Functions of HRM and Evaluation of HRM Practices
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This report discusses the purpose and functions of HRM, the benefits of different HRM practices for employers and employees, approaches to recruitment and selection, and the evaluation of their strengths and weaknesses. It also explores how HRM functions contribute to fulfilling business objectives and evaluates the effectiveness of HRM practices in raising organizational profit and productivity.
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Task A&B
1
1
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Table of Contents
INTRODUCTION...........................................................................................................................3
TASK A...........................................................................................................................................3
1) Purpose and functions of HRM and benefits of different HRM practices for employer and
employee.................................................................................................................................3
2) Approaches to recruitment and selection and evaluation of their strengths and weaknesses.5
3) Functions of HRM to fulfils business objectives and evaluation effectiveness of different
HRM practices to raise organisational profit and productivity..............................................8
4) Evaluation of different methods used in HRM practices by providing examples.............9
TASK B.........................................................................................................................................10
1) Design of job specification...............................................................................................10
2) CV....................................................................................................................................11
3) Interview questions, interview notes................................................................................14
4) Job offer letter..................................................................................................................14
5) Evaluation of process and rationale for conducting specific recruitment related to HR
practices................................................................................................................................15
6) Analysis of importance of employee relations. ...............................................................16
7) Identify the key elements of employment legislation. ....................................................17
8) Critical analysis of key aspects of employee relations and their application in HRM
practices................................................................................................................................18
CONCLUSION..............................................................................................................................19
REFERENCES..............................................................................................................................20
2
INTRODUCTION...........................................................................................................................3
TASK A...........................................................................................................................................3
1) Purpose and functions of HRM and benefits of different HRM practices for employer and
employee.................................................................................................................................3
2) Approaches to recruitment and selection and evaluation of their strengths and weaknesses.5
3) Functions of HRM to fulfils business objectives and evaluation effectiveness of different
HRM practices to raise organisational profit and productivity..............................................8
4) Evaluation of different methods used in HRM practices by providing examples.............9
TASK B.........................................................................................................................................10
1) Design of job specification...............................................................................................10
2) CV....................................................................................................................................11
3) Interview questions, interview notes................................................................................14
4) Job offer letter..................................................................................................................14
5) Evaluation of process and rationale for conducting specific recruitment related to HR
practices................................................................................................................................15
6) Analysis of importance of employee relations. ...............................................................16
7) Identify the key elements of employment legislation. ....................................................17
8) Critical analysis of key aspects of employee relations and their application in HRM
practices................................................................................................................................18
CONCLUSION..............................................................................................................................19
REFERENCES..............................................................................................................................20
2
INTRODUCTION
Human resource management is defined as strategic approach for proper management of
people in organisation so that competitive advantage can be achieved (Azari, Ozger and Cavdar,
2019). This is designed for maximization of employee performance with relation to business goal
and objectives. It is function of administration with focus on motivating, hiring, maintaining,
training and developing working force of organisation. This is managed by Human Resource
(HR) manager who is liable for providing training to employees, performance appraisal,
recruitment, reward management and so on. Main motto of HR is assisting organisation to
achieve success as well as growth through their people or working force in appropriate manner.
It is very important for organisation to have skilled and knowledge employees so that they can
attain goal and objectives.
The given report is based on Mont Rose College of Management & Science (MRC)
which was established in 2006 at Ilford area of London, United Kingdom. It is higher and further
education college that focus on providing teaching, public service and research in context to
education, development of student and continuing education. Principal of college is Bilal Sheikh
and deputy head is Sayeda Zain. This is the foundation which provide better future as well as
value to students in effective manner. The main aim of report is to discuss about purpose and
scope of HRM in terms of resourcing business with skilled and talent force to attain business
objectives. It also evaluate effectiveness of key elements in context to business. This report
analyse internal as well as external factors which affect HRM decision making including
employment legislation. It also highlights about job specification, CV, interview questions and
offer letter. The process of recruitment is performed along with importance of employee relation
in organisation.
TASK A
1) Purpose and functions of HRM and benefits of different HRM practices for employer and
employee
Human Resource Management (HRM) is defined as practices of hiring, managing,
recruiting and deploying employees of organisation. It is also called as Human Resources (HR)
who is liable for creation, putting and overviewing policies through workers as well as
maintaining relation with them (human resource management (HRM), 2020). It is very important
3
Human resource management is defined as strategic approach for proper management of
people in organisation so that competitive advantage can be achieved (Azari, Ozger and Cavdar,
2019). This is designed for maximization of employee performance with relation to business goal
and objectives. It is function of administration with focus on motivating, hiring, maintaining,
training and developing working force of organisation. This is managed by Human Resource
(HR) manager who is liable for providing training to employees, performance appraisal,
recruitment, reward management and so on. Main motto of HR is assisting organisation to
achieve success as well as growth through their people or working force in appropriate manner.
It is very important for organisation to have skilled and knowledge employees so that they can
attain goal and objectives.
The given report is based on Mont Rose College of Management & Science (MRC)
which was established in 2006 at Ilford area of London, United Kingdom. It is higher and further
education college that focus on providing teaching, public service and research in context to
education, development of student and continuing education. Principal of college is Bilal Sheikh
and deputy head is Sayeda Zain. This is the foundation which provide better future as well as
value to students in effective manner. The main aim of report is to discuss about purpose and
scope of HRM in terms of resourcing business with skilled and talent force to attain business
objectives. It also evaluate effectiveness of key elements in context to business. This report
analyse internal as well as external factors which affect HRM decision making including
employment legislation. It also highlights about job specification, CV, interview questions and
offer letter. The process of recruitment is performed along with importance of employee relation
in organisation.
TASK A
1) Purpose and functions of HRM and benefits of different HRM practices for employer and
employee
Human Resource Management (HRM) is defined as practices of hiring, managing,
recruiting and deploying employees of organisation. It is also called as Human Resources (HR)
who is liable for creation, putting and overviewing policies through workers as well as
maintaining relation with them (human resource management (HRM), 2020). It is very important
3
for MRC to run their college by following proper workforce planning and resourcing. Some of
functions and purpose of HRM are described below:
Functions of HRM
Each and every organisation is formed of people, HRM is to acquire service of
individual, developing skills, motivating them for attainment of goal and objectives. MRC has to
follow different functions of HRM for proper workforce planning as well as resourcing. They are
mentioned below:
Managing Employee Relations- Employees are regarded as pillars of organisation so it
is very important for MRC to maintain good relation with them (5 Major Functions of Human
Resource Management, 2020). With proper relations, employees can influence work outputs and
behaviours. If respective organisation can maintain effective relationship with their employees
then they can easily attain goal and objectives. Along with this, it leads to better workforce
planning and resourcing of business.
Maintaining Good Working Conditions- HR manager has to focus on maintaining as
well as providing good working conditions and environment for their employees so that they can
give their best to attain goal and objectives (Bader, Reade and Froese, 2019). It is very important
in college to provide good working place so that teacher can teach in better manner to students
for their career development and success. With better conditions, workforce planning and
resourcing is possible as per their skill and knowledge possessed by them in effective way.
