Comprehensive Analysis of HRM Practices at Ovation System Ltd.

This report provides a detailed analysis of Human Resource Management (HRM) practices at Ovation System Ltd., a UK-based manufacturing company specializing in video surveillance products. The report is divided into two main tasks. Task 1 offers an overview of the company, explaining the purposes, roles, and responsibilities of HR functions. It examines the benefits of HRM practices for both employers and employees, evaluates approaches to workforce planning, recruitment, training, performance management, and reward systems. The report also explores how HRM practices can enhance organizational profit and productivity, analyzes employee relations and engagement, and discusses the impact of employment legislation. Task 2 focuses on practical HR applications, including a job specification for an HR assistant, a sample CV, interview criteria, and an offer letter, followed by an evaluation of the HR practices used. The report concludes with references to the sources used.

Human Resource Management
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Table of Contents
Introduction......................................................................................................................................3
Task 1...............................................................................................................................................4
Overview of the Company...........................................................................................................4
Explaining different purposes of HR functions and the roles and responsibilities of the HR
functions in Ovation System Ltd.................................................................................................4
The benefits that different HRM practices have for both the employer and employee within
Ovation System Ltd.....................................................................................................................6
Evaluation of the approach to workforce planning, recruitment and selection, development and
training, performance management and reward systems to Ovation System Ltd.......................8
Explanation of the advantages of different HRM practices raise organizational profit and
productivity..................................................................................................................................9
Analyse and evaluate the effectiveness of employee relations and employee engagement, and
comment on the adoption of flexible organization and flexible working practices and
‘employer of choice’..................................................................................................................10
Identification of different employment legislation and their impact on decision making of
Ovation System Ltd...................................................................................................................12
Conclusion.....................................................................................................................................14
Task 2.............................................................................................................................................15
Job specification for HR assistant in Ovation System Ltd........................................................15
CV..............................................................................................................................................16
Interview criteria........................................................................................................................19
Offer latter.................................................................................................................................20
Evaluation of the process and the rationale for conducting appropriate HR practices..............21
Conclusion.....................................................................................................................................22
References......................................................................................................................................23
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Introduction
Managing workforce of an organisation is one of the most important and challenging tasks to
grab the success and reach the objectives, vision and mission of the organisation (Belloc, 2017).
Human Resource Management is all about recruiting, managing, motivating, training and
following up to lead them for the organisational success. Ovation Systems Ltd. is a
manufacturing organisation relating video surveillance products for law enforcement agencies in
UK. The paper is going to discuss about plethora aspects regarding HRM of Ovation System Ltd.
In this regard, the paper has split into two different activities. Throughout the first activity, an
organisational overview, strength and weakness of HRM practices, analysis of functions
regarding HR, the advantages that the HR practices have, laws and regulations influencing HRM
and the relation of employees of Ovation Systems Ltd. will be discussed. The second activity
will show how the HR practices can be applied in Ovation System Ltd.
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Task 1
Overview of the Company
Ovation Systems Ltd. is a manufacturing organisation relating video surveillance products for
law enforcement agencies in UK. This organisation manufacture as well as design the products
relating video surveillance for police, military and high-end CCTV (Jones and Martain, 2013).
The organisation was established in 1987 as a private owned company as a design consultant for
electronic products. Eventually, Ovation System Ltd. started producing own products from 1990.
The organisation is specialised in video surveillance products used by police, military and high-
end CCTV. The organisation achieved some awards including the Queen’s award for innovation
and Queen’s award for international trade in 2008 and 2009 respectively.
Explaining different purposes of HR functions and the roles and
responsibilities of the HR functions in Ovation System Ltd.
The most basic function of HR is to find out the most suitable person for the suitable position to
get the work done efficiently (Milkovich, 2017). In Ovation System Ltd. the purposes and role
played by HR functions are-
Purposes of HR functions
There are a couple of purposes that the HR functions serve in Ovation System Ltd. such as-
 The basic purpose of HR functions is hiring the most suitable person and employ the
same who will carry out the objectives of the organisation.
 Another important purpose of HR function is to manage and maintain the coordinate
among the human resources to make them more efficient.
 The HR functions also aim to make the human resources skilled so that HR department
arrange training and development program to improve the skill of unskilled and semi-
skilled labours.
 Motivating employees is one of the important purposes of HR functions which is done by
developing a framework of employee benefits (Nuruzzaman, 2012).
