HUMAN RESOURCE

MANAGEMENT
Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose of function of HRM at workforce planning.............................................................1
P2 Explain the strength and weaknesses of different approaches of recruitment.......................3
TASK 2............................................................................................................................................5
P3 Benefits of HRM practices for employers and employees....................................................5
P4 Evaluate the effectiveness of different HRM practices..........................................................6
TASK 3............................................................................................................................................7
P5 Importance of employee relations..........................................................................................7
P6 Employment legislation and its impact on decision making.................................................8
TASK 4..........................................................................................................................................10
P7 Applications of HRM practices............................................................................................10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14
INTRODUCTION
Human resource management can be defined as a process that is conducted in every
organisation so as to control as well as manage the employees in an effective an efficient
manner. It is a very important activity that is required to be performed by every manager of the
company because if employees will not be managed in a proper manner then they will not
perform well and their productivity will get affected (Alfes and et. al., 2013). The factors that are
conducted here are recruitment, selection, training and development of employees, improving
the organisational structures and many more. The structure of management of employee's is
designed by the HR managers of the company. The organisation that has been referred here is
HSBC which is a British multinational banking and financial service holding company. This
report will discuss about various purpose and functions of HRM with respect to workforce
planning, strengths and weaknesses of different approaches of recruitment and selection, benefit
of different HRM practices and its effectiveness in organisations as well. Along with this,
importance of employee relations, elements of employee legislation and its application in HRM
practices will be covered.
TASK 1
P1 Purpose of function of HRM at workforce planning
It can be said that Human resource management is a comprehensive approach that is used
so as to provide employment and development of people. It can be regarded as a philosophy or a
process of managing people so as to improve the organisational effectiveness. In this, various
types of policies are applied so as to improve the learning and development, employee
resourcing, performance and reward system provided to the employees. Its main aim is to
support the company in achieving its objectives, provide contribution to develop high
performance culture also creating a positive employment relationship as well.
So, management of subordinates who are working in HSBC is very important as it helps
them in achieving their goals and objectives and providing satisfaction by fulfilling the needs of
customers by fulfilling the needs of the customers or not (Armstrong and Taylor, 2014). If
HSBC wants that their employee should stay with them for a long time then they will have to
provide them a safe and secure working environment where they feel comfortable in working.
Through this process , the managers will know very well that which candidate is perfect for the

1
job and which is not. So, the purpose of HRM is to design the process of recruitment in an
effective manner so that only skilled and capable employees are being hired.
Various practices of HRM are there which are as follows:
 HARD HRM – In this , all the people who are working in the company are treated as
company's asset so as to complete the business activities in an effective manner. Here,
the managers have to make sure that the employees stay with the company for a longer
period of time and for this they do all the efforts and make their recruitement process
effective (Arrowsmith and Parker, 2013).
 SOFT HRM – It is a completely different approach from Hard HRM because here the
company assumes their employees as a major valuable asset. They believe hat because of
the employees only , company is able to achieve their goals and objectives. Companies
also makes sure that the employees doesn't face any kind of issue inside the company and
work with full enthusiasm.
Major function of HRM performed by HSBC are as follows:
 Employee's compensation and benefits :- It is very essential for all the companies to
motivate their employees so as to perform well and give good results to the company.
This will also help them in achieving competitive advantage in the market. So, it is the
responsibility of companies also to provide them fair compensation for the kind of work
they are delivering to their customers. The factors that are considered here is minimum
payment . Equal pay to employees etc. The managers are required to consider all these
factors before making any kind of policies for the employees of the company. This will
provide a sense of satisfaction to the employees and will make them more committed
towards the company.
 Worker's development – It is considered as one of the most important function that is
performed by the management so as to manage the employees of the company in an
effective manner. In this, the managers of HSBC is required to organise various training
and development programmes so as to make increase the capabilities of employees and
make them more skilled in their work. After this, they will be able to perform their work
in a more effective manner and give good results to the company (Baluch, Salge and
Piening, 2013). It will also help in increasing the creativity of employees in performing
their work. All this provide various long term benefits to a firm.

