Project on HRM: Analysis of Employee Relations and HRM Practices

This project delves into the core concepts of Human Resource Management (HRM), examining its interpretation, operational processes, and the critical functions it performs. It explores the strategic importance of HRM in aligning employee performance with organizational objectives, emphasizing the significance of skills, teamwork, and collaboration. The project further analyzes employee relations, particularly within the context of a hospitality/tourism setting, such as McDonald's. It identifies key elements of employment legislation and evaluates the impact of HRM practices on decision-making. The project offers insights into HRM's role in staffing, development, compensation, and industrial relations, providing an analytical evaluation of resources, vulnerabilities, and the effectiveness of various HRM practices. The analysis covers topics such as job analysis, recruitment, selection, and performance management, with a focus on creating a favorable environment for employees and enhancing their capabilities. The project underscores the importance of employee motivation, working conditions, and the overall impact of HRM on organizational success.

UNDERSTANDING HUMAN RESOURCE MANAGEMENT

TABLE OF CONTENT
Contents
1.1.Introduction......................................................................................................................3
1.2.Main Body........................................................................................................................3
1.2.1.Interpretation of HRM...............................................................................................3
1. 2.2. Operation of HRM..................................................................................................4
1.2.3.The Functions of HRM can administer Capabilities and Proficiency.......................6
1.2.4. Analytical evaluation of Resource and Vulnerabilities............................................7
1.2.5 Exploration of effectiveness of different HRM practice...........................................8
1.3. Conclusion.......................................................................................................................8
1.4. References.......................................................................................................................8
Project 2:..................................................................................................................................10
2.1 Introduction....................................................................................................................10
2.2 Main Body......................................................................................................................10
2.2.1 Analysis of the importance of employee relations in respect to influencing HRM
decision-making in your selected hospitality/tourism McDonald...................................10
2.2.2. Identification of the key elements of employment legislation and the impact they
have upon HRM decision-making in your selected hospitality/tourism McDonald........11
2.2.4. Critical evaluation of employee relations and the application of HRM practices
that inform and influence decision-making in your selected hospitality/tourism............14
2.3 Conclusion......................................................................................................................15
2.4 References......................................................................................................................15

1. Project 1
1.1.Introduction
Human resource management is defined as a strategic approach in terms of effective and
efficient way of managing all the people in an organization through which they can receive
better competitive advantage. The concept is mainly designed to enhance the performance
level of all employees in relation with overall strategic objectives. It enables all workers in an
organization to build up the level of productivity and achieve all goals and objectives. Human
resource management has the responsibility to assure that company has their proper aim,
vision and values that are shared and provide a specific reason to all staff members that why
they need to work in the company. There are different types of skills and abilities which are
required while performing human resource management like in relation with interpersonal
skills, team work, effective collaboration and many more.
1.2.Main Body
1.2.1.Interpretation of HRM
Human resource manager and its effect on authoritative execution have been broadly
concentrated in various manners, including lab, case methodologies and quantitative
examination.
According to The Harvard Model of Human Resource Management, made by Michael Beer,
Human Resource Management is a fundamental method to manage the business,
improvement and success of people working in an organization . HR the director incorporates
all organization decisions and exercises that impact the association between the organization
and its delegates – toward the day's end, its HR.
HRM suggests the administration of all decisions inside an organization that are related to
people. It centres around profiting however much as could reasonably be expected from the
HR that are at the expulsion of the organization and updates the introduction of labourers to
achieve the organization 's objectives. HRM ensures the reliable and effective use of
approaches and cycles in the business. HRM is there to keep the agreement between
specialist needs and satisfaction and an organization 's efficiency and ability to show up at its
objections. A participatory management style alludes as per the general inclination of a
customary individual who, notwithstanding wind up in abnormal circumstances, settles on

