Human Resource Management Study Guide

This assignment provides a comprehensive review of human resource management topics, including HRM in tourism, public service, strategy, knowledge-oriented leadership, and more. It includes a list of references from academic journals and books, as well as an online source related to human resource management. The assignment is likely used for educational purposes, such as a study guide or review material for students.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Purpose and functions of HRM applicable to workforce planning...................................3
M1 Functions of HRM assist in providing talent and skills...................................................5
P2 & M2 Strengths and weaknesses of different approaches to recruitment and selection...5
D1 Critical evaluation of strength and weakness of approaches of recruitment and selection7
TASK 2............................................................................................................................................7
P3 Benefits of different HRM practices for employer and employee....................................7
P4 Effectiveness of different HRM practices in terms of profits and productivity................9
M3 Critical evaluation of strength and weakness of selection and recruitment with specific
examples...............................................................................................................................11
D2 Critical evaluation of HRM practices and application...................................................11
TASK 3..........................................................................................................................................11
P5 Importance of employees relations in respect of influencing HRM decision making....11
P6 Key elements of employment legislation and its impact on HRM decision making......12
M4 Key aspects of employee relation management and employment legislation on decision
making..................................................................................................................................13
D3 Critical evaluation of employee relations and application of HRM practices and its
influence on decision making...............................................................................................13
TASK 4..........................................................................................................................................14
P7 Application of HRM practices with some examples.......................................................14
M5 Analysis of application of HRM practices in organisation............................................17
CONCLUSION..............................................................................................................................17
REFERENCES .............................................................................................................................18

INTRODUCTION
Human resource management is an effective process of selecting, recruiting, imparting
training and development, providing orientation, inducting employees etc. HRM is also a
management function, concerned with maintaining, motivating and hiring people in an
organisation (Human Resource Management, 2018). In simple word, it is the procedures of
putting knowledgeable people to the actual task thereby creating more use of the workers'
abilities and talent to accomplish the wanted objectives and goals. Main purpose of this report is
to identify the importance of HRM and its impact on employee’s performance. In this report,
given organisation is JP Morgan which is a financial service and American investment company.
(Abdullah and Zulkifli, 2015). This assignment is based on different section which includes
scope and purpose of HRM and effectiveness of the key elements of HRM in an organisation.
Along with this, importance of employee relations and effect of Employment legislation on
human resource management’s decision making is also determined in this project. Application of
HRM practices and its usefulness in the organisation is also included in this assignment.
TASK 1
P1 Purpose and functions of HRM applicable to workforce planning.
According to the Edwin Flippo, human resource management is a planning, directing,
organizing, controlling, directing of procurement, integration, compensation, maintenance,
separation and integration of human resource to the end that organisational, social and individual
objectives are accomplished (Albrecht and et. al., 2015).
Nature & Scope of strategic human resource management: - Strategic HRM refers to the
effective process of developing plans, practices and policies which support in accomplishing
wanted objectives and goals of organisation within predetermined period of time. There are some
scope and nature of strategic HRM which are determined as under:
 Strategic HRM gives a clear vision and target of business strategy for future activity and
success.
 SHRM play important role in developing plans and policies which is applied by
employees and line managers as their daily working operations. It will help in communicating information or data related to the internal strength and
weakness of company.

Hard and Soft HRM: distinct organisation opts numerous different types of methods and
approaches in regard of accomplishing standard targets to meet the outcome. Here are mentioned
some of those:
HARD HRM: It is belonging as an approach which is followed by the company in order
to treat its employees as resources like facilities, machinery etc. Beside this performance of the
workers are controlled to attain the competitive edge and maximum profit (Alfes and et. al.,
2013). For example: Minimal communication, minimum wage, little delegation and
empowerment etc.
SOFT HRM: In this workers are considered as a main asset for an organisation which are
important for accomplishing better outcomes and competitive benefit. This approach believes
that productivity, skilled and happy workforce put maximum efforts toward business operation
and assist in maximising the profitability and efficiency of JP Morgan firm. For example: strong
and regular two-way communication, flatter organisational structures, competitive pay structure
e.g. share options, profit share etc.
JP Morgan must apply “Soft HRM approach” as it benefits in attaining set targets and
goals easily. It is one of the best method because with the use of this company consider its
workforce as a valuable or precious asset. This output in workers are happier and it leads to
reduce in employee’s turnover.
Purpose and functions of HRM: There are some purpose and functions of HRM in JP
Morgan firm are determined as under:
Recruitment and selection: It is a main function of HRM which is applied by the human
resource of the JP Morgan firm in recruiting best candidate's from pool of candidate's.
Recruitment is a process which includes conducting interviews, developing job description,
salary negotiation etc. Main goals and purpose of this process or function is to attract the
knowledgeable applicants as well as to promote the unqualified applier to select themselves out
(Baum, Schäfer and Kabst, 2014).
Training and development: These are the indispensable function of HRM. It is the effort
to enhance the actual and future performance and productivity of a worker by maximising the
capability of them through educating individual's skills in the specific subject. Main purpose of
this HRM is to train all employees by organising meeting, conference and seminar to them.

