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The Human Resources Management course includes a series of openly licensed written assignments and discussions aligned to specific learning outcomes and chapters. If you import this course into your learning management system (Blackboard, Canvas, etc.), all of the assignments and discussions (listed in the table, below,) will automatically be loaded into your LMS assignment and discussion-board tools. They can be used as is, modified, combined with your own assignments, or removed altogether.

The assignments in this course align with the following scenario:

You are a college senior who has been selected to participate in a hybrid internship/onboarding program with an elite HR research and advisory firm. Your training consists of a combination of formal education—specifically, enrollment in this Human Resource Management course—and a rotation in support of the principals of the firm. In your rotations, you will synthesize what you’ve learned in the relevant modules to address firm or client issues, conducting additional research as necessary and developing draft deliverables as instructed by the principal consultant. The quality of your deliverables – that is, your ability to convert learning into practical insight – will largely determine whether, at the end of the internship period, you are offered a position with the firm or simply thanked for your participation.

You can view them below or throughout the course.

Rubric for Assignments

There is also a sample rubric to assist you in grading. Instructors may modify these guidelines or use their own.


The following discussion assignments will also be preloaded (into the discussion-board tool) in your learning management system if you import the course. They can be used as is, modified, or removed. You can view them below or throughout the course.

Rubric for Discussion Posts

Answer keys for the discussion posts are available to faculty who adopt Waymaker, OHM, or Candela courses with paid support from Lumen Learning. This approach helps us protect the academic integrity of these materials by ensuring they are shared only with authorized and institution-affiliated faculty and staff.


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Assignment on Human Resource Management

Md Naim Hasan Towhid

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Managing of HRM in 21st century

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A Short Review on Human Resource Management System for further development of any organization. Development of any system is necessary but before that, we need to identify the obstacle of that system. In this situation, HRM helps us a lot. Therefore at first, we need to know HRM first.


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Locus Assignments

Human Resources Management Assignment

Human Resources Management Assignment


In an organization, employees are the ones who are responsible for carrying out work activities involved in operational process. It is the key job of managers and HR professionals to organize the employees in order to bring effectiveness in their performances. This can be done only if the employees are viewed as invaluable assets and not just machines. Considering employees as assets is an integral part of modern HRM and human capital management.

In the absence of good human resources, an organization cannot build a good team of working professionals. HRM’s prime functions comprise of recruiting, training, performance appraisals, employee relation , cultivating workplace communication, workplace safety etc. HRM advices the management how employees can be managed strategically as business resources.

1.1. Differentiate between personnel management and human resource management giving examples in two suitable organizations

1.2. Assess how human resource management functions help your chosen organization in achieving its purpose

The HRM functions practised at Harrods helps in achieving the organizational purposes by effectively distributing and controlling the various managerial and operational activities. This effectiveness of the functions can be assessed as:

Human Resource Planning: The HRM functions include identifying and assessing the current manpower inventory and forecasting future need for coping with purposes of Harrods and demands in market. According to this Harrods plan and organise activities such as recruitment, promotion and transfers etc to fill the requirements.  (Anderson and Anderson, 2010)

Recruitment and Selection: after the skill shortage is identified, a recruitment and selection function is carried out by HRM where internal as well as external prospects are analysed. An alignment of responsibilities needed in proposed vacancy and skills required is made which helps to match the best talent in the fitting position to achieve outcomes for Harrods. Also when skills and needs are aligned then it ensures satisfaction and retention of talent resources saving cost for Harrods.

Reward Management: compensation management at Harrods is linked to performance of employees and is provided to value their contribution at work. These include pay packages, benefits such as insurance, medical, travel allowances etc. These contribute to achieve employee’s motivation and involvement at work to increase their productiveness. (Anderson and Anderson, 2010)

Payroll Administration: it is the HRM function to determine the job analysis and salary, benefits, tax deduction, leaves etc linked to employees. This helps to maintain proper administration of employees in Harrods with adequate reward management. 

Performance Management: it includes monitoring, recording and assessing employee’s performance by observation, peer review, meetings etc against set parameters of Harrods. Those who are performers are apprised with incentives, higher responsibilities, promotion etc while those who lack are given training and mentoring to improve.

Training: this HRM function is provided for skill development of employees to cope with environment changes and new demands such as technology, customer trends. This helps to empower and build employee in Harrods to improve their productiveness.