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Roles and responsibilities of different HR functions
The HR functions are responsible for a bunch of activities by both the managerial functions and
the operative functions (Dickmann, Brewster and Sparrow, 2018). Plethora responsibilities that
are performed by the HR functions of Ovation System Ltd. are-
Figure: Functions of HRM Source: (Dickmann, Brewster and Sparrow, 2018)
Managerial functions
These functions are the root of the HR and performed by the managers of HR within the
organisation. The managerial functions are planning, organising, staffing, directing and
controlling (Ivancevich and Konopaske, 2013). Planning function refers to the calculation of
future need regarding the recruitment, the description of the job about the post and the place
from where the human resources can be sourced. Organising is maintaining the synchronisation
among the human resources to direct them for the accomplishment of the goals. Staffing is all
about finding and selecting out the appropriate person to the suitable position. Directing refers to
communicate and showing the path to personnel to achieve the organisational goals. Controlling
means managing the activities of the personnel and defining their area of operation to perform
specified task.
Operative functions
The activities that are performed by the HR department is done by the operative functions of
Ovation System Ltd. Operative functions include procurement, development, compensation,
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integration and maintenance. Procurement function is involved in designing the job for
personnel, recruiting and selecting, planning etc. Development refers to enhancing the quality of
skill of the employees through training. Compensation refers the reward for the human resources
for their contribution to the organisation. Motivation means influencing employees to perform
certain activities to achieve the goals (Nuruzzaman, 2012). Integration is like the coordination
among different employees, employees and employer etc.
The benefits that different HRM practices have for both the employer and
employee within Ovation System Ltd.
The management of the employees of Ovation System Ltd. has been benefiting for both
employees and employers. The advantages of the HR practices for the company are-
HRM Practices Benefits to organization Benefits to employee
1. Conflict resolution Because of conflict the
organisational performance
gets affected as employees
cannot concentrate on work
(Morley and Collings,
2014). To direct the
employees and organisation
towards the
accomplishments of the
goals, conflict resolution is
must. HRM resolves the
conflict among the
employees, employees and
employer, among different
departments etc. to better
focus on the organisational
goals.
Some reward is based on the
performance level of the
employees and conflict
affect the employee
performance. The conflict
resolution practice helps the
employee to demonstrate
better performance and
reward (Sharma, 2009).
2. Training and
Development
This is the way of making
the semi-skilled and
The career of the employees
is enhanced by the training
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unskilled employees skilful
(Jones and Martain, 2013). It
is beneficial to the employer
as skilled employees can
work efficiently and bring
success for the organisation.
this also help the employer
to ensure better quality
services.
and development program.
Through this program,
employees can make them
more skilled and desired.
3. Employee Retention Efficient employees are like
leading character of the
organisation as they have the
expertise to make the
organisation success
(Belloc, 2017). To retain the
employees, employer needs
to treat them specially and
the HRM department do that
for the organisation and help
to retain the employees in
the organisation.
Efficient employees can
make their career in the
organisation with the help
the HR practices and can
contribute for the betterment
of the organisation
(Nuruzzaman, 2012). HRM
of Ovation System Ltd.
helps the employees to get
permanent job here.
4. Information
Resource
To perform a specific job,
employees need proper
information regarding the
job. The information helps
to develop proper idea about
the work and better
performance of the work
(Sharma, 2009). The HRM
of Ovation System Ltd.
helps to the employer to
Information regarding the
work make the work crystal
clear for the employees and
reduce the probability of
confusion. HRM of Ovation
Systems Ltd. provide the
necessary information and
reduce the confusion and
ensure better performance
(Sharma, 2009).
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share information within the
organisation.
5. Health and Safety HR manager is responsible
to make the workplace safe
and healthy. Healthy
condition of Ovation System
Ltd. keep the mind fresh of
the employees and produce
the motivation to work
efficiently which in turn
ensure organisational
success.
The HR department of
Ovation System Ltd. ensures
the health and safety which
help the employees to keep
calm in working and nothing
to worry about which results
in better performance and
upliftment (Milkovich,
2017).
6. Recruitment and
retention
Recruitment and selection of
the suitable employees in the
organisation of Ovation
Systems Ltd. is done with
the help of the HRM
department. This department
helps the employer to get the
best quality human
resources in the organisation
(Kaufman and Kaufman,
2010).