Workforce planning: HRM can be defined as an integrated, coherent and strategic
method, to the well-being and development of the people who are working in the organisation.
Thus, human resource management is more essential and effective part of the workforce
planning. It is the process applied to align the priorities and requirements of the enterprise with
those of its employees. They see it can meet its regulatory, legislative, production and services
needs and organisational objectives.
M1 Functions of HRM assist in providing talent and skills
Various HRM functions assist JP Morgan firm to introduce necessary modification in
firm's strategies. Also, by undertaking Soft HRM approach, company make sure to develop
cordial relations with its employees and to motivate them by providing them chance to share
their opinions and feedbacks with the organisation (Baum, 2015). JP Morgan firm undertakes
various functions that ensures that firm has well trained proficient employee at right job profile
at right time.
P2 & M2 Strengths and weaknesses of different approaches to recruitment and selection
Recruitment and selection are effective process which is followed by the JP Morgan in
order to hire talented and knowledgeable employees who have better experience in financial
sector. Both terms are different and has various types and its benefits and shortcoming which are
explained as under:
Recruitment: It is referring to the entire process of attracting, selecting, short-listing and
appointing applicable candidates for jobs within a company (Berman and et. al., 2012). In order
to recruit best candidates from large number of person JP Morgan firm select internal and
external method of recruitment.
Internal recruitment: It means recruiting workers within an organisation. This method includes
some types which are determined as under with its strengths and weakness.
Types of internal
recruitment
Description Benefits Shortcoming
Promotion It is the process of
promoting a workforce
from lower position to
top level. This
approach maximises
It supports in
maximise the morale
and standard of
workers as well as
maintain them better
It can develop disputes
or conflict among
workforce as many
staffs apply for similar

the remuneration,
status and
responsibility of a
worker who is
promoted.
relation for longer
time. This approach
save the cost and time
as process of
recruitment is
complete internally.
vacant position.
Transfer It is a process of
moving one job post to
other without any
variation in
employee’s
responsibility,
remuneration and
status.
It is a cost effective
and time saving
approach. It is mainly
relay on project need
and capability of
respective workers.
Disadvantage of
transfer method is
when there are
workers who has
affection with
enterprise may impacts
the morale and
standard of staff
members because of
transfer.
External recruitment: This is mainly referring to hiring candidate's outside an
organisation. It supports in bringing unique ideas and innovation in the JP Morgan firm (Boxall
and Purcell, 2011). Various kind of external recruitment and its advantages and disadvantages
are determined as under:
Types of external
recruitment
Description Advantages Disadvantages
Advertisement It is one of the best
approach of recruiting
as various number of
person attracted as
well as stimulated in a
minimum time period
to applying for a job.
There is more scope of
recruiting a best
people because pool of
prospect applying for
job.
This method consumes
maximum time and
cost of the company
which is not good for
the success of
organisation.
Recommendation of The present workforce It will increase the Sometime this

