Leadership Management2 Critical analysis of the strategic and operational plans and policies as well as the set objectives of recruitment, selection and induction processes The VTI group has a well-established operational plan that basically revolves around the idea of making a few adjustments in line with the company’s new strategic idea of establishing an online platform of selling their goods and services(Konstantinides Torbicki Agnelli, et al 2014 pg 3040). The resourcing policies are up to date with the idea of hiring only the required personnel in the wake of this new business plan. The budgeting is also realistic and will serve the purpose of fulfilling the company’s set objectives. The operational plan with regard to the various heads of the departments is also in line with the overall good of this new establishment. The director’s direct involvement with the various processes involved in the entire recruitment brings to light their accountability as far as this electronic business strategy is concerned. With the combined effort of the severalmanagers, the maintenance of the procedures and systems in line withthis recruitmentwill be very effective (Brewster Hegewisch 2017 pg 100). Development of the recruitment, selection and induction policies as well as the establishment of the documents in support of this Well,elaborate policies will be put in place to enhance clarity and efficiency of the performance of the various duties and responsibilities at hand. A clear guideline on the various jobs available will be well established with elaboratesteps onwith the different involvements they will be exposed to. The filling of application forms will be involved in the selection process (Cerga 2017). With the eventuality of the conducting of interviews meeting specific timelines. The induction bit of it will revolve around the idea of the recruits being introduced to their new
Leadership Management3 working positions with the provision of the relevant documents so as to brief them on the main elements of the organization. The above three processes will need the following documentation: proof of identity, qualifications or certificates, work history credentials as well as the significant medical history(Hu Wang 2014 pg 1750). Development of a step by step procedure to be followed for recruitment, selection and induction process The initial stage to the three processes will be all about the elaborate development of an effective job advertisements with regard to the four positions of vacancy within the organization. A brief description of the company will be outlined with the accompaniment of the vital requirements that are necessary for the job vacancies. Procedure for the recruitment process A thorough screening of the resumes presented will be the initial step under the recruitment process. A variety of things with regard to these documents will be closely checked. These factors include: *Spelling or grammatical errors *Working history *Experience and expertise *Accomplishments and measurable achievements The actual interview assessment revolved around the following elaborate areas: *Body language
Leadership Management4 *Properly listening to the questions as well as effective responses *Concerns about behavior and attitude The selection process will encompass the following elements: *Relevant background checks done with regard to the potential candidates *Demonstration of whether the candidate meets the qualifications of the actual positions *Elaborate reference check so as to bring to light the suitability for hiring The induction process on the other hand will involve the following steps: *Effective planning of the new members first week and month prior their arriving *Elaborate orientation with regard to their respective jobs schedule upon their arrival on the first day *Efficient explanation to the new members about the overall policies and procedures of the entire organization Development of position descriptions to be used in the advertisement The administrative managerial position requires the following attributes and requirements: *Effective maintenance of the administration staff *Accomplishing staff results by effective conveying of information with regard the actual job expectations *Efficient provision of supplies by identifying the numerous needs within the organization *Ability to develop programs while still improving the service quality
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Leadership Management5 *Elaborate knowhow in establishing continuity in the overall performance of the organization The financial managerial position will encompass the following elements: *The ability to prepare and interpret financial reports *Ability to strategize while still assisting with the strategic planning *The effective production of long term business plans *Efficient management of budgets *Elaborate control of income, cash flow and expenditure The actual responsibilities of the human resource manager will include: *Smooth maintenance of the job structure by establishing job requirements and descriptions *Thorough preparation of employees for various assignments *Maintenance of the employee benefit program *Effective maintenance of the organization staff by frequent recruitment, selection, orienting and training employees The elaborate job description of the marketing manager will involve the following requirements: *Paramount and effective communication skills *Elaborate creative and innovative skills *Budget management prowess and proficiency *Ability to forecast and project trends and challenges in the business world
Leadership Management6 Development of advertisements for the above mentioned positions The General Manager, Brooke House Ltd, P.O.Box 550, New York. Our highly esteemed company is in need of an administration manager who is quite experienced and seasoned with the regard to the general running of an organization. The effective mainatainace of the staff with the ability to provide supplies will be some of the numerous responsibilities that this individual will be tasked with. A bachelor’s degree in administration will be the minimum qualification accompanied by other esteemed credentials. Feel free to drop your application within the company’s facilities as well as applying online. The General Manager, Brooke House Ltd, P.O.Box 550, New York. The Brook House Company aspires to hire a human resource manager. The ability to maintain the smooth flow of the running of activities within the organization will be one of the attributes that the organization is looking for. A degree in human resource management will be the
Leadership Management7 minimum requirement accompanied by elaborate experience that will guarantee the effective performance of duty. The General Manager, Brooke House Ltd, P.O.Box 550, New York. A financial manager is urgently needed within the confines of the Brook House Limited. Effective and efficient skills with regard to the development of a budget as well as managing it among other responsibilities will among the numerous roles that the successful candidate will be tasked with. A bachelor’s degree in finance will be the minimum requirement as well as an elaborate experience in the financial field for a given period of time. Thanks in advance as you deliberate to apply for the job. The General Manager, Brooke House Ltd, P.O.Box 550, New York. The Brook House Franchise is happy to announce the vacancy of a marketing manager. The post requires someone who can be able to communicate effectively and efficiently communicate.