Purpose of HRM
Each and every functions of HRM purpose to follow for positive results. There are
different functions of HRM such as training & development, recruitment & selection, managing
employee relations, maintaining good working conditions and so on (Baldwin, 2019). Main
purpose of managing relation with working force is strengthening employee and employer
relationship by resolving as well as identifying workplace issues, measuring their morale,
satisfaction and input to business. Teacher teaching at MRC should posses effectiveness
relationship with other people so that they can provide better education to students in appropriate
manner. On other hand, purpose of maintaining good working conditions is to enhance
productivity of employees performing at MRC provide them with better health, energy and
create happiness within themselves. It is responsibility of HR manager to take feedback from
employee so that they can improve themselves in better manner to attain positive results.
4
functions and purpose of HRM are described below:
Functions of HRM
Each and every organisation is formed of people, HRM is to acquire service of
individual, developing skills, motivating them for attainment of goal and objectives. MRC has to
follow different functions of HRM for proper workforce planning as well as resourcing. They are
mentioned below:
Managing Employee Relations- Employees are regarded as pillars of organisation so it
is very important for MRC to maintain good relation with them (5 Major Functions of Human
Resource Management, 2020). With proper relations, employees can influence work outputs and
behaviours. If respective organisation can maintain effective relationship with their employees
then they can easily attain goal and objectives. Along with this, it leads to better workforce
planning and resourcing of business.
Maintaining Good Working Conditions- HR manager has to focus on maintaining as
well as providing good working conditions and environment for their employees so that they can
give their best to attain goal and objectives (Bader, Reade and Froese, 2019). It is very important
in college to provide good working place so that teacher can teach in better manner to students
for their career development and success. With better conditions, workforce planning and
resourcing is possible as per their skill and knowledge possessed by them in effective way.
Purpose of HRM
Each and every functions of HRM purpose to follow for positive results. There are
different functions of HRM such as training & development, recruitment & selection, managing
employee relations, maintaining good working conditions and so on (Baldwin, 2019). Main
purpose of managing relation with working force is strengthening employee and employer
relationship by resolving as well as identifying workplace issues, measuring their morale,
satisfaction and input to business. Teacher teaching at MRC should posses effectiveness
relationship with other people so that they can provide better education to students in appropriate
manner. On other hand, purpose of maintaining good working conditions is to enhance
productivity of employees performing at MRC provide them with better health, energy and
create happiness within themselves. It is responsibility of HR manager to take feedback from
employee so that they can improve themselves in better manner to attain positive results.
4
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Benefits of Different HRM Practices
HRM practices are those activity which assist manager as well as employees to improve
effectiveness of business. It consists of setting expectations of work, monitoring performance of
working force, assisting performance of employees, appraising and rewarding for good
performance. The different HRM practices includes providing security to working force, training
in relevant skills, fair compensation based on performance, skill monitoring & training and many
more (Functions & Practices of Human Resource Management, 2020). These provide benefits to
employer and employees of MRC.
Benefits to Employer
Security to Working Force- This practice of HRM provide benefits to MRC employer
in terms of enhancement of brand value and goodwill. It also assist employer to give their best
efforts in order to attain goal and objectives in effective and efficient manner.
Training in Relevant Skills- It is very important for MRC to conduct training on regular
basis for their employer to know about requirement of their students and apply those in their own
college (Bos-Nehles and Veenendaal, 2019). Employer includes manager, CEO, principal all
should update themselves to enhance their skills and knowledge regarding particular field.
Benefits to Employee
Fair Compensation- As each and every employees perform work for money so they
should be provide fair compensation based on their performance. If MRC follow such practice in
their college then their employees work in better manner to provide education to students and
creates loyalty and trust towards their working place.
Skill Monitoring & Training- It is the important practices which should be followed by
MRC. The working employee skills should be monitored on regular basis and provide training if
they lack in any areas. This provide benefit to employee for better work performance.
2) Approaches to recruitment and selection and evaluation of their strengths and weaknesses
Recruitment
It is defined as procedure to hire as well as find most suitable and qualified candidates for
given job opening or vacancy in cost and time effective mode (Campanella and et. al., 2020).
This is method of searching for potential employees and encouraging them for applying to given
jobs in enterprise. It is regarded as process that start with identifying need of business in relation
to job vacancy and finish with introducing new employee to business.
5
HRM practices are those activity which assist manager as well as employees to improve
effectiveness of business. It consists of setting expectations of work, monitoring performance of
working force, assisting performance of employees, appraising and rewarding for good
performance. The different HRM practices includes providing security to working force, training
in relevant skills, fair compensation based on performance, skill monitoring & training and many
more (Functions & Practices of Human Resource Management, 2020). These provide benefits to
employer and employees of MRC.
Benefits to Employer
Security to Working Force- This practice of HRM provide benefits to MRC employer
in terms of enhancement of brand value and goodwill. It also assist employer to give their best
efforts in order to attain goal and objectives in effective and efficient manner.
Training in Relevant Skills- It is very important for MRC to conduct training on regular
basis for their employer to know about requirement of their students and apply those in their own
college (Bos-Nehles and Veenendaal, 2019). Employer includes manager, CEO, principal all
should update themselves to enhance their skills and knowledge regarding particular field.
Benefits to Employee
Fair Compensation- As each and every employees perform work for money so they
should be provide fair compensation based on their performance. If MRC follow such practice in
their college then their employees work in better manner to provide education to students and
creates loyalty and trust towards their working place.
Skill Monitoring & Training- It is the important practices which should be followed by
MRC. The working employee skills should be monitored on regular basis and provide training if
they lack in any areas. This provide benefit to employee for better work performance.
2) Approaches to recruitment and selection and evaluation of their strengths and weaknesses
Recruitment
It is defined as procedure to hire as well as find most suitable and qualified candidates for
given job opening or vacancy in cost and time effective mode (Campanella and et. al., 2020).
This is method of searching for potential employees and encouraging them for applying to given
jobs in enterprise. It is regarded as process that start with identifying need of business in relation
to job vacancy and finish with introducing new employee to business.
5
Approaches to Recruitment
The approaches to recruitment are described below:
Internal Recruitment- It is defined as source of recruitment that motivate employees of
enterprise in order to apply for opening vacancy within business place. Here, job opening are
informed through word of mouth, internal advertisement within organisation. It is used by
business to create motivation among skilled employees, reducing turnover, cost reduction to
achieve competitive advantages. This can be used by MRC for hiring skilled and capable
employees within same workplace for positive outcomes. It includes transfer, employee referrals,
promotion, demotion, retired employees (Internal and External Sources of Recruitment, 2016).
These all are performed within same workplace to hire capable and known person to
organisation. This approach has some strengths and weaknesses such as:
Strengths Weaknesses
When internal employees are provided
higher post then their morale rise for
better work performance.
Internal recruitment leads to promote
employees as they feel happy as well as
secure for opportunity of advancement.