existing workers understands both the
business and the
candidate state
recommended. Hence,
JP Morgan firm
encourage their
available workers to
support them in
acquiring applications
from individual who
are known to them.
moral and
performance of the
employees in better
way.
approaches develop
conflict among
employees which is
not good for the
development and
success of company at
marketplace.
Selection: It is depicting as a negative activity in which interviewing and evaluating of
candidate for particular job that is basically based on various criteria (Bratton and Gold, 20175).
In this JP Morgan firm apply group discussion approach which is determined as under:
Selection approach Description Advantages Disadvantages
Group discussion It is a best method of
selection in which
approx. 7 to 13
candidates give their
opinion on specific
matter in a discipline
way.
This approach
promotes candidate's
participation which is
essential for the long
term growth and
success of company.
It is a time consuming
approach and there is
societal and
interpersonal force for
candidate.
D1 Critical evaluation of strength and weakness of approaches of recruitment and selection
According to Cascio, (2018) in case of hiring for a particular vacant job position, it is
advisable for JP Morgan firm to take into consideration both internal and external sources of
recruitment so that most appropriate candidate could be selected in for a particular job profile.
The company should review first look for talent internally through informal and formal methods.
The external sources for hiring should be opted in case high professional or expert candidate is
required for a job vacancy.

TASK 2
P3 Benefits of different HRM practices for employer and employee
HR practice are effective for making organisation in-growth strategy. It is essential to
come with approaches which are effective and significant for making good relations among
employees. These days many changes are taking place in business, so JP Morgan firm is
accepting changes rapidly (Brewster and Hegewisch, 2017). But these changes can be
successfully applied to association within the cooperation of employees, so HR manager plays
vital role in cooperating and motivating workers. JP Morgan firm is an organisation which is
famous for their finance services. Financial and investment services of JP Morgan firm are up- to
the mark, this is because HR manager gives emphasise on working style of employees. Benefits
of HR practices for employer and employees are discussed as under-
HRM practices Employer Employee
Learning, development and
training practices
Management of JP Morgan
firm has many policies related
to training and learning of
employees. They have various
training centres for improving
working style. This training
programmes are planned by
HR managers which helps to
improve overall perform,ace of
association. This helps to
provide satisfaction to
customers and hence there will
improvement in goodwill of JP
Morgan firm (Brewster,
Mayrhofer and Morley, 2016).
Training is not only beneficial
for organisation, it provides
assistance to workers too. With
the help of training employees
are able to learn new
techniques and this provides
them confidence at work place.
When workers of JP Morgan
firm perform well they get
chance of promotion,
incentives, etc.
Flexible working option Flexible working options
means to emphasise on
working rather than strict rules
Flexible working hours helps
to employees to work in
appropriate way, which helps

and regulation. This can
include flexible working
hours, no regulations related to
dress code, etc. This helps JP
Morgan firm to achieve targets
and managers can focus on
good services to customers.
to make them comfortable at
work place. Workers wants to
resist in JP Morgan firm. They
feel energetic while working
and give their best.
Employee's performance
management and monitoring
HR manager of JP Morgan
firm plays vital role in making
policies which helps to
monitor employee's
performance. This helps to
improve quality of services
and hence customer
satisfaction is possible (Buller
and McEvoy, 2012). When
manager focus on performance
then best result can be
achieved and this helps to
improve goodwill of JP
Morgan firm.
Performance monitoring helps
to make workers to give up- to
date services. Monitoring
performance by JP Morgan
firm HR manager helps
employees in their increments
and they can learn to work
with deadline.
Payment & reward
management
Payment for work is essential
component which has to be
considered by HR manager of
JP Morgan firm. When timely
payment of rewards and
compensation is made, then
there is improvement in
performance of workers,
which ultimately benefits to
Compensation is essential
component which makes
workers happy at work place.
When HR manager of JP
Morgan firm pays proper
remuneration, then this worker
feel motivated. Non- monetary
benefits are also effective to
motivate employees.