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Leadership Management8 Creativity and innovation abilities will be an added advantage. A bachelor’s degree in marketing will be the minimum qualification accompanied by a three year experience. All the best as you purpose to apply for the job. Developed questions for each post to be asked in the interviewing session The developed questions towards the potential financial managers. *Have you ever developed a budget before? *Which is the most cumbersome financial report have you ever unravelled? *What is the most amount of income that has ever placed under your management? *Have you ever been involved in the establishment of any business plan? The developed questions of the administration managers. *Have you ever administrated in any organization before? *Which is the highest number of staff to have been placed under your jurisdiction? *Have you ever developed in any program in any given establishment? *Have you ever experienced a crisis in any previous organization and how did you handle it? The developed questions of the human resource manager. *Have you ever been involved in any hiring of staff? *How do you plan to handle the challenge of the rebellious characters within the organization? *What are the avenues will you follow towards recognizing talent within the members of the organization?
Leadership Management9 *How will you discipline the unruly members within the company? The developed questions of the aspiring marketing manager. *How do you plan to market the newest products of the organization? *Which are the common challenges of marketing and how do you plan to handle them? *How will you identify the newest trends in the business world? *How will you incorporate these new trends to the organization? A set of 5 questions to be asked while conducting the reference checks 1. Why did the candidate leave their previous working station? 2. What makes the candidate qualify for the job? 3. Did the candidate get along with previous administration? 4. What is it like when you interviewed the potential candidate? 5. Who else can I confirm the elaborate issues about the candidate? Developed letters with regard to both the successful and unsuccessful candidates .To whoever is concerned, I would hereby wish to commend all of you for effectively and efficiently participating in the entire interview. However, you did not fully meet all the requirements needed for the various jobs and that is why I am writing down this information to let you know that you never made it for the job. Thanks for the elaborate effort you exhibited and all the best as you work towards getting another job.
Leadership Management10 Yours faithfully HR Manager Alex To whoever is concerned, I take this awesome moment on behalf of the Brook House Ltd to inform you that you successfully qualified for the job you had applied for. I would kindly wish to inform you that the reporting date will be Monday next week at 9 am. Kindly observe time. Yours sincerely HR Manager Alex Developed staff orientation and induction checklist The orientation and induction check list revolves around the following: 1. First day (job induction) *Welcoming the new members to the premises and introducing them to their buddy or mentor *Show them their place of work *Arrange for a tour of the entire premises *Make special arrangements for any special needs 2. Month one to three (company induction) *Brief enlightment of the organization potted history *Elaborate explanation of the company’s mission, vision and values
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Leadership Management11 *Expounding on the organization’s annual goals and key performance targets *Effective explanation of the health and safety measures within the organization Developed report on HR related technologies used to improve recruitment, selection and induction processes Introduction There has been underlying issues with regard to the recruitment, selection as well as the induction processes that are normally associated in the overall hiring processes. The issues have to do with the idea of the length of time that is normally associated with the entire process. Accompanied by elaborate in house training with regard to the effective equipping of the company’s members to be actively involved in the actual hiring process. Discussion Elaborate use of the current technology in this cumbersome task of hiring that entails the three processes is with no doubt the only possible option. The potential candidates for starts can have their application done online. This will be made possible by the establishment of a website by the organization that specifically addresses the issue of recruitment. Other elaborate digital advantages revolve around the conducting of interviews online. This will greatly save on time and other elaborate resources that revolve around the finances docket. Elaborate soft wares should be incorporated in the company’s digital system so as to verify effectively the references outlined in the resumes.
