An In-Depth Report on Human Resource Management at Apple Inc.

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Apple Inc. It begins with an introduction to HRM and its functions, emphasizing planning, organizing, staffing, and employee engagement within the company. The report then delves into Task 1, exploring the functions and purpose of HRM at Apple, along with the strengths and weaknesses of different recruitment and selection approaches, including internal and external methods. Task 2 examines the advantages of various HRM practices for both employers and employees, such as conflict resolution and training and development, and evaluates their effectiveness. Task 3 focuses on the importance of employee relations and the key elements of employment legislation impacting HR decision-making. Task 4 applies HRM practices in a work-related context. The report concludes with a summary of the findings and references used throughout the analysis, offering insights into Apple's strategies for managing its workforce and fostering a productive work environment. This assignment highlights the importance of HRM in a global company like Apple, emphasizing its impact on employee satisfaction, productivity, and overall organizational success.

Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Functions and Purpose of HRM in Apple, INC................................................................1
M1...........................................................................................................................................3
P2 Strengths and Weaknesses of different approaches used by Apple in recruitment and
selection..................................................................................................................................3
M2...........................................................................................................................................4
D1...........................................................................................................................................5
TASK 2............................................................................................................................................5
P3 Advantages of different HRM practices in Apple for both the employer and employee..5
M3...........................................................................................................................................7
D2...........................................................................................................................................7
P4 Evaluate the effectiveness of different HRM practices in Apple Inc................................8
TASK 3............................................................................................................................................9
P5 Analysis of the importance of employee relations to Apple.............................................9
P6 Key elements of employment legislation and their impact on HR decision making......11
M4.........................................................................................................................................12
TASK 4..........................................................................................................................................12
P7 Application of HRM practices in work related context..................................................12
M5.........................................................................................................................................15
D3.........................................................................................................................................16
CONCLUSION..............................................................................................................................16
REFERNCES.................................................................................................................................17

INTRODUCTION
Human resource management is a discipline which is concerned with manpower
employed in organisation. HRM deals with most dynamic force in market and allows managers
in managing them as well as guiding them in right direction. It is focused on enhancing people’s
ability to work and also gain their commitment level so that they stay loyal to the company.
Human resource management is known to concentrate on different aspects within an
organisation, such as, planning, organising, staffing, directing and motivating (Armstrong and
Taylor, 2014). It assists company in improving its performance and ensure that all tasks are
completed in a set period of time. Various policies and plans are developed so as to manage
various operations in a more appropriate manner. This report is focused on ways which were
used by Apple Inc. for developing a workforce which is highly motivated and focused on
completing task. In this project, different methods and techniques will be used by mangers for
improving labour management relationship. The managers also used different approaches to
ensure that employee grievances are sorted out in a proper way so that their performance do not
go down.
TASK 1
P1 Functions and Purpose of HRM in Apple, INC
Apple is one of the largest company in the world, it is known for its innovations and
changes that it has brought in past. The human resource department is constantly engaged with
employees so that their capabilities can be boosted. It is important for organisation as to develop
a more future ready and capable force. All the individuals are placed on right job at the right time
which enhances efficiency (Boxall and Purcell, 2011). HR department need to define roles and
responsibilities so that different policies can be implemented in an effective way. There are
functions that has to be performed by HR manager, they are as following:
Planning: The HR department has to make plans for recruiting new individuals for
filling vacant places within organisation. It is an important step as it allows Apple in ensuring
that every job is being undertaken under the supervision of specialist. The company cannot
compromise on the core competencies which are innovation, team work and quality.
1