This discourage people who are from
outside for joining business.
There is high chances of rising conflicts
among candidates because many
undeserving employees get chance for
promotion.
External Recruitment- It is defined as external source of recruitment which focus on
motivating potential as well as skilled candidates to business in order to apply for job opening in
effective manner (Cooke and et. al., 2019). The vacancy are informed through external source
such as media advertisement, factory gate recruitment, campus placement, walk-ins interview,
management consultants, employment exchange, casual callers, recruiting, deputation,
professional association. This can be used by MRC for hiring new post of receptionist for their
college in appropriate way. Such method can help them to hire capable and skilled employees for
work performance. It carry both strengths and weaknesses such as:
Strengths Weaknesses
It creates opportunity to select best and
suitable candidates from pool.
It is time consuming as well as
expensive method along with there is
6
The approaches to recruitment are described below:
Internal Recruitment- It is defined as source of recruitment that motivate employees of
enterprise in order to apply for opening vacancy within business place. Here, job opening are
informed through word of mouth, internal advertisement within organisation. It is used by
business to create motivation among skilled employees, reducing turnover, cost reduction to
achieve competitive advantages. This can be used by MRC for hiring skilled and capable
employees within same workplace for positive outcomes. It includes transfer, employee referrals,
promotion, demotion, retired employees (Internal and External Sources of Recruitment, 2016).
These all are performed within same workplace to hire capable and known person to
organisation. This approach has some strengths and weaknesses such as:
Strengths Weaknesses
When internal employees are provided
higher post then their morale rise for
better work performance.
Internal recruitment leads to promote
employees as they feel happy as well as
secure for opportunity of advancement.
This discourage people who are from
outside for joining business.
There is high chances of rising conflicts
among candidates because many
undeserving employees get chance for
promotion.
External Recruitment- It is defined as external source of recruitment which focus on
motivating potential as well as skilled candidates to business in order to apply for job opening in
effective manner (Cooke and et. al., 2019). The vacancy are informed through external source
such as media advertisement, factory gate recruitment, campus placement, walk-ins interview,
management consultants, employment exchange, casual callers, recruiting, deputation,
professional association. This can be used by MRC for hiring new post of receptionist for their
college in appropriate way. Such method can help them to hire capable and skilled employees for
work performance. It carry both strengths and weaknesses such as:
Strengths Weaknesses
It creates opportunity to select best and
suitable candidates from pool.
It is time consuming as well as
expensive method along with there is
6
The external source bring new ideas
which provide benefits to organisation.
no guarantee to get suitable candidates.
There is problem in cooperation as old
staff does not cooperate with new one.
Selection
It is defined as procedure to chose potential and suitable candidate for vacant position in
business (Fletcher, 2019). This means taking out unsuitable applicants and selecting best one
who possess capabilities and qualification in order to fill vacant position arise in organisation.
The respective organisation has to select appropriate candidate for their opening so that they can
attain goal and objectives.
Approaches to Selection
There are different approaches to selection such as application forms and Cvs, online
screening & short-listing, interview, psychometric testing, aptitude tests, personality profiling
and many more. They are described below:
Interview- It is defined as structured conversation in which participants are asked
different questions by interviewer and they are liable to answered them. This is face to face
interaction among interviewee and interviewer. It is very easy approach of selection method to
select suitable candidates. The strengths and weaknesses are described below:
Strengths Weaknesses
It helps in building relationship
between interview and interviewer.
This assist in selecting suitable
candidate because it leads to know
interviewer more about person
(Advantage and disadvantage of
interview, 2019).
It is not possible to select candidate
through interview only.
There is no record of interview process
as there is no evidence for future time
period.
Aptitude Test- It is defined as exam or test which is conducted by organisation for their
candidates in order to determine their skills and interests regarding particular field (Grech,
Horberry and Koester, 2019). It is important for business to conduct test for knowing candidate
7
which provide benefits to organisation.
no guarantee to get suitable candidates.
There is problem in cooperation as old
staff does not cooperate with new one.
Selection
It is defined as procedure to chose potential and suitable candidate for vacant position in
business (Fletcher, 2019). This means taking out unsuitable applicants and selecting best one
who possess capabilities and qualification in order to fill vacant position arise in organisation.
The respective organisation has to select appropriate candidate for their opening so that they can
attain goal and objectives.
Approaches to Selection
There are different approaches to selection such as application forms and Cvs, online
screening & short-listing, interview, psychometric testing, aptitude tests, personality profiling
and many more. They are described below:
Interview- It is defined as structured conversation in which participants are asked
different questions by interviewer and they are liable to answered them. This is face to face
interaction among interviewee and interviewer. It is very easy approach of selection method to
select suitable candidates. The strengths and weaknesses are described below:
Strengths Weaknesses
It helps in building relationship
between interview and interviewer.
This assist in selecting suitable
candidate because it leads to know
interviewer more about person
(Advantage and disadvantage of
interview, 2019).
It is not possible to select candidate
through interview only.
There is no record of interview process
as there is no evidence for future time
period.
Aptitude Test- It is defined as exam or test which is conducted by organisation for their
candidates in order to determine their skills and interests regarding particular field (Grech,
Horberry and Koester, 2019). It is important for business to conduct test for knowing candidate
7
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in better manner to achieve goal and objectives. It has both positive and negative aspects which
are as follows:
Strengths Weaknesses
It is conducted for candidates in order
to know about their suitability for
specified roles.
Aptitude test is standardised because it
give same questions and same
opportunity to all candidates (What Are
Benefits And Drawbacks Of Aptitude
Tests?, 2019).
There are many candidates who does
not always answer questions trustfully.
It is expensive in nature as there are
different types of job position that
requires several tests.
3) Functions of HRM to fulfils business objectives and evaluation effectiveness of different
HRM practices to raise organisational profit and productivity
HRM is regarded as management functions which focus on motivating, hiring and
maintaining workforce in organisation. It is very important for MRC to analyse functions of
HRM for providing talent ad skills in order to fulfils business objectives. Some of them are as
follows:
Managerial Functions- It is defined as those functions of HRM which focus on
managing each and every work of business in an effective and efficient manner. It includes
planning of HR, organising, directing, controlling (Functions of Human Resource Management,
2020). By following such managerial functions, MRC can recruit highly skilled talent workforce
through organising, directing and controlling in order to fulfils business objectives in best
manner. Here, each and every work are planned, organised, directed and controlled by business
in most effective way.
Operative Functions- It is defined as those duties, tasks that are entrusted to personnel
department (Jones and et. al., 2019). These are small activities and operation which should be
performed by business in most effective manner to attain goal and objectives. This includes
different functions such as recruitment & selection, performance appraisal, salary & wages,
8
are as follows:
Strengths Weaknesses
It is conducted for candidates in order
to know about their suitability for
specified roles.
Aptitude test is standardised because it
give same questions and same
opportunity to all candidates (What Are
Benefits And Drawbacks Of Aptitude
Tests?, 2019).