Leadership Management12 Conclusion It is with no doubt that the incorporation of the current technological advancements and innovations inevitable in every aspect of numerous and successful companies in the utmost global world. This now prompts the company towards assuming the very same direction especially with regard to the hiring of staff for an effective and efficient performance. Sought support from managers regarding the above set policies with the performance of their trial in form of documents as well as making adjustments to these forms An expansive and extreme support will be needed from the senior managers so for them to approve whether the above set policies and procedures will result to the acquisition of the best team in line with the company’s set goals and objectives(Dries 2017). Trials will be conducted at the initial stages of the development of the performance plan in the attempt of checking out their significances. Upon their approval, the relevant documentation and forms with regard to the main elements of the electronic business strategy will be developed and established partially so
Leadership Management13 as to test and bring to light their strengths and weak points. The extreme weaknesses will be thoroughly checked with appropriate and efficient adjustments being made later on so as to improve their effectiveness as well as their improved stability(Getahun Matteelli Abubakar, et al 2015 pg 150). Communication of HR policies and procedures to all employees as well as the conducting of their training The already development HR policies, as well as procedures, will be effectively and efficiently communicated to the entire workforce. This will be done in elaborate gatherings that will be conducted regularly within given periods of time(Gilbert Medney Mazzotta 2015 pg 100). They can be facilitated in the weekly meetings that are usually conducted with the purpose of briefing the members about the emerging issues within the organization as well as in the general business world. Social media platforms will also be used in addressing these newly developed policies and procedures. Elaborate training will also be conducted with the purpose of instilling in the employees the new tact and strategies required with regard to the effective development of the electronic business strategy.Presumably,intense computer training will be an element of training under the program so as to effectively realize the set goals and objectives (Gillessen Omlin Attard, et al 2015 pg 1600). Determination of the future HR needs as well as ensuring themanager'sdevelopment of the job description for the individuals at different capacities The future HR needs revolve around the idea of thorough and complete incorporation of the digital capability and divine enablement with regard to the performance of all its elaborate andwell-definedtasks. This will greatly improve the efficiency and effectivenessofthe
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Leadership Management14 performance of all these numerous duties and responsibilities associated with it. Forinstance,the various processes involved in the hiring and recruitment of the staff should be purely be done online that will greatly work towards saving on time and other expenses associated with them (Armstrong Taylor 2014 pg 100). The direct involvement of the managers in the entire recruitment process is very significant as will serve the purpose of realizing theorganization's goals and objectives. Their developing the vivid attributes of the potential candidates to be incorporated in the job description will propel the e-business strategy to greater heights in the global business world. Provision of training to all individuals involved in the entire recruitment processes as well as the advertisement of the vacant positions in line with theorganizational-legal requirements Elaborate training should be offered to all the membersofthe organization with the purpose and general idea of attempting to get the right and most appropriate persons for the available jobs. With the job descriptions already developed by the able seniormanagers,the involved recruiters within the organization should be taken through the requirements that are required by this business entity(Hu Wang 2014 pg 110).These trainerscan be sourced from within the company or from another esteemed organization. The most effective and efficient avenue if sourcing a trainer from within as that will reduce the extreme costs that are usually associated with the outsourcing endeavor. Bearing in mind that the already developed job descriptionshaveevolved and originated from these senior executives, then it is wise to have several of them taking the up the mantle of training the potential recruiters. This will bring to light the idea of the company’s ideal recruits being recruited as the recruiters will be having the extreme and expansive knowhow of what the new business strategy is looking out for.
