Role of a People Management Professional in HRM Processes and Practices

This article discusses the role of a people management professional in HRM processes and practices. As a people management professional, my main responsibility is to ensure that the organization's human resources are effectively managed and developed. This includes tasks such as recruitment, training and development, performance management, and employee relations. By implementing effective people management strategies, I help to create a positive work culture and improve employee engagement, which ultimately contributes to the success of the organization. Some of the main features of my role include developing and implementing HR policies and procedures, providing guidance and support to managers and employees, and staying up-to-date with industry trends and best practices.

People management and
development strategies for
performance

Contents
Question No. 3 ................................................................................................................................1
Explain how human resource as well as learning and development activity in an establishment
aid in promoting their values. .....................................................................................................1
QUESTION 8...................................................................................................................................3
Bundles of high performance work practices (HPWPs), such as those promoted by Pfeffer
(1998), are concerned with advantages for companies as well as employees comprising higher
business performance addition to satisfaction to people. What are main barriers which can
sometimes serve prevent businesses attaining full benefit from higher performance work
practices.......................................................................................................................................3
Question 9........................................................................................................................................6
You have been called for a guest lexcture to undergraduate students in regards with HRM
processes and practices. You have to describe your role to students by providing them insights
about people management professional. Highlight the main features of your role by justifying
your answer. ................................................................................................................................6
Question 15......................................................................................................................................9
How human resource and learning & development activities might usefully to a specific
challenge of customer service?....................................................................................................9
REFERENCES..............................................................................................................................11

Question No. 3
Explain how human resource as well as learning and development activity in an establishment
aid in promoting their values.
Human resource management activities are considered as important for an organisation
and encompasses of recruiting, providing compensation benefits, ensuring safety as well as
welfare of personnel in an effective manner (Stewart and Brown, 2019). Human resources are
considered as important as they play a significant role in developing as well as building positive
business culture as well as improve employees engagement in an organisation. Managing staff is
a critical job which essentially needs specified skills in a strategic manner.
L & D (Learning and Development) activities are considered as important as it aid HR
managers in enhancing their skills, knowledge and competencies in an effective manner (Ouyang
and Scharber, 2017). These activities help them in growing their roles and developing their
enhanced roles in regards with company's culture. These activities enable near-term results as
well as long term direction of an establishment. Main focus of these learning and development
activities is shaping desired culture as well as fostering new ways in relation to development of
behaviours as well as driving strategic opportunities in a strategic manner.
Human resource management is also considered as important for promoting values of an
organisation. Company values which comprises of trust, integrity and honesty of employees
helps in building an enhanced organisational culture. Company values are regarded as small set
of essential activities which led to endure principles which can define organisation's culture
(Wilton, 2022). These are the guidelines which help organisational managers in making
decisions in a proper manner. For example, managers of Azadea Group operate their operations
at Level 10 Integrity which help them to make decisions regarding their employees, processes,
intellectual property and other related aspects. Making compliance with core values of an
organisation help to determine significant things as well as eliminate those things which are not
required. It is imperative for human resource executives to develop their organisational culture
which helps in promoting values in an effective manner.
For promoting values of trust, human resource executives need to establish effective
communication channels. Enhancing collaboration among team workers led them to gain trust on
each other. For example, human resource managers of Azadea Group have led clear channels of

communications in order to develop interactive channels in an effective manner. For reinforcing
good behaviour in personnel, human resource managers of Azadea Group provide recognition
and incentives. These practices also increase productivity as well as engagement of employees
which help them in attaining organisational objectives. For instance, managers of Azadea Group
has adopted the performance appraisal programme of 360 degree for providing feedback and
recognition to their employees which led to enhance their productivity as well as performance.
HR managers can train employees which can be considered as another actionable way which
help in promoting core values of an organisation. By providing training, information regarding
formulated new training can be given to employees so that they can understand the importance of
having values in an organisation (Banfield, Kay and Royles, 2018). For example, HR managers
of Azadea Group works on a core value of working together they should try to develop team
building exercises for promoting their values in a strategic manner. Human resource managers
are needed to spread the desired core values among employees in order to make them follow in
an exponential manner. It is imperative for HR managers to promote and encourage company's
values and for achieving this, employees are needed to be provided free communication channels
so that they can ask any doubt or show any dissatisfaction regarding a specified core values. For
example, communication tools such as e-mails, newsletters, company websites are used by HR
managers for Azadea Group for communicating effectively regarding the core values.
Learning and development activities are considered as beneficial for promoting values in
an organisation among employees. Practices in relevance with learning and development allows
employees to learn new skills, enhance productivity as well as perform in a better way. Learning
and development activities are closely related to training programme in an organisation
(Torrington and Et. Al., 2020). It is imperative for leaders to develop a learning and training
environment which can promote core values among employees in a strategic manner. Training
programmes amplify strengths of individuals as well as help them to acquire new skills and
competencies. Through training, core values can be enhance among employees in a strategic
manner. With the aid of learning and development, organisational values can be imparted to
employees and they can execute it in a strategic manner.
L&D strategies are considered as identifiers for varied skills as well as capabilities which
is needed for fulfilling organisational objectives. Managers are the people who guides personnel
for their working and performing their jobs in a significant manner (Nieto, 2017). It is

