This report discusses the purpose and functions of HRM in Farmfoods Limited, including workforce planning, resourcing, and recruitment and selection approaches. It also explores the strengths and weaknesses of different recruitment and selection approaches.
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Human resource management
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Table of Contents INTRODUCTION..........................................................................................................................3 TASK 1...........................................................................................................................................4 P1 Purpose and functions of HRM.............................................................................................4 P2 Strength and weakness of different recruitment and selection approaches..........................4 TASK 2...........................................................................................................................................4 P3 Benefits of HRM practices of an organisation......................................................................4 P4 Effectiveness of various HRM practices...............................................................................4 TASK 3...........................................................................................................................................5 P5 Importance of employee relation and it's impact on HRM decision making........................5 P6 Key elements of employment legislation and affect on HRM decision making..................6 TASK 4...........................................................................................................................................7 P7 Application of HRM practise................................................................................................7 Rationale of adopting HRM practices within the organisation...................................................9 CONCLUSION...............................................................................................................................9
INTRODUCTION Human resource management is the process of recruiting new employees and training them for becoming competitive within companyy. The HR department of an organisation develops strategies and plans for retaining employees (Naeem, and et.al, 2019). There are several workplace policies developed within thecompanyorganisationby HR management for engaging employees and maintaining positive workplace environment. The company considered in this report is Farmfoods limited. This is a British frozen food supermarket chain which has many stores across UK. This company started in the year 1955. There is explanation of purpose and function of HRM discussed in this report. It also describes benefits of HRM practices and importance of employee relation within a company.There is explanation about job description of HR manager and TASK 1 P1 Purpose and functions of HRM Introduction of company Farmfoods Limited is UK based retailer which was established in 1955. Its key products includes frozen foods and groceries. It is a family business that works with mission on delivering best values to all its customers and becoming champions in the industry (Farmfoods Limited, 2020). Moreover, purpose of the entity is to sell products to large customers size and sustaining in industry for longer durations. The core business objective of Farmfoods Limited is to lead retail supermarket through providing good quality of products and services at affordable costs in market. Definition of HRM HRM is a philosophy to acquire, develop, use together with maintain competent and productive human force for reaching great heights effectively and efficiently (Barrena-Martínez, López-Fernández and Romero-Fernández, 2019). It is both science together with art which manages group of individuals through recoursing innovative as well as creative approaches. In Farmfoods Limited, HRM is a department that uses knowledge and inputs to encourage human elements to give best.
According toBudhwar (2016), following are some of nature or characteristics of human resource management: HRMisongoingactivityinwhichmanagersprovidetraining,developmentand replacement of employees for coping with changes as well as increased competition. It is pervasive function that is not specific to particular department and functions broadly throughout the company.In Farmfoods Limited, HRM deals with group of individuals that are different from one another and apply diverse tactics in different situations. Workforce planning Itisongoingprocessthatorganisationusesforaligningprioritiestogetherwith requirement of business with workforce with the hope of ensuring to meet all objectives(Bratton and Gold, 2017). In Farmfoods Limited, workforce planning serves purpose of ensuring that business have adequate supply of employees with knowledge, skills and many more that are necessary for fulfilling business objectives. Resourcing: Manpower resourcing is concerned with approaches that emphasis on recruiting and deploying people in company. Good employee resourcing is key for Farmfoods Limited as it ensure that professionals determines and retains requirements of employees to initiate potentials for fulfilling corporate objectives. Purpose of HRM for planing as well as resourcing people In Farmfoods Limited, following are essential purposes of HRM: Maximisingproductivity:HRMimprovesorganisationalefficiencybyproviding required equipments and tools to each department. In Farmfoods Limited, purpose of HRM is to maximise organisational productivity through optimising effectiveness of each and every employee that work for it. Recruitment and selection: HRM plays significant role in sourcing candidates and selecting talent that have capability to take the company to another level(Crawshaw, Budhwar and Davis, 2020). In context to Farmfoods Limited, HRM serves purpose of recruiting, hiring and training workforce to reach desired potentials.Deployment of resources: HRM is also important in an entity as it deploys resources with effective training sessions for improving skill sets of new and current employees to
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execute operations smartly. In Farmfoods Limited, human resource managers plays significant role in implementing development plans to deploy resources according to set criteria. Scope of HRM HRM have wide scope as it brings group of individuals and corporates together for meetinggoalsof each. In casewith FarmfoodsLimited,scope of HRMarementioned underneath: Labour Aspects: In the company, HRM is all about managing people. In this aspect, HRM in Farmfoods Limited is concerned with planning required manpower, sourcing, hiring, compensation, training and development, incentives, transfers and promotions. WelfareAspects:In thisaspect,HRMdealswithworking situationsadditionto additional amenities. Within Farmfoods Limited, HRM looks for medical assistance, canteen, transport, education, recreation facility and remunerations.Industrial relations Aspects: HRM also manages relations with other and same industry. It covers joint consultation, settlement of disputes and collective bargaining(Emeagwal and Ogbonmwan, 2018). Main functions along with activities of HRM related to workforce planning addition to resourcing In corporate world, HRM is associated to hiring, motivating, supervising and maintaining workforce. In Farmfoods Limited, following are key functions with activities of HRM: Managerial function: The function assist human resource professionals to properly manage and maintain human resources in company(Florén, Rundquist and Fischer, 2016). The activities that are part of managerial function of human resource management in Farmfoods Limited are underneath: Planning: In this activity, managers plan ahead for getting things completed on time by subordinates.ManagersinFarmfoodsLimitedestablishgoals,developplansand structure of company. Organising: Herein, managers arrange required resources, allot them to different groups, identify relationships and integrate activities for reaching common objectives. Directing: Within the activity, managers of Farmfoods Limited encourage subordinates and guides them to perform willingly for accomplishing personnel programs.