Employee Relationship: this function of HRM helps to maintain strong working with leading people style between management and employees of Harrods to support innovative and integrative culture, cohesive teams and participation by maintaining fair policies, treatment and working conditions within Harrods. (Anderson and Anderson, 2010)

1.3. Evaluate the role and responsibilities of line managers in your organization and how it supports human resource management functions

The line managers at Harrods are assigned with various roles and responsibilities to manage the core level teams, monitor and control them to achieve the set organizational objectives. They support various HRM functions to delegate and supervise team activities. These are:

Routine work management: line managers at Harrods are responsible for performance management of team for which they plan regular activities, work coordination, observe and identify problems, suggest solutions and monitor everyday functions so that teams can achieve objectives.

Mentoring and Support: the line managers support employees in Harrods to fulfil their roles for which they provide assistance, technical and skill knowledge etc. If an employee has specific need then line managers also provide training by identifying problems and then designing solution. (Farndale, Scullion and Sparrow, 2010)

Delegation: line managers assess individual skills of employees and then delegate responsibilities to achieve best outcome from optimum use of talent management at Harrods. They also maintain flexibility at work by maintaining flexi work schedules, duty rosters etc.

Monitoring and performance management: line managers at Harrods monitor employees to record and observe individual performance at work. This helps to identify achieved levels and expected outcomes and then design rewards to appraise employee’s performance. Subsequently, it also helps to identify training needs of employees who are lacking and then supporting their development activities to motivate and deal with task management.  (Farndale, Scullion and Sparrow, 2010)

1.4. Analyze how legal and regulatory framework impact on human resource management

To maintain effective goal fulfilment, performance and reputation of organization, certain laws and regulatory framework are maintained which helps to achieve effective outcomes and impacts positively on organizational policies. Some of the legal frameworks that are maintained in Harrods for effective employee and work management are:

Equality Act 2010: at Harrods anti-discrimination laws are practised to ensure fair treatment and equality of work for all irrespective of employee’s race, religion, age, gender, disability, nationality etc. Thus diversity of workforce is maintained at Harrods and equality is ensured based on merit.

National Minimum wage ACT 1998: this law helps to ensure fair treatment and compensation management at Harrods depending on nature of work and performance. It states that an employee above 21 years is entitled to minimum wage of 6.50 pounds daily working on an average of 8 hrs irrespective of gender.  (Harzing and Pinnington, 2010)

Employment ACT 2008: this law ensures a structured payment, policies and entitled benefits for employees working in Harrods. Example, an employee is entitled to standardised pay, insurance, child care leaves, work time flexibility etc to ensure safety and job security.

Working time directive 1998: this law ensures that employee at Harrods are eligible to get 28 days paid leave annually, work 8 hours/day. Employers cannot force employees to work beyond working time and beyond 40 hours/week an employee is entitled to receive overtime payments.

Trade union and Labour Relation ACT 1992: this law states that strikes are legal if announced to observe trade disputes. Thus, in Harrods efforts are deliberately made to ensure strong employee relationship to avoid trade disputes and maintain a smooth running of organization.

Work and Families ACT 2006:   this law states that in case of emergencies or illness an employee can avail 12 weeks paid leave annually and in case of maternity employees can avail 18 weeks of paid leave.

Data Protection ACT 1998: this law states that any company information, trade secret and personal information of employees or client is subjected to be confidential information to be used for purpose of trade only by Harrods. These cannot be disclosed to any employees and any attempt of misconduct is treated as offence without consent or authoritative rights.  (Harzing and Pinnington, 2010)

2.1 Analyzing the reasons for human resource planning 

Human Resource Planning is the function that determines current inventory of employees within an organization and forecasts future manpower needs to meet its established objectives. It also maintains the match between employee’s skills and job role so that employee’s expectations and desired outcomes are achieved smoothly.  (Choi and Ruona, 2010)

Some of the reasons for Human Resource Planning are :

Forecasting need for manpower: as changes in labour market varies with retirement, termination, transfer, cessation or employee turnover, there arises need to predict future manpower need with changes in demand.

Uncertainty management: to manage sudden breakthroughs or uncertainty situations such as machinery breakdown, emergency, strikes etc human resource planning is maintained so that employee’s concerns are heard and dealt properly without any mismanagement. 

Change Management: Human resource planning is required to tackle change management such as changes in labour market, new technology, market demands, customer changes or policy changes. HRP identifies and assess the changes and formulates plan to cope with them such as recruitment of new employees, training for development etc to manage changes efficiently. (Choi and Ruona, 2010)

Skill Management of employees: human resource planning identifies current skills and abilities of employees so that they can be developed in shortcoming areas to tackle changes or new challenges at work efficiently to improve their performance and productiveness. HRP designs Training and Skill Enrichment programmes to ensure skill development of employees.

