Selection and Recruitment in HRM

This assignment focuses on the selection and recruitment process in HRM. It discusses the aim of workforce planning and the role of HR manager in Woodhill College. It also explores the strengths and weaknesses of different approaches to selection.

HUMAN RESOURCE MANAGEMENT
1

Table of Contents
Introduction......................................................................................................................................3
Part 1 - Selection and Recruitment..................................................................................................3
Task 1- Knowledge (LO1)...............................................................................................................3
a) The aim of workforce planning and the role of the Hr manager related to workforce resourcing
and planning for Woodhill College.................................................................................................3
b) Explaining the weakness and strength of different approaches to selection...............................4
Task 2 – Application (LO4).............................................................................................................5
a) Writing a job advertisement for the role......................................................................................5
b) Identifying the appropriate platform to place the advertisement................................................5
c) Preparing the job and person specification for the role...............................................................6
Part 2 – Employee performance, reward and development.............................................................6
Task 3 (LO2)....................................................................................................................................6
a) Explaining the differences between development and training...................................................6
b) Explaining the changes in customers expectation influence Tesco and its necessity to train the
staff..................................................................................................................................................7
c) Listing the methods of training carried by Tesco........................................................................8
d) Describing the training needs are recognised..............................................................................8
e) Evaluating the benefits for Tesco and the workers in providing the structure training
programme.......................................................................................................................................9
f) Indicating the extent of the training that has achieved as Return on Investment.......................10
g) The types of approaches adopted by Tesco in expansion of its business..................................10
Part 3- Employment relationship...................................................................................................11
Task 4(LO3)...................................................................................................................................11
b)Identification and explaining the key elements in the employment legislation and influence of
ITV’s HR decisions.......................................................................................................................12
2

Conclusion.....................................................................................................................................13
Reference list:................................................................................................................................14
3

Introduction
It is essential for all the organisations like Tesco and Woodhill College to appoint efficient, well-
qualified and talented candidates in all the organisations for its success and growth in the society.
In this assignment, function and importance of HRM is described briefly. In this assignment the
selection and recruitment process, workforce planning and resources are described in the
assignment. The assignment also focuses on the important criteria like how to write job
advertisement for the role and how to prepare the job specification and person specification for
the role. In the assignment ITV, process of communication by an HR manager is also
highlighted. The assignment also deals with the aspects like importance of training process in
Tesco. The differences between the development and training process are also highlighted in this
assignment, and how the training process of Tesco helps the company to achieve return on
Investment.
Part 1 - Selection and Recruitment
Task 1- Knowledge (LO1)
a) The aim of workforce planning and the role of the Hr manager related to
workforce resourcing and planning for Woodhill College
Being an HR manager, of the Woodhill College it is essential to appoint optimistic, talented and
well-deserved candidates in the organisation for its growth and success in the society. According
to Hollenbeck and Jamieson (2015, p.370), HRM plays vital role in selecting and recruiting the
employees in the organisation, employees are the backbone for the organisation success and
economic growth in the society. It also helps the institute to achieve its goal, target and
objectives. As an HR manager, one has to perform several kinds of functions such as providing
good working environment for the workers, maintaining the ethical value and workforce policy
in the organisation, treating the workers with respect and dignity without any discrimination and
racism. Another important function of an HR manager comprise of solving the workers
problems, providing them compensation, maternity and sick leaves (Huo et al. 2015, p.716).
As an HR manager, I have to follow few kinds of approaches in the practice such as Best Fit
approach and Best Practice approach. As stated by Jackson et al. (2014, p.1), best-fit model
mainly focused on the HR strategies and organisation must be aligned that is HR manager has to
4