Organising and Staffing: HR department is constantly engaged with other functions as
to organise resources and use them in staffing people for vacant post. This allows managers in
identifying extra expenditure and cut down cost wherever they can.
Compensation and Benefits: Managers of human resource in Apple Inc. ensure that
employees receive their salaries on time and other benefits are given to them as per requirements.
This keeps people loyal towards company.
Training and Development: Employees need to be trained as to keep them future ready
and committed for their job. It aids in improving individual skills and boost their career
prospects.
Employee Engagement: HR department in Apple focuses on establishing and
maintaining better relationship with people (Brewster and Hegewisch, 2017). This enables
managers in directing and leading people more effectively. Also, their satisfaction level is
improved.
Safety and Risk management: There are different issues that can hamper organisation’s
ability to serve. People are aware of their surrounding and knows about safety measures. Also,
there are different risks that are associated with strategies which must be followed properly for
achieving targets.
The purpose because of which Apple invests so much in HRM are:
Compensation and performance: The company is completely focused on ensuring that
people are satisfied with the incentives and pay they are receiving. Also, those who are
performing at par with requirement are being benefited by additional pay or a non-monetary
prize.
Employee relations: Managers focus on ensuring that relations between employees and
management remain good and they are satisfied with their job.
Cultural sensitivity: Apple operates in numerous countries where it has to deal with
different types of people (Bratton and Gold, 2012). The HR department ensures that company
policies are flexible and does not hurt anyone’s sentiments.
Laws: Different policies and plans are prepared by HR department as to ensure that
people follow rules and regulations to maintain discipline.
2

Micro consumer management: Employees are the internal customer of company; Apple
understand that they need to be satisfied that is why it invest heavily in human resource
development.
M1
There are different ways in which HRM provides assistance to organisation in developing
better workforce. Basically, human resource management is a discipline which analyse person
skills and attributes as to find out about his level of capabilities to complete a task. There are
different psychoanalytical tools used by the manager to assess individual working within
company. For example, an HR manager conducts training after which a test is conducted to find
out the level of improved skills in trainee's. This allows him in placing right people at right job at
the right time. Basically, the aim of of this department is to get right individual in company and
place them at the right place.
P2 Strengths and Weaknesses of different approaches used by Apple in recruitment and selection
There are various ways Apple recruits people in company whenever there is vacancy.
Managers know that it is important to find a right individual for a specified job so that he can
perform in an exemplary manner. It is operating in different countries, for delivering higher
quality of services it aims to recruit right person for the job (Jiang and et. al., 2012). The
managers in company keep on analysing micro and macro environment as to find out right
candidate for the vacant job. The managers need to prepare an effective strategy as to fill out
vacant post. Apple recruit employees in following two ways:
Internal Recruitment: This is a method which is employed at a time when some senior
manager is retiring or when there is a job that needs an individual within the firm. It is an
efficient way of recruiting people from within organisation. This is usually used for filling up top
positions and company believes that instead of finding someone from outside, it is better to get
things from the inside. Tim Cook was chosen as a successor of Steve Jobs in same way
(Meredith Belbin, 2011). There are certain jobs where new guy cannot be placed as he is not
aware about organisation core. There are certain pros and cons of it which are stated in the table
below:
Advantages Disadvantage
The benefits are as follows: Issues faced while following this method are:
3

It aids in motivating individuals working in
company.
Employees offers unconditional commitment
when their job is enriched.
They deliver higher level of performance with
efficiency.
Allows organisation in achieving goals and
objectives.
Innovation level is limited due to no
introduction of new minds. Conflicts between
people due to non-promotion or hatred.
Sources: Present employees, Referrals, Former workers, Past applications.
External Recruitment: This is a more effective method which is used by company to
recruit new mind in organisation who assist it in gaining competitive stage. It provides a huge
pool of talent that can be used for finding right candidate for the job. At present, Apple is relying
more on recruiting new recruits from top notch universities (Wright and McMahan, 2011). The
job is as attractive as products of companies are and everyone wants to get recruited as they
know that they will be treated right. The pros and cons are mentioned below:
Advantages Disadvantage
The benefits are:
 Boost innovation and creativity within
company.
 Managers also have many options out
of which they can choose the best one.
 More competent individual can be
found.
The issues which are there are:
 Higher cost is invested in this
technique.
 New recruits need to be trained which
takes a lot of time and resources.
 Managers have to test their abilities as
to find out if they are misleading any
facts about themselves or not.
Sources: Employee exchanges, Advertisements, Agencies, Associations, Campus recruitment.
Deputation.
These are the modes that are used by managers as to recruit more efficient and innovative
individuals within organisation.
4