Maintains balance of manpower: to meet with supply and demand of labour according to market changes and maintain the operational cost of organization without any deficit HRP ensures that a balanced flow of manpower is maintained through need assessment, hiring, promotion, transfers etc.     

Employee Management: Human resource planning identifies and assesses the skills and performances of employees against set parameters to design structures of appraisals, salary revisions, promotions, rewards etc that helps to meet employee expectations and acts as motivational factor for their contributed efforts. (Choi and Ruona, 2010)

Budget Planning: human resource planning analyses the costs maintained against training, recruitment, operational functions etc and then formulates a budget for organizational planning.

2.2 Outlining the stages involved in planning human resource requirements

Human Resource Planning has three primary stages:

Forecasting: Human resource planning identifies the shortage or surplus of labour and changes in labour market by matching the current employee inventory and predicting future need. For this requirement of manpower HRP analyses the skill gap and the objectives to be achieved by determining shortage or surplus of labour due to transfer, promotion, resignation, staff turnover etc. After this is determined forecast of future manpower needs, strategic changes and development is planned to cope with change management and achieve organizational purposes. This change in labour market can also arise due to uncertainty of market factors like economy, politics, technology etc which influences manpower changes. (Goetsch and Davis, 2014)

Goal setting and Strategic planning: in this stage, human resource planning assesses the set objectives of organization and then assesses the skill requirement that has to be input to achieve those. After this is done, HRP plans recruitment, training and development, budget allocation etc to decide on organizational planning.

Program implementation and evaluation: in this stage, HRP implements the strategic human resource planning that is determined to achieve the goals sets. For this human inventory is assessed and if there is need of recruitment then it is planned. Also if there is need of skill development then training is planned for development of special skills in existing employee. Further budget is allocated after monitoring and assessing all costs included and finally a decision is made for implementation. Next, implementation is followed by evaluation to identify the success and loopholes of planning so that corrective measures can be done to achieve desired outcomes.  (Goetsch and Davis, 2014)

2.3 Compare the current recruitment and selection process in the organization with another organization you recommending

The recruitment and selection process in our organization consist of two rounds:

The R&S process in Harrods consist of four rounds:

Application to jobs: the vacancy for potential jobs is announced in Harrods both in their stores and on their company portals. The applicants have to fill the online application where they need to answer few competency questions which are based on general topics, teamwork, customer service etc which helps to assess intelligence and eligibility of applicants.

Personality test: the shortlisted applicants are asked to take personality test where assessment of personal traits such as behaviour, aptitude, honesty, dedication, suitability to the job role is checked. 

On job evaluation: the candidates who clear personality test are invited to Harrods store to perform real tasks or simulation exercises on various fields depending upon nature of job role such as handling customers, taking orders, preparing bills, complaint handling, store management etc. The candidates are then assessed on their scores, practical skills and aptitude to logical understanding.

Final interview: the candidates who are selected in evaluation test are invited for final face-to-face interview with operation manager where their technical expertise is assessed. The final selection is made in this phase and the candidate who is finalised is offered joining letter within 10 days to join Harrods. (Snape and Redman, 2010)

2.4 Evaluate the effectiveness is the organization recruitment and selection techniques with another organization you recommending

The recruitment and selection technique being followed in our organization maintains a simple process where telephonic screening is done to assess the communication and agility of applicants. It also helps to evaluate the listening ability of candidates. Finally, the face-to-face interaction helps to assess the expertise and competency of candidates. Thus this dual filter process applied in our organization helps to identify best fit for specific nature of job but it lacks proper human resource planning structure which helps to align right person for right task. (Ferguson and Reio Jr, 2010)

On the other hand, Harrods recruitment and selection technique is more structured to measure practical abilities, behaviour, attitude and personality of candidates. The application process helps to screen the applicants based on eligibility and thus eliminates surplus applications which are not suitable for job role. Then the personality test helps to examine personal traits and behaviour which followed by evaluation test helps to evaluate situation handling of candidates base on real practices on job. This helps to examine decision making and promptness of candidates to perform routine activities. Lastly the final interview call helps to examine conceptual knowledge and suitability of candidates to Harrods culture. Thus Harrods recruitment technique is more prominent to examine minutely the best of talent who can be more adaptive to various changes or challenges of industry as it includes more detailed elimination process to reach to right candidate who can hold the reputation and value of Harrods for long term. (Ferguson and Reio Jr, 2010)

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3.1 Assess the link between motivational theory and reward at Virgin Media or your chosen organization