Leadership Management15 This newly established online business strategy has numerous tasks that will require a numerous experienced and effective task force whose main agenda will be to propel and efficiently realize the company’s set goals and objectives. Some of these posts will be assumed by the already employed members after taking them through some bit of training with regard to the exact place of work. Four online sales and customer service attendants will be recruited so as to fully realize the company’s set objectives. Relevant information and technology skills will be highly required for the smooth performance of the job. With the possibility of tremendous deliveries to be made, 6 truck drivers will also be needed. Prior driving experience will be needed so as to fully and effectively deliver the organizations varying and numerous products. Additionalwarehouseworkers will be requiredforthe purpose of increasing the productivity of the involved business entity. Prior expertise and experience as is the case with these other vacant positions will be highly required(Kayl Zudina Epinina, et al 2017 pg 25). Ensuring that the selection process is in line with the organizational policy serving the purpose of advising applicants about selection outcome The company’s notable prowess in the business world places it on a safe platform when it comes to the selection bit as far as the entire recruitment process is concerned. This has brought to light several policies that will act as guidelines towards the selection of the most appropriate team with regard to thegoodestablishment and development of the online business strategy.The highrate of professionalism will be greatly instilled in the selection process. The various elements of discipline will be outlined upon successful selection(Kerzner Kerzner 2017 pg 95). It is in this particular stage that the applicants will be invited to hand over their applications with the accompaniments of other credentials in the attempt of making sure that they
Leadership Management16 qualify for the various jobs at hand. The successful candidates will be notifiedoftheir references being contacted so as to ascertain and confirm the outline information in their credentials. Elaborate information about the employment contracts and staff training in the induction process These contracts will have elaborate information that pertains to the duration of the contract, the exact pay as well as other terms and conditions. The already developed aspectsof these contracts encompass all these elements serving the purpose ofsafeguardingthe employee againstnegativities such as unforeseen employment termination. The organization, on the other hand, will be stabilized by the fact that the performance of the numerous tasks involved will be guided by these terms and conditions for its well-being and development. The induction processes will be trained so as for the recruits to be enlightened on the performance of their allocated jobs(Kuo Chang Quinton, et al 2015 pg 2300). Information about probation and identifying the need for recruitment The probationary period of 6 months is quite significant in bringing to light the abilities and capabilities of the employees(Zhao 2016 pg 810). Depending on the requirements of the job description an employee will have to effectively and efficiently performthe assigned tasks failureof which the termination of their contract will be forthcoming. Upon good and successful rolling out of the assigned responsibilities by the employee on probation will resultinthe confirmation of their beingfullyemployed in the organization. Recruitment is however paramount as the propelling of this new business idea will greatly involve the incorporation of new employees. The realization and manifestation of the company’s set objectives will
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Leadership Management17 comprehensively be brought to light by the good performance of the employees in various capacities(Ludvigsson Biagi Card, et al 2014 pg 105). Elaborate use of technology to improve HR efficiency with regard to the effectiveness of recruitment and selection processes The incorporation of technology is inevitable in this digital era. This is with no doubt an option that the VTI Corporation cannot overlook so as to embrace the effectiveness and efficiency that is normally associated with the advanced technology(Xin Sun Hu, et al 2014 pg 4525). This newly established development in the idea of an online business strategy will greatly require the incorporation of technology in the company at hand. For instance, in the recruitment process,online platforms should be established where potential candidates upload copies of their credentials that will easilyaccessand analyzed by the able recruiters. On the other hand, an application should be developed in the light of closely scrutinizing all the applications with the overall sole purpose of identifying the most qualified candidates who are eventually contacted so as to grace the actual interviewing process(Momin Mishra 2015 pg 200). This will go the extreme mile of saving time as well as other usually incurred expenses. Future HR needs will mainly revolve around the idea of conducting online interviews for the candidates that have successfully excelled in the recruitment and selection processes for the general good and well- being of the entire organization. Employee empowerment, as well as performance appraisal, should be considered in the nearby future. A discussion of the various trials of forms supporting the entire recruitment policies as well as the outsourced specialist services to use in these procedures