imperative for managers to motivate as well as inspire their employees for enhancing their core
values in an effective manner. For example, L&D strategies are considered as important for
developing values among employees in Azadea Group through providing them training in
respect to relationship building which can foster the value of trust among them. In order to
provide better training programmes to employees, managers of Azadea Group operate company's
strategic position and operations in a systematic manner for developing values. These values also
play a critical part in decision-making process of an organisation. It will also help them to curb
their ethical dilemma about choosing among the right and wrong. For example, managers of
Azadea Group provide training to their employees regarding ethical standards that are to be
undertaken by them for making critical decision in an effective manner. Organisational culture
can be enhanced through learning and development activities in a strategic manner. Values like
diversity and inclusion is also encouraged by HR managers through developing and providing
effective learning and development programmes for their employees in an effective manner.
Inclusivity is considered as important value which collaborate and align varied organisational
activities with employees which help them in gaining insights regarding their performance in a
strategic manner. These values can be enhanced in an effective manner with the help of human
resource managers and their formulated learning and development sessions.
QUESTION 8
Bundles of high performance work practices (HPWPs), such as those promoted by Pfeffer
(1998), are concerned with advantages for companies as well as employees comprising
higher business performance addition to satisfaction to people. What are main barriers
which can sometimes serve prevent businesses attaining full benefit from higher
performance work practices.
Higher performance work practices refer to practices that are shown for improvising
capacity to attract, select, hire, train, manage performance as well as retain high performing
personnel (Alatailat, Elrehail and Emeagwali, 2019). These are ways for organising work
wherein human resource participate in devising decisions which have real influences of their
occupation along with wider organisations. In a company, for example, Azadea Group, presence
of high performance work practices is concerned with enhances profits, efficiency and sales.

High performance work practices are set of personnel management practices associated to
recruitment, selection, training, performance management, information sharing, compensation
and so that designed for attracting, retaining along with motivating employees (Garg, 2019).
Pfefer (1998) outlines elements of high performance work practices at workplace that are highly
selective hiring as well as sophisticated process of selection, employment security along with
internal labour markets, comprehensive training and development, self-managed teams, decline
of status differentials and high performance based compensation. In a company, for instance,
Azadea Group, there are chances that high performance work practices effects negatively on
workforce at the time when demands of job exceed resources related to the job. In the company,
positive consequence of high performance work practices is that it improvises efficiency together
with productivity of human resources and company as whole. Well trained, encouraged and
happy employee carry out performances as hard as possible so to benefit the company. However,
there are certain barriers or challenges that act as barrier in preventing accomplishment of
reimbursements from higher performance work practices. barrier to Mentioned below are some
of barriers which many a times serve prevent the establishment attaining full benefit from higher
performance work practices at Azadea Group:
Knowledge/skill problem: It is one of contributing factor that prevent employees and
establishment to attain full advantage from higher performance work practice is whether people
have received required training for performing higher level of working for what they have been
hired for (Buchanan and McCalman, 2018). For example, when employees of Azadea Group are
assigned tasks without appropriate training and development, errors are likely to surface along
with increases chances of mistakes when not addressed promptly. When mistakes enhance, it
increases level of frustration among human resources by making them feel inadequate addition to
unsupported because of not meeting objectives resulting in prevent businesses to achieve full
benefit from higher performance work practices. This same underperformance people either
initiate to hide their mistakes for keeping themselves away from exposing inadequacies or check
out. This costs the business huge resources, time and efforts in lost productivity.
Teams with no authority: There are situations when high performance teams not given
authority for devising own decisions at the company (Garg, Punia and Jain, 2019). In case with
Azadea Group, this results in keeping elements of top-down management structure or permitting
teams for having authority to devise decisions for actions. When teams of the company cannot