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  Recruitment , selection and planning of manpower : These are considered as the core
functions that are performed by the management of the company . In this, the managers
are required to recruit skilled and efficient employee for the job so that they can perform
well. For this, they will conduct the whole recruiting process and and then select the
employees who will suit the best.
P2 Explain the strength and weaknesses of different approaches of recruitment
Recruitment and selection is considered as a very significant function if every company
as it helps the organisation in getting the employees who will perform their activities. The
managers if every company is required to design an effective recruitment process so that right
person is been selected for the right job so that they can work with their full capabilities (Bloom
and Van Reenen, 2011). So, the HR department of HSBC will also use different approaches so as
to recruit and select efficient and capable employee for the company. These can be classified
as :-
INTERNAL SOURCE OF RECRUITMENT – This type of recruitment approach is used by
managers so as to recruit the employees for inside the work environment itself and they will not
have to go outside the office so as to recruit new employees for the company. This approach
provides various type of benefits to the company as it saves their lots of time and money as well
which will be used by them to implement various types of training programmes. This approach
can be used by HSBC as they are already having so many talented employees working for them
and this will also develop the confidence level of employees as well. The various methods that
ae included in this are :-
 PROMOTION- Through this method, the employees of the company are ranked on the
basis of their performance and then the highest ranker employee is promoted and given a
new position in the market. HSBC is making use of this approach so as to g8ivfe the
reward to the employees who are doing hard work (Boxall and Purcell, 2011).
 TRANSFER – In this approach, in order to fill a vacant position in the company, an
employee is getting transferred from one place to another. They are shifted to another
position after seeing their performance itself.
Strength and weakness of internal sources of recruitment
Strength Weakness
 It helps in saving time and money  It does not allow them to see more

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 of the companies. applications and get more options for
 There is no need to implement recruitment.
any kind of orientation as well as  Since the employee is recruited from
training programmes for the inside the company only so n new
appointed employees as they are innovative idea is entered inside the
already know about the work company which the candidate from
culture of the company. outside might have brought.
 It helps in increasing the  In case of transfers, one person shifts
motivation level of employees as to fill another vacant position but
they are getting rewards for their created his place as vacant.
performance in the company.

EXTERNAL SOURCE OF RECRUITMENT – In this approach, the employee is recruited

from outside the company and a complete recruitment process is organised by the company. So,
here, HSBC will ask for various applications of the candidates who are looking for the job. This
approach is highly preferred in most of the companies as through this companies can bring more
and more innovative ideas from the newly selected employee (Bratton and Gold, 2012). HSBC
being a top banking company, it can make use of the this approach so as to recruit correct as well
as skilled employee for the job. The methods that can be used to recruit the em,poyees from
outside are :-
 DIRECT RECRUITMENT – This method is used by the company to recruit and select
those candidates that are skilled as well as capable. In this, HSBC will directly organise
an open recruitment process in which applications from all over the country will be
called and will be judged on various grounds, the candidate who will perfectly match
with the requirements of the company will be selected.
 CAMPUS RECRUITMENT – In this approach , the organisation goes to various
colleges and selects students who are having appropriate skills for working in the
company. This helps them in recruiting fresh talent that will help them in getting new
ideas as well.
Strength and weakness of External recruitment
Strength Weakness
It was help in giving new opportunities to It is a very lengthy process and requires large

4
 the people who are looking for job in amount of investment as well.
market.
This helps in bringing new blood to the The management has to spend in organising
company which also brings new and well training and development programmes for the
as creative ideas. newly recruited employees.
The HR managers will get lots of applicant This method is not used by the organisation
to choose the best candidate of the which is not having enough amount of finance.
company.
TASK 2
P3 Benefits of HRM practices for employers and employees
There are various types of HRM practices which are applied by the HR manager of the
company. Its like recruiting, training and development, performance evaluation etc. by applying
these practices, the HR manager tries to coordinate with all the functional departments of the
company and communicate in an effective manner (Buller and McEvoy, 2012). Through this,
HSBC gets help in attaining their goals and objectives in an effective manner. With these
practices, organisation tries to create a positive environment inside the organisation and also
motivates the employees to perform in a good manner. There are various benefits for both
employer and employees which can be:
Benefits of employer: There are various types of benefits that an employer gets after
implementing the HRM practices inside the organisation. In HSBC, the benefits can be
categorised as :-
 Improvement in employee relations :- There are several types of companies where the
higher authority management does nit get into contact with the employees that are
working beneath them. So, by implementation of good HRM practices the employees
gets the opportunities to be in contact with their bosses and communicate with them as
well and thus it will help in improving their relationships.
 Provide skilled employees – Through these practices, the HR manager gets the way to
retain their employees for a longer period of time (Caligiuri, 2014). Since HSBC is
having a very skilled workforce so it is very crucial for them to retain it and increase the
no. as well.
 Reducing employee's turnover – In order to reduce the turnover of employees, HSBC
should try to satisfy their employees by providing them various types of facilities and