alternatives with assent and along these lines gives definitive objectives following exhorting
every one individuals included and completely assessing their assessment.
Then again, under HRM's strategic style, representatives have basically no methods for
communicating or offering their assistance other than through disallowed channels. Agent
work boils down to just gathering the requests of pioneers. Moreover, makers are seen with
wariness and are generally addressed; and lower than anticipated passing are treated in a
remedial manner (Statt, 1991).
Enlistment and choice practices not just try to draw in, procure and hold the HR that society
needs to accomplish their essential objectives, yet they can likewise altogether affect the
design of the labour force, positive change with the necessities and culture of society, and on
long haul actual supportability (Beer et al., 1984). In two significant and connected
examinations, the discoveries of Easter by-Smith et al. (1995) and Lawler et al. (1995) have
added to a social relationship (variety) perspective on human resource the manager with
recording and assurance discovered to be socially agreeable and coasting across open edges.
Labor force arranging comprises of breaking down and making arrangements for the eventual
fate of your labor force. This is done against your present stockpile of human resources,
while evaluating any holes in the management, guaranteeing the McDonald have appropriate
ability the manager set up, and through and through seeing whether you have the opportune
individuals in the correct jobs. That as well as that those individuals has the correct abilities.
This, at that point, assists them with prevailing in their jobs to help your management.
Basically, it's tied in with utilizing and sending ability to keep things chugging along as
expected.
1. 2.2. Operation of HRM
Human asset the board is stressed approximately the enhancement of the two individuals and
the administration in which they work. HRM, at that point, is bolted in not fair in getting and
cultivating the endowments of person pros, however in expansion in carrying out programs
that move forward correspondence and support between those person workforce to maintain
definitive turn of occasions.

The critical tasks related along ethnic useful resource the wood include: action exam and
staffing, management or uses over assignment power, addition and contrast of work
government execution, proof on consideration frameworks because of representatives,
knowledgeable advancement of workforce, or aid on employment power. Security Agency
(EPA), or exceptional state McDonalds, which solve legal guidelines among the domains
over specialist’s remuneration, representative insurance, yet different regions.
1. Employment
Human resource is the main resource for any endeavor since the resource changes over different
resources into the end result. In any case, that doesn't imply that the management begins keeping
a great many workforce without legitimate prerequisite assessment.
2. Permanency Development
Without a doubt, the acquiring on human aid within some administration is vital. Yet, the
McDonald function no longer go into bankruptcy after be mindful the road up to expectation the
world is changing at a fast pace asking for the McDonalds in accordance with trade along it. To
accommodation on in accordance with the evolving scene, the McDonald wants redesigned
representatives.
3. Compensation
Everybody workshop because of half abilities yet the other. Generally, people assignment within
answer because of incomplete monetary advantages. Pay is solely the boat because the
employment done via the personnel in the McDonald.
4. Working Conditions and Welfare
Preparing and Development simply redesign the specialists to work successfully and effectively
yet that doesn't guarantee great usefulness or satisfaction of the destinations. It is on the grounds
that there are factors too which are similarly significant. These incorporate the work space,
conditions, and so on.
5. Motivation

Individuals by and large work to a specific level with full proficiency. After some time, they
should be furnished for certain new impetuses to work. Here comes the idea of inspiration. This
capacity expresses that the HR administrator ought to persuade the workforce with both
monetary and non-monetary incentives.
6. Industrial Relations
The connection of the multitude of workforce in the business is a significant angle for any
management. This capacity is these days satisfied by the HR supervisors in the management.
1.2.3.The Functions of HRM can administer Capabilities and Proficiency
HR directors square the major section concerning an high-quality enterprise – a useful,
developing job force. This requires seeing folks as ethnic resources, no longer charges for the
management. Similarly so together with some sordid resource, a proficient job force execute
lie utilized intentionally according to decorate an management. The HR supervisory team
proposes after the supervisory party how in accordance with intentionally overlook folks as
like commercial enterprise resources. This comprises enrolling then recruiting people with
obvious ranges of capabilities in imitation of associate the McDonald’s current then after
objectives, planning consultant advantages then recommending employee preparing and
enhancement systems. Thusly, HR experts are specialists, now not staff into a disconnected
commercial enterprise work; he instantaneous supervisors of severe issues recognized along
representatives yet or those help the management along accomplishing its goals. At every
degrees regarding the management, directors and HR professionals cooperate in conformity
with cheer up representatives’ abilities. For instance, HR specialists prompt chiefs and bosses
how to relegate representatives after a number of jobs among the management, hence
supporting the administration with adjusting its present day circumstance. In an adaptable
management, employees are raised round in conformity with various commercial enterprise
capacities established over business desires or consultant preferences .HR professionals
additionally advocate procedures because increasing representative constraint according to
the management. This starts off evolved with utilizing the enlisting ring yet coordinating
including representatives including the correct conditions as much indicated via theirs
capabilities. Once recruited, people stand targeted on theirs positions and feel tested atop day
through theirs supervisor.

