Comprehensive Report: Managing Recruitment, Selection, and Induction

This comprehensive report delves into the core aspects of managing recruitment, selection, and induction processes within an organization. It begins by exploring various recruitment methods, including employee referrals, social media, and video interviewing, alongside the purpose and advantages of assessment centers. The report then examines human resource outsourcing, industrial relations, and employment contracts, including modern awards and workplace entitlements. It covers topics such as employee records, pay slips, unfair dismissal, and the importance of advising potential employees of terms and conditions. Further, the report analyzes staff codes of conduct, HR policies, and recruitment methods. It provides guidelines for conducting effective interviews, and discusses the requirements for effective training and induction programs, including essential communication skills and necessary resources. The report integrates various aspects of HR management, offering a holistic view of the employee lifecycle from recruitment to induction and beyond.

MANAGE
RECRUITMENT
SELECTION AND
INDUCTION
PROCESSES

Table of Contents
TASK 1............................................................................................................................................3
.........................................................................................................................................................4
TASK 2 ...........................................................................................................................................6
Task 3...............................................................................................................................................9
Task 4- Manage selection process.................................................................................................13
TASK 5 .........................................................................................................................................18
REFERENCES..............................................................................................................................21

TASK 1
Five methods of recruiting staff
Referrals from Employees- This method is considered as one of the most effective method.
Social Media- To attract the younger people who are eligible and have talent for the job this
method is used by the company.
Video Interviewing- It is used for hiring the candidates who reside outside the city or country.
Passive Candidates- They are considered those employees who are perfect for the job.
Texting- This method is not innovative but it is one of the most effective method. (Nankervis
and et.al., 2016.)
Purpose of an assessment centre in a recruitment process.
It helps the company to compare a group of people by combining a set or range of activities.
Three advantages of using an assessment centre to determine a candidate’s suitability for a
position.
They are more accurate.
They help the interviewers to analyse the existing as well as the future performance.
They help to look out new talents.
Concept of human resources outsourcing.
This method states that companies takes the help of other hiring companies so that they can
remain free from the work of HR team.
Two advantages of outsourcing HR functions.
It helps in providing the services which are cost efficient for the company.
It helps in reducing the risk of the factors by managing the tasks and helps in increasing the
efficiency. (Melanthiou, Pavlou and Constantinou, 2015. )
Function and scope of industrial relations.
This aspect includes policies which relates to selection, training of work, recruitment,
management of personnel. This aspect also include relation between state and trade employers.

Purpose of an employment contract.
Contract serves as a agreement between the employer and the employee and it provides them
with the clear guidelines they both need to follow until they are working for the company. The
clear guidelines help them in the case of arising of conflict.
Modern awards relate to employment contracts.
There are three types of contract that is enterprise agreements, multiple agreements and
agreements related to green fields.
Awards which are related to the contract of employment are-
Pay, Work hours, rosters, breaks, allowances, rates of penalty, overtime.
Hospitality Industry
A) Minimum hourly rate of Grade 5 cook is $ 22.
B) Regular casual cook will be paid $ 28.
C) The total amount paid to the regular casual employee will be same as they are allowed
to take an half an hour break for lunch.
D) The annual salary of the grade 1 employee will be $ 6480.
E) Minimum allowance of the employee who is using their own tools would be $ 2 per day.
Annually it will go up to $ 720. (Brewster and et.al., 2016.)
Purpose of a registered agreement.
Employees who are covered in the agreement will be paid through the minimum pay criteria and
employees who are not will be covered by awards.
10 minimum workplace entitlements in the National Employment standards for a
permanent employee of an organization.
 Maximum weekly hours
 Requests for flexible working arrangements
 Parental leave and related entitlements
 Annual leave
 Personal/carer's leave, compassionate leave and unpaid family and domestic violence
leave
 Community service leave