M2
The are strengths and weaknesses of various approaches of recruitment and selection.
Internal recruitment: As mentioned above, it is an activity where an individual is selected
from within organisation for a new job. Strengths of this approach are that it is cheaper and more
easier. Also, the people working within company are more familiar with the company and its
operations, this enrichment boost their motivation level. While there are certain weakness of this
approach and they are that the number of potential candidates are applicants. Also, there is a
limitation on the innovation and new idea's and there is a feeling of resentment among
employees.
External Recruitment: This is a approach which is used by company to recruit people
from outside. The strength of this method are that it brings in new idea's, provides a larger pool
of talent and brings in more experience. While there are some weakness which are related to
higher time consumption, it is also expensive way of recruiting people.
D1
According to Harzing and Pinnington (2010), the recruitment and selection process used
by companies have their own set of strength and weakness which are analysed based the
requirement of organisation. It is important to ensure that right set of tools are used for getting a
right individual within company. Also, the managers have to make de scions that will provide an
extra edge to him in getting perfect candidate for the job.
TASK 2
P3 Advantages of different HRM practices in Apple for both the employer and employee
There are various types of advantages and disadvantages that are there with each method
that is used by Apple. It allows organisation in developing different types of rules and
regulations that assist managers in recruiting right individual in company. The HR department is
also focused on developing better manager employee relations as to ensure that all levels of
efforts are aligned and aimed to gain consistency. The HR department in Apple performs
different activities, such as, compensation, payroll, grievance handling, T&D, employee
engagement. This function within organisation allows top management in effectively
implementing new polices as they ensure that each and every individual is properly informed.
There are different benefits for employer and employee which are stated below:
For Employer:
5

 Conflict Resolution: The HR department assist in resolving different issues that come up
due to miscommunication and different other activities. The human resource functions
and focuses on ensuring that no issue becomes major that it starts hampering
organisation’s ability to perform well. Conflict resolution allows company in exploring
different issues and solving them with innovative approach (Sanders and Frenkel, 2011).
It enhances in boosting co-ordination and co-operation between different individuals and
departments. There is a specified process which is followed by Apple managers to
resolve conflicts which is stated in image below:
(Source: Effective Communication for Resolving Conflict, 2013) Training and development: The HR manager keep on tracking future requirement and
trends so that he can prepare plans for training and developmental programmes. In Apple,
company invest a lot as to protect and save more resources while enhancing productivity.
It ensures that workforce is future ready and capable enough to serve customers in a right
way. Developing flexible manpower: It allows organisation in preparing a workforce that is
adaptable and ready to integrate new changes that are being enforced by top managers or
market forces (Deng and et. al., 2010). Manpower is non-resistant and ensures that each
task is completed in a set period of time.
6
Illustration 1: Conflict Resolution.

 Compensation: The HR department also ensures that all employees are compensated as
per requirements. Workers are highly motivated if they get what they deserve. Also,
managers are able to pay people according to their performance.
The HR practices are beneficial for employees too: Improves KSA: It helps in improving knowledge, skills and abilities of employees as HR
department ensures that they are ready for future trends and issues. The workers are
trained as per the needs and their job profile for increasing their ability to serve. Enhances career growth: Employees are able to grow in their career and ensure that they
achieve a desired level in their career (Gruman and Saks, 2011). They are able to explore
different opportunities which come with changes in market dynamics. Increases motivation: Different practices assist in motivating employees and they give
company their unconditional commitment as they are highly satisfied. They are also able
to perform well as they try their best to achieve goals.
 Enhances efficiency and effectiveness: People are able to become more productive
which aids them in growing in their career.
These are some of the benefits which are due to different HR practices which are
followed inside Apple. This allow company in developing better performing force which is able
to deliver higher quality of productivity.
M3
There are different types of practices which are undertaken by managers to get best out of
the people who are employed by organisation. For example, an HR manager uses various
appraisal tools to analyse the performance of employees. This allows him in identifying the
better performers and also, assist him in rewarding them as per their performance. The managers
has to analyse the issues that are there in work environment and for this he conducts survey or
organisation audit where he uses tools like Questionnaire or SWOT analysis. Basically, conflict
management, grievance handling, performance management are few activities that are conducted
by HR manager to ensure that people and management relations are at par with requirement.
D2
As stated by Walker, Damanpour and Devece (2010), The practices conducted by HR
manager allows him in making an environment that does not have impact on organisational
7