5
 satisfying all their needs and wants . For this, attractive packages should also be offered
to the employees so that they are fully satisfied.
 Developing flexibility – The employers uses different methods through which they will
try to provide facility to develop their skills by working into various departments.
Through this, multiple skills are also developed (Collins, Zhu and Warner, 2012). It can
be applied by HSBC .
Benefits for employees: The employees are also benefited from this practices and it can be
classified as :-
 Encouraging positive action – It is considered as a core responsibility of each and every
company which is required to be implemented every company so as to make their
environment favourable. So, these practices helps in keeping the employees happy and
thus keeping the happy and productive environment as well.
 Developing personal and professional skills: Training and development id considered as
a part of HRM practices that are implemented inside the company. So, through this, the
personal as well as professional skills of the employees who are working in the company
is improved.
 Increase motivation - There are several tools and techniques which utilized for adding
motivation level of their staff. The main aim of such approaches to increased their ability
and productivity and extreme usage of their resources.
P4 Evaluate the effectiveness of different HRM practices
It is said that if the organisation wants to complete their goals and objectives then they
will have to implement good administration inside the companies. For this , they are required to
take care of the routine which will be followed by the employees of the whole organisation. It is
also required that the managers should taken right decisions for the workers so that they does not
face any kind of issue inside the company and work with their full dedication so as t bring
success to the country (Conesa-Zamora and et. al., 2011).
There are various kinds of HRM practices that are being offered to the employees ofr
HSBC like monitoring and managing employee performances, payments and rewards system,
learning , development and training. All these employees who are performing operations of the
company and satisfy the needs of the customers have to be taken care of very well. By providing
them appropriate training and development, their skills and competencies are being developed

6
more so that they can perform in a more better manner. Through these practices profits of the
company gets enhanced and their productivity also gets increased. If they will be properly
trained then they will be able to give more creative ideas to the management and perform well in
front of them (Guest, 2011). This will help them in increasing efficiency and effectiveness of
company as well.
Also, if the management will try to manage and monitor the performance of employees
then they will come to know that which employee is more productive and which is less. Thus, it
will try to manage the performance by providing them good facilities and teaching them more
skills so that the weak employees also performs in a better manner. Along with this, it is very
important to make sure that the employees get right amount of payment for their hard work and
rewards and recognitions as well because it will bring more motivation in them and they will be
happy and satisfied as well. Thus all these HRM practices are bringing efficiency in the working
environment.
TASK 3
P5 Importance of employee relations
Employee relations plays an important part of an organisation. It aims to defined the state
of emotional, physical and contractual relation shared between employee and employer. It has
garnered lot of attention in the contemporary era due to necessities which it carries in achieving
organisational objectives. It takes into account the relationship in the non-unionised and recently
included unionised employee as well. It aims to maintain productive relations between employee
and resolving of conflicts at the same time so favourable outcomes are ascertained. The business
have recently launched various scheme and initiatives so that both the parties work
collaboratively towards the established goals and objectives for an organisation. The need for the
competent and competitive employees has been increased at another level (Guest, Paauwe and
Wright, eds., 2012). The justification of the same is dynamics of market has been frequent
therefore a business organisation need to be at their best to sustain their position in the economy.
HSBC is one of the largest banking and financial institution in the world. Therefore the need to
have ideal employee relations is a crucial organ. The approach which has been adopted by the
company is sustainability. It aims to build a business that can be carried out for long and
emphasizing on social and environmental needs of the moment. The employees working from