 Long service leave
 Public holidays
 Notice of termination and redundancy pay
 Fair Work Information Statement
How long employees’ records must be kept for according to the Fair Work Act 2009.
Records of employees are needed to be kept for up to 7 years.
When a pay slip must be provided to an employee and what information must be included
in the pay slip under the Fair Work Act 2009.
Name of the employer.
Name of employee.
Period of the payslip. (Smith, 2016. )
Date of payment on the payslip.
Gross and net amount of payment.
Bonus, allowance, penalty or incentive all must be mentioned.
Business number of the employer.
Notice must be provided to an employee who is to be dismissed?
Notice period for the employees who company wants to dismiss is given on the basis of time
they have served in the company. For instance employees who work for more than 1 years or less
are given a notice of 1 week, people who have worked for up to 3 years are given a notice of 2
weeks.
Who is and who is not covered by unfair dismissal laws?
Employees who are not covered under this law are those who have not completed working for 6
months in the company or those who have been contracted for a fixed term.
Why is important to advise potential employees of the terms and conditions of employment
during the recruitment process?
So that all of the rules and regulations of the company have been cleared so that in future no
concerns and conflicts arise between the employer and the employee of the company. (Jordan
and Lloyd, 2017)
Purpose and relevance of psychometric tests in recruitment.
This helps the company to get the data which is related to their performance so that they can
match the suitability of the candidate for the job.

Purpose and relevance of skills tests in recruitment.
Company uses it so that they can test the skills and knowledge of the employees before selecting
them. It is also known as tests before hiring and assessment for candidates.
TASK 2
1) Company information and conduct research
Staff code of conduct-
It helps to know the ethical and legal behaviour from the employees which is expected from
them so that they can meet the requirements which are external and legally applicable. It can
define the integrity of the staff and their standards of work.
Objectives for human resources, existing human resources policies and practices and
recruitment needs. Identify any gaps in the existing human resources documentation.
Department of HR needs to focus on the structure of the organization by defining the rules,
guidelines and regulations so that they can solve the problems which are internal to the company.
Company gets benefit from them as they clearly define and set the aim of the company and show
the path on how to achieve them. They helps in maintaining the coordination between the
internal and external department of the company so that they can improve the working pattern of
the company. It will also help them to evaluate the candidates and recruit or train them so that
they can achieve the outcome of the company which was desired. Existing HR policies includes
opportunities for the employees equally, classifying the personnel, compensation for overtime
work, payday and advance pay, time for meal and break, deduction in payroll, rules for
vacations, sick or personal leave, policies for termination are covered under this aspect. Existing
gaps in the HR department of the company is projected or future staffing as it can help the
company to predict the people they will require in their personnel so that they can analyse the
gap and it will be easy for them to fulfil the demand and evaluate them. (French and Rees,
2016.)
Range of recruitment and selection methods that can be used.
There are many ways to recruit or select the employees some of them are traditional and some of
them are new approach. The oldest method for selection is hiring or conducting an assessment on
the basis of CV that is a application form which includes the skills and abilities of the candidate.
Then there is the process of walk in interview in this process the HR of the company takes the
interview of the candidate and evaluate them on the basis of the attributes they have shown in the

interview. Apart from this there are methods such as tests on the basis of ability and aptitude,
assessment on the basis of personality, work experience and qualification of the candidate,
presentation, group interview, screening and short listing employees online as it is a new method
and helps the company to take the candidates from online sites by tying up with them it saves the
time for both the employees and the employer. (Chang and Lin, 2015.)
Effective human resources policies and procedures
It helps the company to set the rules in their structure. It must be described and explained to all
the employees so that they can work accordingly. To make it more effective training must be
held for employees on a regular basis so that they can work up to their potential. Even if the
employees are old they need to go through this process once a year so that they can learn all the
new strategies and policies. Policies help the company to safeguard their interest as well as the
interest of the team of employees. (Kakabadse and Bank, 2018.)
To
From
CC
Subject
Dear Principal Consultant,
We are going to take the strategy of future planning so that we can analyze the need for the
employees who are going to be needed in the company and how much people are going to be
needed in each department so that it will be easy for us to assess them on the basis of their
qualifications.
Best Regards,
Human Resource Manager
Person Position Template
Job Title- Human Resource Manager
Location- Sydney
Reporting Responsibilities- they need to report to senior manager of the company.