get permission for devising and implementing decisions of their choices, it restrict the company
in attaining full benefit from higher performance work practices. It can also cause lack of trust
among employees of company in path of success of high performance teams as well as members
which fails to carry out operations for single purpose and give significance to individual
concerns.
Challenged workplace environment: In a company, challenged workplace environment is a
barrier which prevents people from attaining full benefits from higher performance work
practices. It is because it impacts as well as impair performances of human resources. For
instance, when workplace of Azadea Group is devoid of competent management, appreciation,
provision of necessary resources, it deteriorates employee experience. In the company, lack of
availability of proper tools or resources for performing job contributes in inevitable outcomes
related to poor work product. In same vein, job performance in Azadea Group can naturally drop
in the environment having poor management. Managers who fail to attract competent candidates,
hire suitable person, treat staff members with respect or ensure than requirements are met
generally results in making personnel happy. Furthermore, challenged workplace environment
restricts attaining benefits of high performance work practices as when employees are less
appreciated for greater achievements, they tend to feel as though it does not matter the company
how hard they carry out working, leads to minimum efforts on their side.
Restricted motivation: In a company, there are situation when human resources do not care
about their working or the way they are doing it which results in preventing the company to
attain benefits from higher performance work practices. It involves being actively disengaged
and manifests in personnel openly stating their unhappiness addition to disregard through their
attitude, actions, words, etc (Chamberlin, Newton and LePine, 2018). It results on ending up
underpinning productivity of company’s people through constantly declaring unhappiness
addition to varied reasons for which employees are displeased with jobs. It is huge distraction to
organisational productivity level and infect workplace culture. Within Azadea Group, employees
practice self-help together with self-care as much as they are able to, but one seek professionals’
assistance for performing at desired level. When motivation of people at desired level restrict, it
declines willingness of organisational people for working that leads to lowering effectiveness. In
contrary, it has been analysed that high level of motivation is inclined towards more productivity
and efficiency. At workplace, motivation is predicted to have huge effects on organisational

performance as employees which are featured through high motivation level reflects higher work
along with life satisfaction. Higher motivation level is itself valuable for company and its people.
Decrease in level of motivation affect the company’s potential in terms of preventing then to
attain full advantages from higher performance work practices.
All the mentioned barriers are significant contributors in preventing Azadea Group from
achieving fuller benefits from higher workplace practices. It results on poor employee and
organisational performance, whether people exists or continue to exist are controlled through
effective leadership of the enterprise. Getting most from human resources initiates with
understanding that it is responsibility of top management of the company to ensure that
employees are perform with set up for success.
Question 9
You have been called for a guest lecture to undergraduate students in regards with HRM
processes and practices. You have to describe your role to students by providing them
insights about people management professional. Highlight the main features of your role
by justifying your answer.
Some interesting and relevant points are included in your answer, with a couple of references to
models and resources to support the discussion.
However, the question asks about your specific role rather than a general insight into the
profession. Your answer also reads more as if explaining why someone would study HRM?
For the resubmission it might be useful to start by introducing your role and the organisation
briefly before considering in depth a few features. These should be supported by clear
examples and references to explain why what you do is relevant.
I can also be written in the first person if that works well for you.
Resubmission

Your resubmission does not seem to have addressed the previous feedback apart from a brief
positioning of your role at the beginning. It is not necessary to say what you would to in
order to deliver the lecture, please just write as if you were explaining your role – what you
do and why you do it (consider both employee and organisation perspectives) and include
supporting references as to why you do things.
My current role is of a learning advisor at Azdea Group. At the role of learning advisor I
have the responsibility of ensuring that the workforce is prepared for the organizational changes
and has agile capabilities to deal with changes with the external environment. Learning advisor
plays an important role in people management because it supports the company in improving
change management knowledge and capabilities of the employees through technology
implementation and policies (Davila and Elvira, 2018). The roles and responsibilities I fulfil as a
learning advisor are further explained below:
 Co-facilitating Course coaching sessions: I have the role of implementing course
coaching sessions for increasing knowledge of employees on various subjects by
collaborating with other functional heads at the organization. This is an important role
because it directly contributes to learning and development of employees at the
organization such as Co facilitating course coaching for change management so that
change champions can be created at the organization. From an employee’s perspective
this is an important role because it creates collaborative environment where the learning
advisor, trainer, coach and their functional supervisor support them in building
capabilities needed by the organization. From organization perspectives this is much
needed people management role because it helps provide coaching to employees in a
systematic way where they are able to learn effectively.
 Enrolling learners in Virtual Learning Environment: Under this role of learning
provides I support enrolment of employees in VLE such as Moodle, familiarizing them
with Moodle navigation, retrieving diverse reports and initiating forum posts. This is an
important role from an employee’s perspective because it helps them learn about usage of
VLE tools so that they continue their learning at home. I believe it also benefits the
company because it helps support flexible employee learning and ensures effective usage
of digital technology to provide employee training. Virtual learning is being used across