7
the organisation comes from different culture and ethics which is comparably difficult for
organisations to keep them focused and productive.
A human resource department before making decision have to identify and consider
interests of all the stakeholders (Gurkov, Zelenova and Saidov, 2012). The individual who are
affected by the decisions and actions of human resource domain are employees, management,
trade unions, employee associations and society. The potential that a decision carries is high and
can disrupt the ideal functioning of a business to a level that is beyond repairable. The state of
relationship shared between employer and employee determine actions plan which has been
formulated by an organisation. The environment which is offered by this banking organisation is
very open. There is incorporation of communication, honesty, transparency and learning from
mistakes. The treatment which is offered to employee is fair, honest and inclusive. The approach
of participatory and inclusive decision making approach which has been employed by the
company has been receiving a lot of praises from the concerned parties. This approach carries
multi-benefits to the organisation as it can lead to better decision making, better management of
employees, positive outcomes in business. The good relations between employee and employer
can be identified when , human resource professionals give due consideration to the demands
and expectations of employees working with the company. This feature will help a business in
identifying with viewpoint of employees which can be crucial for a business while formulating
decisions.
In an organisation where ideal employee relations are practised opt for inclusive
approach which ultimately impact the participation of employees in the decision making. The
management encourages employees to speak up and share their issues so that ideal business
decisions are being taken. The reason for the same is that in many organisation decision are
taken by group of senior leaders who does not consider the interest of another. The decision
which are taken with input for employees are significant from the economic, social and legal
point of view (Han, Chiang and Chang 2010). The core values of transparency, honesty and
fairness when practised in the organisation can lead to adoption of suitable practices and policies
within organisation. However the criticism which are drawn by this approach is that it is slow
and sometimes lead to indecisiveness within organisation. When carrying out a cost-benefit
analysis it is ascertained that it is a must have approach in the organisation. In this approach
employees feel as integral part of the organisation and productive work environment in

8
sustained. It aims to establish highest standards of behaviour so that employee and customer feel
proud of this organisation.
P6 Employment legislation and its impact on decision making
Employment law is term which encompasses all the crucial segment of the job. These are
referred to the laws and policies which are enacted by the government to preserve the interest of
people in this contract of employment (Hauptmann and Steger, 2013). The areas which are
emphasized are to discrimination, unfair treatment and unethical practices within organisation.
The state of regulation between employee and employer are monitored which leads to formation
of ideal relationship in the organisation. It is the duty of an organisation to conform with the
legislative policies and practices to avoid any legal trouble. Below is an brief list of elements
which impacts the decision making in an organisation.
Anti-discrimination law: This legislation has been incorporated by the government to
protect the employees from unethical practices which are carried out in an institution. It
comprises of three major acts which are Sex discrimination (1975), Race relations (1976) and
disability discrimination (1995). The justification of the same is that law treats everyone equal
and there should no discrimination practices in corporations (Horwitz, 2011). The law carries a
significant impact on the decision making functions of an organisation. The human resource
professional cannot take decisions relying on the unequal treatment in the business. Every
employee should be perceived equal at work, education and public services. Failure to comply
with the law results in fines and penalisation to the organisation and failure of licence.
Equality Act 2010: the law replaced old legislation such as race relations and disability
discrimination acts. This law states the human being ought to be treated equal in an organisation
irrespective of their caste, colour and gender. The employers are bound to make adjustments so
that disable people are able to apply for vacant posts in an organisation. This acts intent to
eliminate discrimination, harassment and victimisation in the organisation and persuade
management to offer equal opportunities for people to grow in the institution. A human resource
professional before making any decision regarding policies and practices should make sure that
there are no unequal practices and measures employed as they are termed illegal by business
(Huselid and Becker, 2011).
Wages and remuneration: These laws decides the minimum wage that to be paid by company to
their employees for the work done by them. This law covers the salary structure, the promotions