build several kinds of the strategies for an organisation to achieve its goal. On the other hand, an
HR manager also changes the strategies according to the current situation of the business market.
Best- Practice model can be defined as the certain bundles of an HR manager activities exist,
which universally supports the organisation in attaining its competitive advantages. This practice
helps the company to get successful outcome, while running their business. Being an HR
manager, I include hard as well as soft skill model in my function.
Hard skill model mainly places emphasis on the aspects of trust, self-regulated commitment and
places, whereas hard skill mainly deals with the aspects like rationalism of strategies places and
fit on work of the management and its approach to the maintenance of an individual. As an HR
manager, I have found that workforce planning is essential and to understand the labor market
and labor market trends. It is essential that to build employee retention policy in the company,
provide them several kinds of flexibilities and maintain stability and peace in the working
environment and follow legislation of the government such as Equality Act, Discrimination
Act, Racism Act, and code of practice in the workplace (Paillé et al. 2014, p.451 ).
b) Explaining the weakness and strength of different approaches to selection
It has been found that the selection and recruitment process comprises of two aspects strength
and weakness. According to Kolinjivadi et al. (2014, p.144), the recruitment and selection of the
employees can be done into two processes like external and internal process of recruitment.
Employers are the backbone of the company and they are appointed in the organisation in
various ways. The candidates fill up the job application online, and if the candidates are selected
then they called for the interview. It has been found that internal recruitment process is done by
transferring the workers form one branch to another, recommending the employee's name by the
current worker of the company and many more through the selection and recruitment process.
The organisation can get well-qualified, well deserving, talented, hard working and optimistic
worker for its organisation hence, without the efficient workers; company will not be able to
achieve its goal. On -boarding and induction programs also encourage employees to take active
part in induction program, orientation, which help them to gain more knowledge about their
work.
On the other hand, it has been found that there are several kinds of disadvantages of the selection
and recruitment process. As commented by Koste and Wittek (2016, p.286), an HR manager
selects and appoints employees in the company and it has been found that if any kind of mishap
5

happens due to employee behavior like fraud, conflict and disturbs the working condition of the
workplace. The entire blame will be put on the HR manager head for not recruiting good
candidate in the organisation.
Task 2 – Application (LO4)
a) Writing a job advertisement for the role
As per the case study, Woodhill College has relied on the advertisement for the recruitment for
the post of teacher. The Woodhill College gives an advertisement on the website, which includes
the following. The advertisement should include educational background of the candidates and
the extra skills that they acquire. The college must require the teacher for the specific subjects.
The salary status for the teacher must be mentioned in the advertisement (Paillé et al. 2014,
p.460). The applicant should have special skills in motivating and inspiring the students to excel
in their subjects. The applicants should have the ability to encourage students in extracurricular
activities. The advertisement includes the phone number of the organisation, where the applicant
can get more knowledge about the post and the website address, where the CV and the photo can
be submitted.
Job description leads the development of the curriculum of the college. “Urgently requirement of
teacher, providing attractive salary and should have good skills in english” It includes the
functions of the teachers to teach the students according to the curriculum and the overall
guidance of education authority. The responsibility of the teacher is to teach according to the
educational needs and abilities of the individual students (Laursen and Foss, 2003, p.243).
The international organisations provide certain policies including the targets and the benchmarks
of the organisation. The vision statement sets the objectives of the policy of the teacher that they
follow. This provides their effectiveness towards the job. The policies of Woodhill College are
available on webpage of the college.
b) Identifying the appropriate platform to place the advertisement
The advertisement plays an important role for the organisation for the recruitment of the
teachers. An advertisement is the source that provides the applicants all the information about the
organisation. Therefore, they can get all the information as required according to their ability.
The organisation also gets the best and the skilled teachers required for the organisation. Social
media is the best way in today’s world through which advertisement can be given. It is the fastest
6

way to reach both the applicant and the recruiters. The Woodhill College uses its website to
reach a wider number of people to com The technology today is advanced and improvement in
the recruitment process has taken a lot in the recruitment process of teachers. The websites of the
organisation receives all the CV and the forms of the applicants. The next step is the recruiters
get the best and skilled teachers as required (Marler and Parry, 2016, p.2233). They then make a
list of selected applicants. The recruiter gets all the necessary information of the applicants in
their websites. They short list the applicants based on their merits and then prepare for the
interview process. They send their conformation through the websites and their venue and the
date and place of the interview of the selected applicants. The next step is the interview is taken
to recruit the best teachers for the Woodhill college and appoints the teacher for the required post
(Pindek et al. 2017, p.1).
c) Preparing the job and person specification for the role
It is important to highlight the criteria of the job specification and person specification for the
role of a teacher. According to Marler and Fisher (2013, p.18), the job requirement for the role of
a teacher, the applicant must comprises few merits such as he or she must by highly qualified a
graduate, have good communication skill verbally as well as written, must be tactful able to
handle difficult situation in the institute and have positive body language. The applicant must be
familiar with the regional the languages, extrovert and handle critical situations without any
panic. The experience of the applicant plays vital for getting the job thus, it is important an
applicant must be experienced and well trained and have profound knowledge of English and
history.
Part 2 – Employee performance, reward and development
Task 3 (LO2)
a) Explaining the differences between development and training
Tesco is well known organisation of UK, in this organisation training and development process
of the worker has helped the company to attain its goal in the society. According to Lee Cooke
and Xiao (2014, p.40), it is essential to provide beneficial and skill trainings to the employees.
Training process of the workers will enhance the workflow of the organisation and will give
positive outcome. It is an HR manager's responsibility to check that the workers are getting
proper training or not. In the training session, the employees are trained how to deal with
7