The efficient personnel get
selected by the HR manager
in the organisation of
Ovation System Ltd. By the
help of HR employees fell
relax to get appointed in the
organisation (Sharma,
2009).
Evaluation of the approach to workforce planning, recruitment and selection,
development and training, performance management and reward systems to
Ovation System Ltd.
All of the functions of HRM from the workforce planning to the reward system ensure the
efficient work force and accumulation of the stated objectives in the organisation of Ovation
System Ltd.
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Workforce planning: Workforce planning is the determination of the required number of
suitable employees for the given positions in Ovation System Ltd. (Morley and Collings, 2014).
Workforce planning is needed to balance the vacancy in the organisation and gain the stated
objectives of Ovation Systems Ltd. The workforce planning is done with the help of the
following five steps- strategy of how skilled workforce can be gathered within the limited time;
data collection regarding the supply of labour available in the market and the organisation’s
demand; data analysis about the skills the employees possess; implementation refers the
recruitment and filling the gap; evaluation is measuring the performance of the employees in
Ovation Systems Ltd.
Recruitment: Recruitment is the process where the potential applicants are identified to fill the
gap in the organisation (Sharma, 2009). The HR manager of Ovation Systems Ltd. identify the
suitable workforce to fill the gap of vacancies.
Selection: Selection process is all about employing the efficient candidates which are cost
efficient (Nuruzzaman, 2012). There are plethora numbers of methods of selecting the suitable
candidates which Ovation Systems Ltd can apply- psychometric testing, interview, in-tray
exercise, aptitude testing and presentation etc.
Training and development: Training and development program is arranged by the employer to
enhance the skills of the employees and to make the selected personnel familiar with the
organisational norms after selection by Ovation Systems Ltd. (Morley and Collings, 2014).
Performance appraisal: Once the workforce is trained and developed, their performance is
assessed according to their contribution to Ovation Systems Ltd. This function of HRM makes
the employees more responsible within the organisation (Kaufman and Kaufman, 2010).
Reward systems: The employees who contributed to the organisational success most are
rewarded to appreciate their performance and to motivate them (Belloc, 2017). Reward is given
to the employees with the purpose to motivate and make them to contribute to the success of
Ovation Systems Ltd. Reward system may be health and safety, flexibility, relationship and
equality etc.
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Explanation of the advantages of different HRM practices raise
organizational profit and productivity
The productivity as well as the profitability of the organisation muchly depend on the practices
of HRM as HR department ensures the efficient performance from the workforce in Ovation
Systems Ltd. The benefits of some HR practices in Ovation Systems Ltd. are-
Employee engagement: Employee engagement is must to enhance the productivity of the
organisation. HR manager of Ovation System Ltd. ensures that the employees are the most
needed members in the organisation which creates a belonging value to the employees and
engage them efficiently (Renwick, 2013). Engaged employees can perform in a better way for
the accomplishment of the organisational goals which results in higher productivity and
profitability for the organisation of Ovation Systems Ltd.
Ethical organisation: It is the responsibility of the HR manager of Ovation Systems Ltd. to
teach the organisational behaviour, culture, norms, values and ethics (Belloc, 2017). Ethical
organisation is the organisation which meet the CSRs. The organisation which follows the ethics
can grab more customers which increase the productivity and profitability of the organisation.
Flexible working practices: Flexibility at the workplace is another motivational system
(Dickmann, Brewster and Sparrow, 2008). It is the duty of the HR manager of Ovation Systems
Ltd. to make the workplace flexible enough to motivate the employees for better accomplishment
of the organisational stated objectives resulting in enhanced productivity and profitability.
Organisational performance: Performance of the organisation is directly linked to the
productivity and profitability (Renwick, 2013). Different training and development programs are
arranged by the HR department to improve the performance of the workforce and eventually the
performance of the organisation and its profitability.
Improved employee turnover: If the organisation experiences frequent employee turnover it
will harm the organisational performance (Ivancevich and Konopaske, 2013). The HR manager
of Ovations Systems Ltd. helps to treat the employees in a better way and reduce the employee
turnover which increase the organisational performance, productivity and profitability.