Virgin Media has motivation instilled in its genes. The employees are spread all over the world and work in coordination because of effective teamwork. Virgin recognizes the importance and need of motivation that is prevalent amid the employees for achieving the objectives of an organization and thereby, Virgin provides a constant support to the desirable behaviours at work by the advantage of offering two bonus schemes. (Pearsall, Christian and Ellis, 2010)

There are various motivational theories but at Virgin, one can see the application of Maslow’s theory of motivation where five levels of needs are been emphasized. The first and basic need of an employee is the fulfilment of Physiological needs such as food, shelter, clothes etc. and the second stage covers the safety needs such as job security, integrity etc. The third stage of need is belonging needs which includes of friendship, family, recognition etc. and the fourth need is the esteem need such as sense of achievement, self respect, etc. The final stage is of the self-actualisation need where it is assumed that an employee has attained its maximal potential.

One can relate the physiological needs of an employee by providing various motivational benefits such with competitive wages, health benefits, educational support etc. as these are the very basic needs which must be fulfilled. Other motivational benefits for example training programmes, life insurance etc. can be linked to an employee’s safety needs. The need of belongingness at Virgin can be related to the workplace relations with co-workers and superiors, pay hike, discount lunch etc.  further determining employees loyalty towards the company. By offering benefits like appraisals, paid vacation, stock purchase plan, bonus schemes etc. Virgin cultivates a sense of achievement within the employees which can be linked to the esteem needs.  Motivational theory also stresses on establishing secure environment where employees’ contributions are recognized in the form of rewards. At Virgin Media, employees are furnished with both facilities and flexibilities thereby, fulfilling the norm of providing a safe and secure working atmosphere. In addition, reward in the forms of promotions and incentives are offered. Rewarding is not just an encouragement for a certain employee but is a motivation for the underperformers to work more hard. Winning a reward can be linked to the need of self-actualisation. (Pearsall, Christian and Ellis, 2010)

3.2 Evaluate the process of job evaluation and other factors determining pay at Virgin Media or your chosen organization

Gaining Acceptance: ahead of performing job evaluation, Virgin’s management must get a clear picture regarding to expectations, aims and objectives of all the positions eventually conveying it to the employees. (Snell and Bohlander, 2010)

Creating Job Evaluation Committee: the committee must comprise of the HR department, senior line managers, management and stakeholders like union leaders

Finding Jobs to be evaluated: at Virgin, all the positions available are evaluated except the jobs in IT department

Analysing and Preparing the Job Description: preparing the JD is the key role of the committee formed at Virgin. Every job is evaluated according to the management’s mandate which is further broken down in regard to the requirements, roles and responsibilities, optimal candidate details, allowance etc.

Selecting the method of evaluation: the best method for evaluating a job is comparing with competitors. Moreover, the evaluation can also be done by outsourced professional agencies or by observing the current market rates

Classifying Jobs: at Virgin, jobs are classified by bringing in together similar JDs and pay structures.

Installing the Program: at Virgin, this exercise is conducted through surveys, which is practiced as an annual routine and is further updated annually

Reviewing Periodically: it also is an annual exercise done for updating and modifying the existing pay structure

At Virgin Media, factors like seniority, experience, value added and employee motivation determine the pay. The pay range of the senior employees is different at Virgin. One can see that the pay scale of employees with a minimum 10 years of experience changes and their invaluable contributions are acknowledged and recognized. Furthermore, the pay structure of all employees are been altered repeatedly. The HR Manager in consultation with the management designs special pay packages for certain employees who are capable of playing multiple job roles. Moreover, the pay structure is designed by considering factors such as bringing change in workplace, inputs, employee’s prospective growth, their versatility towards changes, new roles, zest for taking risks etc. are the factors determining pay, which eventually is evaluated by the line managers and HR department. (Snell and Bohlander, 2010)

3.3 Assess in different contexts how effective is the reward systems at Virgin Media or your chosen organization

Reward systems and its effectiveness in Virgin Media It has been observed that the reward system at Virgin has been categorized into two key sections namely financial and non-financial

Financial rewards

Non- Financial rewards

Effectiveness of rewards in Virgin Media

The key purpose behind initiating a reward system is to recognize and acknowledge the employees contributions in driving the business towards its desirable goals. Virgin provides its employees with monthly incentives added in the pay for reaching the given targets and ensures that hardworking employees are praised at work so that feel motivated and inspire the others. Virgin encourages healthy competition amid the employees for winning the rewards as it not only is related to a monetary value but also is a matter of pride for the employee. An employee, who is promoted for undertaking higher responsibilities, is also considered as reward and the employees feel promotion as a recognition which they are seeking to achieve. (Gittell, Seidner and Wimbush, 2010)