different kinds of consumers, how to communicate with them, how to handle the different moods
of the customer and how to convince they buy the products. The workers are also trained to
follow the legal policies of the government and function according to the norms and legislation
of the workplace policy.
The staff and employees of Tesco are also given important advices for improving their
performance and gain incentive. It has been found that during the training period of the workers,
the trainees have to maintain hygienic condition of the workplace as well as to maintain their
personal hygiene also. According to Laursen and Foss (2003, p.263), the training process of the
workers proved to be successful for an organisation growth and success. Tesco has gained huge
amount of revenue collection last year due to this process, customers are also satisfied from the
service of workers, employees and customers are retained in the organisation. It has been seen
that the training process of the workers helps the organisation as well as the workers to develop
the business growth and profit (Renwick et al. 2013, p.14). Hence, it has been found that training
process of the workers develops the worker’s personal skill, which helps workers to get reward
from company like incentive and promotion and company also gains economic profit in the
society.
b) Explaining the changes in customers expectation influence Tesco and its
necessity to train the staff
It has been found that training process of the workers has encouraged Tesco to gain economic as
well as commercial success domestically and internationally. According to Koster and Wittek
(2016, p.300), the companies change its strategies according to the demand and needs of the
consumers and built new strategies, which goes according to the prevailing situation of the
business. Training session of the workers has helped the company to satisfy its customer,
maintain its loyalty and attract more and more customers towards it. In Tesco, efficient and well-
skilled workers provide efficient service to the consumers, each of the workers know how to
manage different types of customers in the workplace and how to sell the products to its
consumers.
Tesco, has to maintain training and development process in the organisation because training gap
can lead to decreasing in sale rate, customers switching into another brand, loss of employees
and customers, companies name and reputation is spoilt and also the share value of the market is
also reduced. Due to lack of training in the organisation the company will not be able to fulfill
8

the customers’ demands and needs or able to satisfy them with their service. Training of the
employees must be both verbal and written and knowledge about the cultural awareness and
ethical value must be spread to the workers accurately (Torrington, 2011, p.164).
c) Listing the methods of training carried by Tesco
It has been found that two kinds of training processes are carried out by Tesco on-the-job
training and off-the job training. According to Kolinjivadi et al. (2014, p.154), an HR manager
plays vital role in carrying out the training process of the workers of the organisation. It has been
found that the on-the-job training process comprises of few methods such as shadowing,
according to this training process, an employee of the company guides the new worker of the
organisation. Coaching is also another method of training, in the coaching process the manager
or the senior member of the company motivates the employees and provides beneficial training
to the trainee.
Mentoring is also an important technique of training and in this process an experienced worker
of Tesco guides, trains and inspires the new trainees for developing its career. The most
important aspect of the on-job-training is job rotation in this process the trainee has to cover the
targets and goal given by the trainer within the time limited. On the other off the job, training is
given, before the workers joined the job (Jackson et al. 2014, p.40). It has been found that during
the training process the trainer follows the motivational theory in its practice and inspires the
workers to perform fluently and get reward from the company like incentives and promotion.
d) Describing the training needs are recognised
It has been found that the training processes for the workers are essential in the companies for
attaining its goal and target in the society and improving the economical and social condition of
an organisation. According to Huo et al. (2015, p.716), the training session of the company helps
the company to identify the potentials and capability of the workers. The training session of an
mainly comprises of structural training, technological and ethical training. The need of training is
vast in the organisation like Tesco, varieties of training are provided are provided to the
management team and the labors of the company.
The technical training of the workers is essential because this helps the workers to operate
various kinds of machines like computer and IT systems in the company. As commented by
Hollenbeck and Jamieson (2015, p.370), technical training of the labours helps the company to
9

