Ford Motors HR Professional Development and Skills Analysis Report

This report examines the necessary professional knowledge, skills, and behaviors required by HR professionals, focusing on the context of Ford Motors. It includes a personal audit to develop a professional development plan, analyzing differences between organizational and individual learning, and training and development. The report also explores the need for continuous learning to drive sustainable business performance, demonstrating how High-Performance Work (HPW) contributes to employee engagement and competitive advantage. Finally, it evaluates different approaches to performance management and their impact on fostering a high-performance culture and commitment within the organization. The report covers topics such as communication skills, conflict management, ethical behavior, and the application of SWOT analysis to personal development, as well as the impact of training on organizational performance.

Developing
Individuals, Teams,
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
LO 1.................................................................................................................................................3
P1) Determine necessary professional knowledge, skills and behaviour required by HR
professionals...........................................................................................................................3
P2) Execute a personal audit of knowledge, skills & behaviours develop a professional
development plan....................................................................................................................5
TASK 2............................................................................................................................................7
LO 2.................................................................................................................................................7
P3) Analyse the differences between organisational & training, individual learning and
development...........................................................................................................................7
P4) Analyse the need for continuous learning and professional development to drive
sustainable business performance...........................................................................................9
LO 3...............................................................................................................................................13
P5) Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation........................................13
LO 4...............................................................................................................................................14
P6) Evaluate different approaches to performance management & demonstration with support
to high-performance culture & commitment........................................................................14
CONCLUSION..............................................................................................................................19
REFERENCE.................................................................................................................................20

INTRODUCTION
Organisations across world are increasing their focus on human resource professionals .
HR professionals are leading teams to enhance the present skills of individuals for successful
implementation of HR development campaigns by creation of higher organisation value in order
to enhance the process of sustainable development. Present report is based on creation of a
development portfolio where there is analysis of the learning progress and key skills acquisition.
There is determination of appropriate skills and behaviour that has to be presented by HR
professionals. Further there is audit of appropriate knowledge to develop a professional
development plan to form a reflective statement for the candidate. Present report is based on
Ford motors company that is a American multinational auto-maker and its headquarters are
present in Dearborn, Michigan. It was incorporated in June 1903 (Nizamidou and Vouzas,
2020). this organisation is dealing in commercial vehicles, auto mobiles under Ford brand and is
selling luxury cars. Further is evaluation of difference between individual and organisational
learning according to need of professional development and continuous learning. With
demonstration of understand of how HRW will contribute towards competitive advantage and
employee engagement. Lastly, there is evaluation of different approaches that are part of
performance management with a view how it is supporting commitment, culture and high
performance.
TASK 1
LO 1
P1) Determine necessary professional knowledge, skills and behaviour required by HR
professionals
Human resources managers are essential part of an organization. They are responsible to
manage employees in an efficient manner in order to enhance their productivity and efficiency. It
is vital for HR professional to have some necessary skills to perform various task such as
recruitment, selection and many more (Cajita, Cajita and Han, 2016). There are some
capabilities, knowledge are required to present in HR managers of ford motors. That are
discussed below:

Professional Knowledge: It is crucial for Human resource managers of company to
acquire necessary professional skills. It will help them to manage employees in an efficient
manner. Following professional skills are essential to present in managers of Ford Motors.
Management and administration: Managers of ford motors should have extensive
knowledge about overall management and administration of organization. It assist them to
communicated with employees effectively and to enhance their performance. Furthermore, they
will be able to maintain efficient coordination between superiors and subordinates to achieve
business objectives in predefined period of time.
Employment Laws: HR professionals of Ford motors are well aware about various
compliances that has been formulated by government. They ensure to follow several laws
regarding working hours, salary and protection of employees at workplace.
Professional Skills: Human resource managers should have some professional skills to
create a positive environment at work place. There are some skills such as communication,
conflict resolution that are essential to manage employees and to achieve business goals. These
are outline below:
Communication Skills: It is vital for HR managers of Ford motors to have good
interpersonal as well as communication skills. So, they can effectively communicate with
subordinates. To represent company among stakeholders, it is crucial to have efficient
communication skills. It help them to reduce down the conflicts arises at work place in an
effective manner. Along with this, it is essential to have good employer-employees relationship
at work place ( Mihova and Ivanova, 2020).
Conflict Management: Employees from different background, culture work together
within organization. Due to this,conflicts may arises at work place. It is crucial for Human
resources managers of selected company to manage confusions, conflicts arises during work in
order to maintain efficient coordination among workforce (Chung, Sandholtz and Waisberg,
2019). It helps them to satisfy employees and retain them for a longer period of time.
Professional Behaviour: It is important for human resources mangers to behave in
professional manner within organization. HR mangers of selected company should perform in
following way to create a healthy environment at workplace:

Ethical Behaviour: Human resources managers of ford make sure to follow predefined
ethics, values while managing employees. It is crucial to maintain good relationship with
subordinates. This practice motivates staff to work for the success and growth of organization.
Accountable: HR managers should accept the accountability for their work. Managers
of Ford motors make sure to determine responsibilities of all the employees in order to reduce
down conflicts. In addition, it assists them to maintain efficient coordination among workforce to
attain organizational goals in predefined period of time.
P2) Execute a personal audit of knowledge, skills & behaviours develop a professional
development plan
Personal audit is necessary to analyse capabilities and potential of a person for further
improvements. It includes several personal as well as professional skills that are required to to
explore in career. There are various skills that should be attain by an individual to get success.
Some of them are elaborated below:
Presentation Skills: To progress in career, it is crucial to have efficient presentation
capability. It helps a person to demonstrate knowledge, insights in an effective manner. HR
Managers should be able to present the data, information effectively. They need to be updated
with new and advances ways of demonstrating data. So that, they will be able to make it more
effective and attractive (Gephart, Wyles and Canvasser, 2018).
Business Acumen: It is importance to have extensive knowledge about each and every
aspect of business in order to earn potential profit. It helps in overall growth and development of
a person. Mangers of human resources make sure to attain skills about different aspects of
business to ensurer future growth and success of company. It assits them to formulate efficient
strategies to grab the opportunities of probability.
Time Management: It is essential for HR managers to manage time effectively. It helps
to perform all the mandatory task in an efficient manner. In addition to this, it is essential to
complete the assigned task before deadline. During personal audit it is analysed that there is
requirement to improve time management skills in order to have a good image at work place.
Apart , from this it will help to get success and explore in upcoming years.
SWOT analysis: Personal Swot analysis refers to analyse the strength of a person that
will help to grow in career. It gives information about the areas that should be improved in order
to explore. In addition, it provides insights regarding the opportunities to progress in upcoming

years along with various threats. In the given context efficient interpersonal skills, time
management skills are identified as a strength. Whereas lacking in stream knowlwede is the
biggest weakness. Apart from this, HR manager can obtain opportunities and explore in the field
of human resources in upcoming years ( Ehikmayah and Aswar, 2019). There is also threat from
technological advancements in HRM and rapidly increasing competition.
Professional Development plan: It refers to formulate a plan to explore in professional
career for job role of HR Assistant Manager HR Development(Byington, Tamm and Trau,
2020). This plan helps to develop necessary skill that are important to grow and succeed in
competitive environment. A professional development plan is elaborated below:
Target Action to achieve Evidence Target Date
Improve
Communication skills
Working to improve
my ascents and
pronunciation through
practice
Able to effectively
communicate with
others
15/11/20
Time Management Schedule Work
accordingly and make
prior plans for
upcoming days
Completed the
assigned work before
deadline
30/11/20
Acquire more
knowledge in
respective field
Pursuing certification
courses to enhance
knowledge and skills
Praise by mentor to
give valuable
suggestions for
improvement
10/12/20