 3.4 Examine the methods Virgin Media or your chosen organization use to monitor employee performance

Methods of monitoring employee performances at Virgin

Set clear policies on time and productivity: it is important to plan the tasks to be allotted in advance eventually providing employees with direction and an idea of the performance standards expected from them. (De Jong and Elfring, 2010)

Regular check-ins and reporting needs: it is important to ensure that check-ins and reports are not demanding but rather should be encouraging for both employees and management bringing them together on the same page. Moreover, evaluation of the work described in a report or while check-in must be done

Apprehending motivational levels: can be done with the surveys where employees can voice their opinions and concerns.

Virgin Media can adopt a trimester appraisal system in order to evaluate the employees’ performances further enabling the management in cutting down the costs of the process of evaluation. Tom Mockridge, CEO, Virgin Media has stated that the company’s current process of performance evaluation is too costly when compared with the outcomes and thereby, for reducing the burden a plan must be made for implementing the structure. Practice of a trimester appraisal system is very effective for Virgin as it allows the employees to keep a track on their performances thrice in a year enabling them to avail the opportunities to improve and work attentively around the year. (De Jong and Elfring, 2010)

4.1 Identify the reasons for termination of Faisal’s employment contract with The Chicken Master and generally explain other reasons for cessation of employment

The owner of Chicken Master, Bob Jones takes into consideration multiple reasons ahead of terminating an employee further allowing the restaurant to keep its position safe. Ahead of terminating an employee, Bob Jones ensures that it has enough evidences and valid reason to proving that the action was legitimate in case the employee drags Chicken Master to the tribunal. Moreover, Bob gets involved on a personal level in every activity whether it is recruitment or termination, to ensure that any kind of reprehensible practice is not exercised in the restaurant and that all the processes are executed in adherence to the employment laws of UK. (Guest, Isaksson and De Witte, 2010)

Faisal, the restaurant manager at Chicken Master was laid off because of his bad behaviour and performance at work. Faisal although having 15 years of work experience in a restaurant failed in maintaining cleanliness in the restaurant’s kitchen and never stocked the store which raised problems while serving the customers. Moreover, he would often take out the restaurant’s equipment for his personal use without the knowledge of Bob, which was a violation of the policies mentioned in the employee handbook which he signed while joining. On investigating Bob found that Faisal would regularly watch pornography, emailing his wife and helping his daughter with her homework, even designing his own restaurant which was misbehaviour and violation of the restaurant’s policies. All these factors eventually lead to his termination on the grounds of unethical behaviour at work. (Guest, Isaksson and De Witte, 2010)

Reasons for cessation of employment

Shrinking Budget: continuous low profits or lack of funds from shareholders gives rise to situations where an organization becomes helpless in maintain the employees and are forced to lay off employees for maximizing their budgets.

Attendance: although employers understand the need of taking a time off citing illness, relatives death, holidays etc. an employee who is habituated in remaining continuously absent at work is subjected of getting terminated as it negatively influences on the company’s overall productivity, profits and morale. (Castilla and Benard, 2010)

Performance: employees with poor performances such as failure in achieving the given targets, missing deadlines, negligence at work etc. despite of multiple opportunities of improving themselves can face termination

Attitude and Behaviour: an organization expects the employees of maintaining a certain standard of respect at workplace with employer, co-workers, vendors and customers. Behaviours like misbehaving with customers, stealing office accessories or leaking secret information, maligning company’s name, drug and alcohol abuse etc. might result into employees’ termination. (Castilla and Benard, 2010)

4.2 Describe the employment exit procedures used by The Chicken Master and another organization of your choice

Employment exit procedure of NHS

Employment exit procedure of Chicken Master:  Chicken Master’s employment exit procedure is quick and is eventually is related with the overall growth of the business while a financial crunch. Termination linked to employees’ performance is low and can be related to training, growth opportunities and the reward structure. Employees are given a minimum of 2 months time to look out other job and often at times gives references or when a background check is processed, the Bob gives a positive respond. In case an employee resigns, an interview is organized where the employee gives valid reasons behind the decisions. However, in case an employee is terminated on the grounds of unacceptable behaviour a fast processing is employed without indulging into many formalities. (Kramer, 2010)

4.3 Consider the impact of the legal and regulatory framework on employment cessation arrangements with an organization such as The Chicken Master if Faisal’s claim was proven to be true