operate all the systems in a safe and secured way It has been found that the training procedure of
the workers helps the organisation to design its company structure and increase or decrease the
trainee’s rate in the company.
e) Evaluating the benefits for Tesco and the workers in providing the
structure training programme
It has been seen that the structure-training programme of Tesco has provided several kinds of
benefits to Tesco as well its workers. According to Hoch and Dulebohn (2013, p.120), the
structure training of an organisation has helped the company to attain its target and goal. The
training process of the workers will never be successful without the structure-training
programme. Structure training determines the needs of training group in the company and
importance of training needs. It also determines the skills that an individual requires and the
skills, which is needed for future growth and development. The skills, which are needed for the
growth of the company, will help in the formation of the training department and in the
formation of structure training in the company.
It is essential to identify worker’s learning style, the different style of learning that comprises of
few important elements like text, visual elements, Hand-on approaches and auditory. As
commented by Heneman et al. (2000, p.11), it is important to structure the training group, which
comprises of writer, the graphic designer, mentors and speakers to ensure the organisational
growth. The training session of the workers also requires the training department that must be
developed properly and well equipped. In that case, the manager of the company will take vital
decision in the formation of the structure of the company. It has been seen that the training
department must obtain feedback from the trainees about the structure of the training department
the suggestion of the workers are also welcomed by the company. As mentioned by Gelens et al.
(2013, p.350), the feedbacks of the trainees are essential as it helps in the efficient building of the
structure of the organisation. The feedbacks of the trainees are essential for the organisation like
Tesco, this helps the company to know their drawbacks and fulfil the gaps. Hence, these are the
important benefits of the structure-training program of Tesco.
f) Indicating the extent of the training that has achieved as Return on
Investment
It has been seen that the performance of the trainee as well as trainers is measured for evaluating
the efficiency of the investment or to distinguish the efficiencies of the number of various
10

investment. According to Fey et al. (2000, p.18), ROI helps the investors of the company to
know whether their investment is successful or not in the company. It has been found that ROI
enhanced the effectiveness of the training it also analysis the needs of training for the workers
and training delivery and objective criteria. ROI clearly deals with an aspect like learning and
training evaluation, ROI also measures the capability and potential of the trainee.
Evaluation of the training process includes many aspects like who is the responsible person of
the evaluation process and validation. As stated by Cooke et al. (2014, p.214), evaluation of
training also describes what are the resources required for completing the task of evaluation of
training, the resources includes people, money and time. It has been found that responsibilities of
the training evaluation comprises of trainer management, senior management, line manager, the
trainer and trainees, each of them perform their task and responsibilities accurately. Tesco also
follows numerical, functional and structural forms of flexibilities structure in the company for its
swift and free flow of the work internationally and domestically.
g) The types of approaches adopted by Tesco in expansion of its business
It has been found that Tesco adopts several kinds of approaches for expanding its business
domestically and internationally. According to Collins and Clark (2003, p.750), the different
approaches of the company have helped the company to attain its objectives, target, success and
profit in the company. One of the most important approaches of Tesco for expanding its business
is that it follows the customer’s retention policy in the company and provides them many
benefits such as providing good working condition to the workers, maintaining ethical value in
the workplace, respecting individual culture, norms, religion and tradition. Tesco provides
lucrative salary to its employees, beneficial skill training, incentive, compensation, medic claim,
flexible working timing and hours, retirement fund and many more (Mayson and Barrett, 2014,
p.237). The workers are the pillar of the company for its growth and success; these facilities
provided to the employees by the company owner help the employee retention approach to be
success.
Another approach of Tesco is to attract more and more customers towards its company, retain
customer’s loyalty and provide all kinds of products to the customers at a reasonable price. As
commented by Chuang et al. (2013, p.680), training approach of the company has played vital
role in the company success and profit. The training session has helped the company to increase
its sale rate, attract more customers, maintain customer loyalty and successfully manages to
11

satisfy it consumers with its service. The marketing and promoting approach of Tesco has helped
the organisation to promote its product and opened new branches in several parts of the world.
The marketing approach is done through social and electronic media, advertising, newspaper,
hoardings and by distributing the pamphlet. Thus, these approaches of Tesco have helped the
company to maintain its name and prestige worldwide and help in gaining economical success.
Part 3- Employment relationship
Task 4(LO3)
a)An analysis done to describe the importance for ITV to maintain good employee relations
and the way it influences their HR decisions as a result
Healthy and good relationship with the employees in an organisation leads to the ultimate
success of an organisation. Good and strong employee relationship is necessary as it increases
the productivity and the employee satisfaction. HR has an important role in maintaining the good
relations with the employees. Good employee relationship helps employees to feel comfortable
at the workplace and to identify the job they are allocated to work on. HR of ITV should
maintain good and strong relations with the employees. According to Cherati et al. (2013, p.10),
good relation leads the employees to work more efficiently, which leads to increase in the total
sales of the organisation. ITV should provide a peaceful and safe environment, involvement of
all the employees and provides time-to-time increment to the employees. The management of
ITV should take actions to know the employee behaviour in relation to organisation expectations.
Some important strategies are important to maintain good employee relations are as follows- The
employee should always feel that they are important member of an organisation and the
employees should be given all the responsibilities according to their capabilities and interest. The
employees should always be encouraged to share and discuss their work with other members.
HR should always motivate them to work in groups and then HR. must take the final decisions.
As stated by Bratton and Gold (2012, P.165), the relevant communication with the employees is
very important for the effective environment in the workplace.
A group of employees to maintain and the conditions of employment creates trade unions. ITV
should also create the trade unions to solve all the problems of the employment. The activities
must be taken of trade unions include providing services to their members and improve the
quality of public services and the industrial action. They work on the problems their workers
12