There are many candidates who does
not always answer questions trustfully.
It is expensive in nature as there are
different types of job position that
requires several tests.
3) Functions of HRM to fulfils business objectives and evaluation effectiveness of different
HRM practices to raise organisational profit and productivity
HRM is regarded as management functions which focus on motivating, hiring and
maintaining workforce in organisation. It is very important for MRC to analyse functions of
HRM for providing talent ad skills in order to fulfils business objectives. Some of them are as
follows:
Managerial Functions- It is defined as those functions of HRM which focus on
managing each and every work of business in an effective and efficient manner. It includes
planning of HR, organising, directing, controlling (Functions of Human Resource Management,
2020). By following such managerial functions, MRC can recruit highly skilled talent workforce
through organising, directing and controlling in order to fulfils business objectives in best
manner. Here, each and every work are planned, organised, directed and controlled by business
in most effective way.
Operative Functions- It is defined as those duties, tasks that are entrusted to personnel
department (Jones and et. al., 2019). These are small activities and operation which should be
performed by business in most effective manner to attain goal and objectives. This includes
different functions such as recruitment & selection, performance appraisal, salary & wages,
8
maintenance, employee welfare, personnel research, labour relations, personnel record, training
and development, job analysis and design. These functions help MRC to work in proper manner
along with improvement in their talents and skills to fulfils business objectives. Respective
organisation has to conduct such functions in diligent manner for maximum results.
Advisory Functions- It is defined as those functions which is related to making
recommendation on different matters (Kelliher, Richardson and Boiarintseva, 2019) . This is also
an important function of organisation as there are different advice that should be provided to
business. It includes advice to top management and advised to department heads in proper
manner. In context of MRC, they requires highly skilled and capable staff, faculty to provide
good education to student for making their future bright. With such functions, respective
organisation can provide talent and skills for fulfilment of business objectives to attain positive
outcomes.
Evaluating Effectiveness of Different HRM Practices
The different HRM practices which can be followed by respective organisation are pay
and compensation, legal and regulatory compliance, ongoing performance management and so
on (Kerzner, 2019). These practices assist business to raise their organisational profit and
productivity. For example, MRC has followed all compliance related to employee then working
staff feel motivated and happy to work in those organisation and enhance their skills and
knowledge to raise their productivity and profit level.
4) Evaluation of different methods used in HRM practices by providing examples
It is very important for organisation to follow different HRM practices in their business
so that they can perform in better way. While applying these practices in workplace, some tools
should be used. The different methods which are used in HRM practices at MRC are described
below:
Management Games- This is the best method that should be used by MRC in their HRM
practices. It is the game which is also known as business game that is related to providing
training to managers. This includes training about planning, organising, staffing, directing and
controlling or managing itself. For example, MRC is a college where large number of students
studies for building their career. They are studying different subjects related with management
and science in order to become future manager, doctors, engineers and so on. In this case, they
9
and development, job analysis and design. These functions help MRC to work in proper manner
along with improvement in their talents and skills to fulfils business objectives. Respective
organisation has to conduct such functions in diligent manner for maximum results.
Advisory Functions- It is defined as those functions which is related to making
recommendation on different matters (Kelliher, Richardson and Boiarintseva, 2019) . This is also
an important function of organisation as there are different advice that should be provided to
business. It includes advice to top management and advised to department heads in proper
manner. In context of MRC, they requires highly skilled and capable staff, faculty to provide
good education to student for making their future bright. With such functions, respective
organisation can provide talent and skills for fulfilment of business objectives to attain positive
outcomes.
Evaluating Effectiveness of Different HRM Practices
The different HRM practices which can be followed by respective organisation are pay
and compensation, legal and regulatory compliance, ongoing performance management and so
on (Kerzner, 2019). These practices assist business to raise their organisational profit and
productivity. For example, MRC has followed all compliance related to employee then working
staff feel motivated and happy to work in those organisation and enhance their skills and
knowledge to raise their productivity and profit level.
4) Evaluation of different methods used in HRM practices by providing examples
It is very important for organisation to follow different HRM practices in their business
so that they can perform in better way. While applying these practices in workplace, some tools
should be used. The different methods which are used in HRM practices at MRC are described
below:
Management Games- This is the best method that should be used by MRC in their HRM
practices. It is the game which is also known as business game that is related to providing
training to managers. This includes training about planning, organising, staffing, directing and
controlling or managing itself. For example, MRC is a college where large number of students
studies for building their career. They are studying different subjects related with management
and science in order to become future manager, doctors, engineers and so on. In this case, they
9
should be provided with training with help of management game for attainment of positive
results.
Mentoring- It is defined as relationship where experienced and knowledgeable
individual guide or assist to less experienced person (Kirschenbaum, 2019). The individual
providing guidance is called mentor and other is known as mentee. Mentor is younger and
possess good knowledge, skills and experience in particular area or field. It is procedure of
informal transmission of social capital, knowledge, psychosocial support. In respect of MRC, it
is important method of HRM practices which is required to be followed for positive outcomes.
For example, there are different category of students studying in MRC who requires proper
mentoring regarding their career success and growth. In this case, faculty, teacher should play of
mentoring to them to chose right career path for enhancement of their growth and success at
competitive world.
Apart from these, other methods used in HRM practices are technology based learning,
on the job training, coaching, role playing, lectures, group discussion and tutorials. This helps in
attainment of goal and objectives of business.
TASK B
1) Design of job specification
It is also known as employee specification which is written document of specific
qualities, emotional, communication skills, educational qualification, level of experience in order
to perform responsibilities and duties involved in given job (Malik, Pereira and Tarba, 2019).
This also includes intelligence, adaptability, values, ethics, creativity, memory, mental health,
judgement, leadership and others. It provide full information about jobs including physical skills,
ability and so on. The job specification for receptionist is as follows:
Job Specification
Company Mont Rose College of Management & Science (MRC)
Designation Receptionist
Location England, United Kingdom
Qualification Graduation or Masters
Experience 1 Year
10
results.
Mentoring- It is defined as relationship where experienced and knowledgeable
individual guide or assist to less experienced person (Kirschenbaum, 2019). The individual
providing guidance is called mentor and other is known as mentee. Mentor is younger and
possess good knowledge, skills and experience in particular area or field. It is procedure of
informal transmission of social capital, knowledge, psychosocial support. In respect of MRC, it
is important method of HRM practices which is required to be followed for positive outcomes.
For example, there are different category of students studying in MRC who requires proper
mentoring regarding their career success and growth. In this case, faculty, teacher should play of
mentoring to them to chose right career path for enhancement of their growth and success at
competitive world.
Apart from these, other methods used in HRM practices are technology based learning,
on the job training, coaching, role playing, lectures, group discussion and tutorials. This helps in
attainment of goal and objectives of business.
TASK B
1) Design of job specification
It is also known as employee specification which is written document of specific
qualities, emotional, communication skills, educational qualification, level of experience in order
to perform responsibilities and duties involved in given job (Malik, Pereira and Tarba, 2019).