There can be a considerable effect on Chicken Master while managing and adhering to the legal and regulatory framework during employment cessation as it is mandatory to adhere to the regulations. One can evaluate the employment cessation with the help of various prospects like annual and sustainability report of the restaurant. On the basis of the study, one can say that the restaurant has been particular with its employment cessation arrangements which might be considered as a sterile exercise by its competitors but Bob ensures that there is zero impact on the restaurant’s performance in terms of costs resulted because of non compliance of the regulatory framework for employment cessation. Comprehensively, the employment cessation arrangements at Chicken Master are steady at large under the legal and regulatory frameworks. It has been observed that Bobs has adopted numerous measures for ensuring that employees’ growth and productivity remain unaffected and are in accordance to the job requirements.  Moreover, Chicken Master has never attempted of overseeing the employment laws and its related provisions. (Rubery, 2010)

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At the end, we conclude that the HRM is very important to be practiced in an organization for achieving a long-term success. The report highlights any organization overcomes the various challenges it faces while executing the policies and strategies of HRM. The report also analyzes the importance and role played by HRM as an organization keeps growing in terms of size. The execution of HRM is a planned process, which tends to evolve over a period of time can be analyzed through various aspects like personnel management, recruitment and selection process, reward system, employees motivation and employment termination and cessation. HRM ensures that an organization employs a proactive approach at work further resulting into an improved workforce planning and utilization along with an enhanced opportunities of growth for the employees.

Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers. Anderson, D. and Anderson, L.A., 2010. Beyond change management: How to achieve breakthrough results through conscious change leadership. John Wiley & Sons. Choi, M. and Ruona, W.E., 2010. Individual readiness for organizational change and its implications for human resource and organization development. Human Resource Development Review, p.1534484310384957. Castilla, E.J. and Benard, S., 2010. The paradox of meritocracy in organizations. Administrative Science Quarterly, 55(4), pp.543-676. De Jong, B.A. and Elfring, T., 2010. How does trust affect the performance of ongoing teams? The mediating role of reflexivity, monitoring, and effort. Academy of Management Journal, 53(3), pp.535-549. Farndale, E., Scullion, H. and Sparrow, P., 2010. The role of the corporate HR function in global talent management. Journal of World Business, 45(2), pp.161-168. Ferguson, K.L. and Reio Jr, T.G., 2010. Human resource management systems and firm performance. Journal of Management Development, 29(5), pp.471-494. Gittell, J.H., Seidner, R. and Wimbush, J., 2010. A relational model of how high-performance work systems work. Organization science, 21(2), pp.490-506. Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Guest, D.E., Isaksson, K. and De Witte, H., 2010. Employment  legal contract , psychological contracts, and employee well-being: an international study. Oxford University Press.

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Human Resources Management Assignment Sample


The human resource management is the activity which ensures the proper management of employees in an organization for acquiring several goals and objectives of the business. This report will discuss about the case of Sainsbury’s which is the largest supermarket in the UK in which HRM manages the staff members in the UK. In this, discussion of functions and objectives of human resource management will take place for developing an organization. The skill and talent of the employees for the growth and benefit of the organization will be on the basis of the selection process of the HRM and HR Assignment Help in which weakness and strengths of the employees will also be discussed. In this for developing the organization, the need of the idea and relation of the employees in the organization which is putting impact on the organization and UK legislation and engagement of employees in an organization will also be discussed.

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P1 Explain the purpose and functions of HRM, applicable to workforce planning and resourcing an organization.

Explanation of HRM:

The major motive of Human resources management is to achieve various organizational goals and business objectives. The HR department is responsible for managing the functions of the organization and they are also responsible for hiring, recruiting and the whole selection process. Sainsbury’s is the largest supermarkets in UK. They plan each and everything in the organisation from hiring new individuals to assign various duties and responsibilities to the employees. They also manage disputes among employees and make the use of resources in an optimum way (Gahlawat and Kundu, 2019).

HRM’s purpose in the organization:

The Human Resources management is responsible for managing the work and skills of employees and they also plan and strategies various ideas and techniques for the effective functioning of the organisation. They also maintain the productivity and profitability ratio of the organization. They also assure positive mindset to the employees by providing healthy and positive environment and surroundings to the employees. There are two types of HR practices used by the Human Resources management, hard and soft practices in order to provide directions to the employees so that business objectives can be achieved (Aust et al., 2020).

For improving the performance of the organisation and employees; they regulate various theories and concepts so that they can easily make control over certain things in the organisation. And on the other side, they also motivate and encourage the employees by which the employment engagement towards the organisation can be increased. Soft HRM practices are mainly adopted by the HR department so that they can easily empower employees.