TASK 2
LO 2
P3) Analyse the differences between organisational & training, individual learning and
development
Organisational learning: It is a buzzword that is used for describing the overall process
of transferring of knowledge in a organisation. With organisations gaining experiences there is
need to focus on timely improvement for creation of broad knowledge base. Organisational
learning is a metaphor that is derived from the understand of individual learning. organisations
are learning via individual members. There are many theories of individual learning that are
crucial for development organisational learning.
Learning in Ford has to be focused on the technique of Gap analysis: It is a method of
assessing the performance difference between information system to determine if the business
requirements are properly met or not (Mamman and et.al 2018). For the purpose of smooth
performing of organisational functions it is crucial to identify the need analysis, need assessment
and need gap analysis that are three major aspects of managing individual competence level. In
Ford application of software development will ensure that there is documentation of service and
functions according to key skill requirement for post of a HR manager.
Individual learning:
It is regarded as the smallest learning community. In this a individual as a different
personality is discussing on improvement of skills, ideas, performance and productivity with
time. There has been work by Lewin's that is reflecting the way laboratory training and research
is providing insights of how are individuals learning as individuals and in some specified groups.
These theories are based on a stimulus response of behaviour. Some of them are focussing on
cognitive capabilities and others on psychodynamic theories (Ramachandran,and Antony, ,
2020). For human resource professionals it becomes necessary to effectively asses the candidate
according to their critical and personal skills required for performing job duties. In present
scenario of Ford motors to fill the vacancy for post of a “Assistant Manager HR Development”
there will be emphasis in dealing with the present of worker turnover that is a risk for
organisation bottom line. The organisation is require to focus on recruitment of right workforce it
will lead to controlling of future turnover in the organisation.

Another skill is conflict resolution that is to asses employees of different personalities, lifestyles
and ethics. There can be learning of conflict resolution in a more appropriate manner, in Ford it
is gong to lead towards effective techniques of conflict resolution and ensure that conflicting
parties are coming to a mutual agreement. Individual learning is a process that is going to assist
in the way employees are being managed in a organisation.
Training and development:
Training and development are part of educational activities that are part of a organisation
and are used for enhancing the skills and knowledge of employees by providing them with right
instruction and information to perform some specified tasks.
Illustration 1: Benefits of training
Illustration 2: Impact of training on organizational performance

Training: It is a short term reactive process that is used for designing of a pro active process for
executives. In training he main aim is to develop some additional skills for development of
overall personality.
There are different methods that can be used in Ford for the purpose of training of
employees it includes case study analysis, game based training, job rotation, Programmed
association, mentoring & apprenticeship and internship opportunities (Gore, 2017). Basic skills
are imparted to HR professional in Ford will assist in providing a experience to enhance
knowledge and understand of human relations, management and business environment.
P4) Analyse the need for continuous learning and professional development to drive sustainable
business performance
Getting successful in the interview process and appointed for the post of a Assistant
manager development,. Further there is demonstration of the way to analyse the process of
professional development and continuous learning for achievement of a sustainable performance
of Ford. There is development of understanding of the process of continuous learning by
application of
The learning cycle:
Kolb's reflective cycle: Kolbs states that learning is a process of acquisition of abstract
concepts that has to be applied according to different situation ranges, Kolbs theory it is
necessary to focus in new concepts that are developed with new experiences (Samkarpad,
2017). This theory is represented by four stages as mentioned below:

Concrete experience: It is related to new situation or new experience that is
reinterpretation of present experience. It is based on encountering of a present situation in HR
manager there will be analysis of the way present contribution level can be enhanced of the
existing workforce.
Reflective observation of new experience: HR manager in ford it is critical to identify if
there is any type of inconsistency that is present between the level of understand and overall
experiences. There are new experiences that are generated with starting of new position (Cohen,
2017).
Abstract conceptualisation: It provides reflection of a new modification or idea that is
developed from a existing concept. It is going to assist in modification of present concept that
learner has experienced from their past experiences. In Ford the for post of Assistant manager
HR development has to emphasize on learning from past experiences.
Active experimentation: In this stage learner is applying the ideas according to the future
predictions. The HR assistant manager in Ford will be applying all ideas according to present
skill level and the future business situations. In ford there will be testing of a hypothesis
according to future situations that can lead to generation of certain new experiences.