This also includes intelligence, adaptability, values, ethics, creativity, memory, mental health,
judgement, leadership and others. It provide full information about jobs including physical skills,
ability and so on. The job specification for receptionist is as follows:
Job Specification
Company Mont Rose College of Management & Science (MRC)
Designation Receptionist
Location England, United Kingdom
Qualification Graduation or Masters
Experience 1 Year
10
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Skills Communication
Organisation
Interpersonal skills
Problem Solving skills
Multitasking
Critical Thinking
Presentable
Responsibilities Attending phone calls
Greeting each and every visitors
Providing information to all students and parents
Talking in polite manner
Working as per plans and policies
Handling front desk work
Maintaining security as well as telecommunications system
2) CV
It is defined as written document of someone's life work which includes publications,
formation, qualification and so on (Mattingly and Kraiger, 2019) . This is presented by
candidates while looking for job in an organisation. CV is prepared by experienced person who
includes all their qualification, objectives and so on. CV is prepared for teaching assistant of
primary school which is as given below:
11
Organisation
Interpersonal skills
Problem Solving skills
Multitasking
Critical Thinking
Presentable
Responsibilities Attending phone calls
Greeting each and every visitors
Providing information to all students and parents
Talking in polite manner
Working as per plans and policies
Handling front desk work
Maintaining security as well as telecommunications system
2) CV
It is defined as written document of someone's life work which includes publications,
formation, qualification and so on (Mattingly and Kraiger, 2019) . This is presented by
candidates while looking for job in an organisation. CV is prepared by experienced person who
includes all their qualification, objectives and so on. CV is prepared for teaching assistant of
primary school which is as given below:
11
Curriculum vitae
Objective: To increase my knowledge, skills and capabilities in order to perform work in an
effective manner through coping up with competitive market.
Personal details
Name- John
Surname- San
Address- 115/118, London, United Kingdom
Phone- +20-2598254421
E-mail- johnsan@gmail.com
Nationality- Romanian
Date of birth- 30th May, 1990
Gender- Male
Education
Course School/University Year of Passing Percentage
MBA London School 2016 82.00%
BBA London School 2014 75.00%
12th International School of London 2011 85.00%
10th International School of London 2009 95.00%
Jobs Professional experience
Company Name- Grange Primary School
Working Period- 1st January, 2018- Present
Job Profile- Assistant Teacher
Responsibilities-
Reinforcing lessons
Enforcing school and class rules
12
Objective: To increase my knowledge, skills and capabilities in order to perform work in an
effective manner through coping up with competitive market.
Personal details
Name- John
Surname- San
Address- 115/118, London, United Kingdom
Phone- +20-2598254421
E-mail- johnsan@gmail.com
Nationality- Romanian
Date of birth- 30th May, 1990
Gender- Male
Education
Course School/University Year of Passing Percentage
MBA London School 2016 82.00%
BBA London School 2014 75.00%
12th International School of London 2011 85.00%
10th International School of London 2009 95.00%
Jobs Professional experience
Company Name- Grange Primary School
Working Period- 1st January, 2018- Present
Job Profile- Assistant Teacher
Responsibilities-
Reinforcing lessons
Enforcing school and class rules
12
Record keeping
Tracking of Attendance and grades calculation
Completing syllabus on time
Checking answer sheets of students
Company Name- Tower House School
Working Period- 31st July, 2016- 31st January, 2018
Job Profile- Receptionist
Responsibilities-
Handling Calls
Providing information to teacher, students and parents
Assisting in preparation of different reports
Conduct driving related activities.
Skills
Good communication skills
Capable to work under pressure
Presentation skill
Team leading skill
Decision making
Coordinating skill
Hobby
Cooking
Listening to music
Reading books
Declaration
I hereby declare that above mentioned details in my Curriculum vitae are right to the best of my
knowledge and belief. I am taking the responsibility of any mistake or error in the data if occur
in future.
13
Tracking of Attendance and grades calculation
Completing syllabus on time
Checking answer sheets of students
Company Name- Tower House School
Working Period- 31st July, 2016- 31st January, 2018
Job Profile- Receptionist
Responsibilities-
Handling Calls
Providing information to teacher, students and parents
Assisting in preparation of different reports
Conduct driving related activities.
Skills
Good communication skills
Capable to work under pressure
Presentation skill
Team leading skill
Decision making
Coordinating skill
Hobby
Cooking
Listening to music
Reading books
Declaration
I hereby declare that above mentioned details in my Curriculum vitae are right to the best of my
knowledge and belief. I am taking the responsibility of any mistake or error in the data if occur
in future.
13
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Place: Signature:
Time:
3) Interview questions, interview notes
It is defined as structured conversation in which one person asks question to another and
they are liable to provide answers (McCormick and Donohue, 2019). This is conducted while
candidate is searching for job at marketplace. There are two parties interviewer and interviewee
in which several questions related with their education, career objectives, hobby and so on are
asked in proper manner. The different questions which are asked to candidate for post of
receptionist are as follows:
Tell me something about your past experience of work as receptionist
How you enjoy interacting with public?
How many people do you interact on daily basis?
Where do you see yourself after five years?
Interviewer has to prepared notes before conducting interview with them. It is as follows:
Durations in Minutes Task
20 Candidate information collection
10 Introduction
40 Interview Questions
30 Discussion regarding positions
5 Conclusion
30 Evaluation
4) Job offer letter
OFFER LETTER
Date: 3rd February, 2020
Dean John,
I feel glad after reviewing your resume and interviewing you on February 21, 2020. I am
14
Time:
3) Interview questions, interview notes
It is defined as structured conversation in which one person asks question to another and
they are liable to provide answers (McCormick and Donohue, 2019). This is conducted while
candidate is searching for job at marketplace. There are two parties interviewer and interviewee
in which several questions related with their education, career objectives, hobby and so on are
asked in proper manner. The different questions which are asked to candidate for post of
receptionist are as follows:
Tell me something about your past experience of work as receptionist
How you enjoy interacting with public?
How many people do you interact on daily basis?
Where do you see yourself after five years?
Interviewer has to prepared notes before conducting interview with them. It is as follows:
Durations in Minutes Task
20 Candidate information collection
10 Introduction
40 Interview Questions
30 Discussion regarding positions
5 Conclusion
30 Evaluation
4) Job offer letter
OFFER LETTER
Date: 3rd February, 2020
Dean John,
I feel glad after reviewing your resume and interviewing you on February 21, 2020. I am
14
impressed with your personality, level of confidence and energetic attitude. I found that you are
capable to handle the importance procession of organisation as per the your past experience and
skills. I see you the post appropriate personality for the job role of Receptionist so I offer you to
join our organisation and greet you to discuss with us any question.
Regards
Mariad
HR MRC
5) Evaluation of process and rationale for conducting specific recruitment related to HR
practices.