may face in their workplace. They provide protection to the employees (Bach and Edwards,
2013, p.197).
b)Identification and explaining the key elements in the employment legislation
and influence of ITV’s HR decisions
Many laws and regulations are to be maintained in ITV. The importance of Employment law is
to provide legal protection to all the employees. Its purpose is to establish a peaceful and safe
environment to the employees so that the employees can work in the environment that is free
from bias. ITV should maintain proper and safe working conditions to the employees.
Employment laws are aimed at removing the discrimination in all the forms (Aycan et al. 2000,
193).
All the employees should get equal opportunity to work according to their capacity. As per the
Employee Information Act 1994, employers must provide a written document to all the
employees providing them all the information regarding their terms and conditions of the
employment. Equal pay Act 1963 stops the discrimination of the employees based on the sex for
equal work. The Civil Rights Act 1991 prohibits the discrimination of the employee’s rights
(Armstrong and Taylor, 2014, p.157). It prohibits the discrimination based on race, color and
religion. Working Time Act 1997 provides an legislation that an employee shall not work more
than 48 hours in the period of seven days and the weekly rest period should be included in the
Act. The Payment of Wages Act 1991 provides the rights that all the employees should get equal
pay as per their work. The Act also provides the right to the employees to complain against the
unlawful deduction from wages (Antonioli et al. 2013, p.975).
The social responsibility is the key component to provide innovation and success to the
organisation (Alfes et al. 2013, p.330). The business ethics of the organisation sets all the core
values of the business and promotes the employees. HR of ITV should set the ethical behaviour
that is implemented among the employees.
The collective agreement is an agreement that is done between an employer and the trade unions
based on terms and conditions of employment of employees. Collective agreement reflects the
expectations and concerns with the employees and provides a certainty to the employees on their
rights. The codes highlight the procedures to be taken for the employees. The importance of
procedures is to the discipline is maintained in the workplace to provide the fair and proper
justice to the employees (Akingbola, 2013, p.240).
13

Conclusion
It has found that the work of HRM in the organisation like Tesco is vast and without the
contribution of HR manager that will not be able to achieve its goal and target domestically and
internationally. In this assignment, it has been found that it is essential an HR manager develop
effective workforce planning, provide good working condition to the employee's, incentive and
other several kinds of benefits. In this assignment, it has been seen that it is an Hr manager
responsibility to hire efficient and skilled worker in the organisation. It has been found that the
training and development process of Tesco has helped the company to attract more and more
customers, maintain customer loyalty and enhanced its sale rate in the company. The training
process of the employees has developed the workers and the management team to provide
beneficial service to its consumers and satisfy them with their functions.
14