9
and if an employees decide to do overtime then the what payment to be given these all are stated
under this law.
Employee relation act: As the employees are considered as an asst for company
therefore it must required to take care of their interest and behaviour through preparing an
effective communication channels (Jiang and et. al., 2012). It is the responsibility of manager of
HSBC to provide guidance and direction to their employees which help them in performing their
delegated roles and also require to collect feedback from them in order to identify problems or
issues if any, they faces at workplace. This will help in maintaining better relation with their
employees.
Equal pay act 1970: This act states that employer should not make any discrimination
and favouritism and are liable to pay same payment to an individual working in same kind of job
in company. Therefore this act need to applied by HSBC which guide manager to pay equal
amount to their workers at same designation.
Minimum wage act 1998: This act states that company should provide minimum wage
amount that to be fixed by government to their employees so that it fulfil the needs and demands
of employees in an effective and efficient manner.
Data protection act 2002: It act states that company should store their personal
information with themselves only and should not leak to their rivals. The main purpose of this
act is to safe and secure personal data in order to protect them from any criminal activities
(Karmiloff-Smith and et. al., 2015).
Health and safety act 1974: This act states the provision which implies that company
should also need to focus on protecting health and safety of employees in working environment.
It main objective is to maintain healthy work life of employees so that they can contribute more
in achieving organisational objectives.
Working Time Directive Act 2003: According to this act, an employees must need to
complete their working hours which is mentioned under the policy of Woking Time Directive
Act in order to get legal existence of his employment.
TASK 4
P7 Applications of HRM practices
Hotel receptionist training
Training title/ Workshop- Date- Time-

10
Location Trainer
Expected Participants

Activity Expected time Process Equipments

Induction or
Introduction
Objectives of Training
a)
b)
Warm up
Important Content
Necessary points

Job advertisement
Job Title: Business Manager Company Name: UCL
Type of Role: Permanent Hours: Full Time
Salary: Up to £20000 p.a Last Date: 25/02/2018
Working with UCL
As a part of UCL, you will be able to experience overall development in yourself and will gain
various types of skills and capabilities as well. College requires a good manager who will take
care of its business section. They will have to perform various actions so as to make sure that
they are using their money in correct place only.
The Role
You will be the main person who will handle all the money matters. You will have various
employees who will be working under you. The main motive should be to allocate the money
into correct areas so that the business of hotel keeps on increasing. You have the knowledge of
the process, inspecting the profit, loss, involvement in minimizing the costs and bringing HPW.
Qualification
First class MBA/BBA in accounting from a recognized institution
Expectations
 Good in communication

11
  Experienced
 Know how to increase the business and attract new students
 Prompt to manage situation and meet the targets
 Following the day to day business activities at college
Email-id: www.ucl.com
Contact no.: 6589745612
Note: Interested candidates can send their CV to the official email id of the company.

Job specification
Qualification Masters in science and nursing from any
recognised university.
Satisfactory nursing training.
Experience Should have 2 year experience of working as a
nurse in a good hospital
Area of expertise Should be well informed about all medical
instruments.
Other qualities Able to assist the patients in changing their
lifestyle.
Knowing about federal and local health policy.

Interview Questions:
 Tell us about your biggest strength.
 Do you have any kind of weakness?
 Tell us about your family
 What are your qualifications?
 Why do you think that you are fit for this job?
Person specification
Particulars Essential criteria Desirable criteria
Qualification and training Cookery qualification (NVQ) Training affiliated with
cooking food and hygiene
Experience Providing effective services to two year experience of

12

Skills and knowledge
Personal characteristics
its clients working in a small kitchen
Know how to handle pressure
while working
Good knowledge about food Entrepreneurial skills
and Hygiene
Confident, polite
Ability to work with a team

CV
General information
Name: Benjamin Kay
Father's name: Robin Kay
Mother's name: Misha Kay
Mobile no: 6699885544
Email id: kay123@yahoo.com
Key skills:
 1.5 years studio experience, working with creative teams
 Complete information of digital and film
 Good Understanding of PC and Mac system
 Team worker
 Quick learner
Experience:
 Saddington and baynes: Deal with retouching of pictures
 Prime portraits Ltd: Work as a digital corrections manager, preparing of images for
reproduction or sale.