Supporting the administration in conformity with gain proper varieties and quantities over
representatives in imitation of acquire the operational yet fundamental objectives of the
management. Establishing a favourable local weather because the representatives so
assistance among the turn of occasions and usage on their abilities. Helping the
representatives after hold over the concepts of theirs presentation then improve
appropriateness through potential career configuration, donation to them enough direction,
knowledge based stricture then discovering abroad two-way correspondence. Keeping a
enterprise representative kindred along agreement. Keeping up safety at working
surroundings or education a answer climate because the representatives. Other full-size
exercises regarding HRM incorporate HR arranging, function configuration, employment
study, recruiting worker, tip and consultant compensation, provoking the employee yet then
on permanency.
1.2.4. Analytical evaluation of Resource and Vulnerabilities
 Human resources planning: Through assignment trial and accomplishment arranging, such as
appraisement about the climate and projections because of future business, managements may
measure short-and lengthy tension staffing needs and the integral utilization on the ethnic useful
resource capacities after tackle those issues.
 Job analyses and job descriptions: Occupation study’s are utilized according to symbolize the
errands and responsibilities eager together with every work or after determine the services
wanted to successfully satisfy the job prerequisites. Sets on expectations are the approximate
records. They give a premise after any other HR capacities.
 Recruitment: Different methods are utilized according to make up in appropriate candidates
from job pools.
 Selection: The willpower circle is utilized to recruit the good persons into the situations for which
she are generally fit
 Orientation: Every other representative's underlying prologue in imitation of the McDonald
offers necessary records or makes a fine initial feeling.
 Training and development: Those capacities paintings with the improvement of facts,
abilities, and views wished for personnel to behave in their gift function as well as to get
prepared for headway.

 Compensation, blessings, and reputation: Agencies want to determine fitting types and
ranges of repayment and motivating forces, which includes reimbursement, formal blessings,
and perquisites.
 Performance management: Imparting grievance to representatives on their paintings
execution energizes and upholds improvement. Additionally remembered for execution the
board is training. Reformist control is a different cycle planned as a conventional restorative
interaction to address unsuitable conduct or occupation execution.
 Termination: : Companies ought to address the cycle of representatives leaving the control
because of admirable motivation or end being the ultimate section of reformist control.
1.2.5 Exploration of effectiveness of different HRM practice
The terms look at and abuse had been applied progressively as of past due to
articulate one of the very significant demanding situations standing as much as managements
inside the twenty-first century, the want to analyze and execute new roads of significant
development at the same time as concurrently successfully misusing contemporary capacities
productively, to fulfil enterprise goals (gupta, smith and shalley 2006; graetz and smith 2007;
raisch, birkinshaw, probst and tushman 2009). Study and misuse are opposing somely and
corresponding in others. Organizing their reciprocal cooperative energies alongside their
function contradictions is a difficult management task. Tushman and o’reilly (1996) taken
into consideration managements that play out this association successfully ‘able to use both
palms managements’. Gibson and birkinshaw (2004) recommend that observe and abuse can
be appropriately overseen thru ‘context oriented capacity to apply both arms’ at the strong
point unit level, which could decorate the inconsistencies and concentrate the worth from
both. Nemanich, keller and vera (2007) confirmed that, in new object development, look at
prevails inside the beginning stages and abuse within the later.
1.3. Conclusion
From the above report it has been concluded that in an organization the most important thing
is the department of human resource management. There are various functions involved like
in the form of recruitment and selection, training and development and all have their own
strengths and weaknesses. With respect to this people get different kinds of opportunities and
on the basis of this enhance the level of productivity as well as overall performance.