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Analyse and evaluate the effectiveness of employee relations and employee
engagement, and comment on the adoption of flexible organization and
flexible working practices and ‘employer of choice’
Employee relations and engagement are related to each other. In one hand, employee relations
refer the relation among the employees and employer and employees (Ivancevich and
Konopaske, 2013). On the other hand, employee engagement is the level of attachment of the
employees to the organisational activities towards achieve the goals of Ovation Systems Ltd. To
make the organisation profitable and productive both activities play important role. The
effectiveness of employee relations and engagement are-
Increased operational efficiency as individual and group activity: Good relationship motivate
the employees as employees feel they are the essential part of the organisation which increase the
engagement in Ovation Systems Ltd. which results in efficient performance and efficiency and
productivity (Jones and Martain, 2013).
Reliability: Engaged employees are committed to the accomplishment of specific task which
makes them more reliable in Ovation Systems Ltd.
Increased productivity: As good relation and engagement of the employees motivate the
employees (Sharma, 2009). These helps employees to exert more effort and ultimately the
productivity of the employees get uplifted and so the organisation of Ovation Systems ltd.
Conflict resolution: The existence of good relations helps to avoid conflict and to arrive at a
mutual solution by both of the parties in conflict (Renwick, 2013). As a result, employees can be
more engaged to the work which help to improve the productivity.
The term flexible working practice refers to the situation in which there is a flexibility of the
work schedule and human resources have the opportunity to choose their desired time in Ovation
Systems Ltd. (Kaufman and Kaufman, 2010). There are several methods of flexible work
practice that can be adopted by Ovation Systems Ltd.
Flexitime: In flexitime the employer has some range of time and the employees can choose his
most preferable time from the range.
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Compressed work week: The number of working days in a weak is reduced in the compre3ssed
work week.
Flexplace: It is the most convenient place from where the employees can perform their work.
Job sharing: Job sharing is a way to share the duties with others which is basically full-time
work where the salary also shared by the parties.
Work sharing: Here, the number of employees is more and they share the roles and salary
within the organisation.
There are several benefits of the flexible working practice in Ovation Systems Ltd. which are-
Effective in both cost and time manner: Organisation does not need to have a physical work
place to deal the work which saves money of the organisation (Nuruzzaman, 2012). Moreover,
employees can work without traveling from home to office which is time and cost effective for
both employer and employees.
Balance between work and life: In flexible work practice, employees can perform their work at
their flexibility which leave quality time for their family (Sharma, 2009).
Enhanced culture of the company: As employees can share their work at others consent, it
improves the behaviour of the employees and norms.
Better loyalty and low turnover: Here, the employees have the passion to work as they have
the expertise which makes them more loyal and as they get their desired job employee turnover
also get reduced (Renwick, 2013).
Identification of different employment legislation and their impact on decision
making of Ovation System Ltd.
In operating a business organisation, there are some rules and regulations regarding the
employment terms and condition. Organisation has to ensure that it has complied with the rules
to run its business (Dickmann, Brewster and Sparrow, 2018). The employment legislations
impact on the operation and decision make of the business as the organisation has to maintain
rules which limits some activity of the organisation. Conversely, this legislation also helps to
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protect some rights of the employees as well as the employers. Ovation Systems Ltd. has to take
decisions considering these legislations.
The Equal Pay Act 1970: This act states that there should not be any bias in paying salary of the
same rank and work responsibility at the workplace. This was enacted to reduce the undue
preference to the men or women in terms of pay and employment condition (Kaufman and
Kaufman, 2010). According to the act, gender discrimination is highly prohibited in terms of
payment and salary of the equal rank. It helps both the employer and the employees of Ovation
Systems Ltd. The employer of the company has no need to set higher pay rate for the men
employees and both men and women get motivated for their equal pay rate.
Employment Rights Act 1996: The employment rights act states that employees have the
responsibilities as well as some rights to the organisation (Jones and Martain, 2013). According
to the act, employees have the right to get safe and healthy workplace, fair remuneration system,
promotion, career building etc. Ovation Systems Ltd. follows the act to and fulfil the rights.
Ovation system consider this act in the time of decision making whether they are violating the
employee rights or not.
National Minimum Wage Act 1998: The National Minimum Wage Act states that it is the basic
right of the employees to get fairly paid as the recognition of their work (Ivancevich and
Konopaske, 2013). According to the act, there should be a minimum pay rate in every
organisation from where the wage starts of an employee. Ovation Systems follows this act in
deciding the minimum wage rate of their employees.