For an organisation it is very much potential to evaluate the Recruitment process as
inappropriate kind of recruitment process should be long, confusing or lacklustre hires (Grech,
Horberry and Koester, 2019). In context of MRC they in specified time period evaluate their HR
process by using respective factors that are as follows:
Process of recruitment:
It is very much potential for an organisation to select and retain one of most talented
personnel in the organisation. To select candidates it is potential to opt the process that are:
planning of recruitment, strategy development, searching of right candidate and screening of
respective candidates and at last evaluation and control of various activities related with
recruitment. It has been analyze that for an organisation recruitment and selection of potential
candidates plays very much important role to remain competitive in business environment.
Cost per hire- For an organisation it is very much important to evaluate cost of
recruitment that includes (Advertising cost+ consultancy fees+ Total interview cost). Cost per
hire evaluates the expense occurred by an organisation while hiring an individual. It enables to
an organisation to understand the value of money they currently spending and evaluation of other
sources by using that they can save cost. In context of MRC they evaluate their recruitment cost
in order to opt another recruitment procedure for saving the cost.
Time to fill- Time to fill is another important factor that need to consider by an
organisation while recruiting a candidate (Fletcher, 2019). The rationality here is that vacant
position takes too much cost and faster the position is filled proved better for the organisation in
order to remain competitive in the business environment. In context of MRC they evaluate the
15
capable to handle the importance procession of organisation as per the your past experience and
skills. I see you the post appropriate personality for the job role of Receptionist so I offer you to
join our organisation and greet you to discuss with us any question.
Regards
Mariad
HR MRC
5) Evaluation of process and rationale for conducting specific recruitment related to HR
practices.
For an organisation it is very much potential to evaluate the Recruitment process as
inappropriate kind of recruitment process should be long, confusing or lacklustre hires (Grech,
Horberry and Koester, 2019). In context of MRC they in specified time period evaluate their HR
process by using respective factors that are as follows:
Process of recruitment:
It is very much potential for an organisation to select and retain one of most talented
personnel in the organisation. To select candidates it is potential to opt the process that are:
planning of recruitment, strategy development, searching of right candidate and screening of
respective candidates and at last evaluation and control of various activities related with
recruitment. It has been analyze that for an organisation recruitment and selection of potential
candidates plays very much important role to remain competitive in business environment.
Cost per hire- For an organisation it is very much important to evaluate cost of
recruitment that includes (Advertising cost+ consultancy fees+ Total interview cost). Cost per
hire evaluates the expense occurred by an organisation while hiring an individual. It enables to
an organisation to understand the value of money they currently spending and evaluation of other
sources by using that they can save cost. In context of MRC they evaluate their recruitment cost
in order to opt another recruitment procedure for saving the cost.
Time to fill- Time to fill is another important factor that need to consider by an
organisation while recruiting a candidate (Fletcher, 2019). The rationality here is that vacant
position takes too much cost and faster the position is filled proved better for the organisation in
order to remain competitive in the business environment. In context of MRC they evaluate the
15
on and average time in recruiting and selecting the candidate within the organisation as time is
very much valuable for them.
Significance for conducting specific recruitment related to HR practices
The primary aim of the recruitment and selection policy to ensure a transparent and fair
kind of hiring process that helps in selecting the right kind of candidate on basis of merit and
relevancy for job. The conducting specific recruitment HR Practices bring transparency in the
hiring process. As transparency is very much important with having complete confidence over
the end result. In context of MRC, to remain transparent they always informed about the status of
the application and informed that they are awarded by the job so that they can assure about their
work and responsibility and prepare oneself for it.
It direct towards the way for merit based hires- The effective kind of recruitment
policy ensure about the overall recruitment process is being conducted in most fair and in
legitimate way (Cooke and et. al., 2019). It is potential to avoid the discriminatory behaviour at
any stage of the overall recruitment process as no person should be discriminated on basis of
gender, race, age and religion. In context of MRC, by using the various kinds of HR practices
they can be able to bring transparency in their business outcomes potentially.
6) Analysis of importance of employee relations.
Employee relations refers to the manner in which management addresses and interacts
with their staff members in order to build strong relationship with the employees. Managing
good relationship helps in reducing the workforce conflict, enhance morale of employees and in
raising the overall productivity. People and workforce is very much important for the MRC
needless to say that no business can operate their business activities without the team and their
contribution in effective manner. It is very much essential to develop the smooth communication
with others in order to get the job done. Here are the some points that elaborate importance of
employee relations that affect HR decision making:
Employee satisfaction- Employee engagement often connected with employee
satisfaction, less engaged employee are less satisfied in nature. Not healthy relationship within
the employees can be the one of main cause for dissatisfaction in them (Campanella and et. al.,
2020). For an organisation it is very much important to organised some events and get together
in which employees can share their views and opinions and build positive kingship with one
16
very much valuable for them.
Significance for conducting specific recruitment related to HR practices
The primary aim of the recruitment and selection policy to ensure a transparent and fair
kind of hiring process that helps in selecting the right kind of candidate on basis of merit and
relevancy for job. The conducting specific recruitment HR Practices bring transparency in the
hiring process. As transparency is very much important with having complete confidence over
the end result. In context of MRC, to remain transparent they always informed about the status of
the application and informed that they are awarded by the job so that they can assure about their
work and responsibility and prepare oneself for it.
It direct towards the way for merit based hires- The effective kind of recruitment
policy ensure about the overall recruitment process is being conducted in most fair and in
legitimate way (Cooke and et. al., 2019). It is potential to avoid the discriminatory behaviour at
any stage of the overall recruitment process as no person should be discriminated on basis of
gender, race, age and religion. In context of MRC, by using the various kinds of HR practices
they can be able to bring transparency in their business outcomes potentially.
6) Analysis of importance of employee relations.
Employee relations refers to the manner in which management addresses and interacts
with their staff members in order to build strong relationship with the employees. Managing
good relationship helps in reducing the workforce conflict, enhance morale of employees and in
raising the overall productivity. People and workforce is very much important for the MRC
needless to say that no business can operate their business activities without the team and their
contribution in effective manner. It is very much essential to develop the smooth communication
with others in order to get the job done. Here are the some points that elaborate importance of
employee relations that affect HR decision making:
Employee satisfaction- Employee engagement often connected with employee
satisfaction, less engaged employee are less satisfied in nature. Not healthy relationship within
the employees can be the one of main cause for dissatisfaction in them (Campanella and et. al.,
2020). For an organisation it is very much important to organised some events and get together
in which employees can share their views and opinions and build positive kingship with one
16
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another. In context of MRC with the help of various activities that enables to engaged employees
bring satisfaction and prosperity.
Employee relations plays very much important role in enhancing productivity and raising
retention rate of employees so that potential outcomes should be achieved. Respective activities
directly influence in the HRM decision making by using concepts are as follows:
Flexible organisation- The concept of flexible organisation is related with the ability of
a business adapt changes in the external business environment, it helps to become responsive as
per opportunities and threats and agile in the decision making process. By using respective kind
of organisational culture in which each and every individual can be able to adopt is often referred
to as organic structure in comparison to mechanistic structure. In MRC by adopting the flexible
organisation they can be able to maintain the healthy work relationship with the employees.
