Human Resource Management Report: Google's HRM Practices

This report delves into the core principles of Human Resource Management (HRM), focusing on workforce planning and resourcing within an organization, using Google as a case study. It examines the role and functions of HRM, emphasizing the importance of attracting, hiring, and retaining skilled employees. The report analyzes the strengths and weaknesses of various recruitment and selection approaches, highlighting their impact on organizational success. Furthermore, it explores the benefits of different HRM practices for both employers and employees, evaluating their effectiveness in enhancing organizational profit and productivity. The report also underscores the significance of employee relations and the influence of employment legislation on HRM decision-making. Through specific examples, it illustrates the application of HRM practices in a work-related context, providing a comprehensive overview of key HRM strategies and their practical implications.

Human Resource Management
Contents of the Assignment:

Section 1:
Explain the role and functions of HRM applicable to workforce
planning and resourcing an organisation
Explain the strengths and weaknesses of different approaches to
recruitment and selection
Section 2:
Explain the benefits of different HRM practices within an
organisation for both the employer and employee
Evaluate the effectiveness of different HRM practices in terms of
raising organisational profit and productivity
Section 3:
Analyse the importance of employee relations in respect to
influencing HRM decision making
Identify the key elements of employment legislation and the impact
it has on HRM decision making
Section 4:
Illustrate the application of HRM practices in a work-related
context,using specific examples
Introduction:
The aim of the Recruitment Process assignment is to let on, have the knowledge and to put
in practice the effective principles of human resource management (HRM). The centre of all
HRM operations from any single company are the people and they are able to attract, hire
and keep possession of the skilled workers.

This assignment will discuss the strategies and approaches that can be used in HRM to
optimise the engagement of workers, and how that of HR practises to achieve competitive
advantage. I will also discuss the value of training, cultivation and growth to create and
expand the organization's skills base to ensure it is important to the ever-changing market
climate.
Through the assignment I will redact the way that employers collaborate with their
employees and the appraisal of the good relationship between them at the workplace. The
HRM process law along with the very best practices will make an employer of a business to
be the ,,employer of choice “in the labour of the markets.
Section 1:
Explain the role and functions of HRM applicable to workforce
planning and resourcing at Google.
In the next task I will explain the role and function of HRM that can be applied to workforce
planning and resourcing within the Google company,which is the organisation I chose to talk
about due to their popularity and because it was much easier to find lots of information about
it.This task requires to prepare a report within the organization I chose and to evaluate the
current practices the organization is using.
Overview
Created in 1998 by Larry Page and Sergey Brin, in the last decade Google has been graded
amid one of the top most organisations to work for. The company's protocols and regulations
are considered to be centric to workers, and have been designed to provide their staff with
the greatest amount of incentives. The business has grown over the time and so has the
Human Resource Department that does focus on employee development as each quarter
the organisation scales new heights.The corporation has branches around the globe in 14
states and 36 countries. Many of these include India, China, Australia, Israel, the UAE and
Turkey etc. Its head office of operations are based in California, with the highest number of
workplace framework that benefits the world and has rarely ever seen (Matulich and Kuntze,
n.d.).It has been found out and recognized today that the company's success owes the most
high quality human capital (Lombardo,2015).Just as a fact when the company went public
in 2004, Sergey Bin said that all is for Google people (Matsangou, 2015).
The truth is that for a company to manage its employees effectively, a combination of
Personnel and Human Resources Management strategies is important. Administrative
details and ensuring that right people are in the right position at the right time. Also need to
mention that staff records need to be kept properly and that regulations are followed closely.
By having people inspired to do the best things and preparing them to have the right aptitude
the organisation will be able to achieve the goals.
Definition of HRM:

,,HRM recognises that workers are the key tool for achieving sustainable competitive
advantage, that human resource practices would need to incorporated into the business
approach, and also that human resource professionals support operational managers
achieve both performance and profitability objectively.”
The purpose of this HR report is to inform the management team about the issues and
activities related to the recruitment and selection that took place last April. The report
outlines statistics and results concerning the hiring and on-board process, employee attrition
rate, health and safety record, employee wellness strategy and workplace etiquette
implementation.
Based on the results and findings, the HR team was unable to achieve its April goals with
the hiring and onboarding process, health and safety management and welfare
implementation. Despite significant workforce-related improvements, the team remained
short of its intended objectives.
Purpose of HRM:
Essentially, the purpose of the HRM is to maximise an organization's productivity by
optimising its employees effectiveness, hence a resource manager's obligations that fall into
three main spheres: job definition and design, benefits and compensation, staffing and
employee.
Various strategies and steps for different positions within the company are used by Google's
HRM.
Functions of HRM:
HMR has been described as a process of human resource development through guidance,
integration, staff motivation and individual goals to achieve organisational goals.While
ensuring that all human resource management functions are interdependent, interrelated
and dependent on the particular situation is not easy.Most of the functions are carried out as
a single management activity.
The HRM functions can be broadly divided into two categories:
A. Managerial Functions: B.Operative Functions:
Planning Procurement
Organising Development
Staffing Compensation
Directing Maintenance and motivation
Coordinating Integration
Controlling Industrial relations
In my perspective the HRM's following functions can be adequate in providing the perfect
match of talent and skills to meet organisational goals:
Supporting the organisation to obtain the right types and numbers of employees to obtain
the organization's strategic and operational objectives.
To make sure they will generate a favourable environment for employees who assist in the
development, growth and use of their skills.

Helping employees in sustaining high standards and enhancing the production through
attainable job design, procuring them with adequate guidance, performance and based on
that with the feedback and double way communication meaning here employees to
employer and the vice versa.
Maintaining a harmonious relationship between employer and employee;
Ensuring and delivering a healthy workplace environment.
Other important HRM activities include HRM job design, planning,job analysis, employee
hiring, employee motivation and executive and employees remuneration etc.
HRM Strategy: To be able to manage all the work practices appropriately the HRM team of
the company will have to develop their strategies and opt for the right decisions. By choosing
the right strategies in all of the roles and by giving each the right responsibilities will help the
organization have a good direction in managing.
HRM Practices: The HRM practices which are the main ones and most important like
training and management and recruitment will have to be adequately handled and just so the
employees can commit to the goals and objectives of the organisation that can be achieved.
HRM Outcomes: If the HR of an organization would like to be successful it is important that
they will motivate the people and the retention as well. Only so the achievements will be
great.
Behavioral Outcomes: The workers will need to demonstrate a good and strong reaction to
the strategies and the policies of the company as just by doing so they will create a greater
business environment
Performance Outcomes: The performance will come out just from a great conduct and well
thinking strategies of the HRM team.
Financial Outcomes: the company will have a good production and satisfaction of their
customers if the HRM will have only positive results within their practices.
Explain the strengths and weaknesses of different approaches to
recruitment and selection
Based on the quality of the HR, the organisation had successfully grown. In general among
their employees the company stresses Excellence and Smartness. Within the organisation
one of the priceless values and practices of the HR team also includes carefully selected
recruitment and selection strategies, techniques, methods and high-quality employees
retention. To ensure appropriate workforce in the organisation the process of the recruitment
practices and the selection process is well established. Also the organisation retention
programmes are designed to hold outstanding employees.These programmes also draws
the organisation’s employees. Today the company ranks as one of the best places where
people wish to work. The HRM department indicates success in the selection, recruitment
and retention of employees, therefore comes the popularity and the positive perception
about the company.
Recruitment is the process to discover individuals to work for a firm/organisation.