brand image of JP Morgan
firm. There are no legal issues
related to compensation
against JP Morgan firm.
P4 Effectiveness of different HRM practices in terms of profits and productivity
Human resource practices are effective for providing satisfaction to employees and
motivate them to give best. JP Morgan firm deals in service sector having services all around the
world, so it is essential to make strategies through which check is possible at various outlets
(Chelladurai, and Kerwin, 2017). HR policies are effective for growth of association, so it is
necessary to know effectiveness of HR policies. As JP Morgan firm has numerous employees, so
HR manager has to convey policies effectively and acknowledge that whether workers are ready
to work on it or not. With this effectiveness there is positive impact on customer satisfaction and
profits of JP Morgan firm. Above mentioned HR practices i.e. Flexible working option,
Employee's performance management and monitoring, Payment & reward management are
effective for knowing positive impact on profits, which is discussed as JP Morgan firm-
Learning, development and training practices: With the help of learning and training
programmes, employees of JP Morgan firm are able to attract customers properly and they have
knowledge related to how to behave with customers. Training provides employees knowledge
about change in working style and how top coop- up with it (Donate and de Pablo, 2015) JP
Morgan firm updates their services in order to give satisfaction to customers, so training helps
employee to provide best services to customers.
Employee performance management and monitoring: JP Morgan firm operates in
various parts of work so there is requirement of monitoring and analysing performance of
workers which is main job role of HR manager. In JP Morgan firm, to evaluate services, there is
provision of taking feedback from customers. So employees are conscious about performing
their job roles. It is effective for growth of organisation. There are positive outcomes from
monitoring of services as worker take care about demand of customers. With the help
monitoring, there is proper management in association and proper information can be delivered
to workers. This helps to provide satisfaction to customer and they are ready to avail services
from JP Morgan firm.

Payment and reward management: There is requirement of proper remuneration which
helps to make policies which are effective and significant for providing satisfaction to workers.
Monetary benefits help to develop plan which is effective and efficient for growth of association.
Payment of remuneration must be effective for providing satisfaction to employees and they feel
satisfied at work place. It is essential to timely evaluate performance and according there must be
some up- gradations in pay scale. As per feedback from customers, there must be rewards to
employees, so there will less absenteeism and turnover of employees.
M3 Critical evaluation of strength and weakness of selection and recruitment with specific
examples
HR manager of JP Morgan firm has to select candidate which has qualities according to
market requirement. To maintain amicable relationship with its workforce, JP Morgan firm
undertakes and implements various HRM practices which involves training and developing them
to enhance their competencies. Also, it includes applying performance management system to
monitor and track down their performance levels on regular basis to ensures that they are
working as per standards to provide recognize their efforts through proper payment and reward
systems.
D2 Critical evaluation of HRM practices and application
HRM practices assists managers of JP Morgan firm to complete routine activities of firm
within specific deadlines. Also, it is responsibilities of managers to formulates and implement
effective HRM practices that may result in enhancement in KSA of its workforce and encourage
them to give best of their efforts in attaining firm's objectives. This further helps in building
trust of employees towards company that reduces various issues like employee turnover,
absenteeism etc. There are various practices that are undertaken by JP Morgan firm such as
learning, development and training practices, employee performance management and
monitoring and payment and reward management etc. to enhance its productivity and
performance.
TASK 3
P5 Importance of employees relations in respect of influencing HRM decision making
Every individual in JP Morgan firm shares a specific relation with its colleagues and
management. It is requisite for them as they have to interact and discuss with each other for

perspective of decision making. Thus, maintaining a strong bond between employer and
employee and among them workers as well forms ultimate key for the success of JP Morgan firm
as the outcomes are advantageous (Grobelna and Marciszewska, 2016). JP Morgan firm ensures
a comfortable working environment for all its employees and supervisors where in they are
provided immense opportunities to share their concerns, problems and even to give their
feedback for improvement in firm's operations and logistics. Importance of maintaining good
employee relations is evident from mentioned below points:
Employee Engagement: JP Morgan firm has implemented a new technology such as E-
commerce for its employees to share their feedback with company. Under this, system JP
Morgan firm staff meets up with each local advisory group and in an interactive session shares
their opinions and ideas that are taken to central office and worked upon to implement necessary
changes. Thus, it helps company to develop trust among staff which further benefits in retaining
them and developing their loyalty, work efficiency and performance.
Motivation and enhancement in productivity: JP Morgan firm is known for its employee
manipulation. By adopting various employment engagement techniques firm keeps its employees
retained by finding out their weekly earning and sending them text messages about how afar they
are from their target. Thus, it helps workers to be motivated and work with zeal towards
achieving their target. As a result, this helps in improving their productivity level as they feel
associated with the company. Also it reduces problems of turnovers, absenteeism etc.
Reduce conflicts and arguments: By undertaking various measures like communication
channel, motivating them etc. JP Morgan firm develops job satisfied workforce that helps leads
to maintaining cordial relations among employer and employee (Jennings and Stadler, 2015). All
these positive aspects helps in making employees dedicated towards their work which leads to
less chances of arguments or conflicts between management and employees related to various
issues like salary etc.
P6 Key elements of employment legislation and its impact on HRM decision making
As company like JP Morgan firm conducts its activities in various different nations where
in laws and regulations that are been incorporated by government differs, it becomes critical for
to adhere by them. For firm it is mandatory to include all provisions, rights and legislations that
are laid down by federal, state or local authorities in its business operations for the welfare of its