many industries to support virtual learning and development of employees (Greasley and
Thomas, 2020).
 Developed and deployed learning technology infrastructure; In this role I am tasked
with development and implementation of learning technology infrastructure which
includes Learners’ Management database system and Finance database system for
learning department. This is my most important role from an employee perspective
because it results in creation of technology needed for building learning system for each
and every employee. In context of the organization it is crucial role because it helps
enhance technological teaching and learning capabilities of the company.
 Liaising with Finance AP: Under this role learning advisors are given the activity of
ensuring up-to-date treatment of all service entries and invoices-SAP (Jammulamadaka,
2020). It Is an important role for both the organization and employees because it helps
improve the financial learning capabilities of the company while also supporting effective
financial management and reporting.
 Coordinate the budget interface between TAFAWOQ, Finance and CP: I believe that
this roll help me ensure effective collaboration between project management finance and
Strategic human resource management. The acronym refers to an elite project
management Centre of excellence which was established in the year 2012 and supports
development of project management capabilities to ensure development of extraordinary
projects in the country. On the other hand strategic human resource management certified
professional or CP is certification for individuals that perform general human resource
related duties. Under this rule I ensure that all these learning program are coordinated in
context of budget so that the best result is gained when it comes to developing project
management finance and human resource capabilities of the workforce. All these areas
are relevant learning and development areas because employees need to be trained in
context of project management human resource and financial management according to
the needs of the organization which makes it essential for organizational growth as well
as employee learning and development.
 Compile and provide quarterly statistics report: As a learning advisor I have to create
and provide quarterly statistical report in context of learning and development activities
of the organization to higher authorities. This is my routine work and is essential for

employee development as well as strategic learning and development implementation at
the organization. In context of employee’s creation of statistical report helps gain
numerical data about learning and development of employees along with the budget
impact and performance or videos learning and development activities technologies and
program (Pudil and et.al., 2018). This quantitative data displayed by the statistical report
is essential in making decisions related to learning and development and helps the
organization deliver on learning and development objectives is there a where about
learning and development of employees as well as organizational resources needed for
learning and development.
 Oversee all the logistics for Learning events: The final rule I have as a learning advisor
involves supervising logistics for learning events. Logistics behind learning events
includes ensuring that the learning equipment is rendered in a timely manner and if it's a
learning conference then there is seamless execution of the conference to ensure that
learning is provided to the employees (Marques, 2019). I believe this is a crucial and
complicated role as a learning advisor because it involves collaborating with different
department during the completion of learning event to ensure that it is completed in a
timely manner and satisfied all the stakeholders associated with the event. I have to
ensure that the leaders investors and managing heads of the date apartment are satisfied
with the learning outcomes for employees participating in the event while also securing
the coaches or trainers participating in the event feel compatible training different
employees or large number of employees. In addition to this answer have to ensure that
employees are given the opportunities to support learning with effective logistical
assistant in terms of technology available to them or fulfilling any of the other learning
needs suggest demand for specific learning material. This is an important part of my role
as a learning adviser in context of employees because it helps them fully participate in
various learning events and get the best results out of them. Under their hand I am also
able to provide the organization satisfaction of effective completion of previous learning
events and optimal utilization of organizational resources as the employees get
opportunities for maximizing their knowledge at various events to effective logistical
support.