productivity. Apple INC production facilities are in China, but the company is forced to ensure
that those who are producing its products are not violating any law. Also within their own
premises, they have to make sure that all activities conducted are at par with requirement. So that
a better and productive environment is developed.
P4 Evaluate the effectiveness of different HRM practices in Apple Inc.
Human resource department is a function which is concerned with workforce and ensures
that they perform as per requirement. Policies and procedures are directed to standardise process
which allows employees in performing different task in more effective manner. HR department
has to ensure that right people are placed on the right job at the right time as that work can be
completed efficiently. Every practice that is followed by this function assist organisation in
developing a workforce that enables it in gaining competitive advantage. The prime reason
which makes Apple such a successful venture is its 'People element'. They invest huge amount in
focusing on practices that will lead to better skills and abilities, more innovation and better
approach to future contingencies.
Managers in company conduct job analysis before job is created. This assist them in
looking at different aspects that will be covered in it. A job description states about requirement
of job while specification states about attributes required to perform that task. The HR manager
ensure that quality, productivity is maintained, as it mainly focuses on satisfying employee
needs. There are three prime practices that are conducted by HR department of Apple Inc. They
are as follows: Recruitment and Selection: The managers constantly analyse the organisation’s needs
and wants and according to it, they prepare a list of vacancy that would require company
to hire new people within. Efficiency of this task is directly associated with company’s
profitability. If the recruitment process is not conducted as per the guidelines then it will
be nullified (Van Dooren, Bouckaert and Halligan, 2015). Apple has strict rules regarding
it and the managers have to ensure that they follow all guidelines. Training and development: The department is also concerned with training individuals
as per their requirement. In Apple Inc, there is huge demand of training employees as to
boost their capabilities. This is important as it enables organisation in innovating more
and delivering a higher quality product in the market. A future ready workforce is always
good for company even though it includes higher cost.
8

 Performance management and Compensation: There are different tools which are used
by company as to manage productivity of people working within organisation. They use
360-degree method where everyone related with an employee is asked about his working
and behaviour and then he is rated against the standard. This is a very effective method
for company as it allows them in gaining insight about individual abilities. As per the
performance, the employees are compensated and rewarded. This function is conducted
as to ensure that all people are highly satisfied and happy with working within company.
The basic aim behind conducting these activities is very simple and that is to develop a
better employee relation with one another (Flamholtz, 2012). It is important to ensure that people
have good relationship with top management the managers keep on utilising different tools and
techniques to ensure that their engagement with workers is at par with requirement. Concluding
this, it can be said that HRM activities allowed managers in interacting with employees as to
understand their issues and resolve them in an effective manner. Various legislations are
prepared by the government for ensuring that all activities are standardised and they are used by
Apple.
TASK 3
P5 Analysis of the importance of employee relations to Apple
Importance of Employee relations on Apple
It is very important for company to develop a positive environment which supports good
relationship between managers and employees. It is the duty of managers as to ensure that
employees are constantly interacting with management. This allows them in understanding
various issues and needs which needs to be fulfilled. The HR department has the total
responsibility of maintaining better employee relations with one another.
There are certain benefits of good employee relations to Apple, which are used by the
firm to enhance people abilities as well as motivation level to perform. If managers fail to
maintain a good engagement level with workers, then it will have negative effect on company
ability to serve market as employees would not perform as per requirements. On the other hand,
a strong relationship between people and management will allow company in achieving its
9

goals.
(Source: Building Good Employee Relations through Communication, 2013)
Effects of Good Employee Relations
There are certain benefits of developing a good relationship with employees in organisation
and they are as follows:
Enhanced creativity and innovation: Good employee relations means that people are
satisfied while working in Apple. This will result in better performance and innovative
approach. If employees are happy with the conditions they try to do something different
which allows them in improving the efficiency level.
Employee Loyalty: The workers or internal customers are happy with company and its
policies. They focus on ensuring that they complete their task in an effective way and assist
organisation in attaining its goals. Basically, due to good employee relations organisation is
able to gain unconditional commitment from the side of workers.
Team building working: Employees are motivated to take on challenges together due to
employee relations. They do not care about the challenges which they will face in the coming
years and co-ordinate with each other to achieve goals.
Improved productivity: Workers give their best performance when they are motivated
and satisfied. They ensure that each task is completed with efficiency and effectiveness.
Competitive advantage: Organisation is able to achieve a better market position due to
effective workforce that pushes it in attaining its own goals and opportunities.
These are the positive impact of good employee relationship on company. There is
10
Illustration 2: Employee Relations.