Controlling: It is about regulating activities as per plans devised on the basis of business objectives. In this, managers of company observe and compare outcomes with set benchmarks or standards. Operative functions: The activities of duties that organisation entrust to personnel department are termed as operative function(Grobelna and Marciszewska, 2016). Following are various activities of operative function in Farmfoods Limited: Procurement: HRM have function of procuring talents or human resources through recruitment and selection. In this, managers bring pool of candidates to select right person for the job. Performance appraisal: In Farmfoods Limited, human resource professionals have function to ensure that each and every employee perform at acceptable level. Employmentrelations:Humanresourcemanagershaveresponsibilitytomanage relations with employees. Within the company, HRM functions to provide fair along with consistent treatment to all workforce.Developing manpower:In a firm, manpower are developed by managers by training and developmentactivities(Hoon,HackandKellermanns,2019).Systematictraining programme is organised by HRM for the purpose of improving ways to perform in different situations. Best Fit approach vs Best practice The concept of best fit approach is based on setting and developing policies of human resource management as per overall business tactic or strategy. It argues that organisation, for example, Farm foods Limited must adapt its HR strategies in accordance with overall business strategy and wider environment. In contrary, best practice is an universal aspect that is related to premise which selects most effectual practices or policies for managing employees as per organisational environment. It implies close connections among performance of company and practices of HR. Hard and soft models of HRM Hard model of HRM puts focus towards strategic together with quantitative aspects to manage people as economic production factor. As per the model, employees are perceived as resource as well as entities gains advantages by using them in proper manner. In Farmfoods Limited, use of Hard model help line managers to deploy and develop employees effectively.
Soft model of HRM majorly emphasis towards motivation, communication along with leadership(Kasemsap, 2016). With the help of soft model, managers of company involves people in team to collectively decide the ways things are to be performed and inform necessary information to each and every person at workplace. P2 Strength and weakness of different recruitment and selection approaches Recruitment Recruitment of action of activity performed by human resource managers to enlist new people. Recruitment is a five stage process that includes planning of probable job vacancies, developing strategy, searching methods, screening materials and evaluation(Kehoe and Collins, 2017). In Farmfoods Limited, following are recruitment approaches that are preferred more: Internal approaches: Any approach to determine and attract candidates for job within the firm are considered as internal recruitment approaches. Some of internal recruitment approaches that are used in Farmfoods Limited are explained below: Promotion:It isanapproachof advancingpostor positionofemployeein the organisation. In Farmfoods Limited, promotion is used to promote employee to high positions in certain time period according to their performance. Strengths: Promotion is the recruitment approach that benefits an organisation in filling job vacancy with known person. For example, in Farmfoods Limited, promotion impacts positively from employee morale or satisfaction to lower training costs. Weaknesses: Promotion creates resentment among current employees and leaves wide gapwithinworkforce(MooreandJennings, 2017). Forinstance,inFarmfoodsLimited, promotion increases favouritism. Transfer: Large company has various branches in which requirement of human resource could be filled through placing employee of other branch. In Farmfoods Limited, managers identify need of employee in any branch or store and then transfer suitable candidate for the same position. Strengths: Transfer reduces monetary boredom, prepares employees for challenging circumstances and is best approach for faulty placement decisions. For example,Transfer approaches encourages hard work as well as develops employees of Farmfoods Limited.