Employment Relations Act 1999: The Employment Relations Act 1999 states that employees
can be accompanied by one trade union or fellow employees. According to the act, employees
can build their relations with employers, trade unions, and other fellow employees to claim their
rights (Dickmann, Brewster and Sparrow, 2018). This act helps the employees of a organisation
to preserve their rights. Ovation Systems Ltd. follows this act and gives the right to their
employees to build relation for their betterment.
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Conclusion
The organisation of Ovation Systems Ltd. performs different practices of HR for better
controlling and motivating the employees of the organisation and also to improve the
productivity of the organisation. These HR practices influence of the organisation of Ovation
Systems Ltd. greatly. The recruitment and selection play a vital role in the decision making as
through this practice the potential employees are identified and selected within the organisation.
Upon the type of personnel employed in the organisation, training the development program is
decided whether the employees need heavy training or light training. Ovation Systems Ltd. also
takes decision depending on how much the employees are motivated to work to achieve the
organisational goals. Motivated employees do not need the consultancy from the HR manager of
Ovation Systems Ltd. and they can perform their job efficiently. If the employees are not
motivated enough organisation has to charge them up to accomplish the stated goals of the
organisation. Thus, the level of motivation of the employees affect the decision making of the
employees.
Several methods are used in different HRM practices to make the HRM functions more effective.
In the recruitment and selection practice employees are identified and selected by the help of
different methods of selection such as psychometric testing, interview, in-tray exercise, aptitude
testing and presentation etc. Further training and development are done in Ovation Systems Ltd.
by arranging different seminars and conferences to make the employees familiar about the
organisational activities and make them skilled for a particular job. Further, the performance of
the employees is evaluated by different ranking, grading, checklist, essay etc. methods in
Ovation Systems Ltd. Reward is given to the employees to recognise the contribution the
employees made in the success of Ovation Systems Ltd. reward is given by Ovation Systems
Ltd. in the form of bonus, promotion, extra payment etc.
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Task 2
Job specification for HR assistant in Ovation System Ltd.
JOB SPECIFICATION
Job title HR assistant
Qualification Postgraduation degree such as masters in
HRM form well-known university with good
scale.
Experience About 2 years of experience
Personal and job Skills  The applicant must have a good
communication skill in both oral and
written form.
 The applicant must have the
leadership skill to lead employees
from the front.
 Knowledge regarding different
corporate rules and regulations.
 Knowledge about different
employment legislation to assist the
HR manager.
 Must have the skill and ability to
resolve the conflict and control
difficult situation in the organisation.
 Managing skill of different employees
and their work to coordinate among
different activities.
 Skill on how to motivate employees
and influence to work efficiently.
 Skills on different leadership
methods and approaches to better
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lead the employees.
Responsibility  To deal different employees of
Ovation Systems Ltd. to manager
their activities.
 To communicate with the human
resources and the upper
management of the organisation to
share information.
 To supervise the activities of the
employees and follow up them to get
better performance from them.
 To motivate the employees to get
efficient performance and
engagement from the employees.
 Evaluation of the employee
performance and find a reward
system to influence them.
CV
CV for HR assistant
Student Name: Noah Smith
Contract details: Westminster, London SW1A 0AA, United Kingdom
Cell phone: [phone]
Email: [e-mail]
Career objective
To become a HR assistant of a reputed organisation to use the academic knowledge in the
practical area. I also have the ambition to build my career in leading the employees and
become a HR manager of an organisation like yours.
Education:
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Name of education Result Passing Year Institution
MBA in Human
Resource
Management
CGPA 3.81 2013 University of Greenwich.
BBA in Human
Resource
Management
CGPA 3.84 2011 University of Greenwich.
Experiences
Assistant of Human resource in ASDA (Running from 2017 still now)
Human resource manager in Primark (2014-17)
HR analyst in Naked Wines (2013-14)
Computer/Technical Skills
 Having skills in basic computer skills in Microsoft office like MS word, MS Excel,
Power-Point, Java, Graphics Design
 Having efficient in internet browsing, hardware and software knowledge, app
development, adobe illustrator and Photoshop, C programming etc.
Language Skills:
Sound language skills in English and German as well in oral and written communication.
Hobbies and Interest:
Writing different vlogs, articles contents eBooks etc.
Playing basketball, tennis Golf etc.
References:
Arthur Harry
Professor of HRM
University of Greenwich, United Kingdom.