1.4. References
Amberg, J.J. and McGaughey, S.L., 2019. Strategic human resource management and inertia
in the corporate entrepreneurship of a multinational enterprise. The International
Journal of Human Resource Management, 30(5), pp.759-793.
Ameh, O.J. and Daniel, E.I., 2017. Human resource management in the nigerian construction
firms: Practices and challenges. Journal of Construction Business and
Management, 1(2), pp.47-54.
Andrei, J.V., Panait, M. and Voica, C., 2018. Challenges and approaches for the corporate
social responsibility and human resource management in the financial
sector. Economics, Management and Financial Markets, 13(3), pp.415-431.
Choi, B., Ravichandran, T. and O'Connor, G.C., 2018. McDonaldal conservatism, strategic
human resource management, and breakthrough innovation. IEEE Transactions on
Engineering Management, 66(4), pp.529-541.
dos Santos, J.R. and Pedro, L., 2020. Reinventing human resource management to increase
McDonaldal efficacy. In Entrepreneurship and McDonaldal innovation (pp. 23-36).
Springer, Cham.
Dumont, J., Shen, J. and Deng, X., 2017. Effects of green HRM practices on employee
workplace green behavior: The role of psychological green climate and employee
green values. Human resource management, 56(4), pp.613-627.
Hitka, M., Lorincová, S. and Ližbetinová, L., 2017. MANAGER´ S DATA IN HUMAN
RESOURCE MANAGEMENT FROM THE PERSPECTIVE OF THE WORK
POSITION. Acta Oeconomica Universitatis Selye, 6(2).
Novianti, K.R., 2018. Cultural dimension issues in Indonesia human resource management
practices: a structured literature review. MEC-J (Management and Economics
Journal), 2(3), pp.245-256.
Parks-Leduc, L and et. al., 2018. The professionalization of human resource management:
Examining undergraduate curricula and the influence of professional
McDonalds. Journal of Management Education, 42(2), pp.211-238.
Pegulescu, A.M., 2018. Is Appraisal a Controversial Human Resource Management Tool or a
Motivating Working Path?. Economics, Management, and Financial Markets, 13(3),
pp.224-233.

Project 2:
2.1 Introduction
There are eight functions involved in the process of human resource management and these
are in relation with recruiting and selecting, compensation management, performance
management, benefits, training and development, effective employee relations, health and
safety and ultimately labor law compliance. In an organization it is very important to have
good relations with the department of human resource management. The below report
involves purpose and functions of human resource management, strengths and weaknesses of
all approaches, benefits of certain HRM practices, evaluation of different practices,
importance of employee relations, elements of employment legislation and application of
HRM practices. The report is based on MC Donald’s. It is an American fast food company
which was founded in 1940 by Richard and Maurice McDonald. It is one of the world’s
largest restaurant chains in context with revenue and serves around 69 million customers.
2.2 Main Body
2.2.1 Analysis of the importance of employee relations in respect to influencing HRM
decision-making in your selected hospitality/tourism McDonald
Examine the significance of worker relations in regard to affecting HRM choice
promoting Employee Relations Management Employee relationship the board is a cycle that
McDonalds use to deal with all representative collaborations viably to eventually accomplish
hierarchical objectives. HR can assume a critical part in this interaction, both as far as
preparing and instructing and the executives, about the fact that it is so successful to fabricate
and keep up associations with representatives and to quantify and screen. Analyze those
relations for check that the destinations are met. (Smallbusiness.chron.com,2018) Employee
relationship the executives will discover worker clashes in huge discounts for the association
to do its efforts. The justification struggle is to fill in as certain representatives are centered
around work and others have an imaginative viewpoint and centered individuals like
occupation arranged workers will need to complete work in any capacity. (UK Essays, 2018)
The Important of Employee Relations for Decision Making Sometimes we overlook the main
issue, yet our kindred specialists may come out with splendid thoughts that will assist us with

accomplishing our objectives at a fast rate. Preceding utilizing any arrangement, the upsides
and downsides should be assessed on an open gathering where each worker has the option to
state his other viewpoint unreservedly. For ourselves, we won't ever realize we are incorrect,
we need somebody who can go about as a pundit and right us any place we are incorrect.
There are numerous issues that individuals can't decide. They needs the counsel and
exhortation of representatives also. The association will be a cheerful work environment if
representatives cooperate as a family. Sound worker relations likewise debilitate clashes and
relational battles.
Results Operation is simpler and less weight. Representatives need proposals and
suggestions in numerous issues. Evaluation of remarks and negative blunders will bring about
expanded efficiency and great connection with the representative. A fruitful association
foundation is their people, and the representatives are considered to keep data and abilities in
the association, yet at times this asset applies.
Workers are the vital wellsprings of an association. As Marchington (1992) states,
representative contribution rehearses are started by the executives and intended to expand
responsibility of workers to the association.
Post Information and discussion sanction, there has been an improvement in hazard
expectation. Associations have gotten more adaptable in their methodology and laborers are
offered admittance to preparing and advancement. It has gone to the board's domain that
opportune data and conference is the essential for progress HRM professionals have a
functioning part in controlling new data and discussion methodology.
Dynamic at senior organization level consistently impacts the workers.
'Representatives as partners' has begun as an ever increasing number of workers have
acquired a voice in authoritative dynamic. The idea is political as far as giving representatives
their privileges, mental such that representatives infer pride out of their work and financial as
their business relies on their positions (Lewis and Sergeant, 2004).
Representatives would now be able to impact dynamic from numerous points of view,
unionization being one of them. There are presently investment frameworks and discussions
which representatives can utilize viably to impact administrative dynamic. Complaint
frameworks assist workers with raising their complaints in the event that they believe they
have been violated by the organization .