Selection refers to the methods used to select the best or the very appropriate candidate
for the vacancy.A recruitment and selection process has 10 stages. Recruitment process is
composed of the first six stages. The last four form the process of selection:
Find out the vacancy
Do a job analysis
Creating a job description
Creating a job specification
Advertise the job
Send application forms or apply for a curriculum vitae (CV)
Collect CVs / application forms
Creating a shortlist
Hold interviews / testing
The Selection process and techniques
Depending on the vacant position that a company has offered to be taken by some possible
candidates the techniques of selection that are chosen is to find the right candidate that has
the required knowledge and skills to match the role in the position offered.Some of the
techniques used for the selection process that are the most popular within the organisations
includes assessing written applications,conducting panel interviews and checking
references.
Based on the result of one of the selection techniques the recruitment decision should not be
based only on that.A combination of one or more techniques must be applied on the
candidates in order to assess the skills,knowledge and the capability.
If a company chooses to use the selection techniques in addition to an interview, the
candidates must be informed and offer time in order to prepare themselves.
The examples of the selection techniques are as it follows:
1. Structured interview format:the techniques is it useful to get to know the candidate,his/her
presentation and the communication skills.The interview can be increased by its
effectiveness using the competency and behavioural technique by applying questions about
the past behaviour to the candidate in similar situations as he/she will face in the new
position in that way the assessor will predict a future behaviour of the candidate.
2.Telephone,Skype and video interviews:this type of selection it is usually used when there
are candidates that are coming nationally from a big distance than where the branch or the
company is based or when are candidates that are applying for a position from
overseas,therefore before the assessor will meet the candidate face to face it is need to take
place a telephone,video or skype interview before the final recommendation it is made.Also if
there are a large no of candidates that will be reduced by this kind of interview before the
face to face interview.When this type of interview is taking place the questions applied to the
candidate must be concise and to remember that the candidate relies on verbal feedback.
3. Work simulations:This type of selection is actually divided into:a)work samples:if there are
a large no of candidates this technique takes place to shortlist the candidates no before the
interview.There is not a very popular technique due to time consuming and intensive
resourcing.b)The leaderless group discussion:with this technique usually it is tested the skills
the ability of the candidates to coach, leader, teamwork, building relationships, customer
service. It is usually recommended four a group of candidates and they are made to carry
discussion between each other about different topics.c)The in-tray test;this type of technique

it is used individually and will assess the behaviour in the context of a job similar to the
problem situation.The candidate may be required to write a memo, to analyse data or to
research information in respect to the position of the company.d)Planning exercises: this
technique will assess the candidate ability to allocate resources, to schedule and plan
activities, and to adapt to various situations in the last minute changes.
4. Assessment centres:this type of selection method is usually used on a large scale or bulk
recruitment exercises. It needs trained assessors and can run over 2 or 3 days and it is very
expensive and complex process.The candidates may require to have interviews or written
tests or it may be a possibility to have individual or group exercise and from there the
assessors will collect evidence which will be assimilated and made a final decision.
So by looking into those methods of the selection process it can be said that it must be
considered a proper analysis of a job and it must be done accordingly to the advertising
which is considered to be the most important element in this process in order to manage the
consistency, legality and transparency of a strategic HRM.
Strengths of the selection process:
The strengths of the selection process no matter the technique would be it helps the HR
managers to find out about the candidates skills,ability and knowledge by giving them tests
which is a more effective and easiest way compared with other methods and so they can
find out if an individual will fit into the role that was offered.
Weaknesses of the selection process:
Even if it has a good side of the process selection it has a bad side because the candidates
may not be honest which rarely will give the whole picture.The results of the test may not be
as it should be just because some tests may be ambiguous.
Therefore in order to find the right candidate that matches with the company requirements it
must be considered the tests, online interviews,face to face formal interviews and other
appropriate selection methods depending on the size of the company and the requirements.
Internal recruitment is when a company or organisation, within its existing workforce,
intends to fill a vacancy.
External recruitment is the assessment of an available number of job candidates, different
from the existing employees, to find out if there is one that is sufficiently skilled or qualified to
take place and perform existing job vacancies. It is the process of searching to get into the
open positions in an organisation outside of the current pool of employees.
From time to time there is a need that every organisation needs to analyse and compare
their weaknesses and their strength along with the threats from different external
environments and also the opportunities which can help to succeed and grow the
organisation goals. Such information is crucial to an organisation's survival.
This is called technically SWOT Analysis. Those analyses have the main purpose of bringing
about a balance over time between the firm's operations and the factors of the external
environment itself. The step to success is to take a self-analysis, as is a SWOT analysis
quite important for organisations to find an equity way of working. Being a very powerful tool
to make organisational recommendations and decisions, is it helping make the ideal stage
where work can take place.
Strengths of HRM within Google:

Roughly Google is the very proud owner of over 54,0000 extremely talented and skilled
employees. Upon the success of an individual the Google’s full talent is based on recruiting
the most potential, smartest and talented people. They are usually internally trained in
various areas of the organisation. Competition firms are always looking for trained
employees at Google because of their positive approach to work and their positive
reputation.
Basis competencies – Google is one of the primary players in the tech industry. The firm's
core competency is its strong workforce. Becoming one of the core brands strength because
of their advanced products and services all thankful to the organisation’s HRM strategies
and policies. State-of-the-art technology is used to help Google's human resources grow
and contribute to its organisational goals. Google is working hard to develop its culture of
organisation. Quality workplace innovations and quality work culture for better is one of the
primary Google’s focus in creating all of this.
At Google, employees are being empowered and encouraged to move forward with their
own ideas that can be innovative. Google is offering to their employees a great quality of life
and a casual atmosphere only because the company is fostering the employees creativity.
Weaknesses of HRM within Google:
Employee retention – Working in Google, even if it is for a short period of time, it does help
the employees high on other competitive firms' wish list. Google employs a lot of importance
in retaining staff.However, because they are offered nice benefits and much more attractive
packages by competitive companies to the Google’s employees, retention of employees
becomes a challenge. There are a lot more of the internal risks within Google. The demand
for innovation is always in the market. Thus, such innovation can be possible just with
employees or individuals with an innovative path of working. Therefore innovation depends
directly and strictly on the people who work at Google.
Trends and Updates:
The company currently has 25 positions to be filled. Job hiring is taken care of by the HR
managers, which has already processed 67 applicants for Apryl. HR and hiring managers
employed only 13 of these applicants to fill the vacant positions, leaving 12 more to be filled.
In addition, there were three resignations within the same month.
To make sure that Google's operations are consistent with its activities and its objectives, the
organisation offers nice compensation packages to retain highly qualified employees, that
being one of the main and strategic tools of the HRM team. The total number of employees
of the company in the UK for April is 428.
With the unprecedented pandemic still ongoing, the department has procured face masks
available for all employees to use. In addition, sickness prevention training in the workplace
was arranged for the first week of April to ensure that employees are educated on the
appropriate health and safety measures, practices and procedures at work.
In addition, HR managers have told all workers with symptoms of the virus or other illnesses
to stay at home and operate remotely from home whenever possible and if they so wish.
In addition, last April 20 the department also scheduled a seminar on sexual assault in the
workplace with 250 workers attending.As strictly required by any industry, HR workers will be
expected to carry out additional workplace orientation and training activities that meet
existing requirements and ensure effective results.

Key Performance Indicators:
Although the HR team was unable to meet its recruiting and onboard goals for Apryl, the
latter's recruiting pace of 52 percent was substantially higher than the 35 percent of the
previous month.
In addition, the budget increased for work openings and recruitment ads on popular websites
and agencies.There were also just three resignations in April, a boost compared to last
March's 15 resignations.Cases of virus infection dropped by 15 percent in March, falling
short of the company's 20 percent goal.To lower the rate of sickness and absence in the
coming month, the department needs to be more meticulous about its health and healthy
policies.HR managers told all sick workers to remain at home even with the smallest
symptoms to prevent transmission of disease in the workplace.
The organisation also ensures that workers comply with their zero workplace discrimination
policies, which have yielded good results so far as no incident reports have been published
during the month of Apryl.
Focus Areas:
The HR department must prioritise recruiting and on-board activities as it is still seeking
eligible applicants to fill the remaining 12 vacancies.The department will also concentrate its
attention on evaluating and tracking all improvements in the performance evaluation and
compensation programme to improve employee satisfaction in order to help minimise and
avoid employee turnover.Despite zero allegations of sexual assault in the workplace in April,
the department will continue to provide advice and training on appropriate workplace
behaviours and attitudes to help deter incidents and strengthen workplace labelling.
As the organization is in need of more employees and the vacancy is still unfilled I will
produce myself for your recruitments to take place quicker an Advert for the role of a
Manager Assistant within the HRM team that will be placed on the main google website
within the section carers at Google.So the process of recruitment will take place online as it
was expected from such a large scale company.
Section 2:
Explain the benefits of different HRM practices within an
organisation for both the employer and employee
In this section I will explain the different HRM practices within Marks&Spencer company that
are beneficial for the employers and the employees within the company mentioned above.
Marks&Spencer was established in 1884 by Thomas Spencer and Michael Marks from
where also the name of the brand and at the moment is one of the most popular and
appreciated top UK retailer that has about 730 stores in the UK and another 361 other stores

over 40 countries worldwide.M&S it is specialised in luxury apparel and food products. In
1998, M&S was one of the first British retailers to achieve a £1bn in tax-free profit. M&S
employs 81,223 people worldwide as of 2012.
M&S customers have a large range of choices on what they'd be shopping for. M&S has
specialised in selling also electronic products, financial services and energy products, and
not just food and clothing. M&S has also grown as a company because they are present not
only as stores but also in the online media where customers can purchase their products
24/7.
With the help of the HR initiatives in the last decade the M&S can proudly provide staff
training that has reached another level in our modern life and to engage them in their roles
with quality. The Business Partner Model that was developed by David Ulrich is one of the
models that is very known and used in large-scale organisations such as M&S so they can
shape their Human Resource policies in an business environment that can always change
and be malleable around them.
M&S HR was not long ago being transformed; the performance of the service department
and administration was transformed into a very active role within the organisation. In the
strategic level the transformation that took place, ensures a better spreading of resources,
and the skills of the employees that are at various levels would need improvement and
training. Strategic HR management complements core competency, the sharing of
knowledge within the organisation and reaches to intellectual capital and a culture of
constant learning that is essential to the great success of a company. Porter and Smith
(2006 ) state that continuous development of employee skills mainly works towards
achieving broader business goals. The HRM within the M&S has embraced that model of
resourcing that would spread loyalty and transparency as well as trust over their employees
within all sectors of the company so that they would be better engaged within the
performance of the company. By the engagements the company refers to each employee
that must know their responsibilities within their roles so they will feel somehow connected
to all the companies actions and so they can understand that their skills and knowledge in
their roles makes the difference for the company as a whole.
Benefits of training and development for employee and employer:
Right from the start of their work the HR can appoint employees and to start the induction
program as per new recruits. Doing so helped them start their workforce development from
the first day of their work. Candidates from various cultures will bring diverse skills and
potentials as people have various styles of learning and engagements which will drive them.
For keeping the sustainability of the organisation for the future the most significant aspect of
the HR function is to allocate resources as per company budget. By applying this technique
the employee feels that their needs are well reviewed by the company therefore their work is
appreciated by the company at their highest level. There it comes the slogan: when
employees feel that they are valued they will be more committed to their job so 'Employee
Champion' has been created. The HRM team from M&S will assess its workforce and will
train staff that have exceptional management skills. High-performance employees are
regularly selected for more demanding roles. In 2010/12 the company trained 4000 and the
executive staff so they could support the growth of the company worldwide. For the company
to reach the objectives and the goals settled they will make sure that their employees work