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Weaknesses: Discriminatory transfers affects morale of employee. For example, when one person do not want to work at store of Farmfoods Limited in which there is huge rush and if managers transfer that employee to such store then the employee will be demotivated. External approaches: An approach which fills vacant post in entity by human resource excluding current ones is said to external recruitment approach(Rodríguez-Sánchez, Mora- ValentínandOrtiz-de-Urbina-Criado,2019).Newpeoplewithnecessaryandrequired qualification, abilities, competence and skills are enrolled in business to initiate new ideas. External approaches through which managers of Farmfoods Limited fills vacancies are as follows: Advertisements: It is commonly utilised external recruitment method. Professionals of Farmfoods Limited creates person specification and job description for vacant positions and announces vacancies via print addition to electronic media including internet and advertisement. Strengths: Advertisement benefit the company through generating awareness among large pool of people about available vacant position. Advertisement rejuvenates organisation, for instance, Farmfoods Limited with new ideas and skills. Weaknesses:Advertisements adds huge costs to company as multipole resources are invested by business to advertise vacant position. It also creates opportunities for misleading people. Campus placement: In present world, most of organisations have initiated the trend to conduct recruitment from educational institutions(Stewart and Brown, 2019). In case with Farmfoods Limited, recruiting team visits colleges and universities annually for recruiting all types of students for their stores. Strengths: Campus placement ensures that best qualified people can be selected that provides wider selection choices. It helps in entering fresh blood in the company. For example, campus placement aids managers of Farmfoods Limited to hire people with innovate, creative and extraordinary skills. Weaknesses: When candidates hired from outside the company that is from universities or colleges then it demoralise existing staff. The recruitment approach approaches are time consuming together with money consuming. For example, while recruiting people through campus placement, many of additional costs are beared by Farmfoods Limited.
Selection It is about choosing most suitable person for vacant profile in enterprise(Turulja and Bajgoric, 2018). In Farmfoods Limited, selection procedure is designed as per urgency of hiring along with prerequisites of vacant position. Following are some selection approaches: Interview:Interviewinoneononeoralcommunicationamonginterviewand interviewee. In Farmfoods Limited,recruitment panel asks questions from candidates for collecting important information so that effective selection decision could be taken. Strengths: Interview improves mutual understanding together with co-operation among parties. It helps in selecting suitable candidates as managers of Farmfoods Limited generates huge information through the approach. Weaknesses: Interviews are oral communication that have no evidence of records. Time constraint is major weakness of interview. Employment tests: It is selection approach that assist in determining desirability along with suitability of job applicant(Syed and Kramar, 2017). In context to Farmfoods Limited, various employment tests such as intelligence test, psychological tests and aptitude tests are conducted for checking abilities, potentials and skill sets of people. Strengths: The approach reduces operational costs in Farmfoods Limited through finding desired candidate for the profile. These are standardised that selects human resources in total unbiased manner. Weaknesses: Employment tests fails to understand total personality of candidate. Certain tests demoralise candidates due to which they become nervous and are unable to give their best that leads to wrong selection decision. TASK 2 P3 Benefits of HRM practices of an organisation HRM practices are systems or activities which are adopted by managers to influence attitudes, performance along with behaviours of employees(Carden, Kovach and Flores, 2020). With the help of the practices, administrators of Farmfoods Limited are able to attract, hire, train, encourageandretainworkforceforensuringeffectiveexecutionofplansandachieving sustainability in competition. Some of HRM practices used in Farmfoods Limited are as follows: Performance based rewards
Performancemanagementispracticeofhumanresourcemanagerstoensurethat operationsandresultsmeetsgoalsofcompanyeffectively.Tomonitorperformanceof employees, superiors of Farmfoods Limited uses monitoring methods that includes observation, self monitoring tools and regular reviews. Furthermore, rewards system used within the company are bonus and incentives. Benefits to employees: With the HRM practice, employees of Farmfoods Limited are benefited to improve their performances and make huge revenues through rewards. When rewards are given to employees, they are highly motivated to work. Benefits to employers:Performance and rewards benefits employers of Farmfoods Limited to understand career ambition and development opportunities of employees. It also help employers to manage performances of subordinates and developing positive experience. Job and workplace design HRM practice of reward