Main Duties- To train people, to assign them task, to clear their doubts and goals at the time of
interview so that if any case of conflict arises they will be able to solve the issue.
Experience and Skills- 5 years of experience and good leadership and communication skills.
Performance Goals- To train people in a proper way so that they can be evolved and achieve the
desired goals of the company.
Guidelines for conducting effective interview
Questions of the interview needs to be developed by avoiding the issues which are related to
race, religion, age, ethnic group, affiliation of politics, service of military, issues about disability
or any other sensitive topics must be avoided. Manager of HR must take notes at the time of
conducting the interview so that they can take them out afterwards for reviewing the potential
and comparing it with other candidates. (Chang, 2016)
To
From
CC
Subject
Dear Principal Consultant,
Person Position Template
Job Title- Human Resource Manager
Location- Sydney
Reporting Responsibilities- they need to report to senior manager of the company.
Main Duties- To train people, to assign them task, to clear their doubts and goals at the time of
interview so that if any case of conflict arises they will be able to solve the issue.
Experience and Skills- 5 years of experience and good leadership and communication skills.
Performance Goals- To train people in a proper way so that they can be evolved and achieve the
desired goals of the company.
Guidelines for conducting effective interview
Questions of the interview needs to be developed by avoiding the issues which are related to
race, religion, age, ethnic group, affiliation of politics, service of military, issues about
disability or any other sensitive topics must be avoided. Manager of HR must take notes at the
time of conducting the interview so that they can take them out afterwards for reviewing the
potential and comparing it with other candidates.

Best Regards,
Human Resource Manager
Task 3
Meeting with principle consultant
There will be the requirements of the following things for making the training and
induction programme effective. These are
Training material
safety and emergency measures
Skilled and experienced trainers
Additional training booklet
Projector and white board
Stationary items
There is also the need of some effective communication skills which are highly required for
making the programme beneficial and knowledgeable
Active listening
This is one of the most important communication skill which ned to be present within the
employee of the company in order to achieve the raining goals and objectives. Not only speaking
is important but listening to as what the other person is speaking is highly essential as this helps
to know their point of view and perspective (Davis and et.al.,2016).
Confidence
This is another skill which requited for effectively communicating with other individuals.
If the employees does not have confidence in what they are speaking then it eventually poses a
negative impact on the other individual and the conversation remains vague. Thus, it is highly
important to have self-confidence in what the person is speaking and should be able to present
the views.
Job advertisement
Post- Account officer
Grow management consultancy is basically the consultancy business which specializes within
the leadership consultancy as well as has been in operation from last five years. This company

provides an array of services for assisting organizations to assess the leadership behaviour and
performance metrics.
Qualification
The concerned person should have scored a minimum of 60% on an average in their graduation
and should have at least B.Com degree. Besides this, the candidate should have completed the
higher education from the reputed board and should have the passed with the minimum criteria
of 50%.
Experience
The person should have the knowledge of procurement system as well as processes.
Person should have the well-through knowledge of operating the software of supply chain
management and other applications (Taylor, 2018).
Candidate should be familiar with the different computer software and should have a good catch
on these systems.
Should have a great communication skill as well as computer proficiency and should be able to
handle the activities related to the finance.
Salary
$60,355- $72,343/year (Negotiable)
Candidates are required to kindly forward their resume within 5 days after the publication of the
advertisement on [e-mail]
E-mail to principle consultant
To-
From-
CC-
Subject- Job advertisement
Dear Principle consultant
The job advertisement for account officer has been prepared which states the various aspects
that the candidate need to fulfil for securing this position. The candidate need to have at least
B.com degree or higher and should have scored 50% in their higher education. Besides this, the
concerned person should have good communication skills and should have a good catch on the

computer literacy. Candidate are required to have knowledge of computer software and should
be tech-savvy (Wilton, 2016). There are some terms and conditions for the candidates wherein
once they got selected, they will be required to undergo a 6 months training programme to
understand the rules and legislation of company. Besides this, they may be transferred to any
location across Australia or in any other country.
Best regards
Human resource manager
Terms and conditions
To-
From-
CC-
Subject- Terms and conditions for job
Dear Principle consultant
Training
The first terms and condition which the company have regarding the selected candidates is that
selected candidates will undergo the 6 month training programme where they will be made
aware of their work and what expectation level they need to achieve. This is important because
a constant monitoring on the candidates is required to know whether they are performing
satisfactorily or not and is also important to avoid any mistake which they might make during
their work (Binder, 2016).
Location
The organization might transfer the account officer to different location or different branch
from time to time whether in Australia or outside Australia in any foreign location. This is
important from the future point of view as when there would be any in-contingency or vacancy
the employee need to be transfer to that location or branch to fill the vacant position. Besides
this, it is also important for making the employee more competent so that they can understand
geographic nature and the various factors of that location and make themselves ready for
change.
Best regards