together at all levels. By doing so , M&S must ensure that a right number of skilled people
will do the right job at the right time. Recruitment process is performed in such a way to
attract the right level of managerial or operational applicants.
Benefits to the employers:
Bratton & Gold (2000 ) discussed that one of the best accomplishments that an organisation
can have will be to generate transferable skills among its employees. Nowadays there are
no companies that can guarantee a job for life and in today's economic situation people
would need to evolve in their work. By being one of the top employees they will have the
ability to choose about the job scope, about having a secure job, the way promotions are
taking place, etc. In a structure of an organisation on the priority list first comes the
customers and to maintain their satisfaction an excellent service must be delivered to them
and this is one of the primary aims of the M&S and by doing so the company needs the right
people at the right level to proceed within the company’s operations. There are about six
levels in the company; those levels are there for managing and controlling people in an
organisation. Those specific skills, competences and knowledge will be found in every level.
Each year at the beginning of the February month the process of people planning takes
place and there is a continuous review process in May, August and November which allows
M&S to go into the recruitment process as required by the company. The company then is
creating a request that is in need of new personnel as the continuous process allows
flexibility and time. Thus will allow the company to grow with new stores maintaining the
same standard of services and products.
M&S is trying to access more often the process of recruiting internally to fill the vacancies as
it knows that it is very important for the staff members to motivate them and improve the
level of their career into the next one and to make it successful. M&S has a scheme called
“Talent Planning” and they have an annual evaluation process which allows the current
employees to apply for a 'higher rank' job. The employees then start to associate which is
the higher role/job they would wish to reach or they are matching better, then they will
explore those ways to achieve them. With the help of their line managers will work out the
required practical, assessment and behavioural skills required by the higher role they will
wish to apply. The senior managers will train the candidates and will make a way for him /
her to attain the job role of their dreams. With this scheme that M&S has implemented within
the company not only that it helps to succeed as a company and the very talented
employees are retained but also the company is promoted as one of the best workplace.
People will get very interested in applying/ working for the company because they will know
that they are with a good employer who appreciates them and cares for their personal
goals.
Evaluate the effectiveness of different HRM practices in terms of raising
organisational profit and productivity
Within this task I will evaluate the HRM practices that are beneficial for the M&S as a
company raising their profit and productivity.

Nowadays the employees are offered by their employers the opportunity to grow and
develop their skills and knowledge. M&S apply surveys to their staff members regularly to
find out and to identify the level of motivation and where possible changes that need to be
applied. These surveys that are taken place regularly lead to the improvement of the work
environment performance in the operations around the company.
M&S strategically integrated HR into their business. Managers will need and have to take
into consideration when making decisions the HR functionalities. One of the strategies that
M&S applies to their employees is to tell the company’s goals in order for the HR team to
take action and improve them for the future.
HR concepts highlight that it is important to adopt a systematic research method to sustain a
continuous workplace professional growth to accomplish wider objectives. Within the M&S
company this systematic development involves the identification, outlining and development
of needs.
David Guest argues that Human Resource Management is an organisation's uttermost
necessary aspect, by reason of helping human possession contribute to acquire the goals
and objectives. He has matured into a guest model that encounters the importance of HRM
as it helps enterprise firms to efficiently habits operations on the inside and exterior market.
Under this model , usually there are two categories, which are the Soft HRM and the Hard
HRM. Each category is designated to adequately manage organisational aspects and the
existence of such things does have a contact on the height of productivity. The model is
commonly associated with the organisation's critical administration, and is it following the
engagement with organisational goals. The guest model applied has further enabled the
company to delegate potentiality and to eventually be more flexible. No matter which model
a company is applying the most beneficial and valuable resources are the managers and
therefore emphasising all of this they should be positively used at all capacity. The line
managers are responsible for managing their work aspects according to the company's
strategic purpose and aspirations. Both line managers and HR managers are designated to
promote outstanding employee liaison and therefore the objectives will be achieved. Line
managers need to focus on all the critical organisational conditions determining a way of
communicating with the others.
They will also have the ability to develop appropriate employee communication and contacts
so that they can also commit to the achievement of organisational goals and objectives. Line
managers also have the right to direct all the procedures in an important and critical way, so
each role can be managed productively. Focusing on strategic HRM helps the line managers
to accomplish collective goals in an efficient aspect that is crucial for long-term continuous
competitive assets.
All those conducts have made the employees take into consideration strategic values no
matter what roles and responsibilities each person is playing. HR practises are established
based on organisational goals and specifications; employees then will need to understand
those conditions. On the other hand employers have the mandatory obligations to
emphasize on the competencies and skills of each employee
By learning all those distinctive conditions that are very important for their own job roles they
are also contributing to obtain the goals of the company. Furthermore, the performance of
employees should be systematically reviewed in the conditions of promising and provoking
them to achieve better productions.

Evaluation is one of the challenges confronting companies . This evaluation and recognition
helps formalise and provides room for progress. Given that, we know that M&S runs one of
the most popular and appreciated brand products and services in one of the very highly
competitive retail sectors, therefore it is important for them to keep up their growth by
retaining a higher level of staff. Achieving the goals and objectives and also the growth of the
company, they will have to acknowledge that on a regular basis the employees will need to
attain their operational goals. The HR department must continue to help M&S strengthen it
when necessary. In order to create a very high skilled structure within its operations, there is
a central element that helps in the organisational strategy and that is the HR team.
It does need to earn an active part in the creation of strategies for a successful HR. It is vital
for HR to set out organic learning strategies and to develop intellectuals that also enhance
core competencies of companies. Those ethics are critical for successful organisations. The
employers nowadays are trying to implement within the HRM team to train the employees in
order to form a highly skilled workforce team.
The primary objective of a profit business is to regularly maximise the investment of the
shareholders. The HR department will need its professionalism and competences so they
can save where it will be possible and to invest where it needs to accomplish this with limited
resources available to them . By making those investments certain in the right place, the
profit will increase and that means a benefit for the company.
Jackson (2002) suggested that in order to get a good performance from the employees it
must place greater emphasis on their performance. According to Chanda and Shen (2009),
any decision making must be kept on top of the organisation’s priorities, even the employee
issues and like that they will feel motivated to carry the organisation’s values. Being one of
the biggest private retail employers, M&S has proved over the years its involvement in talent
resourcing. With their own outgrown initiatives they have managed to create a learned
society.
Conclusion:
Various key points regarding M&S HR practices have been identified from the study. M&S
has and will have considerable and continuous management in the department of the HR
and in addition to that they will need as well for their employees to think of better
development plans. M&S can be settled as one of the market leaders for their employees by
making available a vast range of resources.
Section 3
Analyse the importance of employees relations in respect to influencing HRM
decision making
In this task as it is required, I will analyse the importance of employees relations in respect to
influencing HRM decision making within the Google company.
Sometimes the employees are one of the most important resources which often is left
unused but they will remain a strong source of ideas and knowledge. Its people are the solid
foundation of any successful business. For an organization to reduce outsourcing and to