employees and also to avoid any legal penalties. Mentioned below are some prominent
legislation that are imposed by UK government which is essential for firm to follow:
Health and Safety Act 1974: Implementing this act JP Morgan firm follows an
intensified health and safety system that includes working at work e-learning course and risk
assessments for employees, checking documentation related to working experience etc.,
providing proper communication and consultation to employees to ensure compliance with
health and safety legislation. Thus this act has made it company to make sure that all its workers
are fit to work, all equipments are well maintained so that chances are employees turnover gets
minimum (Marchington and et. al., 2016.).
Equity Act, 2010: This act prohibits JP Morgan firm to discriminate against any
candidate during its recruitment or selection process on basis of caste, gender, nationality etc.
Also it ensures that all employees are giving equal opportunities to grow and develop and are
getting same remuneration as per their qualification and performance. Thus following this act
had made JP Morgan firm to provide equal chances to everyone without differentiating between
male and female workforce.
Data Protection Act : This act controls that JP Morgan firm is not using personal
information of its customers for its own benefit thereby marinating their security. At the same
time, it also ensures that company's own data and confidential information is not been illegal
used by rival organisation, businesses or government. Thus, following this act firm uses its B.V.
System for data control that process personal information of its users to outside UK on basis of
mechanisms that are approved under law.
M4 Key aspects of employee relation management and employment legislation on decision
making
It is requiring for the JP Morgan firm to maintain amicable relations with its workforce
so that there is less or no chances of any arguments or conflicts between employer and workers.
This could be achieved by firm by formulating its policies programs and business activities in
accordance with various norms, provisions and laws that are incorporated by the UK government
for the welfare and benefit of employees (Ones, Viswesvaran and Schmidt, 2017). This will have
a two-way beneficiary effect for firm as on one hand it will develop employees trust and
confidence in firm as they feel secured about not be get exploited or discriminated on basis of

caste, origin, gender etc. On other hand it will enhance the good will of a firm and will assist in
conducting its operations smoothly in various nations without facing any legal problems.
D3 Critical evaluation of employee relations and application of HRM practices and its influence
on decision making
According to Stone and et. al., (2015) HRM practices adopted by JP Morgan firm assist
its managers to maintain cooperation and coordination between management and workforce.
Firm while designing any policies, procedures or regulation critically considers all the
legislations such as Health and Safety Act, Equity Act, Data protection act etc. that are been
imposed by UK government for protecting the rights and welfare of employees.
TASK 4
P7 Application of HRM practices with some examples
JP Morgan firm implements different HRM practices so as to make their hiring process
effective and to ensure that most competent and proficient candidate is selected ensuring work
efficiency (Shen and Benson, 2017). Application of human resource practices used by JP
Morgan firm are mentioned below:
5 Star Hotel receptionist training
Training title Date- Time-
Place Trainer
Expected applicants
Activity Anticipated time Methods Tools and
Equipments
Introduction
Aim and objective of
company
a)
b)

Warm up
Required points and
content
Job advertisement: Job Advertisement for the post of lecturer at UCL is mentioned
below:
Job advertisement
For the post of Business lecturer in UCL.
Qualification
 Applicant is mandatory to have MBA in finance and operation
 Applicant must be proficient in problem solving skills
 Required to have good interpersonal skills Require to have good interactive skills for reaching students in effectual manner
Experience: Candidates applying for the Post of business lecturer in UCL are required to have
experience of minimum 6 years as a teacher in school and college.
Date and time period of submit postulation
Interested candidates are required to submit their C.V. Along with proper documents (mark
sheets, identity proof, current address proof etc.) at firm's website. Last date for submission of
C.V is 25th August.
Contact No:
Website: www.ucl.com
Job specification
Qualification Mandatory for applicants to hold MBA degree in heath
and nursing sector
Candidate must be graduate in health and social care
Experience Candidate is required to have work experience of 5 years
in any recognized hospital.
Area of expertness Must have basic medical knowledge related to