Human resource manager
Research recruitment consultants
There are two recruitment consultants who support has been solicited for attracting the
candidates.
Adecco group
Adecco group is predominately one of the renowned HR provider as well as the temporary
staffing company which have its presence in more than 50 countries. It basically offers the
consultancy and other wide range of services to the well-known organisation which mainly
involves temporary staffing, career transition, talent development etc. Besides this, it also
provides the array of outsourcing services. It employs more than 700000 people across the world
and thus have nearly 32000 employees currently. It claims to be the largest consultancy which
expands to a great extent every year.
Contact- 846782346
E-mail id- [e-mail]
Hays plc
Hays plc is generally the leading and well-known English company which provides
recruitment as well as human resource services to the organisation and thus have its presence
across the entire world in more than 33 countries. It operates globally and is considered as the
leading experts from past few years (Boella, 2017). It is the specialist group of recruitment which
hires employees on part-time as well as on temporary basis and therefore provides the
recruitment services. It has currently around 10727 employees who are engaged in providing
various services
Contact-72729578
E-mail id- [e-mail]
Mail to principle consultant
From-
To-
Cc-
Subject- Selection of consultants

Dear Principle consultant
The chosen recruit consultant that are Adecco group and hays plc is the result of extensive
research which the department has conducted ranging from their services to their operating
revenues. A detailed information has been gathered on the two consultant firms considering the
main aspects that their operating income, customers base, quality of services, their presence,
mission, vision and their financial performance. After having this extensive research, it seems
that these firms have a great overall performance in the marketplace along with goodwill and is
showing their excellence in the industry since many years. They have been awarded with the
market leaders which provides the best services to clients. Therefore, these two will be highly
helpful for grow management consultant and will help in achieving the competitive advantage.
Kindly consider these two firms for the organization.
Best regards
Human resource manager
Task 4- Manage selection process
Activity 1- Email to the Principal Consultant to indicate that applications have been received
Respected Principle Consultant,
I would like to inform you that all the applications have been received and all the files have
been made available to you in case you want to review those applications. I would also like to
informs you that telephonic interview of all the selected candidates will take place shortly. In
telephonic interview all the candidates will be informed of the main selection interview
procedure, time, date, place and other than this all the candidates will be asked with few set of
questions and each of them will be required to answer all those questions. Main selection process
for the designation Accounts officer has been set on 6th October in four different sessions that are
10am, 11am, 2pm and 3pm. Each of the candidate will be interviewed for 1 hour. Each of the
candidate will go through the interview where two interviewers will be taking interview of all the
candidates: First interviewer will be yourself and other interviewer will be me as Human
resource manager. After interview all the short-listed candidates will be provided with offer letter
in which all the details regarding their salary, designation, date of joining etc. will be specified.
Kindly review all the files and revert as soon as possible.
Kind Regards,

Human Resource manager,
Activity 2- Script for contacting shortlisted candidates to arrange an interview
Hello, Is this <candidate name>. My name is <HR manager name> and I am an Human
resource manager in Grow Management Consultants. It is a is a small management consultancy
business specialising in leadership development services. I want to inform you that, your
application for the post of Accounts officer has been selected and you have successfully obtained
an interview for the post of Accounts Officer. We are conducting main interview for Accounts
officer post on the date -6th October. Interview timings are 10am, 11am, 2pm and 3pm. Each
interview is expected to take place for at least 12 hour and it is a compulsion for all the
candidates to go through the interview. After completion of interview process Selection panel
will decide and select successful candidate and after selection you will be provided with letter of
offer. Kindly specify you preferred timing for the interview that will suit you best. (Renz and
Herman, 2016. )
If you have clearly understood the interview process and you agree with the interview date
and timing then kindly drop an email in which your consult, preferred timing for interview is
specified and for any kind of further queries you can drop an email on
[e-mail].
Let us know your answer as soon as possible so that we can make required arrangements
for the interview.
Kind regards,
Human Resource manager,
Grow Management Consultants,
Activity 4- Selection report
Selection report has been successfully reviewed that was produced by the selection panel
following the interview for the position of Accounts Officer. Human resource department has
decided to endorse their selection of the preferred candidate for the role of the Accounts Officer.
This decision has been taken on the basis of selection approval policy and selection report. It was
observed that all the terms and conditions were adhered and all the candidates were provided
with equal opportunity to fulfill requirement of Accounts officer. It was also observed all the
required procedure was followed before selecting an appropriate candidate for Accounts officer
post. It was also observed that all the required acts were taken into considerations and