CONCLUSION
It has been concluded from the above report that Human resource management play an
important and crucial role in the development and growth of employees as well as an
organisation. For this, it is important for HR manager of HSBC to conduct training sessions and

13
development programs for them which help in improving their skills and knowledge so that they
contribute their maximum efforts in achieving desired goals and objectives. It is the
responsibility of manager to identify the problems and issue which affect the performance of
their employees and accordingly implement corrective actions to resolve their issues within
limited period of time. An organisation must also required to follow all rules and regulations
implemented by government in order to survive in competitive market world for longer period of
time.
REFERENCES
Books and Journals
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Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Arrowsmith, J. and Parker, J., 2013. The meaning of ‘employee engagement’for the values and
roles of the HRM function. The International Journal of Human Resource Management.
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Baluch, A. M., Salge, T. O. and Piening, E. P., 2013. Untangling the relationship between HRM
and hospital performance: The mediating role of attitudinal and behavioural HR
outcomes. The International Journal of Human Resource Management. 24(16). pp.
3038-3061.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Buller, P. F. and McEvoy, G.M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Caligiuri, P., 2014. Many moving parts: Factors influencing the effectiveness of HRM practices
designed to improve knowledge transfer within MNCs. Journal of International
Business Studies. 45(1). pp. 63-72.
Collins, N., Zhu, Y. and Warner, M., 2012. HRM and Asian socialist economies in transition:
China, Vietnam and North Korea (pp. 598-619). Edward Elgar Publishing.
Conesa-Zamora, P., and et. al., 2011. Comparison of allelic discrimination by dHPLC, HRM,
and TaqMan in the detection of BRAF mutation V600E. The Journal of Molecular
Diagnostics. 13(5). pp. 467-473.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Guest, D. E., Paauwe, J. and Wright, P. eds., 2012. HRM and performance: Achievements and
challenges. John Wiley & Sons.

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Gurkov, I., Zelenova, O. and Saidov, Z., 2012. Mutation of HRM practices in Russia: an
application of CRANET methodology. The International Journal of Human Resource
Management. 23(7). pp. 1289-1302.
Han, T. S., Chiang, H.H. and Chang, A., 2010. Employee participation in decision making,
psychological ownership and knowledge sharing: mediating role of organizational
commitment in Taiwanese high-tech organizations. The International Journal of
Human Resource Management. 21(12). pp.2218-2233.
Hauptmann, S. and Steger, T., 2013. “A brave new (digital) world”? Effects of In-house Social
Media on HRM. German Journal of Human Resource Management. 27(1). pp. 26-46.
Horwitz, F. M., 2011. Future HRM challenges for multinational firms in Eastern and Central
Europe. Human Resource Management Journal. 21(4). pp. 432-443.
Huselid, M. A. and Becker, B.E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
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.
Karmiloff-Smith, A., and et. al., 2015. Definitions versus categorization: assessing the
development of lexico-semantic knowledge in Williams syndrome. International
Journal of Language & Communication Disorders, pp.1-13.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1).
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Schalk, R., Timmerman, V. and Van den Heuvel, S., 2013. How strategic considerations
influence decision making on e-HRM applications. Human Resource Management
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Vaiman, V., Scullion, H. and Collings, D., 2012. Talent management decision making.
Management Decision. 50(5). pp.925-941.

Online
Recruitment and selection process. 2017. [Online]. Available Through:
<https://hr.ucr.edu/recruitment/guidelines/process.html>.

(Alfes and et. al., 2013) (Armstrong and Taylor, 2014) (Arrowsmith and Parker, 2013) (Baluch,
Salge and Piening, 2013) (Bloom and Van Reenen, 2011) (Boxall and Purcell, 2011)
(Bratton and Gold, 2012) (Buller and McEvoy, 2012) (Caligiuri, 2014) (Collins, Zhu
and Warner, 2012) (Conesa-Zamora and et. al., 2011) (Guest, 2011) (Guest, Paauwe
and Wright, eds., 2012) (Gurkov, Zelenova and Saidov, 2012) (Han, Chiang and Chang
2010) (Hauptmann and Steger, 2013) (Horwitz, 2011) (Huselid and Becker, 2011)
(Jiang and et. al., 2012) (Karmiloff-Smith and et. al., 2015) (Renwick, Redman and
Maguire, 2013) (Schalk, Timmerman and Van den Heuvel, 2013) (Vaiman, Scullio and
Collings, 2012)

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