HRM’s functions:

Recruiting and hiring new individuals:

The Human Resource department is responsible for the taking interviews and for the whole selection process. They set various criteria and requirement of skills for making selection of the new employees. They are responsible for identifying staff shortage in the organization and then conduct the selection process.

Provide trainings and developing skills:

For improving the skills and knowledge of the employees the Human Resources department is responsible and plays a major role in providing proper training and coaching to the employees so that they can easily develop their knowledge according to the organization’s norms and conditions. For providing training they conduct various training programs and seminars (Karak, S., 2019).

Managerial functions of HRM:

The organization’s management is responsible to direct, organise and control various activities and tasks. They are responsible for planning various strategies and innovative ideas. They need to manage various tactics and strategies in order to maintain the growth and development of the organisation. 

Performance appraisal of employees:

The HR department is also responsible for making appraisals according to the performance of the employees. They need to check daily-to-daily feedbacks of the employees; on the basis of that criterion they can easily manage providing rewards and promotions to the employees (Hassan, 2016).

Welfare of employees:

The term welfare of employee’s means to satisfy the employees by providing environment that is healthy and positive. The Human resources department adopt those rules and regulations which can be easily understood by the employees so that they can adapt them in order to improve their performance and skills.

Maintaining the record of employees:

Sainsbury’s has large numbers of employees working in their organisation, because of this they have to maintain the employee’s record that is their joining date, per annum salary and total working hours in the organisation.

P2 Explain the strengths and weakness of different approaches to recruitment and selection.

Sainsbury’s is the largest supermarket in UK, because of this they need to recruit or hire those individuals that are qualified and have good skills and knowledge so that with help of those employees they can improve the productivity and profitability of the organization. There are two types of recruitment methods, one is external recruitment method and other is internal recruitment method, with the help of these methods they recruit and select as per the individual’s skills and capabilities. The best fit practice and best practice model are the two types of the approaches that are used by the organization to make a good reputation in the competitive market (Sparrow and Otaye-Ebede, 2017).

The term best fit practice means the proper coordination between the organizational objectives and the needs of the human resource management. And the other term best practice model means to execute various plans and strategies to achieve organizational goals and business objectives.

Internal recruitment method:

From the term internal recruitment means transfer of existing employees, promotions etc. this type of process is very effective as the employees already know the norms and regulations of the organization (DeVaro, 2020). This internal method of recruitment has its own merits and demerits,

With the help of this recruitment process, the total timing in recruiting individuals’ decreases as they are already appointed in the organisation and the HR manager already estimated their criteria of performing duties and responsibilities. The employees adapt the culture of the organization as they already know about it. The procedure of internal recruitment is quite easy and affordable because the management don’t need to advertise about vacancies in their organization. By promoting employees and by increasing their incentives the organization’s like Sainsbury’s can increase the engagement of employees so that employees stay dedicated and committed towards their work which ultimately helps the organization in the growth and development (Farndale et al., 2018).

The procedure of promotion and transfer got hindered as some managers don’t cooperate with their team members. If some employee got promoted then their position remains vacant just because this; the management needs to conduct the selection process for hiring someone for that position. Due to competition in the organisation because of promoting other employees, conflicts and disputes may occur.

Figure 1: Recruitment method

(Source: Author, 2020)

External recruitment method:

With the help of employment exchange they can easily hire new individuals. The term employment exchange means a kind of organisation that provides jobs to applicants on the basis of their experience and abilities (DeVaro, 2020). There are various ways by which organizations can recruit new individuals,

Campus recruitment:

This is a procedure of recruiting young individuals from their colleges or universities while practicing internships. This is the procedure of providing employment to them when they are pursuing their degrees (McDonald, 2019).

Online recruitment:

This is the procedure of conducting online interviews by the HR management for selecting new individuals; this is a kind of easy process (Ladkin and Buhalis, 2016). On the basis of these online interviews and tests they hire them (Holm and Haahr, 2019).

With the help of social media:

The social media helps in providing job and employment regarding advertisements, through Facebook and Instagram people got to know about new jobs and recruitments (Holm and Haahr, 2019).

With the help of various promotions and advertisements they can easily provide structure and culture of the organisation so that applicants get an idea about the jobs criteria. In this method they can easily hire applicants on the basis qualification and knowledge (Ahmed and Ahmed, 2019).

Online recruitment is quite costly process of hiring individuals as so much money is required in doing advertisements. Because of this process conflicts may occur in the organisation as the employees are not aware about the structure and culture of the organisation.