Leadership Management18 The various trial forms of the entire recruitment process serve the purpose of bringing to light the best avenue to employ so as to get the desired candidates for the various outlined jobs. Passive recruitment and induction processes should be conducted so as to achieve excellence in the actual processes. Directinquiriesfrom the involved teams with regard to the overall recruitment process will resultinthe revelation of the exact attributes to go for. The outsourced specialist services will revolve around the idea of processing applications derived from the involved computers so as to enhance the effectiveness and efficiency of the entire process. A recruitment company will also be required at the initial stages of this process so as to embrace the necessary expertise in hiring the bestworkforcewith the regard to the already outlined job descriptions(Morisset Johannson Vittinghoff, et al 2017 pg 620). An elaborate description of outsourced services outlining when they are needed with a list of indicators used in hiring and terminating staff Outsourcing as mentioned earlier on has to do with hiring the services of a hiring company so as to ease the entire recruitment process. The outsourced company can either deal with the entire recruitment process or be involved on a partial basis depending on the terms and conditions outlined in the hiring contract. Numerous diverse services are offered by these elaborate organizations such as candidate research, compliance induction as well as technology consulting(Phin Parry-Ford Harrison, et al 2014 pg 1020). These services are mainly rolled into play when the involved organization has an inexperienced staff that cannot be entirely tasked with the cumbersome recruitment task. The firing process involves the following of the exact employment policies as well as the termination procedures to avoid breaking the law. The reasons for discharge should also be well documented providing relevant grounds for dismissal. The other of firing is the issuance of a termination letter so as to site the significant grounds that
Leadership Management19 have propelled this decision. The hiring process, on the other hand, revolves around creating a job description with regard to the various jobs at hand. The recruitment itself, as well as the selection processes, are also other indicators of hiring(Sesil 2014 pg 200). Significances of consultation with regard to hiring and firing as well as what to notice in the probationary staff before confirming employment Effective and elaborate consultations with the senior management in matters pertaining to hiring and firing is very significant. With the case of hiring, the exact job description is usually developed by these executives with the sole agenda of realizing the set goals of the organization. The issue of firing, on the other hand, requires a clear guidance from these able leaders who normally have the upper hand with regard to the eventual fate of all the members with their areas of jurisdiction. The elements to go for in a probationary staff before affirming and confirming their employment would generally bethe levelof their performance with regard to their areas of specialty. The ones whose work is unquestionable automatically qualify for the job(Robbins Meyer 2016 pg 26). Explanation of the HR related principles as well as the relevance of the psychometric skill testing programs to recruitment The anti-discrimination policy within the HR department mainly addresses the need of embracing mutual respect and elaborate cooperation for all members within the organization. This enhances and improves the interaction between the involved members. All the membersof the involved organization are exposed to equal opportunities without the element of bias or even nepotism for the good of the company(Skippari Geppert Williams, et al 2014 pg 90). Industrial relations, on the other hand, revolve around the establishment of set rules and regulations within
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Leadership Management20 an organization thatgovernsthe involvement of a given organization with another on business ventures.Workplacerelations based on honesty and high levels of professionalism serve the purpose of realizing the full potential of the business at hand. The psychometric testing brings to light only the right and most qualified people for the job at hand resultinginan improved performance of the entire organization. It reduces attrition with the sole purpose of enhancing engagement of the involved individuals. The employees preferred communication style is also embraced by this test easing the entire recruitment process as far as the potential employees are concerned(Thienphut Jiamprachanarakorn Sirasirirusth, et al 2015 pg 110). Bibliography Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Authors/Task Force Members, Konstantinides, S.V., Torbicki, A., Agnelli, G., Danchin, N., Fitzmaurice, D., Galiè, N., Gibbs, J.S.R., Huisman, M.V., Humbert, M. and Kucher, N., 2014. 2014 ESC Guidelines on the diagnosis and management of acute pulmonary embolism: The Task Force for the Diagnosis and Management of Acute Pulmonary Embolism of the European Society of Cardiology (ESC) Endorsed by the European Respiratory Society (ERS).European heart journal,35(43), pp.3033-3073.