Question 15
How human resource and learning & development activities might usefully to a specific
challenge of customer service?
Your answer discussed the issue of poor customer service being provided by employees, but
unfortunately, I struggled to follow your answer in understanding what was being partnered.
There is an argument where you can position employees as customers and if this is the case
please set it out to explain the relationship in terms of the structure of your organisation.
The question also asks you to set it out as a briefing paper, although you mention it your answer
is not set out as one.
For your resubmission, please review your understanding of what is required from the question.
The CIPD have some good research on partnering with others that might be helpful for you.
Resubmission
Unfortunately your revised answer does not address the comments above. Please research what
is meant by partnering – there needs to be clear advantages for both parties. Your answer seems
to be a general discussion about how L&D can train employees to improve customer service.
Remember it also needs to be a briefing paper for management and set out in this way.

Briefing Paper
Background:
Azadea group is a premier lifestyle retail company which owns and operates more than 40 leading
international franchise concepts in fashion accessories food and beverage home furnishings sports
goods multimedia and beauty products across Middle East and Africa. This briefing paper is based
on the human resource challenge of implementing effective change management in the
organization in context of digitizing the various outlets of the company to support future
development. Digitalization is the need of modern age enterprises and change management is an
important human resource activity which supports retail businesses in digitizing their practices and
booking environment to support future growth (Sarvaiya, Arrowsmith and Eweje, 2021). However
change management is a challenging human resource activity because it involves dealing with
various factors when supporting organizational transformation. This briefing paper is targeted
towards senior management of Azadea group about the ways in which learning and development
functions of the company can partner with a major consumer group to review digital
transformation at the organization and examine its change management capacities. The final
result of this partnership with consumers is to establish good practices in context of organizational
change management so that digitization of Azadea group can be continued with effective change
management. Getting data directly from consumers is effective way of reviewing any
organizational process (Verma and et.al., 2018).
Purpose:
The purpose of this briefing paper is to inform the senior management about the ways in which
learning and development functions of Azadea group can be used to ensure effective partnership
between the company and consumer group from the food and beverage sector of the company so
that it's digital transformation attempts can be reviewed and data about the effectiveness of
organisational change management can be collected. Organizational change management requires
contribution of learning and development function because employees need to be trained about
dealing with technological, structural or organizational changes (Goodman, 2019). In this way the
collaboration with consumers can help the company identify the strengths and weaknesses of
change management at the company so that it is modified in according to good practise so that
digital transformation across the organisation is facilitated easily with direct benefits to consumers.

This briefing paper needs to be distributed to senior management team so that the collaboration is
completed in a timely manner and provide satisfactory results to the consumers organisational
leaders of Azadea group and human resource department of the company.
Desired Outcome:
The desired outcome from the collaboration with the consumer group four food and beverage
outlets of Azadea group is to develop knowledge about the impact of digitization on consumers and
in turn understand the positive as well as negative impact of the organisational change management
process in context of digital transformation. Organisational change is an emerging challenge in the
field of human resource management because implementing organisation wide transformation
specifically in case of international organisation with different operations spanning many countries
is a complicated process which can be derailed by even smallest of mistakes (Bacile, 2020). Taking
the help of learning and development functions of the company to examine the digital
organisational change process of the organisation so that it can be implemented effectively and
provide better results for both consumers and organisational leadership is beneficial as it will help
the firm deliver better results to the consumer while also improving on change management
capabilities. In this way both consumers and the organisation will benefit from the desired outcome
of this collaboration.
Process:
Firstly a suitable group of consumers from the food and beverage outlets of the company will be
selected who regularly purchase or visit the food and beverage outlets of Azadea group. Data
collection by collaborating with consumers is common process in corporate world because it helps
build truthful accounts of company services and performance (Groth, and Et. Al., 2019).
After this the learning and development section of hue will have the consumers rate do you still
training and coaching received by workers at food and beverage outlets.
This is an important part because the training and coaching provided to employees to improve their
digital knowledge is part of the overall organisational change management process supporting this
decision at Azadea group.
The consumers will read the employees on various factors suggest ability to support consumers in
using digital technology and helping consumers understand the role of digital technologies but
impact of digital training of employees on faster consumer service and responsiveness.
After gathering the data by collaborating with consumers the learning and development departments