Honey and Mumford:
Honey and Mumford learning styles is based on development of peter honey & Alan
Mumford. There has been a rationale that to be a effective learner individuals must understand
the learning styles & preferences to learn such methods (Stefano, Bagdadli and Camuffo, 2018).
This learning style in Ford is going to assist in making smart decision working as pot of a HR
manager. It also leads towards adjusting of learning opportunities according to the preferences of
best learning and variety of experience range that can lead towards higher learning opportunities.
(Source: Styles, 2017 [online], Available through<https://extensionaus.com.au/extension-
practice/peter-honey-and-alan-mumford-learning-styles/>)
There are basically four learning styles that are part of this model:
Activists: Activist are individuals who are learning by actually doing a aspect. Activist
have to be receptive in a way in order to enhance the process of learning by having more
inclination towards new encounters. The learning activities are basically divided in group
discussion, problem solving, competitions, puzzles, role play, brain storming.
Theorists: The learners are getting a chance to comprehend the overall hypothesis behind
activities. In this there is need to focus on ideas, truths and models to participate in the overall

learning procedure. In Ford with the application of this theory there is breaking down of data in
methodical and consistent “hypothesis”. The choice of overall learning activities consist of
statistics, models, quotes, stories, background information and application of concepts.
Pragmatist: These individuals are the ones who posses capacity to perceived how to put
learning in practise in reality. The reactions and conceptual ideas are to be constrained utility as
it leas to putting of concepts practically (Romani,, Holck and Risberg, 2019). Experimenting
with some speculations, new ideas and methods is required to Check the exact mode of action.
Learning can be made better by taking time to analyse how basic theoretical concepts can be
applied in learning in reality by case study approach, discussion or problem solving approach.
Reflectors: These are the individuals who are learning by contemplating and watching
what has actually happened. A employee may be abstained from analysing of encounters from
different alternative view points by gathering of information and then use of opportunity to move
towards a suitable conclusion. In Ford this activity will consist of personality questionnaires, self
analysis questionnaires, observing activities, coaching, feedback from others and interviews.
Working as a HR manager the most suitable approach in Ford will be using of reflector as
a approach that will help in making a in depth analysis of the way the present level of
performance, identification of skill gaps in terms of communication or managing of employees.
It will lead to timely and future assessment of the specific skills that are required to perform
necessary job duties for the post of a HR manager.
Barriers to learning:
There are some of the barriers to learning that may hinder the process of individual
development in a organisation. In Ford some of such barriers that can be affect the present
situation of Individual working for post of a HR managers are discussed below:
Emotional barriers: it includes fear that may be because of judgement and criticism,
fear of rejection, fear of failure. There is difficulty in affecting of change. In ford there can be
loosing of emotions or a negative impact on the process of willingness to learn can lead to barrier
in the process of effective learning (Armstrong, 2016).
Motivational barriers: It consist of the challenge associated with capabilities of a
person. If HR manager in ford will not posses a short or a medium term goal then it will crate a