increase productivity it is necessary that in the process of the decision making the
employees be implicated as well.
Boosting the productivity:
When the employees participate in decision making, they will acquire for the organisation
and even for themselves success and personal stake and professionalism. So to see their
efforts overall succeed they will have to actively participate in different aspects of the
organisation and this commitment will lead to increased production. This not only benefits
the growth of the company, but also provides training for the workers in their role. Increased
accountability expands employee skill sets, which additional responsibility for the future is
implemented.
Healthy work environment:
By taking part into the decision making process will provide for each employee a chance to
express their ideas and share their knowledge with the others. This will have a strong
impact on the employees to make them work as a team and will also help to get between the
managers and the employees a good relationship. The expression of points of view opens
conversation between employees, with each employee upgrading their skills and strengths.
To increase the performance, the effectiveness and the work in a team it is recommended to
collect information about the environment where the employees are performing and if
needed training to be placed for improvement.
Retaining employees and help them develop within the workplace:
The HR professionals of Google use strategic tools and resources of industry associations
to the criteria of employee performance against standards. These HR professionals within
the Google company help to identify performance gaps in their own businesses by analysing
the operating models of the other competitor companies in the market. Then, they will
design, develop and implement training programmes to keep track of employees. As per
example, if managers report lacking project management skills for their employees, typically
the HR department will return with plans and decisions like for example by buying or
developing suitable project management courses and supplementary resources. In addition,
they will also make important strategic decisions, such as requiring staff to achieve a
certification credential, which ensures that the company will for sure accomplish their
strategic objectives but in order to do so it must have the right skilled people.
Employee relations in the workplace:
For a business or a company to keep healthy and as a whole the relationship between the
employers and the employees must be smooth and delicate.The employers must make sure
they offer to their employees satisfactory benefits and payments on time.As well the
employees must make sure they comply well in their role and give to the employer the
satisfaction of reaching the company’s goals and objectives.Employees that works well
together and do quality work where they support each other will form a nice ambient work
environment and therefore the employee retention will not be affected.On the other side if it
happening the work environment to be toxic and the relationship between employee to be
poisoned thor morale and motivation will turned law and therefore the company will have
some disaffected staff members.
The role of trade unions:
The Trade Union is a voluntary association and their members are people that are
employed,people that earn salaries and union leaders and the motto of those members
is:’’Unity makes strength’’.

The role of trade unions is to make sure that their members receive welfare regarding the
reliability of their trade,by being paid fair wages to make sure they are economically
benefiting within the contract agreed, and by safeguarding their interests.Another important
role that they have is to make sure that their members are protected by unfair dismissal at
the workplace and they will assure that their job is secure and the working conditions are
within the agreement made and respects the law in place.
Collective agreements practices:
The collective agreements are deals that are taken place between the employers and the
unions.The agreement will point out certain terms and conditions about the employment for
the people that work in a company.Those people usually are represented by a trade
union.The Collective Agreement can require to negotiate any of the terms and conditions
about the employment agreements.
Discipline practices:
For a business or a company to be successful regarding their employees it must have in
place a policy and some regulations that must be followed.If it happens that the employees
violate or break those regulations and policies then a disciplinary system must be in place, in
order to apply those corrective measures to the individuals that has broken the
rules.Depending of the severity of the violation the measures of discipline must be from mild
to severe.The forms can be terminal of the contract for the individual in cause, disciplinary
review,employee privileges or verbal warning.
The goal of those practices is to keep a productive and positive work environment and not to
punish the employees.
Grievance practices:
A grievance is a form of a complaint that is formal and that it has been raised from an
employee to his/her employer.The company must have their own grievance procedure in
place and the employer must follow the procedure fairly and in full for any case of
grievance.Sometime the case can reach the employment tribunal.The investigation of the
case must be consistently and gatter as much information as it can, then any individual must
have a chance to their say before a decision it will be taken.In some cases a mediator it is
used that will work with the both sides to find the best solution, if the both sides agrees so.
Redundancy practices:
A redundancy will take place if any of the cases it is happening: 1.The business is closing
down temporarily or permanent. If the decision is not genuine it can not be challenged.
2. The workplace is
closing;this usually happens when a chain of shops closes down one branch from all of
them.Again the decision can not be challenged if it’s not genuine.
3.The workforce reduced,
this will happen when the employer will reduce the numbers of his employees in a specific
area or as a whole. Here it may happen that the employee(s) will become redundant.
The employer must show the reason why this has happened and also to give to the
employee(s) in case warning enough in advance.The law regarding the redundancy is found
in the Employment Right Act 1996 and the Labour Relation Act 1992.
Conclusion:
Google's objectives have consistently been to create an atmosphere where the employees
can flourish their interpersonal relationship within the job and the employer of the company.

Organisational goals can be achieved if the employee and the employer will work together
and with the help of a well structured and well designed HR policies they can create a
unique culture as Nightingale in 2008 wrote in his book. Husser in his book from 2010 was
stating that, ,,strategic management of human capital is the most powerful lever for
innovation and growth in the knowledge economy of today" .
Identify the key elements of employment legislation and the impact
it has on HRM decision making
Like all the companies in the UK and not only even the ones worldwide it is required by the
law that, they will respect and implement the legislation required by the government of the
country where the company is based or where is it trading.I will show in the following steps
some of the legislation that are required to be followed by any single company in our case
Google in UK.
The Employment Act 2008
From this act we do understand that the role of the employer in a company it have to
honestly follow statutory techniques to a function in which the organisation processes are
guided through a code of practices and standards of fairness and transparency representing
a fundamental trade in disciplinary and grievance processes
When the industrialisation spread throughout the globe this interesting employment
regulations got here into pressure. In truth this Act brought a lot of change. The employment
tribunal complaints must remain in the hotel in case there are any issues between the
employees and the employer and they will need firstly to get to the bottom of their
disciplinary and criticism problems informally.
So the code lays down that what is regarded to be the exact practice and a practical fashion
of conduct through each party and that will depend on the circumstances of every case and
the dimensions of the organisation and will be determined by means of employment tribunal.
A failure to comply with the code is not criminal, work tribunals are anticipated to take the
code into account when deciding proceedings. If the tribunal determines that there has been
an affair inability to comply with any clause of the regulation then both parties has been
irrational.
Equal Pay Act 1970
The legislation sets out conventions that men and women that work for the same
organization are designated to the same wage rate from the company, whether they are
doing the same job. There shouldn't be any discrimination over pay. There are three
categories where further down the comparison will be refined. First point, work 'like work'
which is identical or predominantly similar. Second point, jobs graded the same under
non-discriminatory career appraisal operating scheme within the organisation. Third point,
work which is of 'equal value’. The ultimate clarification stems from the Equal Value
Regulations of 11983 that was popularised after a judgement of the European Court of

