity in public and nonprofit organizations. Routledge.
Boselie, 2016. Strategic HRM. In Encyclopedia of human resource management. Edward Elgar
Publishing Limited.
Caillier, 2014. Toward a better understanding of the relationship between transformational
leadership, public service motivation, mission valence, and employee performance: A
preliminary study. Public Personnel Management, 43(2), pp.218-239.
Farndale, Nikandrou and Panayotopoulou, 2018. Recruitment and selection in context.
In Handbook of Research on Comparative Human Resource Management. Edward Elgar
Publishing.
Glennon, et.al., 2018. Public sector ‘Modernisation’: examining the impact of a change agenda
on local government employees in England. Australian Journal of Public
Administration, 77(2), pp.203-221.

Holland, and Jeske, 2017. Changing Role of Social Media at Work: Implications for Recruitment
and Selection. In Electronic HRM in the Smart Era (pp. 287-309). Emerald Publishing
Limited.
Islam, 2018.Recruitment And Selection Processof Janata Bank Ltd (Doctoral dissertation,
Daffodil International University).
Mahmood, 2015. Strategy, structure, and HRM policy orientation: Employee recruitment and
selection practices in multinational subsidiaries. Asia Pacific Journal of Human
Resources, 53(3), pp.331-350.
Meziani-Remichi and Maussen, 2017. Recruitment in public administrations: diversity policies
and selection practices in a French city. Journal of Ethnic and Migration Studies, 43(10),
pp.1679-1695.
Ployhart, Schmitt, and Tippins, 2017. Solving the Supreme Problem: 100 years of selection and
recruitment at the Journal of Applied Psychology. Journal of Applied Psychology, 102(3),
p.291.
Rodriguez, and Walters, 2017. The importance of training and development in employee
performance and evaluation.
Shah, Hussain, and Rahman, 2016. The Effect of Training and Development Practices on
Employees’ Organizational Commitment among the Employees in Private Health Care
Sector in Khyber Pakhtunkhwa, Pakistan. Sarhad Journal of Management Sciences, 2(01),
pp.17-26.
Shailashree, and Shenoy, 2016. Study to Identify the Relationship between Recruitment,
Selection Towards Employee Engagement.
Sung, and Choi, 2014. Do organizations spend wisely on employees? Effects of training and
development investments on learning and innovation in organizations.Journal of
organizational behavior, 35(3), pp.393-412.
Van Berkel, et.al., 2017. Editorial introduction: An introduction to employer engagement in the
field of HRM. Blending social policy and HRM research in promoting vulnerable groups'
labour market participation. Human Resource Management Journal,27(4), pp.503-513.

Online
Recruitment and selection. 2016. [online]. Available through
<https://www.sciencedirect.com/science/article/pii/S0263237316000037>
human resource practices. 2017. [online]. Available through
<https://www.tandfonline.com/doi/abs/10.1080/1369183X.2017.1293591>