will identify the strengths and weaknesses of coaching and training given to the employees of food
and beverage outlets.
This evaluation will be used to review the organisational change management process implemented
for digital transformation at Azadea group.
After this review the learning and development professionals will implement a new coaching
programme in line with the results gained by the collaboration so that the weaknesses of employee
training related with this decisions can be eliminated and strength enhanced. Learning and
development function is essential part of organizational growth because it prepares the company for
any kind of change (Vincent and Hurrell, 2019).
This will help the company deliver direct benefits to the consumer through this decision an
effective organisational change management while also supporting better digital transformation at
the organisation and improve change management.
In addition to this good practise will be established in terms of change management at the company
along with better learning and development practises for improving knowledge of digital
technology for ground level employees so that better consumer service can be delivered.
The targeted good practises which will be established with the help of this collaboration include
higher responsiveness of the staff quicker change management versus with better review an
improvement in learning and development procedures of the company in context of digital
transformation.
Contact:
For further information quiries can be mailed at AzdeaL&[e-mail]
REFERENCES
Books and Journals:
Alatailat, M., Elrehail, H. and Emeagwali, O. L., 2019. High performance work practices,
organizational performance and strategic thinking: A moderation
perspective. International Journal of Organizational Analysis.
Bacile, T. J., 2020. Digital customer service and customer-to-customer interactions: investigating
the effect of online incivility on customer perceived service climate. Journal of Service
Management.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Buchanan, D. A. and McCalman, J., 2018. High performance work systems: The digital
experience. Routledge.

Chamberlin, M., Newton, D. W. and LePine, J. A., 2018. A meta‐analysis of empowerment and
voice as transmitters of high‐performance managerial practices to job
performance. Journal of Organizational Behavior. 39(10). pp.1296-1313.
Davila, A. and Elvira, M. M., 2018. Revisiting the Latin American HRM model. In Handbook of
Research on Comparative Human Resource Management (pp. 393-407). Edward Elgar
Publishing.
Garg, N., 2019. High performance work practices and organizational performance-mediation
analysis of explanatory theories. International Journal of Productivity and Performance
Management.
Garg, N., Punia, B. K. and Jain, A., 2019. Exploring High Performance Work Practices as
necessary condition of HR outcomes. Paradigm. 23(2). pp.130-147.
Goodman, J., 2019. Strategic customer service: Managing the customer experience to increase
positive word of mouth, build loyalty, and maximize profits. Amacom.
Greasley, K. and Thomas, P., 2020. HR analytics: The onto‐epistemology and politics of
metricised HRM. Human Resource Management Journal, 30(4), pp.494-507.
Groth, M. and Et. Al., 2019. The moment of truth: A review, synthesis, and research agenda for
the customer service experience. Annual Review of Organizational Psychology and
Organizational Behavior.6. pp.89-113.
Jammulamadaka, N., 2020. Digital Reverse Mentoring as a Strategic HRM Tool: Case Study of
an Indian Firm. In Human & Technological Resource Management (HTRM): New
Insights into Revolution 4.0. Emerald Publishing Limited.
Marques, M. A., 2019, August. What Erasmus students expected and experienced during the
course of People in Organisations at a Business and Administration School.: Teaching
HRM in multicultural contexts. In Conferência-Investigação e Intervenção em Recursos
Humanos (No. 9).
Nieto, M. L., 2017. Human resource management. Bloomsbury Publishing.
Ouyang, F. and Scharber, C., 2017. The influences of an experienced instructor's discussion
design and facilitation on an online learning community development: A social network
analysis study. The Internet and Higher Education. 35. pp.34-47.
Pudil and et.al., 2018, October. Empirical Study of Screening and Signalling Theory in HRM:
Reasons for Studying Management. In ECMLG 2018 14th European Conference on
Management, Leadership and Governance (p. 231). Academic Conferences and
publishing limited.
Sarvaiya, H., Arrowsmith, J. and Eweje, G., 2021. Exploring HRM involvement in CSR:
variation of Ulrich’s HR roles by organisational context. The International Journal of
Human Resource Management, 32(21), pp.4429-4462.
Stewart, G .L. and Brown, K. G., 2019. Human resource management. John Wiley & Sons.
Torrington, D. and Et. Al., 2020. Human resource management. Pearson UK.
Verma and et.al., 2018. Graduate work-readiness challenges in the Asia-Pacific region and the
role of HRM. Equality, Diversity and Inclusion: An International Journal.
Vincent, S. and Hurrell, S., 2019. CRITICALLY EXPLORING THE HRM PERFORMANCE
LINK. Critical Issues in Human Resource Management: Contemporary Perspectives.
Wilton, N., 2022. An introduction to human resource management. An Introduction to Human
Resource Management, pp.1-100.