background check of the selected candidate was also done. (Mone and London, 2018.) Other
than this pre employment check and references of the candidates were also checked. So, it can be
said that complete Selection report was checked and all the above points were checked and
considered and it was observed that all the required points, acts, polices were adhered and only
after that selection of the candidate was done. So, as Human resource manager decision to
endorse Selection report of selection panel for selection of appropriate candidate for the role of
the Accounts Officer has been taken. (Giauque, 2015.)
Activity 5- Email to the Principal Consultant to provide a summary statement
Respected Principle Consultant,
I would like to inform you that as Human Resource manager I have decided to endorse
Selection report of selection panel for selection of appropriate candidate for the role of the
Accounts Officer. We have reviewed whole selection report of selection panel and have checked
that selection committee have checked and adhered all the required terms, condition, acts,
policies and has also done proper background check of the selected candidate and only After that
this selection decision has been taken. I am attaching reviewed selection report with this email on
the basis of which endorsement of Selection report and Panel’s decision have been done. I would
like you to please check the reviewed selection report and provide your consult for the same.
Kind Regards,
Human Resource manager,
Activity 6- Letter of offer for the selected candidate
Grow Management Consultants,
Letter of Offer,
Private and Confidential
25th November, 2019
<Candidate’s name and address>
Dear <Candidate’s name>,
We are pleased to offer you the position of Accounts officer here with us at Grow
Management Consultants. We hope you will enjoy your role and make a significant contribution
to the success of our Organization. Here All the details related to employment contract are
specified. These details will help you get a clear understanding of expected employment terms
and conditions.

Commencement Date
Your employment will commence on 15th December 2019. Here
Location
You will be based at Head Office, Level 1, 10 Martin Street, Newcastle.
Letter of Offer
Post- Account officer – reporting to HR manager
Probationary Period
A three-month Probationary Period will apply to this role. During this time, you will
receive advice, training and guidance to help you become familiar with your work (Kanki, Anca
and Chidester, 2019.)
Remuneration
Your salary is at a rate of $65,000/year. You will be paid every month on 1st date of the
month.
Salary Review
Every year your remuneration package will be reviewed annually in accordance with
workplace laws.
Personal leaves
You are entitled to 10 days paid personal/carer’s leave in accordance with the Fair Work Act
2009.
You are entitled to a period of two days unpaid carer’s leave per occasion in accordance with the
Fair Work Act 2009.
You are entitled to a period of two days paid compassionate leave per occasion in accordance
with the Fair Work Act 2009. (Jensen, 2017.)
Termination
The minimum period of notice required to be given to the employer by the employee is:
Period of continuous service Notice period
Not more than 1 year 1 week
More than 1 year, but not more than 3 years 2 weeks
More than 3 years, but not more than 5 years 3 weeks

Period of continuous service Notice period
More than 5 years 4 weeks
Welcome and Acceptance
<employee name> we would like to take this opportunity to welcome you to Grow
Management Consultants and wish you a long and rewarding career with us.
Yours sincerely,
Human Resource Manager
I <Employee name> accept the terms and conditions of this contract
Sign:
Date:
Activity 7- Standard letter to be sent out to all unsuccessful candidates
<candidate’s name and address>
Dear <Candidate’s name>,
We appreciate that you took time to apply for the post of Accounts officer and we also thank you
that you came to interview process for the post of Accounts officer. As you know, we
interviewed a number of candidates and there was only one vacant post. This letter is to inform
you that you have not been selected for this post. E thank you that you took time to come to
Grow Management Consultants. We appreciate that you interviewed for Accounts officer post.
We wish you success with your ongoing job search. Thank you for your interest in our
company.
Best Wishes,
XYZ,
Human Resource manager,
Activity 8- Email to the Principal Consultant that summarise the contents of the attachments
Respected Principle Consultant,
I would like to inform you that after your conformation of the selection report of Accounts
Officer post, I have attended to this matter promptly. I have attached Letter of Offer/Employment
Contract of the selected candidate and have tried to cover all the employment terms and
conditions as per the National Employment Standards and have also tried to explain purpose of
the employee contract to the candidate. Kindly review the Letter of offer that will be offered to

the Candidate so that further procedure can be continued and selection process and can be
completed. Other than this, I have also attached rejection letter that will be offered to all the
rejected employees. Kindly check all the rejection letter as well as letter of offer and provide you
consult on the same so that these letter can be further send to the respective candidates and
selection process can be completed and if there is any kind of suggestion or scope of
improvement them please specifiy.
Kind Regards,
Human Resource manager,
TASK 5
Induction Checklist
Induction checklist for a company includes the information such as
Company's background
history of the company.
Vision and purpose. Other key people and other directors.
Facilities-
Kitchen
Availability of parking
Stationery
Alcohol, smoking all the intoxicating habits their rules and regulations
Safety and health
Start and end of the day (Hurrell, 2016.)
policy for using phones
Dress code
Job Role
Title of the job
Priority
Review of performance
Contribution made by the business