2.2.2. Identification of the key elements of employment legislation and the impact they have
upon HRM decision-making in your selected hospitality/tourism McDonald
Enactments, laws and different guidelines, for example, The Employment Rights Act,
Equal Pay Act, Sex Discrimination Act, The National Minimum Wage Act, and The
Disability Discrimination Act and so forth should be consented by any business in the midst
of dynamic particularly in dynamic of HRM as it might thoroughly change any choice or plan
set by the HR division. A few components applicable to business are considered in work
enactment which incorporate–
1) Equal employment opportunity- Equivalent business opportunity, is a privilege each work
candidate has all through an employing interaction. It alludes to the security work applicants
have against separation based on their race, religion, sex or public beginning, among other
qualified attributes.
2) Affirmative actions- Affirmative action alludes to the undertakings of human asset office
to guarantee equivalent business openings for all people regardless of their sexual orientation,
religion, nationality, actual capacity and so forth.
Affirmative action inhibits undue advantage to a particular group of people and presents fair
employment opportunity to all sections of the qualified population
3) Sexual harassment- Sexual harassment is in direct violation of Title VII of the Civil Rights
Act of 1964, and it is something that should be immediately handled and resolved by a
workplace’s Human Resources (HR) department.
Sexual behavior claims in the work environment are not kidding and ought to be taken care of
suitably and proficiently when a case is brought to HR. Disciplinary activities, like loss of
advantages, end, or criminal punishments, ought to be taken for disregarding lewd behavior
approaches.
4) Working time regulations- The Working Time Regulations (WTR) award rights to laborers
from the very beginning of business. There are, be that as it may, a scope of adaptabilities,
criticisms and avoidances, which can either adjust the utilization of these rights or in certain
conditions bar them through and through.
5) Wages and remuneration- Remuneration is the pay a worker gets as a trade-off for their
commitment to the association. A representative's way of life, status in the general public,

inspiration, reliability, and usefulness relies on the compensation the person in question gets
from an association.
6) Working conditions- Must be certain their work is precise. Mistakes or oversights could
cost the association cash in lost time or workers. Settle on choices that firmly sway their boss.
They regularly settle on significant decisions about advantages and retirement plans.
7) Welfare, safety and health- It is a conclusive factor in hierarchical viability. It guarantees a
mishap free modern climate. McDonalds should append a similar significance towards
accomplishing high OH&S execution as they do to the next key destinations of their business
exercises. This is on the grounds that, appropriate regard for the security and government
assistance of the representatives can yield important re-visitations of an McDonald by
improving worker resolve, decreasing non-attendance and upgrading usefulness, limiting
capability of business related wounds and diseases and expanding the nature of made items or
potentially delivered organization s.
8) Social security- Social security implies the efforts identified with ensure and support the
victims against the effects of various kinds of undesirable exercises because of that the
existence of people is under hazard. These are called social dangers and incorporate
retirement, infection, handicap, advanced age, survivor, demise of procuring individuals,
maternity, joblessness, and so forth.
Federal retirement aide is an instrument for social change and progress. Federal
retirement aide is the security that society outfits, through suitable association, against certain
danger to which its individuals are uncovered.
These above key referenced components guarantees that legally binding arrangements
of bosses match with those of representatives in consistence with enactment. The sweeping
effect of business enactment when HR chiefs take choices in regards to the positions and
whole McDonald is speaked in the company: The absolute first effect is on choices in regards
to the working environment plans and wellbeing estimations of the laborers where the HR
faculty ought to follow the base necessities else they will be lawfully punished. Once more,
as the vital target of enactment is safeguarding laborers from separation and imbalance,
troughs of HR need to figure extraordinary HR plans and working environment overseeing
strategies.