emergency treatment and check ups
Other essential qualities Listen openly using questions to check for understanding
and to avoid misinterpretation
Demonstrate initiative, innovation and quality in delivery
of service.
Excellent interpersonal and communication skills
Interview Questions
Q.1 Why do you want to work with this organization/hospital?
Q.2 Give one instance when you inadvertently caused conflict?
Q.3 If I called your previous manager, what would they reveal me about you?
Q.4 What are you career objectives?
Q.4 What are your key strengths?
Person specification
Particulars Essential criteria Desired criteria
Qualification & training Candidate is required to be
graduate in hotel management.
NVQ level 2/3 in cooking and
food preparation or equivalent
degree
Experience Excellent verbal
communication skills.
Capability to take initiative
and work under pressure
Previous working experience
for at least 2 years in high
volume multi outlet or any
restaurant
Skills and ability Good natured and effective
interactive skills to interact
with users
Problem solving skills
Individual quality or Flexible attitude related to

characteristics working hours
CV
A curriculum vita for the profile of Vogue photographer is mentioned as below in regard
of understanding the HRM practices application.
Objective: To secure position of digital photographer and to utilize my expertise in this field to
capture best shots
Name:
Father's name:
Mother's name:
Mobile no
Email id
Skills and qualities:
 Undertaken contracts for photography projects
 Add special effects by adding statements, music, colours, backgrounds, effects etc. having good communication skills to interact with customers and advising them on
photography.
Experience:
 Worked for 2 years in James and Clark Photography services in Los Angles
Date (Name)
Place
M5 Analysis of application of HRM practices in organisation
HRM practices forms critical part in success of a JP Morgan firm as it helps firm in
attaining its pre-determined objectives within specific time period in most effective manner. It
helps managers to recruit and select most suitable employee, to enhance their proficiency
through training and developing them and to gain their trust by recognizing their efforts through
proper compensation and reward system.

CONCLUSION
The project undertaken concludes that HRM forms backbone of any organisation by
means of which it attains objectives in most systematic and effective manner within specific time
frame. HRM involves various functions that ensures that firm is having a competitive, dedicated
and loyal workforce that is determined to give their best efforts for completing their assigns tasks
within deadlines. Also, it is of utmost importance to formulate and develop practices that aims
towards maintaining good employer and employee relationship. Further, the firm is abide to
follow various legislations that are laid down by government to protect rights of its workforce.

REFERENCES
Books and Journals
Abdullah, L. and Zulkifli, N., 2015. Integration of fuzzy AHP and interval type-2 fuzzy
DEMATEL: An application to human resource management. Expert Systems with
Applications. 42(9). pp.4397-4409.
Albrecht, S. L. and et. al., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance. 2(1). pp.7-35.
Alfes and et. al., 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.
Baum, M., Schäfer, M. and Kabst, R., 2016. Modeling the Impact of Advertisement‐Image
Congruity on Applicant Attraction. Human Resource Management. 55(1). pp.7-24.
Baum, T., 2015. Human resources in tourism: Still waiting for change?–A 2015 reprise. Tourism
Management. 50. pp.204-212.
Berman and et. al., 2012. Human resource management in public service: Paradoxes, processes,
and problems. Sage.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Chelladurai, P. and Kerwin, S., 2017.Human resource management in sport and recreation.
Human Kinetics.
Donate, M. J. and de Pablo, J. D. S., 2015. The role of knowledge-oriented leadership in
knowledge management practices and innovation. Journal of Business Research. 68(2).
pp.360-370.
Grobelna, A. and Marciszewska, B., 2016, April. Work motivation of tourism and hospitality
students: implications for human resource management. In Proceedings of the 8th
European Conference on Intellectual Capital, ECIC. pp. 95-103.
Jennings, B. and Stadler, R., 2015. Resource management in clouds: Survey and research
challenges. Journal of Network and Systems Management. 23(3). pp.567-619.
Marchington, M. and et. al., 2016. Human resource management at work. Kogan Page
Publishers.