Leadership Management21 Brewster, C. and Hegewisch, A. eds., 2017.Policy and practice in European human resource management: The Price Waterhouse Cranfield survey. Taylor & Francis. Cerga, T., 2017. Management of HR expenses efficiency through the use of the controlling concept.Development. Cole, G., 2016. Smoothing the passage to India: How cultural knowledge enhances HR management.Human Resource Management International Digest,24(4), pp.41-43. Dries, N., 2017. What we can learn from the career and the HR management literature for talent management. Farrugia, C., 2017.Bringing business intelligence to bear on long-term HR planning(Bachelor's thesis, University of Malta). Getahun, H., Matteelli, A., Abubakar, I., Aziz, M.A., Baddeley, A., Barreira, D., Den Boon, S., Gutierrez, S.M.B., Bruchfeld, J., Burhan, E. and Cavalcante, S., 2015. Management of latent Mycobacterium tuberculosis infection: WHO guidelines for low tuberculosis burden countries.European Respiratory Journal, pp.ERJ-01245. Gilbert, Y.S., Medney, H.R., Mazzotta, S.G., Wu, C. and Drake, W., International Business Machines Corp, 2015.Case management system
Leadership Management22 and method for collaborative projectteaming. U.S. Patent 9,189,756. Gillessen, S., Omlin, A., Attard, G., de Bono, J.S., Efstathiou, E., Fizazi, K., Halabi, S., Nelson, P.S., Sartor, O., Smith, M.R. and Soule, H.R., 2015. Management of patients with advanced prostate cancer: recommendations of the St Gallen Advanced Prostate Cancer Consensus Conference (APCCC) 2015.Annals of Oncology,26(8), pp.1589-1604. Hu, Z. and Wang, X.T., 2014. Trust or not: Heuristics for making trust-based choices in HR management.Journal of Business Research,67(8), pp.1710-1716. Kayl, I.I., Zudina, E.V., Epinina, V.S., Bakhracheva, Y.S. and Velikanov, V.V., 2017. Effective HR Management as the Most Important Condition of Successful Business Administration. InIntegration and Clustering for Sustainable Economic Growth(pp. 23-30). Springer, Cham. Kerzner, H. and Kerzner, H.R., 2017.Project management: a systems approach to planning, scheduling, and controlling. John Wiley & Sons. Kuo, C.C., Chang, K., Quinton, S., Lu, C.Y. and Lee, I., 2015. Gossip in the workplace and the implications for HR management: A study of gossip and its relationship to employee cynicism.The
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Leadership Management23 International Journal of Human Resource Management,26(18), pp.2288-2307. Ludvigsson, J.F., Bai, J.C., Biagi, F., Card, T.R., Ciacci, C., Ciclitira, P.J., Green, P.H., Hadjivassiliou, M., Holdoway, A., Van Heel, D.A. and Kaukinen, K., 2014. Diagnosis and management of adult coeliac disease: guidelines from the British Society of Gastroenterology.Gut, pp.gutjnl-2013. Momin, W.Y.M. and Mishra, K., 2015. HR Analytics as a strategic workforce planning.IJAR,1(4), pp.258-260. Morisset, J., Johannson, K.A., Vittinghoff, E., Aravena, C., Elicker, B.M., Jones, K.D., Fell, C.D., Manganas, H., Dubé, B.P., Wolters, P.J. and Collard, H.R., 2017. Use of mycophenolate mofetil or azathioprine for the management of chronic hypersensitivity pneumonitis.Chest,151(3), pp.619-625. Phin, N., Parry-Ford, F., Harrison, T., Stagg, H.R., Zhang, N., Kumar, K., Lortholary, O., Zumla, A. and Abubakar, I., 2014. Epidemiology and clinical management of Legionnaires' disease.The Lancet infectious diseases,14(10), pp.1011-1021. Robbins, M. and Meyer, M., 2016. Auditing the National HR Standards: governance: HR standards.HR Future,2(Feb 2016), pp.25-27.
Leadership Management24 Sesil, J.C., 2014.Applying advanced analytics to HR management decisions: Methods for selection, developing incentives, and improving collaboration. Pearson Education Skippari, M., Geppert, M., Williams, K. and Rusanen, O., 2014. The dynamic interaction between internal and external pressures for MNCs HR management practices: The case of Lidl Finland. InThe 7th Nordic Working Life Conference, University of Gothenburg, Sweden, June 11-13, 2014. University of Gothenburg. Thienphut, D., Jiamprachanarakorn, S., Sirasirirusth, J. and Boonloisong, R., 2015. Strategic human capital management for a new University: a case study of Suan Dusit Rajabhat University.Journal of Knowledge Management,19(1), pp.108-120. Xin, G., Sun, H., Hu, T., Fard, H.R., Sun, X., Koratkar, N., Borca‐Tasciuc, T. and Lian, J., 2014. Large‐Area Freestanding Graphene Paper for Superior Thermal Management.Advanced materials,26(26), pp.4521-4526. Zhao, R.M., 2016. Research on Application of the HR Supply Chain Models of T Co. Ltd. InProceedings of the 6th International Asia Conference on Industrial Engineering and Management Innovation(pp. 809-815). Atlantis Press, Paris.