Flexible working practices- Flexible working practices are the work arrangements in
which employees get the greater working scheduling freedom by fulfilling the working
obligations as per their position. Flexible working practices enables to build the healthy
relationships in between the workers in terms of time to begin and end work. It helps in
balancing the work and their personal life properly in order to gain desirable outcomes.
Employer of choice- Employer of choice is concerned with the offering a fantastic work
culture and workplace environment that attracts and retain the superior employees (Bos-Nehles
and Veenendaal, 2019). It provides the extraordinary work environment in which every
individual can be able to give one of their best efforts. In context of of MRC by using respective
practice they can be able to maintain positive relationship with employees.
7) Identify the key elements of employment legislation.
Legislations and their implementation within the organisation plays very much important
role in managing the activities and employees in lawful manner. Here are the key elements of
employment legislation. The basic subject of legislations concerned under the nine broad heads
are employment relationships, wages and remuneration, conditions of work, health, safety and
welfare, social security, trade unions and industrial relations that maintain positive work culture
within the organisation.
Wages and remuneration- The laws on wages and remuneration devoted the elements
such as forms and methods of payment, protection of wages against the unlawful kind of
deductions and other kind of abuses that hinders self interest of an individual in giving one of
17
bring satisfaction and prosperity.
Employee relations plays very much important role in enhancing productivity and raising
retention rate of employees so that potential outcomes should be achieved. Respective activities
directly influence in the HRM decision making by using concepts are as follows:
Flexible organisation- The concept of flexible organisation is related with the ability of
a business adapt changes in the external business environment, it helps to become responsive as
per opportunities and threats and agile in the decision making process. By using respective kind
of organisational culture in which each and every individual can be able to adopt is often referred
to as organic structure in comparison to mechanistic structure. In MRC by adopting the flexible
organisation they can be able to maintain the healthy work relationship with the employees.
Flexible working practices- Flexible working practices are the work arrangements in
which employees get the greater working scheduling freedom by fulfilling the working
obligations as per their position. Flexible working practices enables to build the healthy
relationships in between the workers in terms of time to begin and end work. It helps in
balancing the work and their personal life properly in order to gain desirable outcomes.
Employer of choice- Employer of choice is concerned with the offering a fantastic work
culture and workplace environment that attracts and retain the superior employees (Bos-Nehles
and Veenendaal, 2019). It provides the extraordinary work environment in which every
individual can be able to give one of their best efforts. In context of of MRC by using respective
practice they can be able to maintain positive relationship with employees.
7) Identify the key elements of employment legislation.
Legislations and their implementation within the organisation plays very much important
role in managing the activities and employees in lawful manner. Here are the key elements of
employment legislation. The basic subject of legislations concerned under the nine broad heads
are employment relationships, wages and remuneration, conditions of work, health, safety and
welfare, social security, trade unions and industrial relations that maintain positive work culture
within the organisation.
Wages and remuneration- The laws on wages and remuneration devoted the elements
such as forms and methods of payment, protection of wages against the unlawful kind of
deductions and other kind of abuses that hinders self interest of an individual in giving one of
17
their best efforts potentially (Baldwin, 2019). Legal requirements related to the forms of wages
and methods related to the forms and methods of wage payment by giving proper notification of
wage conditions, payment of wages by legal tender or by check that maintain transparency in
transactions potentially in order to gain desirable outcomes.
Conditions of work- In conditions of work involved the working hours, rest period and
vacations, prohibitions of child labour with regulations related to the employment of young
persons and special provision for women in the organisation (Bader, Reade and Froese, 2019).
The legislations in the organisation protected the rights of children, young individuals and
regulations related to night work and excessive hours so that each and every individual have the
potential knowledge about the work and hours of working in order to gain the desirable
outcomes. In context of MRC, by elaborating the working hours and their fair kind of working
conditions in order to achieve the potential outcomes from them.
8) Critical analysis of key aspects of employee relations and their application in HRM practices.
In HR practices includes the practices of an organisation to boast their employees by
considering the employees companies most valuable assets but there are some prevalence
employee relations issues in the workforce that stopping their employees to reach at their full
potential. In context of MRC, the major aspects of employee relations are
Open communication- For an organisation it is very much potential to have the close
relationship with the employees and it can be only possible by communicating in potential
manner so that they can work comfortably in fulfilling the task properly. In context of MRC by
using open communication organisation can be able to share the knowledge and information
potentially that helps in the decision making process.
Show recognition- In order to build the healthy relationship within the organisation it is
very much potential to recognize the work of employees by giving award and benefits so that
they feel satisfied with their work (What Is Employee Relationship Management?). In context of
MRC they provide both the monetary and non monetary awards to their employees in order to
satisfy their needs so that they can give one of their best efforts in organisational development
and enhancement in positive manner. When organisation provides recognition to their it helps in
enhancement of an individual career positively.
Invest in employees- The another important attributes in building strong relationship
with employees is to invest in their employees in their career enhancement by providing training
18
and methods related to the forms and methods of wage payment by giving proper notification of
wage conditions, payment of wages by legal tender or by check that maintain transparency in
transactions potentially in order to gain desirable outcomes.
Conditions of work- In conditions of work involved the working hours, rest period and
vacations, prohibitions of child labour with regulations related to the employment of young
persons and special provision for women in the organisation (Bader, Reade and Froese, 2019).
The legislations in the organisation protected the rights of children, young individuals and
regulations related to night work and excessive hours so that each and every individual have the
potential knowledge about the work and hours of working in order to gain the desirable
outcomes. In context of MRC, by elaborating the working hours and their fair kind of working
conditions in order to achieve the potential outcomes from them.
8) Critical analysis of key aspects of employee relations and their application in HRM practices.
In HR practices includes the practices of an organisation to boast their employees by
considering the employees companies most valuable assets but there are some prevalence
employee relations issues in the workforce that stopping their employees to reach at their full
potential. In context of MRC, the major aspects of employee relations are
Open communication- For an organisation it is very much potential to have the close
relationship with the employees and it can be only possible by communicating in potential
manner so that they can work comfortably in fulfilling the task properly. In context of MRC by
using open communication organisation can be able to share the knowledge and information
potentially that helps in the decision making process.
Show recognition- In order to build the healthy relationship within the organisation it is
very much potential to recognize the work of employees by giving award and benefits so that
they feel satisfied with their work (What Is Employee Relationship Management?). In context of
MRC they provide both the monetary and non monetary awards to their employees in order to
satisfy their needs so that they can give one of their best efforts in organisational development
and enhancement in positive manner. When organisation provides recognition to their it helps in
enhancement of an individual career positively.
Invest in employees- The another important attributes in building strong relationship
with employees is to invest in their employees in their career enhancement by providing training
18
and development to them so that they can contribute one of their best efforts in organisational
development (Azari, Ozger and Cavdar, 2019). In context of MRC they by using respective
practice able to enhance morale of their employees. On other hand by not paying attention on
employees and their development impact adversely on their productivity as they not able to
pursue their work for long period of time. So employee relationships plays very much important
role in organisational as well as individual development and enhancement. By not obeying
respective practices individual not able to pay full attention on contributing their skills and
capabilities.