management is related to devising and executing strategies and policies for reward people consistently and fairly(Klein and Potosky, 2019). In Farmfoods Limited, both extrinsic and intrinsic rewards are given to workforce. Incentive theory of motivation is closely linked with rewards as it states that a person is motivated through incentives or rewards. Benefits to employees: The HRM practice helps employees of Farmfoods Limited to meet their critical internal needs as well as enhance connections with peers. It also encourages creativity and efficiency within employees. Benefit to employers: The HRM practice of job and workplace design assist employers to promote motivation or collaboration at Farmfoods Limited. P4 Effectiveness of various HRM practices HRM practices consists of different activities within business used for handling and controlling business operations. There are different HRM practices followed within Farmfoods limited such as training and development, reward system, compensation, etc. These are explained below - 1. Performance and reward Performance management -Farmfoods is an organisation that won On boarding programme of the year at the prestigious awards scheme. This company provides an effective induction
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programme which gives employees an engaging introduction. This helps new employees to set a pathway which they can use while working towards success inFoodfarmsFarmfoods. This is a program that includes high quality modules that incorporates guidelines and working scenarios (Manzoor,and et.al, 2019). Elearning was developed by using the Adapt multi device responsive framework through which training can be accessed on smartphone. 2. Job and workplace design Reward system- The reward system ofFoodfarmsFarmfoodsprovides various benefits to employees and staff. Every employee is provided reward program that includes 15% off on all purchases. When this company provides such rewards then employee engagement is increased. In relevance with Farmfoodscompany, there are several HRM practices like reward management and performance management that helps in attaining organisational goals. Performance managementReward system Performance management is helpful for the Farmfoods limited to manage the effectiveness of business activities. The organisational goals and values are aligned with HR strategies for enhancing employee performance. RewardsystemisusedwithinFarmfood Limited in order to motivate and encourage employees and staff members. There is need for providing attractive rewards to employees for managing employee engagement. Therefore, it is essential for an entity to adopt these HRM practices so that employees and other activities are well organised & managed. As, it assist in development and higher growth. Training and development Benefits of HRM practices for employer HRM practices like training and development provides help to employers in managing company's performance. Benefits of HRM practices for employees Employee performance is increased by adopting effective HRM practices. This leads to maintain business sustainability. Reward management Benefits of HRM practices for employer
Reward management is helpful for the employer as when management knows the right way for rewarding employees, it is easy to increase employee satisfaction. This is helpful in enhancing overall business performance. Benefits of HRM practices for employees When employees get attractive incentives and rewards then they are benefited as their satisfaction level increases. This is very important for employees to be happy so that they can work properly. TASK 3 P5 Importance of employee relation and it's impact on HRM decision making The concept of employee relation is known as efforts of an organisation for managing relationship between employers and employees. It is very essential for Farmfoods limited to manage employee relation effectively. When a company is having good employee relation then it provides fair and consistent treatment to all staff members. Employee relation is part of HR strategy designed for ensuring that employees are helping in meeting the mission of company. Decision making of HR management is related to the employee relation within Farmfoods Limited. Some of the employee relation practices affecting the HRM decision making are mentioned below - Collective agreement:There is presence of collective agreements which helps in managing trade union and staff working in the company. There are several norms and legal regulations that are adopted by Farmfoods for managing the employee engagement and relation activities (Murugan, and Francifca, 2019). The collective agreements provide help in handling different conflicts and fights. When there is positive workplace environment then employees will sharemorestrongrelationamongthemselves.Itwillhelptomanagecollaborationand coordination among individuals working in the company. Grievance:The grievance handling strategy is helpful for employees because it provides management to resolve different conflicts and fights among employees. When HR management adopts strong and effective grievance management then several policies and strategies of company will reduce the solving time of fights and problems. Employees are allowed to discuss their problems and issues with HR management and it helps to remove barrier between employees and management.