Justice in which the United Kingdom had found lacking to enforce the Article 119 of The
Rome Treaty relating to equal pay. This modification pursued an alternative in which a
reduced paid woman looks at her job and carries out the same value as the diverse work
that a man performs.
But that in house mechanism does not exist. It serves to make that comparison.So under the
Equal Value Regulations if it is happening so to a woman she can take the opportunity to
make an argument for fair pay and the tribunal shall Commission an non-partisan adept to
examine the assertion and generate what a concise work appraisal report really is. The
expert is expected to compare jobs with aspects such as competences, responsibilities and
oversight.
In practise, however, this process is very complex, with few employees taking on the
challenge of lodging a claim if they are not with the support of their union or EOC. There
would be few exceptions that disclose to situations in which there is a 'Genuine Material
Defense' claim by the employer. That's it where an employer accepts a difference in pay but
justifies it by a
reason that is not gender related. This can be put up because, for example, the greater paid
male performs larger than female do the same job, or will have better job suitable
qualifications.
Race Relation Act
Fistly was introduced in 1965.The Race Relations Act 1976, as amended via Race Relations
(amendment) act 2000, makes it unreasonable to discriminate against any men or women
on grounds of race , colour, nationality (including citizenship) or ethnic or countrywide
origin.The amending act also imposes standard responsibilities on several civic bodies to
advocate racial equality.
That act makes it illegal to discriminate unreasonably on the grounds of race, colour ,
nationality, and ethnicity. Once more GOQs are permitted solely in few limited cases of
authenticity, for example in an delegated role and in particular well being services that are
provided.
The Racial Equality Commission is an openly subsidized, nongovernmental body
established under the 1976 Act to deal with racial injustice and to popularize racial equality.
Their primary tasks and responsibilities are to:
Provide material and instructions to those who think they had endured discrimination or
molestation by race. Undertaking considerable causes of discrimination in the public ,
private and voluntary sectors through advertising good and best Equality Opportunity
practices.
Raising attention of racism , prejudice and ethnicity
Positive contributions by minorities to a rewarding diversified UK through public awareness
and education programmes.
Conclusion:
As per my knowledge and understanding Human Resource managers have many
responsibilities within an organisation, as they are trying to protect the employer and the
employees interests. They are managing the employee relationships for employers, they
protect the employees rights by law making sure that the employers operate within the
scope of the labour and employment regulations. Human Resource Managers are also

helping in making soft and get into a mediation when disputes are taking place within the
organisation, even between staff or if it is between management and the staff. They will
also define appropriate behaviour in the workplace and interpret business procedures and
policies. Disrespectful behaviour and inappropriate language, poor attitudes and
insubordination in the place of work that can lead to conflict and disciplinary actions are also
one of their main tasks.
Human Resources managers offer great support to the staff members who feel they have
violated their own rights within the company. The workers from a company that are
experiencing discrimination or harassment can contact Human Resource Managers to help
in remedying the case. The HRM will therefore consider anti discrimination and harassment
laws and supply legal support for employees in cases that involves conflicts among
employers and staff members to prevent potential lawsuits. When the employees would
need some information are required as for example: if a worker that has a question
regarding employment issues and no answer is given by the direct supervisor, the question
is regularly referred to the human resources team. All the information about absence leave,
assistance programmes for employees and compensation benefits for workers, employees
benefits, the need of personal assistance, all the answers to all of this are given as well by
the HRM department and of course they provide confidential guidance to human resources
managers.
Section 4:
Illustrate the application of HRM practices in a work-related
context,using specific examples
Human Resource Managers have the responsibility to help staff members to develop
themselves within the company by being trained depending on their skills and aptitude.
Based on the needs of the workers they are responsible to determine the appropriate
method of delivery and to organize training programs which will introduce the training
materials that are helpful in the employees development. The employees that would like to
improve their skills and knowledge are helped by the HRM team. HR will have to offer
training opportunities to the employees and then they should take advantage of this
regularly so they can get that extra experience. Additionally, workers that would like to
improve themselves and take a career path to seek opportunities for the future will benefit
as well from the help of the HRM.
So to save time , money, and to provide reliable assistance to the company over long term
from those employees that know the company well it is better to use the employee, rather
than outsourcing in the process of the decision making. Some of the organisations are hiring
external consulting firms which will be expensive for the organisation it also consumes time
by updating them in different parts of the business therefore will not be so helpful in specially
economically and will be distressful for the HRM team by giving as mentioned above
updates.
Downwards will be found and advertised posted by the current Manager Assistant which was
empowered by the HR Manager to find another person/candidate that can come along the
team and help in the company.The assistant has made an advert and has been posted
online for the candidates to apply for the position offered.

Advert:
Job opening for a Manager Assistant!
The Google team is currently looking for a creative and self starting candidate to fill the
position of a Manager Assistant to complete our HRM team.Google's products and services
lines to customers never ceases to grow. Strategic HR Managers are getting a rare chance
to develop a long-lasting relationship within the employee and the employer.. You will
cultivate these existing relationships to ensure that they are able to take full dominance of
the Google's growth offerings suite. You will have heavy relationship development skills and
you must be able to achieve mutually beneficial opportunities with the employees for our,
products and programmes to be promoted in the best possible way.You will work closely with
all the HR Managers and other Business Development (BD) teams as a Manager Assistant
to develop and implement the global relationship strategy that enables our Geo products,
including Google Maps and Local Search to succeed in the market. You will help develop
and implement our global partnership strategy which enables the goals of the Google Geo
products.
In addition, you will work closely with our product teams in Urban Mobility to help shape our
product strategy and go-to-market. You'll also work with cross-functional teams to source,
arrange, and execute complex Google agreements, and operate as part of a
high-performance team.
The managers that work for the Google company are working with a vast array of partners
from all over the world to bring to the company the best power of their business.
The following table is showing the most important requirement for the role of an Manager
Assistant that is required for the candidate to have.
Job role Manager Assistant
Company Google company
Accountabilities Working on a well defined bookkeeping and
much less complex within the admin team
Giving standard correspondence to the
employees and employer
When and where necessary resolve basic
enquiries and issues
Main task to input data into the
computerised system
When work is processed give close
supervision
Performance indicator Accuracy must be given when completed
tasks are done to service standards
Refer where appropriate