certain impact on the decision making itself. If the situation of relations between management
and employees is not par with requirement, then there are certain steps that will be taken by HR
managers. Such as, conflict resolution, grievance handling, etc. these will allow managers in
understanding core issues in much easier way. If there is changes in market and has to be
adopted by Apple, then it will first analyse employee relations. After proper analysis, managers
would know if the situation is favourable or not and he will be able to formulate a sound
strategy. If they are good, then company won’t have any major issues.
P6 Key elements of employment legislation and their impact on HR decision making
Laws and Their Impact on Decision Making in Apple Inc.
Apple is a US based company which is operating in different countries. United Kingdom is
considered to be a main hub of the company and also a main market. It employs more than 20
thousand people in the country. The company has shown a great nature of following each and
every prescribed legislation. Different laws followed by company are as follows:
Legislations Followed by Apple
Health and safety Act 1974: This is a legislation which describes about various
things which have to be done by an employer. It states about different awareness campaigns
that the managers have to conduct as to inform employees regarding various safety kits and
measures that can be taken as to avoid any major accident.
Equal pay Act 1970: Everyone is entitled to get equal salary and wages as per their job
requirements. The prime aim of the legislation was to remove any variances that existed in the
system on the basis of their gender, race, or beliefs. Apple believes in the fact that people have
to be motivated to perform and their gender, race does play any role in it.
RIDDOR 2013: Full form of law is Reporting of injuries, diseases and dangerous
occurrences regulation. The legislation was revised in 2013 as to tackle the new changes in the
business environment. The prime aim behind this law is to provide safety to workforce. Apple
ensures that individual working with hazardous substances are specialised in their tasked any
issues is reported to government.
11

Equality Act 2010: This is a law which ensures that nobody gets discriminated on any
ground. Everyone has to be given equal opportunity and wages. This Act binds all employees
together and ensures that they get equal opportunity to gain more in their career. Apple ensures
that people are not recruited on the basis of their caste, creed, race, etc. Whole process is based
on merits.
These are the Legislations which are used by Apple in United Kingdom as to ensure that
they are able to fulfil all legal requirements in an effective way. These laws have a certain
impact on the organisation, such as company has to make changes in their global polices to
match the country requirements. The HR decision making is impacted by the changes in the
rules that are related to human resource. For example, there are certain changes in labour laws
which states that company cannot employ EU personnel, due to this they now have to make
provisional changes which will increase cost.
M4
There are different types of legislations that are followed by Apple Inc for providing a
standardised environment to its people and clients. Also, the type of employee relations that are
maintained by organisation have impact upon the decision making of company. There are 4
prime Acts that are followed by company which are Health and Safety act 1974, Equal pay Act,
1970, RIDDOR 2013 and Equality Act 2010. These are enacted by government to protect
employees at their specified workplaces. Also, it enables management in developing a more
effective manpower which understand the value of better relationship with people. Basically, the
legislations allow Apple to protect and assist its employees in developing better qualities. The
decision making is impacted by these regulations and type of employees relations as company
has to consider strategy and its implication upon its assets, people and surrounding at once.
TASK 4
P7 Application of HRM practices in work related context
There are different types of practices which are conducted by human resource
department. Apple is focused on capturing market by innovating new products and technologies.
It also ensures that its internal customers are satisfied or else it would lose the very competitive
advantage it had (Building Good Employee Relations through Communication, 2013). A happy
workforce allows people in improving productivity and profitability. At present, there is a
12

vacancy in the company for the post of HR manager. There are different documents which are
required to ensure that a right individual is recruited:
Job Description
Organisation Name Apple Inc.
Job Designation Human Resource Officer
Location London
Reporting Human Resource Manager
Roles and Responsibilities  To perform recruitment and Selection process in
the region
 To ensure employees grievances are solved
 To conduct events.
Working Hours 9:30am to 6:00pm
Salary 12000 Pound per month
Working Facilities Access to Apple store for free, Discounts on products.
Flexible hours of working.
Job Specification
Qualification  Candidate need to be graduated in any stream
 Master’s degree and practical application of
theory is required for post.
Experience  Candidate has to have experience of more than 3
years in this field.
 Live experience of application of various
theories and methods.
 Proof of experience
Area of Expertise  A person has to have good communication skills
 Excellent knowledge about human resource
13

practices.
 Training and development
 Grievance handling
 Problem solving
 Performance management
Other Qualities  Candidate must have exemplary time
management skills
 Negotiations capabilities are required
 Assessment of human personality.
Candidate CV received for the job:
Curriculum Vitae
Name:
Address:
Telephone number:
Email:
Career Objective: To constantly learn and develop my skills while working in an organisation
which believe in growth and innovation.
Academic Qualification:
 Graduate
 Masters in Human resource
Experience:
 HR Executive in Tesco from last 4.5 years.
Personal skills:
 Great Negotiation skills
 Team management
 Employee engagement
 Honesty and Loyalty
 Analysis of situations
14