Reference list:
Akingbola, K., (2013). A model of strategic nonprofit human resource management. Voluntas:
International Journal of Voluntary and Nonprofit Organizations, 24(1), pp.214-240.
Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., (2013). The link between perceived human
resource management practices, engagement and employee behaviour: a moderated mediation
model. The international journal of human resource management, 24(2), pp.330-351.
Antonioli, D., Mancinelli, S. and Mazzanti, M., (2013). Is environmental innovation embedded
within high-performance organisational changes? The role of human resource management and
complementarity in green business strategies. Research Policy, 42(4), pp.975-988.
Armstrong, M. and Taylor, S. (2014) Armstrong’s Handbook of Human Resource Management
Practice. 13th Ed. London: Kogan Page.
Aycan, Z., Kanungo, R., Mendonca, M., Yu, K., Deller, J., Stahl, G. and Kurshid, A., (2000).
Impact of culture on human resource management practices: A 10‐country comparison. Applied
Psychology, 49(1), pp.192-221.
Bach, S. and Edwards , M. (2013) Managing Human Resources. Oxford: Wiley.
Bratton, J. and Gold, J. (2012) Human Resource Management: Theory and Practice. 5th Ed.
Basingstoke: Palgrave.
Cherati, H., Mahdavi, I. and Rezaeian, J., (2013). Asian Research Consortium. Human Resource
Management, 1(1), pp.1-11.
Chuang, C.H., Chen, S.J. and Chuang, C.W., (2013). Human resource management practices and
organizational social capital: The role of industrial characteristics. Journal of Business Research,
66(5), pp.678-687.
Collins, C.J. and Clark, K.D., (2003). Strategic human resource practices, top management team
social networks, and firm performance: The role of human resource practices in creating
organizational competitive advantage. Academy of management Journal, 46(6), pp.740-751.
Cooke, F.L., Saini, D.S. and Wang, J., (2014). Talent management in China and India: A
comparison of management perceptions and human resource practices. Journal of World
Business, 49(2), pp.225-235.
Fey, C.F., Björkman, I. and Pavlovskaya, A., (2000). The effect of human resource management
practices on firm performance in Russia. International Journal of Human Resource
Management, 11(1), pp.1-18.
15

Gelens, J., Dries, N., Hofmans, J. and Pepermans, R., (2013). The role of perceived
organizational justice in shaping the outcomes of talent management: A research agenda. Human
Resource Management Review, 23(4), pp.341-353.
Heneman, R.L., Tansky, J.W. and Camp, S.M., (2000). Human resource management practices
in small and medium-sized enterprises: Unanswered questions and future research perspectives.
Entrepreneurship: Theory and Practice, 25(1), pp.11-15.
Hoch, J.E. and Dulebohn, J.H., (2013). Shared leadership in enterprise resource planning and
human resource management system implementation. Human Resource Management Review,
23(1), pp.114-125.
Hollenbeck, J.R. and Jamieson, B.B., (2015). Human capital, social capital, and social network
analysis: Implications for strategic human resource management. The Academy of Management
Perspectives, 29(3), pp.370-385.
Huo, B., Han, Z., Chen, H. and Zhao, X., (2015). The effect of high-involvement human
resource management practices on supply chain integration. International Journal of Physical
Distribution & Logistics Management, 45(8), pp.716-746.
Jackson, S.E., Schuler, R.S. and Jiang, K., (2014). An aspirational framework for strategic
human resource management. The Academy of Management Annals, 8(1), pp.1-56.
Kolinjivadi, V., Adamowski, J. and Kosoy, N., (2014). Recasting payments for ecosystem
services (PES) in water resource management: A novel institutional approach. Ecosystem
Services, 10(8), pp.144-154.
Koster, F. and Wittek, R., (2016). Competition and constraint: Economic globalization and
human resource practices in 23 European countries. Employee Relations, 38(2), pp.286-303.
Laursen, K. and Foss, N.J., (2003). New human resource management practices,
complementarities and the impact on innovation performance. Cambridge Journal of economics,
27(2), pp.243-263.
Lee Cooke, F. and Xiao, Y., (2014). Gender roles and organizational HR practices: The case of
women's careers in accountancy and consultancy firms in China. Human Resource Management,
53(1), pp.23-44.
Marler, J.H. and Fisher, S.L., (2013). An evidence-based review of e-HRM and strategic human
resource management. Human Resource Management Review, 23(1), pp.18-36.
16

Marler, J.H. and Parry, E., (2016). Human resource management, strategic involvement and e-
HRM technology. The International Journal of Human Resource Management, 27(19), pp.2233-
2253.
Mayson, S. and Barrett, R., (2014). 14. Human resource management and entrepreneurship:
building theory at the intersection. Handbook of Research on Small Business and
Entrepreneurship, 16(8), pp.237-368.
Paillé, P., Chen, Y., Boiral, O. and Jin, J., (2014). The impact of human resource management on
environmental performance: An employee-level study. Journal of Business Ethics, 121(3),
pp.451-466.
Pindek, S., Kessler, S.R. and Spector, P.E., (2017). A quantitative and qualitative review of what
meta-analyses have contributed to our understanding of human resource management. Human
Resource Management Review, 27(1), pp.26-38.
Renwick, D.W., Redman, T. and Maguire, S., (2013). Green human resource management: A
review and research agenda. International Journal of Management Reviews, 15(1), pp.1-14.
Torrington, D, (2011) Human Resource Management. 8th Ed. London: Prentice Hall.
17