Being effective at resolving enquiries,and
making sure that the assessing when to
refer is it done accurately
Learns from instruction and supervision
Accuracy and speed of input
Knowledge,skills and experience Experience developing relationships,
building contracts or project pipelines and
executing them within deadlines.
Ability to speak and write fluently and
language wise in English.
Ability to assimilate basic data and
information Numerate
Ability to work under pressure
Proven track record as a strategic product
management , general management, or
sales at Google or another media company.
Expertise in the area of urban mobility and
links with mobility players and local
authorities.
An advantage would be to have the ability
to speak 2 or 3 other languages and able to
interpret legal documents and when
necessary having contact with lawyers on
the specific language of the contract
Effective analytical and reasoning skills,
with the ability to structure model
partnerships and handle technical,
contractual and financial concerns as well
as discuss agreements.
Education and qualification Educated to A level standard
Good grades in English and Maths
High School diploma; BSc in Management,
Business or relevant field is a strong
advantage
Work experience 2–3 years experience in a supervisory role
Managerial experience
Abilities Good verbal communication skills
Good written and numerical skills
Managerial skills
Analytical skills
Computer literate
Planning and organising skills
Good business acumen

Motivation Self-motivated
Desires career advancement
Competitive
Ambitious
Results oriented
Prepared to invest in staff development
Personalities Socially confident in all situations
Diplomatic
Able to direct and control others
Empathetic
Persuasive
Able to cope under pressure
Adaptable
Creative and innovative
Circumstances Commitment to overcome difficulties in
meeting work requirements
Lives within 1 hour’s travel from the office.
Unsocial hours,mobility
Benefits Salary between 34,000-38,000 depends
upon experience
Pension
Free parking on site
To keep our employees happy and healthy
we offer medical services and also health
care coverage, that includes the nurses and
physicians within the workplace.
The personal vacations and even the work
related ones are covered with emergency
assistance and travel insurance.
For the new parents the company offers
well paid parental leave.
To the deceased employees' families we
offer death benefits.
Google also offers a Global Education
Leave program.
To help with the mood, employees are free
to bring their pets to work
The job of a Manager Assistant is to make sure the company is running smoothly. An
assistant manager position is perfect for the individuals who enjoy completing a variety of

tasks!A manager is making around 38,000£ a year.If you feel that this position is for you start
your cover letter and resume now.
Advantages and disadvantages of the current method for hiring an Manager
Assistant
Advantages of the external recruitment:
As with any of the recruiting methods, hiring an individual from outside rather than promoting
from inside of the organisation will have advantages and disadvantages.
When the recruitment process is it open to recruit externally, the chances are increased in
finding the right candidate for the job.
For a company to remain competitive on the market the external recruitment will provide
opportunities and will become a fresh industry.
In hopes of getting the next promotional chance the employees that currently are within the
company to achieve and to produce more they can be motivated by bringing fresh and
talented individuals from the outside.
By targeting the key players that can make a success of its competition will allow the
company to look outside of the organisation. For a competition to be successful it must gain
an insider view that will enable it to recruit an individual with a tried and tested record. By
doing so the organisation will have the opportunity to remain a step forward in front of the
other contestants.
For an organization to encounter its eligibility criteria it will require to hire a professional
candidate from the outside of the organisation which will open many chances in finding
knowledgeable and highly skilled applicants.
Disadvantages of the external recruitment:
Hiring an outside candidate has some potential disadvantages:
It can happen the process to be longer and to cost more than hiring from the inside of the
organization, therefore financially not convenient.
There is a possibility that the morale of employees will be harmed because current one may
feel that this will reduce their chances of being promoted.Productivity can be also decreased
because the morale of the employee decreases.
It also may happen to take longer for an external candidate to be trained with the system the
organisation is using; hence it can take a little longer for the candidate to get up with
everything and run.
It may be hard to predict if the person that just has been hired being a he or a she will be
perfectly fit in with the organisation and its employees. While a new candidate can come in
with fresh perspectives and ideas, for the organisation this can be detrimental, as those
ideas may or can cause conflict and contradiction with the current employees.
Advantages of the internal recruitment:
By recruiting staff internally for a new position that is vacant is cheaper and faster than
externally, just because it leverages the employees you already have.
Also by accessing the Internal recruitment process the loyalty is promoted, and can even
improve the morale of employees, which for the existing staff it's like a reward.

On training as well the time and the money will be saved , since the candidate from the
inside the company will have more organisational and cultural knowledge.
The employee turnover will be minimised as well. By fitting the right internal candidate into
the role that fits with the personality and skills it means that the company increases the
retention of the employees.
Disadvantages of recruiting internally:
Because the current employees are comfortable in their own roles and do not look to
improve or develop themselves to make a change, the chances within the organisation that
are looking for new innovations and ideas being recruited are limited.
Another disadvantage is that in the workforce a gap will be left.
So if a candidate have been recruited from the inside of the company for a higher or another
vacant role that fits with their knowledge and skills the company will still need to recruit again
from the outside the vacant position that will be left over by the candidate that has been
taken the post internally, again another process that will need to take place.
Continual internal recruitment can lead to a perception which will be stagnant and not
adequate for the future of the organisation.
Sometimes the employees can become overly comfortable with the process of an external
recruitment that will take place as necessary even if this can change things around
somehow.
Recommandations:
The Department will continue to create, strengthen and enforce organisational strategies,
reading or introducing programmes and training courses after completion of all required
employee evaluations. As the recruitment is happening to be reactive and to focus only on
the needs that are based to not take long time, the resourcing is strategic and will lie on long
term. According to the research by the Corporate Research Forum (CRF), by replacing the
traditional recruitment model with 'resourcing' could help organisations tackle the war for
talent.As part of building a successful resource strategy employers also need to consider
how the recruitment process views of candidates evolve in terms of employer branding,
transparency, and values.'Resourcing' not only attracts the right talent but also makes it
fairer: 'It's much more meritocratic’( affirmed Tomas Chamorro-Premusic a professor of
business psychology at University London College and Columbia University in a report to HR
Magazine).He also mentioned that ,,Recruitment is about selling a job to someone who can
and is willing to do it and the resourcing is about looking at the organisation's long term
needs. That is a much more holistic approach’’.And with that being said for me, recruitment
is the process, what we need to focus on is what we recruit people for, the experiences,
traits and behaviours we need to make a successful business.By integrating our approach,
we can be consistent in looking, when appropriate, at the talent we have within our
businesses as well as externally. By having people in your business who are Talent Scouts
rather than just HR or Head of Talent Acquisition, you are shifting responsibility and effort
back into the business, which means that we are solving real business problems and not
only to fill up an empty position.Therefore transitions and changes will start by mid of May
within Google.