Cell phone: [phone]
Email: [e-mail]
George William
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Head of HR
Tesco Plc, Welwyn Garden City, UK
Cell phone: [phone]
Email: [e-mail]
Respectfully yours
Noah Smith
Date: 11.09.2020
CV for HR executive
Student Name: Oliver Arlo
Contract details: Cranbrook Rd, Ilford IG1 4TG, United Kingdom
Cell phone: [phone]
Email: [e-mail]
Career objective
To become a HR executive which best suits my academic knowledge and experience. I am
ambitious to build my career with a reputed organisation like yours to share my knowledge in
the practical field.
Education:
Name of education Result Passing Year Institution
MBA in Human
Resource
CGPA 3.84 2014 University of East London
BBA in Human
Resource
CGPA 3.75 2012 University of East London
Experiences
HR analyst in Aldi (from 2017 still now)
HR assistant (2014-2017)
Computer/Technical Skills
 Efficient skills in computer literacy like Microsoft Office particularly in MS word,
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MS Excel, PowerPoint etc.
 C-Programming, Python, JavaScript etc.
Hobbies and Interest:
Fishing, planting trees, reading magazines reciting poems etc.
Playing cricket, skating etc.
References:
James Leo
Head of HR, Aldi
Cell phone: [phone]
Email: [e-mail]
Allan Silas
Assistant professor, University of East London
Department of Human Resource
Cell phone: [phone]
Email: [e-mail]
Respectfully yours
Oliver Arlo
Date: 11.09.2020
Interview criteria
Some notes of interview:
Interview is the method of selecting the potential confident within the organization. The notes for
interview are-
Academic qualifications: The applicant must possess a sound and good academic qualification.
Communication skills: As the job is HR related, the applicant must have a good and effective
communication skills.
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Confidence: The applicant should be confident enough to lead the employees of the
organisation.
Responsibility: As HRM is all about leading the employees and getting the work done by others
the applicant must be a reliable person.
Interview type
There are several methods of Interviews that can be employed to select the potential employees
in the organization. Interview may be taken by face to face interviews, panel interviews, over the
phone interviews, group interviews, formal and informal interviews etc. For the job attached
above over the phone and face to face interview will be applied.
Questions for the candidates
a. How you know about the organization?
b. Please introduce yourself?
c. Why do you want to join this company?
d. Do you have any experience regarding Human Resources?
e. Why should we select you for the position?
f. What is your current status?
g. What is your vision about the company?
Interview criteria:
Selection criteria Remarks
Previous experience To have minimum 2 years’ experience in HR manager or
assistant in any organisation.
Interview result Confidence and knowledge
Qualifications Applicant must have a bachelor and master’s degree in HR
subject.
Physical appearance Confident, smart, good looking etc.
Offer latter
846 Eastern Ave, Newbury Park, Ilford IG2 7HY, United Kingdom
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Email: [e-mail]
Contact Number: [phone]
Recipient Name: (student name)
Address: 758 Eastern Ave, Newbury Park, Ilford IG2 7HU, United Kingdom
Dear sir,
This letter is to notify you about your job in Ovation Systems Ltd.
You have been selected for the position of HR assistant in Ovation Systems Ltd. with the
remuneration of £12000 on a monthly basis. The position will provide you increment in the
interval of 3 years with a bonus amounting half of the basic salary 2 times in a year. Other
amenities also available for the post. You will be promoted as a HR manager after 1.5 years
from now which depends on your performance.
If you are good enough with the terms and conditions then endorse underneath. We are here to
welcome you cordially.
Sincerely,
CEO, Ovation System Ltd.
Evaluation of the process and the rationale for conducting appropriate HR
practices
The process of recruitment and selection of the most suitable candidate for the vacancy of the
organisation is the most critical work. Upon this decision the organisational performance and
productivity are dependent as employees are responsible to make the organisation successful. To
conduct the recruitment and selection, the first thing I have done is that I selected the candidates
who possessed all the criteria of the job and select those who have excellent academic
qualification, skills and experience. I also analyse the employment background of the selected
candidates from the organisation about their performance and character.
HR practices are needed for better controlling the employee’s activities, motivating and also train
them to direct towards the achievement of the organisational goals. These HR practices help the
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organisation to gain better performance and productivity in the organisation of Ovation Systems
Ltd. These practices also help the organisation to achieve the competitive advantage at the
market place.
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