Role of trade unions –There is major role of trade union within company operations. There is need for the management to have trade union in order to manage fights and conflicts. Trade union is association of different workers and employees of the company. These association have some rights given by government in order to control the business conflicts and fights. There are several strategiesadopted by Farmfoods which are used for increasing employee relation. It is helpful for creating strong bond and relation with employees. It enables the company to attain organisational targets in less time. There is requirement of positive workplace environment and it is helpful for implementing effective strategies that lead to increased productivity of the company. Importance of employee relation To improve overall company performance To enhance bond between employers and employees Toincrease effectiveness of team performance P6 Key elements of employment legislation and affect on HRM decision making Several policies and legal regulations are adopted by Farmfoods company in order to operate the business operations effectively (Kumar, 2019). The legal regulations are different for every country. Organisations have to follow all the legal regulations before implementing HRM strategies. For having effective and strong employee relation and welfare, it is concluded that there are following legal acts adopted by Farmfoods: Sex Discrimination act 1975:As per this act, no employee weather male, female or transgender cannot be discriminated at workplace. All employees are treated equally and they are provided with equal benefits and opportunities. This is a regulation given by government for promotingpositiveworkplace.IncontextofFarmfoodsLimited,equalopportunitiesare provided to all employees. Health & Safety act 1974:This is a legal act provided by HR managers of the company and this law states that it is responsibility of organisation to provide safe and positive workplace environment. This is helpful in managing the employee retention as employees feel more engaged towards working in the company. Farmfoods limited is providing all safety and security equipments and measures for ensuring that no employee is harmed. Equality Act 2010:This law states that employees working in the organisation are provided equal opportunities. It is considered that Farmfoods Limited HR manager are initiating
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equal opportunity and rights for all employees. It enables increasing efficiency and productivity of employees. Impact of employee relations and employment legislation in HRM decision making in organisation Employee relation is very important for the company as it enhances the bond that is shared among workforce. It is very essential for workers to provide positive workplace so that employees can work effectively. This improves their efficiency and effectiveness. There are different legislations mentioned above that are adopted byFoodfarmsFarmfoodsin order to handle and manage employee relation. This is necessary for the company to manage effective functioning of all business operations.HRM decision of company is affected due toemployee relation. If they share positive bond, then there is effectiveness of managing thebusiness operations. TASK 4 P7 Application of HRM practise (A) Job specification This is defined as a document containing information about job applicants and it includes main roles and responsibilities that the individual has to perform at work. This description is useful for managing the selection process (Léné, 2019). It helps the HR managers of Farmfoods Limited to hire best employees for the company. Job analysis:It has been analysed that this is the process which examines as well as determine responsibilities, duties and the specifications for a particular job position. It aid in establishing the experience level, skills, qualifications and knowledge which are required to perform the job in a successful manner. Job description:It define as a broad term which includes written statements of the specific job which is based on the findings of the job analysis. It consist of purpose, duties, scope, responsibilities as well as working conditions of the job apart from job title. Title of the Job:HRManager Address of the place:TESCOFARMFOODS LIMITED Overview of the Job:The present job role of HR manager is to develop and implement HR
strategies and align them with business strategy. He/she has to bridge employee relation by handling grievances and conflicts. Qualification Required:. Post graduate in Human resource Graduate/Diploma (HR) Experiences & required Knowledge: Use the payroll management system effectively and run successful implementation of HR strategies Analyse the need of training and development approaches Effective knowledge about employee legislation and regulations Skills needed: Interpersonal skills Communication skills Cognitive skills (B) Curriculum vitae: Alexa Wander Address:XYZStreet lane, London, UnitedKingdom. Phone no:00879-98235 Objectives:To serve in a reputed organisation by utilising by skills and continuously working on developing career and growth opportunities.To develop positive workplace environment and attain goals in specified time. Work experience: Min work experience of 2years Working in HR filed (minimum 6 months experience) Qualification: Bachelor degree in theBusiness administration stream Mastersin human resource (C) Interview question:
1) Why you want to work as a HR manager in this company? 2) According to you, what are the skills in you that will enhance company's human resource management? 3) Explain yours strength and weakness? 4) What is your point of view on managing conflicts and fights? 5) How will you increase employee engagement within the organisation? (D) Offer letter: Dear Alexa Wander It is our pleasure to inform you about your selection as HR manager in Farmfoods Limited. It is an overwhelming news for us to inform you that you have accomplished all criteria of the selection process and for that the process is mentioned below - Jobroles andresponsibilities: Analyse personnel needs and demands effectively and manage the HRM practices Recruit and select best candidates for the company Reporting to:HR manager Basic salary:$250000 per month Working hours:10.00AM –6.30PM Rationale of adopting HRM practices within the organisation The HR managers of Farmfoods are using different ways for providing benefits to employees. Staff members of this company are encourage and motivated by several financial and non financial benefits (An, and Tang, 2019.). This is important for HR managers to analyse the needsanddemandsofemployeesandfulfilthatinordertoincreaseproductivityand performance of the company. CONCLUSION It has been analysed from the above report that HR management plays a key role in overall development of company. There is need of developing effective HR strategies that will lead to proper management of business operations and activities. It is concluded that here are various ways of recruiting and selecting employees for the company. Several legislations are
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followed within companies for handling business operations. These help in effectiveness of employees and staff members.
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