Through the Linkedin the company has found two potential candidates which will be
considered for the position and as the interview is approaching we have considered 5 job
related questions that will be applied to each of the candidates in order to get the best
suitable person into the role of a Manager Assistant.
Questions:
1.What are your weaknesses?
2.What are your strengths?
3.What attracted you to apply for this job?
4.Why do you want this job?
5.Why should we hire you?
Offering letter:
Dear candidate,
The UK Google team is very excited to meet and to get to know you in the following week.
From reading your CV we got very impressed with your background and as you have been
successful in our online interview we would like to formally inform you that we will offer you
the position of Manager Assistant.
This would be a full time position between 9AM to 6PM.We will be offering you an annual
gross salary of 38000£.You will also have all the benefits stated in the advert where you
found and applied for the position.
You will be entitled to a minimum of 5.6 weeks paid annual leave. We will discuss this in
more detail when we will meet face to face at one of our offices in London.
I am attaching a letter with more information about your compensation plan.
You will have about 2 weeks training from one of our best managers in the team to help you
in your new role of Manager Assistant within the office you are needed. The office is based
in Bank , London. I will mention the full address with all the other information in the attached
letter.
You are expected to come and sign a contract of agreement before you will start your work,
and the date will be stipulated in the letter attached to this email.
Your employment should begin on the 2th of June if everything works well and we will sign
the contract as per the date given.
We would like to have your response by 20 of April. In the meantime if you do have any
questions please feel free to contact me via email or phone.
We are looking forward to having you in our team.
Best regards,
Genoveva Robu
Conclusion about the HRM within the Marks&Spencer:

The conclusion for the Marks & Spencer case study shows that the employees are getting
quite few benefits. In addition , the organisation had specifically applied the legal aspects for
equality and diversity. Each employee must have equal opportunities and no discrimination
of any kind should happen in the organisation as this is likely to hamper productivity and
performance at work. The study also investigated the impact of discrimination on both the
employees and the work environment.
Furthermore, it has been found, with the help of the current research report, that the
performance management system plays a crucial role in evaluating the performance and
productivity aspects; thus, several methods of measuring performance aspects have been
discussed for this purpose.
Conclusion about the HRM within the Google organization:
In the modern business world, the need for effective HR practises can not be ignored.
Through this research paper, we have found that HRM plays a very important role in an
organisation's performance. A company can have a great product/service but it's less likely
to be successful without the support of its employees. Having a satisfied workforce has
become a competitive advantage for companies as it can ensure that the best performance
of employees is reflected in the company's performance.
References:
Muller-Heyndyk, R. and Taylor, J., 2020. Organisations Should Focus On ‘Resourcing’ Rather Than
Recruitment. [online] Hrmagazine.co.uk. Available at:
<https://www.hrmagazine.co.uk/article-details/organisations-should-focus-on-resourcing-rather-than-r
ecruitment> [Accessed 13 May 2020].
2020. [online] Available at:
<http://www.hcamag.com/article/a-look-inside-the-google-talent-machine-112999.aspx> [Accessed 10
May 2020].
Sullivan, D., Sullivan, D. and Archive, A., 2020. How Google Became The #3 Most Valuable Firm By
Using People Analytics To Reinvent HR. [online] ERE. Available at:
<http://www.eremedia.com/ere/how-google-became-the-3-most-valuable-firm-by-using-people-analyti
cs-to-reinvent-hr/> [Accessed 11 May 2020].
Husser,P.(2010,May 14).Google business and talent strategy.Retrieved from:
Sites.google.com. 2020. Google Sites. [online] Available at:
<https://sites.google.com/site/businessandtalentstrategy/home/our-strategy-management-system>
[Accessed 11 May 2020].
Jeffrey., H. (2010), Essentials of Strategic Planning in Healthcare, Health Administration Press,
Retrieved from: http://www.ache.org/pdf/secure/gifts/Harrison_Chapter5.pdf
Lombardo., J. (2015). Google’s HRM: Recruitment, Selection, Retention - Panmore Institute. Panmore
Institute. Retrieved from :http://panmore.com/google-hrm-recruitment-selection-retentionMatsangou,

E. (2015). Secrets of Google’s talent retention success. European CEO. Retrieved from:
http://www.europeanceo.com/business-and-management/secrets-of-googles-talent-retention-success/
Gap analysis. (2016). Simply-strategic-planning.com. Retrieved from:
http://www.simply-strategic-planning.com/gap-analysis.html
Murray, S. (2011). The 8 Most Important Qualities of Leadership at Google – RealTime Performance.
Realtimeperformance.com. Retrieved from
:http://www.realtimeperformance.com/blog/the-8-most-important-qualities-of-leadership-at-google/
Muller-Heyndyk, R. and Taylor, J., 2020. Organisations Should Focus On ‘Resourcing’ Rather Than
Recruitment. [online] Hrmagazine.co.uk. Available at:
<https://www.hrmagazine.co.uk/article-details/organisations-should-focus-on-resourcing-rather-than-r
ecruitment> [Accessed 13 May 2020].
Smallbusiness.chron.com. 2020. The Advantages Of Employee Involvement In Decision Making.
[online] Available at:
<https://smallbusiness.chron.com/advantages-employee-involvement-decision-making-18264.html>
[Accessed 14 May 2020].
stredwick, john., 2005. An Introduction To Human Resource Manager. [online]
Rtceducation.sharepoint.com. Available at: <https://rtceducation.sharepoint.com/> [Accessed 18 May
2020].
Careers.google.com. 2020. Build For Everyone - Google Careers. [online] Available at:
<https://careers.google.com/> [Accessed 19 May 2020].
Response Web Recruitment. 2020. Response | Revolutionising The Way Companies Recruit. [online]
Available at: <https://responsewebrecruitment.co.uk/> [Accessed 20 May 2020].
Regent College London.com. 2020. HND Courses, Foundation Year, Top-Up And Bachelor's Degrees.
[online] Available at: <https://www.regentcollegelondon.com/> [Accessed 20 May 2020].lessons
reading and interpreting.
J. Van Rooyen., 2013. Financial Management In Education In South Africa. Pretoria: Van Schaik
Publishers, pp.50-170.
some of the numbers from the report are fictive,hope is it ok.