A portion of the issues that HR Managers in the Hospitality Sector manage are
identified with intercultural the executives, individuals strengthening, and individuals
empowering which are all vital to guarantee that the representatives of firms in the
friendliness area complete their obligations and give heavenly and standout client assistance.
While in prior many years, the HRM in the Hospitality Sector zeroed in on faculty the
executives, it is presently the situation that SHRM or Strategic Human Resource
Management or the treatment of representatives as essential wellsprings of upper hand is the
standard in the area.
Going to the particular social difficulties identified with intercultural the board and
culturally diverse correspondence that HR Managers need to battle with in the friendliness
area, lodgings, aircrafts, cafés, visit and travel administrators, and such rely upon unfamiliar
sightseers and voyagers from around the world for their reality as benefit making elements.
2.2.3. Illustration of the application of two HRM practices in your selected
hospitality/tourism organization using specific examples.
In the cordiality business, the nature of your client organization s and staff
responsiveness straightforwardly affects the picture and notoriety of your inn, just as its
primary concern. Being the bleeding edge brand envoys, the presentation of your
representatives is the thing that drives the genuine serious of your lodging. To remain on top
of things, you need to draw in, train, create, and hold enthusiastic, able, and responsible
workers, and discover approaches to keep them drew in and propelled to play out their best.
Lodging managers need to devise a very much oversaw and powerful ability the board
procedure that makes a culture of progressing improvement, elite, and association wide
obligation to giving first rate organization in a useful manner. In this article, we will inspect
the worth of ability the executives and how hoteliers can remember significant degrees of
client centricity for the cordiality business for ideal outcomes.
Because of the significance of HR the executives (HRM) in advancing seriousness in
the travel industry and inn industry, this survey plan to upgrade the comprehension of viable
issues of HRM all the more critically since it include arranging the organization of HR, as
for achievement of authoritative target further more it shows that the issues either identified
with outside factors, which incorporate innovative change, enactment and guideline, and
public culture, globalization, or inside factors including size, industry and area trademark and

construction of an association, system and past training of HRM. On the issue of HR ability
preparing, this examination audit suggest arrangement of cluster of chance for capacity
building and favorable work space to advance efficiency. Additionally worth considering,
worker, boss relationship, Other factors like mentality and efficiency of representatives,
connection among workers and managers, increment and abatement in monetary resources
ought to be considered.
2.2.4. Critical evaluation of employee relations and the application of HRM practices that
inform and influence decision-making in your selected hospitality/tourism
HRM dynamic interaction gets profoundly affected by representative relations and
business enactments proposed by government. HRM ought to think about both the things
while getting ready for any procedure. Great work connection will help HRM rehearses in
appropriate running. In the event of ALDI its simpler for HRM to carry out new choice in
association as the connection between representatives are acceptable. Additionally,
extraordinary government forced work acts sway upon HRM. A few laws power HRM to
give open position to less or no viable up-and-comer which will be unfruitful for the
McDonald.
Workers connection and HRM rehearses assumes an indispensable part in dynamic
methodology of a firm (Wetzel and Wheaton, 2016). In setting to ALDI, the connection
between workers are incredible and it prompts compelling advancement of plan and its
execution. Likewise, the HR practices of ALDI includes creating correspondence between
workers which help them in making great relations that are fundamental in a powerful
dynamic.
2.3 Conclusion
For every company there are different human resource practices which are involved and are
always needed to boost up the productivity like certain rewards, regular appraisal and many
more. With the help of this employees feel that they being valued and their work is been
appreciated. A company can earn profits and perform well only if there are effective relations
within whole organization. There are many issues that may occur at any point of time and it
would not be possible to deal with those problems alone. At the same point of time when
everything becomes easy because all the people work together. Human resource management
is always considered the most important element for an organization and without that proper

management would not be there. To earn profits and enhancing the level of productivity it is
important to understand about each management system in an efficient manner.
2.4 References
Raghuram, S and et. al., 2017. On theory, technique and text: guidelines and suggestions on
publishing International Human Resource Management Research. The International
Journal of Human Resource Management, 28(12), pp.1640-1660.
Rook, L., 2017. Challenges Implementing Work-Integrated Learning in Human Resource
Management University Courses. Asia-Pacific Journal of Cooperative
Education, 18(3), pp.199-212.
Shao, D and et. al., 2019. Double-edged effects of socially responsible human resource
management on employee task performance and McDonaldal citizenship behavior:
Mediating by role ambiguity and moderating by prosocial
motivation. Sustainability, 11(8), p.2271.
Turker, D., 2018. Social Responsibility and Human Resource Management. In Managing
Social Responsibility (pp. 131-144). Springer, Cham.
Zakaria, N and et. al., 2018. Measuring the dimensionality of human resource management:
The perspective of Malaysian SME owner-managers. Management Science
Letters, 8(5), pp.317-326.