 Time management skills
 Leadership abilities
Declaration:
I solemnly declare that everything stated in this CV is right and pure.
Interview questions and preparatory notes:
Interview Question
Q.1. Tell Me something about yourself out of CV?
Q.2. What differentiates you from others?
Q.3. What Characteristics make you a better HR manager?
Q.4. How will you approach people and manage them?
Q.5. State about your hiring strategies which you used in past? How we can use them in our
company?
Q.6. How would you solve a situation where employees are dis-satisfied with company
compensation policy?
Justification for the chosen employee: The individual who will be chosen will be
selected on the basis of his skills and his ability to answer all question. The possible ways to
answer is to use practical knowledge. The selection panel is made up of experienced individual
who would assess the candidate.
Evaluation of whole process: There is requirement of evaluation as to ensure that
process is improved for next time (Effective Communication for Resolving Conflict, 2013). At
present the whole activity was completed in a week duration which is more time. With inclusion
15

and streamlining all process it will allow company in reducing the time taken and enhance
efficiency.
M5
There are different type of activities that are undertaken by HR manager for ensuring
better organisational culture and relationship. It is very important for company to maintain a
better employee relation and recruit right people so that they add more value to the market entity.
As stated in the scenario above. There is a vacancy for HR officer in Apple branch based in
London. There is requirement of preparing various things to identify requirement and ensure that
the HR manager understand the requirement. Then advertisement will be floated and various
candidate CVs will be reviewed. After it the best candidate will be selected on the basis of
criteria which was described in job description and job specification. Basically who practice will
be conducted as to select the best candidate.
D3
According to Flamholtz, (2012), the type of employee relations maintained by
organisation has impact upon HR practices as well as decision making of organisation. If they
are good and as per requirement then they will assist company in achieving its goals and
objectives in more effective manner. At present, in Apple the employees are highly satisfied
which means that the worker will give their best performance to achieve the set targets that are
given to them. If the relations were not at par with requirement then it would create a problem
for company. Apple understand the value of people which enables it in becoming one of the
world most valuable, innovative and successful organisation.
CONCLUSION
In this assignment, different types of techniques are addressed in this report. The
managers in Apple try to ensure that workforce is motivated and is focused on innovating new
ideas. There are different benefits which are due to the activities conducted by HR department in
the company. A brief application of HR practices and their impact on decision making is also
stated in the report. This function is very important for any organisation as to ensure that
company should develop a future ready force.
16

REFERNCES
Books and Journal
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave
Macmillan.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Jiang, K. and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest.19(3).
Wright, P. M. and McMahan, G. C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human Resource Management Journal. 21(2).
pp.93-104.
Harzing, A. W. and Pinnington, A. eds., 2010. International human resource management. Sage.
Sanders, K. and Frenkel, S., 2011. HR-line management relations: characteristics and effects.
The International Journal of Human Resource Management. 22(8). pp.1611-1617.
Deng, F. M. and et. al., 2010. Sovereignty as responsibility: conflict management in Africa.
Brookings Institution Press.
Gruman, J. A. and Saks, A. M., 2011. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
Walker, R. M., Damanpour, F. and Devece, C. A., 2010. Management innovation and
organizational performance: The mediating effect of performance management. Journal
of Public Administration Research and Theory. 21(2). pp.367-386.
Van Dooren, W., Bouckaert, G. and Halligan, J., 2015. Performance management in the public
sector. Routledge.
Flamholtz, E. G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Online
17

Building Good Employee Relations through Communication, 2013. [Online]. Available
through:<http://sbs.strathmore.edu/blog/2013/04/30/building-good-employee-relations-
through-communication/>. [Accessed on 22nd September 2017].
Effective Communication for Resolving Conflict, 2013. [Online]. Available
through:<http://www.maximumadvantage.com/conflict-resolution-in-the-
workplace.html>. [Accessed on 22nd September 2017].
18