learner drifts. There is development of situation of procrastination where there has to be
compulsorily performance of some aspects but they may not be enjoyable.
Learning disabilities: It is also a barrier that may arise because of depression, dyslexia
or dysgraphia. These are part of serious disabilities from which a individual is suffering and it is
a situation where there can be no help towards how to deal with this situation of ineffective and
inefficient learning.
From above mentioned barriers it can be summarized that there is requirement to
overcome all such barriers to maximise the learning process and gain effective knowledge.
LO 3
P5) Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation.
High performance working is defined as practises that are used for improving capacity of
a organisation. To attract, select, hire and retain employees who are having high level of
performance. HPW basically is divided in three broad categories that are high employee
involvement, human resource practises and commitment & reward practises. Employees posses
enough freedom to choose best for practises according to strategies, needs and laid objectives.
HPW organisations:
High performance working organisation are those that are part of strategic human resource
management and are used for creation of substantial interest in practitioner and academic
communities.
HR personnel in Ford has to be according to achievement of a high performance organisation by
focussing on enhancement of contribution towards assigned roles and responsibilities.
High-performance HRM practice:
There is always a positive and a direct relation that exist between high performance and and HR
practises in a organisation. In case of HPW organisations there is possibility of high performance
that results in following benefits:
There is better employee attitude:
Employees are willing to take higher responsibility to improve products, process and services of
organisations (Presbitero, 2017). In ford with such strategy implementation there is higher
innovation and more initiatives that are taken by employees.

Better cooperation:
Employees are able to enhance their level of cooperation both internally and with colleagues of
other departments with customers, suppliers and other associated stakeholders.
Better financial results:
In high performance working organisation there are many non financial benefits that are
translated in Clear financial benefits, there is enhancement of productivity with high amount of
success.
HPW and external stakeholders:
External stakeholder are the groups outside business organisation that are affecting all
the actions and decision that are taken internally in a organisation. Stakeholder is a group or
individual that posses a legitimate interest in a organisation, company or a business (Nankervis,
Baird,, Coffey and Shields, 2019). In Ford External stakeholder include Customers who are
willing to get high quality products. Shareholders who are having interest in operations of
business. Creditors who are supplying financial capital, raw materials & services to business.
Other group of external stakeholder includes government both federal, local and state
governments. Local community that are willing to generate economic activities. Society that is
concern buyer the business interest with regards to safety of services that are produced by
business. Suppliers in Ford who are providing the high quality raw materials.
LO 4
P6) Evaluate different approaches to performance management & demonstration with support to
high-performance culture & commitment
Performance management (PM):
Performance management is a set of system and process that are aimed at development of
employee so that they can perform the job up to bets of their abilities. In ford performance
management is aimed at improvement of skills (Cooke and Kim 2017). It is based on creation of
a strategic alignment of organisation and group objectives. Performance management is
described as a periodic, systematic and a objective process.

Effective Performance management :
Effective system of performance management system assist in transitioning of a real time
method of establishment of communication with employees that is enabling managers to move
towards the expected level of performance. It assist in providing a platform to measure present
performance levels and systems to fill the void that has been created because of broken
traditional systems.
Performance management Systems:
There are certain effective performance management systems that can be used by
organisations for the purpose of enhancing its contribution towards increasing effectiveness of
all the HR functions.
(Source: Performance Management System – A Complete Guide, 2020)
General evaluation: There is timely evaluation of constant communication with
supervisor and manager with employees (Alshuaibi, Mohd Shamsudin and Abd Aziz, 2016). In
Ford such evaluation is carried out across year in a verbal and informal manner to draw timely
feedbacks from employees by use of a 360 degree approach where there is evaluation from
supervisors, subordinates and peers.
Performance ranking: Ranking system are used for evaluating employees for
understanding their level of performance from highest to lower level of performance that is part
of a specific groups. In Ford it is a method that is adopted for purpose of comparing all employee
groups to identify the average/medium links in a organisation.
Illustration 3: Performance management in
organisations