HR Documentation
P45
Pension
Pay
Expenses
contract
Salary
Dear Principal Consultant,
The induction checklist have been attached to this email. It would be really helpful for us if we
get to know the date and the place of the meeting so that we can make the necessary
arrangements.
Induction Checklist
Induction checklist for a company includes the information such as
Company's background
history of the company.
Vision and purpose. Other key people and other directors.
Facilities-
Kitchen
Availability of parking
Stationery
Alcohol, smoking all the intoxicating habits their rules and regulations
Safety and health
Start and end of the day
policy for using phones
Dress code
Job Role
Title of the job
Priority
Review of performance
Contribution made by the business
HR Documentation

P45
Pension
Pay
Expenses
contract
Salary
Best Regards,
Human Resource Manager
Training the principal consultant
The induction checklist includes all the necessary things which are needed to be done for the
team of new employees so they feel convenient at the work place. As it takes time for the people
to get into their comfort zone and complete the task with interest and this will help them.
Updated Induction Checklist
After the feedback by the principal checklist is updated according to the guidance.
Induction Checklist
Staff with Disabilities
The nature of disability must be confirmed. (Buettner, 2015.)
Graduates and Colleges or School leavers
Role and responsibilities in the department.
Staff which is returning to work after a period of Absence
Changes in skills which are needed to work and update them with new.
Professional and Managers staff
Culture of company and relation in role and the course of training required.
Dear Principal Consultant,
This email includes a brief description of induction checklist with the changes which was asked.
Staff with Disabilities
The nature of disability must be confirmed.

Graduates and Colleges or School leavers
Role and responsibilities in the department.
Staff which is returning to work after a period of Absence
Changes in skills which are needed to work and update them with new.
Professional and Managers staff
Culture of company and relation in role and the course of training required.
Best Regards,
Human Resource Manager

REFERENCES
Books and Journal
Binder, J., 2016. Global project management: communication, collaboration and management
across borders. Routledge.
Boella, M.J., 2017. Human resource management in the hotel and catering industry. Routledge.
Brewster, C and et.al., 2016. International human resource management. Kogan Page Publishers.
Buettner, R., 2015, January. A systematic literature review of crowdsourcing research from a
human resource management perspective. In 2015 48th Hawaii International Conference
on System Sciences (pp. 4609-4618). IEEE.
Chang, C.L.H. and Lin, T.C., 2015. The role of organizational culture in the knowledge
management process. Journal of Knowledge management.19(3). pp.433-455.
Chang, J.F., 2016. Business process management systems: strategy and implementation.
Auerbach Publications.
Davis, T and et.al.,2016. Talent assessment: A new strategy for talent management. Routledge.
French, R. and Rees, G. eds., 2016. Leading, managing and developing people. Kogan Page
Publishers.
Giauque, D., 2015. Attitudes toward organizational change among public middle managers.
Public Personnel Management, 44(1), pp.70-98.
Hurrell, S.A., 2016. Rethinking the soft skills deficit blame game: Employers, skills withdrawal
and the reporting of soft skills gaps. Human Relations.69(3). pp.605-628.
Jensen, R.S., 2017. Pilot judgment and crew resource management. Routledge.
Jordan, P. and Lloyd, C., 2017. Staff management in library and information work. Routledge.
Kakabadse, A. and Bank, J., 2018. Working in organisations. Routledge.
Kanki, B.G., Anca, J. and Chidester, T.R. eds., 2019. Crew resource management. Academic
Press.
Melanthiou, Y., Pavlou, F. and Constantinou, E., 2015. The use of social network sites as an e-
recruitment tool. Journal of Transnational Management.20(1). pp.31-49.
Mone, E.M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Nankervis, A.R., and et.al., 2016. Human resource management: strategy and practice. Cengage
AU.
Renz, D.O. and Herman, R.D. eds., 2016. The Jossey-Bass handbook of nonprofit leadership and
management. John Wiley & Sons.
Smith, A., 2016. Experiential learning. Edward Elgar Publishing Limited.
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.
Wilton, N., 2016. An introduction to human resource management. Sage.