CONCLUSION
From the above report, it has summarised that HRM is very important for business to
conduct their activities and operations in an effective and efficient manner. The main functions
of HRM is to provide training and development to employee along with selecting right
employees for work performance. It purpose is to enhance their skills and knowledge and
selecting suitable candidates for attainment of positive outcomes. Different practices of HRM
include equal wages, compensation and so on which should be applied at organisation. It is also
essential to analyse different approaches of recruitment and selection for hiring suitable
employee for given profile. Functions of HRM should be followed such as managerial, operating
and advisory to guide their employees. Working force should be provided with mentoring,
coaching work to follow best HR practices. Organisation has to maintain relationship with
employee along with following of legislation in best suitable manner. Job specification, CV, job
offer letter and interview questions are documents that are required for selecting candidate for
given profile.
19
development (Azari, Ozger and Cavdar, 2019). In context of MRC they by using respective
practice able to enhance morale of their employees. On other hand by not paying attention on
employees and their development impact adversely on their productivity as they not able to
pursue their work for long period of time. So employee relationships plays very much important
role in organisational as well as individual development and enhancement. By not obeying
respective practices individual not able to pay full attention on contributing their skills and
capabilities.
CONCLUSION
From the above report, it has summarised that HRM is very important for business to
conduct their activities and operations in an effective and efficient manner. The main functions
of HRM is to provide training and development to employee along with selecting right
employees for work performance. It purpose is to enhance their skills and knowledge and
selecting suitable candidates for attainment of positive outcomes. Different practices of HRM
include equal wages, compensation and so on which should be applied at organisation. It is also
essential to analyse different approaches of recruitment and selection for hiring suitable
employee for given profile. Functions of HRM should be followed such as managerial, operating
and advisory to guide their employees. Working force should be provided with mentoring,
coaching work to follow best HR practices. Organisation has to maintain relationship with
employee along with following of legislation in best suitable manner. Job specification, CV, job
offer letter and interview questions are documents that are required for selecting candidate for
given profile.
19
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REFERENCES
Books and Journals
Azari, A., Ozger, M. and Cavdar, C., 2019. Risk-aware resource allocation for URLLC:
Challenges and strategies with machine learning. IEEE Communications Magazine.
57(3). pp.42-48.
Bader, A. K., Reade, C. and Froese, F. J., 2019. Terrorism and expatriate withdrawal cognitions:
the differential role of perceived work and non-work constraints. The International
Journal of Human Resource Management. 30(11). pp.1769-1793.
Baldwin, J. H., 2019. Environmental planning and management. Routledge.
Bos-Nehles, A. C. and Veenendaal, A. A., 2019. Perceptions of HR practices and innovative
work behavior: the moderating effect of an innovative climate. The International
Journal of Human Resource Management. 30(18). pp.2661-2683.
Campanella, F. and et. al., 2020. Ambidextrous organizations in the banking sector: an empirical
verification of banks’ performance and conceptual development. The International
Journal of Human Resource Management. 31(2). pp.272-302.
Cooke, F. L. And et. al., 2019. How far has international HRM travelled? A systematic review of
literature on multinational corporations (2000–2014). Human Resource Management
Review. 29(1). pp.59-75.
Fletcher, L., 2019. How can personal development lead to increased engagement? The roles of
meaningfulness and perceived line manager relations. The International Journal of
Human Resource Management. 30(7). pp.1203-1226.
Grech, M., Horberry, T. and Koester, T., 2019. Human factors in the maritime domain. CRC
press.
Jones, D. A. and et. al., 2019. Advances in employee-focused micro-level research on corporate
social responsibility: Situating new contributions within the current state of the
literature. Journal of Business Ethics. 157(2). pp.293-302.
Kelliher, C., Richardson, J. and Boiarintseva, G., 2019. All of work? All of life?
Reconceptualising work‐life balance for the 21st century. Human Resource
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Kerzner, H., 2019. Using the project management maturity model: strategic planning for project
management. John Wiley & Sons.
Kirschenbaum, A., 2019. Chaos organization and disaster management. Routledge.
Malik, A., Pereira, V. and Tarba, S., 2019. The role of HRM practices in product development:
Contextual ambidexterity in a US MNC’s subsidiary in India. The International Journal
of Human Resource Management. 30(4). pp.536-564.
Mattingly, V. and Kraiger, K., 2019. Can emotional intelligence be trained? A meta-analytical
investigation. Human Resource Management Review. 29(2). pp.140-155.
McCormick, L. and Donohue, R., 2019. Antecedents of affective and normative commitment of
organisational volunteers. The International Journal of Human Resource Management.
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Munasinghe, M., 2019. Water supply and environmental management. Routledge.
Reid, R. D. and Sanders, N. R., 2019. Operations management: an integrated approach. John
Wiley & Sons.
Santos, A. C., 2019. Tecnología de gestión de recursos humanos. Anales de la Academia de
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20
Books and Journals
Azari, A., Ozger, M. and Cavdar, C., 2019. Risk-aware resource allocation for URLLC:
Challenges and strategies with machine learning. IEEE Communications Magazine.
57(3). pp.42-48.
Bader, A. K., Reade, C. and Froese, F. J., 2019. Terrorism and expatriate withdrawal cognitions:
the differential role of perceived work and non-work constraints. The International
Journal of Human Resource Management. 30(11). pp.1769-1793.
Baldwin, J. H., 2019. Environmental planning and management. Routledge.
Bos-Nehles, A. C. and Veenendaal, A. A., 2019. Perceptions of HR practices and innovative
work behavior: the moderating effect of an innovative climate. The International
Journal of Human Resource Management. 30(18). pp.2661-2683.
Campanella, F. and et. al., 2020. Ambidextrous organizations in the banking sector: an empirical
verification of banks’ performance and conceptual development. The International
Journal of Human Resource Management. 31(2). pp.272-302.
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21
knowledge-based innovation: The neglected and mediating role of knowledge-worker
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application and selection. Computers in Human Behavior. 90. pp.215-222.
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the life-span?. The international journal of human resource management. 30(19).
pp.2777-2808.
Yunita, P. I. and Saputra, I. G. N. W. H., 2019. Millennial generation in accepting mutations:
Impact on work stress and employee performance. International journal of social
sciences and humanities. 3(1). pp.102-114.
Zhao, K., Zhang, M. and Foley, S., 2019. Testing two mechanisms linking work-to-family
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<https://b-chief.org/benefits-drawbacks-aptitude-tests/>.
What Is Employee Relationship Management?, 2020. [Online]. Available through.
<https://smallbusiness.chron.com/employee-relationship-management-709.html>.
What is Recruitment? Definition, Recruitment Process, Best Practices. 2020. [Online]. Available
through: <https://www.cleverism.com/what-is-recruitment/>.
21
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