Collaborative working: It is a approach that is focussed on improvement of performance
towards a common objective of collaboration and statistics. According to statics 33 percent
millennials are preferring collaborative workplaces and 86 percent of executives are blaming
lack of collaboration & poor communication because of workplace failures. In Ford, the
application of collaborative working practises that will lead towards high satisfaction of
employees.
Grading: It is a systematic method of measuring performance that is used for ranking
employees from 1 to 5 or A to F so that there can be evaluation of employ contribution in
different working areas. In HR personnel of Ford this method will help in setting a objective
criteria in order to evaluate the contribution according to set performance standards.
Organisational culture:
Organisation culture reflects the expectation, values and practises that are guiding and
informing actions of team members. Organisational culture is facilitating teamwork that
combined with skills development and individual knowledge, employees in for motors are
representing values and business to build positive behaviour and integrity among their
employees. It is a positive initiative that is leading towards maintaining productivity of
employees. The needs are met with the help of culture of organisation along with its mission and
vision statements that is emphasizing on teamwork and excellence. The organisation culture of
ford motors is based on F is reflecting foster functional and technical excellence. O is for own
working together, R is for role model ford values and D reflects deliver results. This is
creating a culture of fostering functional & technical excellence. There is importance of high
performance to create a positive culture at workforce.
Fostering behaviour: Organisational culture is creating a encouraged team of
employees to improve, learn and contribute towards development of organisation. This feature of
culture is supporting positive employee performance.
Ford is further working towards creating a culture of own working together: in this teamwork is
the prioritized activity for creation of a positive culture that is entailing higher employee
participation. Culture is facilitated by teamwork that is combined with skill development and
individual knowledge.
Deliver results: The performance management is reflected in the way final results are
delivered together in the organisation. It is highlighting the responsibility & accountability of the

organisation. With timely delivering of results Ford is able to maximize the performance with
creation of culture that is motivating employees in ford to deliver better customer and
stakeholder results.
Above mentioned are creation of values that are part of overall culture in Ford and is
contributing towards achievement of their laid down objectives.
Transformation process:
Transformation process is regarded as group of activities that are part of one or more than
inputs that is adding value and providing high outputs to customers and clients. It is a internal
process that is reflected in final outcomes in organisations.
There has been leadership changes that have accelerated the progress towards global business
redesign and vision is becoming on of the most trusted for designing of smart vehicles.
The developmental approach to PM:
Development driven performance management requires a change in the way leaders and
manner are actually implementing the change in the organisation.
Employee performance management is about alignment of organisational objectives with overall
skills, developmental plans, results delivery and competency requirements. The emphasis is on
learning, development, improvement towards achievement of business and setting of higher level
of performance for workforce. In Ford this approach is adopted for achievement of specified
outcomes. There is gap between development of skills and knowledge that can be used for
performance management. In Ford there is focus on use of a better comprehensive approach so
that there can be rewards according to level of performance. This approach is used in UK as a
comprehensive and extensive process of management.
In for performance management process evolved in some phases:
First phase: It is the phase where there was origin of performance management where
there is use of performance appraisal systems. There have been preparation of annual
confidential reports (ACR) and employee service records. All these are maintained for
controlling behaviour of employees so that substantial information of employee can be provide.
Second phase: In this phase there is appraising of performance by review according to
discretionary power. There is getting of a formal written communication for identified areas of
improvement.

Third phase: Here ACR is replaced with performance appraisal where key changes are
introduced in stages so that there can be accomplishment in all confidential performance reports.
In Ford employees can describe their achievements with self appraisal performance reports.
Fourth phase: It is a phase where the appraisal process is development driven that is
according to target based performance and is open instead of treated as confidential process. The
system in Ford is related to performance planning, employee development and better review.
From above mentioned performance review methods it can be summarized that there are
certain development approaches that have to be considered for achievement of desired
performance level in Ford for the HR personnel.

CONCLUSION
It is concluded according to discussed points that with changing environment
organisation are becoming more focussed and dependent on human resource professionals. HR
professionals are performing the function of leading teams and HR development campaigns by
creation of higher vales for sustainable developments. For position of assistant manager HR
development” the learning progress and skill acquisition is clearly reflected that is basic evidence
of monitoring and controlling process according to laid objectives in a organisation. Continuing
professional development is part of regular functioning in a organisation that is based according
to improving titivation and employee engagement practises.

REFERENCE
Books & Journal
Alshuaibi, A.S., Mohd Shamsudin, F. and Abd Aziz, N., 2016. Developing brand ambassadors:
the role of brand-centred human resource management. International Review of
Management and Marketing, 6(S7), pp.155-161.
Armstrong, M., 2016. Armstrong's handbook of management and leadership for HR: Developing
effective people skills for better leadership and management. Kogan Page Publishers.
Byington,Tamm and Trau, 2020, Mapping sexual orientation research in management: A review
and research agenda. Human Resource Management.
Cajita, Cajita and Han, 2016, Health literacy and heart failure: a systematic review. The Journal
of cardiovascular nursing, 31(2), p.121.
Chung, Sandholtz and Waisberg, 2019 The double-edged sword of jurisdictional entrenchment:
Explaining HR professionals’ failed strategic repositioning. Organization Science.
Cohen, E., 2017. CSR for HR: A necessary partnership for advancing responsible business
practices. Routledge.
Cooke, F.L. and Kim, S., 2017. Human resource management in Asia in the global
context. Routledge handbook of human resource management in Asia, pp.3-20.
De Stefano, F., Bagdadli, S. and Camuffo, A., 2018. The HR role in corporate social
responsibility and sustainability: A boundary‐shifting literature review. Human Resource
Management, 57(2), pp.549-566.
Ehikmayah and Aswar, 2019 The Impact of Factors on the Audit Quality in Indonesia: The
Moderating Effect of Professional Commitments. International Journal of Academic
Research in Accounting, Finance and Management Sciences, 9(4), pp.285-293.
Gephart, Wyles and Canvasser, 2018, xpert consensus to weight an adherence score for audit
and feedback of practices that prevent necrotizing enterocolitis in very low birth weight
infants. Applied Nursing Research, 39, pp.182-188.
Gore, S.N., 2017. Understanding ethics in workforce reduction through lived experiences of HR
professionals. International Open and Distance Learning Journal.
Mamman, A., Kamoche, K., Zakaria, H.B. and Agbebi, M., 2018. Developing human capital in
Africa: Carving a role for human resource professionals and practitioners. Human
Resource Development International, 21(5), pp.444-462.
Mihova and Ivanova, 2020 ,June. Digitalization of HR activities in industrial enterprises. In IOP
Conference Series: Materials Science and Engineering (Vol. 878, No. 1, p. 012069).
IOP Publishing.
Nankervis, A., Baird, M., Coffey, J. and Shields, J., 2019. Human resource management.
Cengage AU.
Nizamidou, C. and Vouzas, F., 2020. HR professionals cultivating resilience and crisis
awareness toward a business excellence environment. EuroMed Journal of Business.
Presbitero, A., 2017. How do changes in human resource management practices influence
employee engagement? A longitudinal study in a hotel chain in the Philippines. Journal of
Human Resources in Hospitality & Tourism, 16(1), pp.56-70.
Ramachandran, K. and Antony, S.P., 2020. Decision-making Processes in Indian Joint Families
and Their Implications for HR Professionals. NHRD Network Journal, 13(1), pp.62-72.

Romani, L., Holck, L. and Risberg, A., 2019. Benevolent discrimination: Explaining how human
resources professionals can be blind to the harm of diversity
initiatives. Organization, 26(3), pp.371-390.
Samkarpad, S., 2017. Effectiveness of Human Resource Information System on HR Functions
With Reference to Manufacturing Units of Sangareddy District. Splint International
Journal of Professionals, 4(4), p.29.
Waddington, 2018, Enhancing personal and corporate values to reduce toxicity in a TVET
College environment: a living theory of organisational development (Doctoral
dissertation, North-West University).
Online:
Performance Management System – A Complete Guide, 2020 [online], Available through<
https://www.techfunnel.com/hr-tech/performance-management-system/>