In Sainsbury’s the HR management should adopt those mix approaches and techniques for selecting new individuals according to their skills, knowledge and experience.

P3 Explain the benefits of different HRM practices within the organisation for both the employer and employee.

The Human resources department has a major role in the functioning of the organisation. They are the one who is responsible for the growth and development of the organization. They need to manage everything in the organisation from planning to assign the work and projects to the employees. They are the one who direct, organise and make control over the tasks and activities of the organisation. The HR department is responsible for implementing various strategies and plans in the organisation. They organise various training programs and seminars for making improvements in the skills and knowledge of the employees that helps them in their career enhancement. In Sainsbury’s the management’s various practices and approaches help and provide benefit to both employer and employees as well (Hassan, 2016).

Employee motivation and development:

The major and important role of HR management is to motivate and encourage employees towards their business goals and career objectives. For developing and improving their skills they need to conduct various training programs and seminars so that helps them in their career development. For motivating their employees; Sainsbury’s adopt many motivational theories to provide motivation and encouragement to the employees. The employees are also allowed to choose their shift hours according to their suitability. By providing training and coaching the organisation meant that the employees can make improvements in their personal and professional lives (Hassan, 2016).  

Effective relations between employees:

The Human resources department initiates working in groups and teams so that the relations of employees can be improved and maintained in the organization. With the help of this initiative the organizations can maintain long term relations with the employees so that the turnover of employees can be decrease (Hassan, 2016).

Positive behaviour of employees:

If the management provide healthy environment and surroundings to the employees, the employees will be able to work with positive mindset. Sainsbury’s should adopt healthy and positive culture in the organization to that the employees can give their best in accomplishing their duties and responsibilities. If the employees got proper motivation and encouragement then only they can focus on their work in efficient manner, and they got motivated if the management provide proper performance appraisals, promotions and higher incentives to them in this way they got encouraged towards their work and stay committed to the organization (Hassan, 2016). 

All these factors are provide benefits and profits to both employer and employees as by implementing HR approaches in proper manner they can easily achieve the set targets and business objectives. And the employees can make improvements in their personal and professional lives and can enhance their career goals.

P4 Evaluate the effectiveness of different HRM practices in terms of raising the organisational profit and productivity

Sainsbury’s is well known supermarket in UK, their main motive to improve their performance and develop growth in the global market while considering all the negative and positive aspects. Their main aim is to operate a successful business operation in order to achieve good profitability and productivity ratio (Rana and Malik, 2017).

Innovative Ideologies and creative strategies:

For making unique ideologies and creative strategies the organization need to support the employees and provide them a positive environment so that with the help of their skills and knowledge they can make unique ideas and strategies that help the organization in making improvements in growth and development process. The employees can easily make various innovations and new ideas if they got a proper environment and surroundings to work in efficient manner.

Employee engagement:

The employee’s engagement is highly interlinked with the employee’s contribution in the organisation. Sainsbury’s can increase their employee’s engagement by providing rewards to them, rewards like promotions, higher incentives etc. by which they can stay dedicated and committed towards the organization. This will help the organisation in achieving a good productivity and profitability ratio. The employee engagement can be increase if the organization provides facilities according to the employee’s requirements (Osborne and Hammoud, 2017).

Positive and healthy environment:

Any organization’s success and growth is totally depends on the contribution of the employees; employees are the main source of contribution in any organization’s development. For achieving organisational goals and business objectives, the organization needs to provide a proper healthy and positive environment and culture so that the employees can work with an ease and meet those business goals. Plus the management also needs to hire those individuals that have sober thinking and can easily make adjustments in any kind of culture. The HR management also needs to adopt corporate and diversified culture so that those employees who belong from various cultures and backgrounds can easily manage their work in efficient manner. Sainsbury’s should adopt diversified culture in order to provide healthy and social environment to their employees so that they can enhance and improve their career objectives (Hameed et al., 2020).   

P5 Analyze the importance of employees relations in respect to influence HRM decision making

The role of the employees in the organization plays very important role in the organization for increasing the profit and productivity in the Sainsbury’s supermarket in UK. The employees in the organization, plans various techniques and strategies for improving the productivity and profit of the Sainsbury’s supermarket. The employees of the Sainsbury’s market are building strong relationship with the customers so that they purchase the products from the Sainsbury’s supermarket repeatedly by raising the satisfaction level of the customers by fulfilling the needs and the requirements of the customer (García et al., 2017). The relation of the employees is shown with the various points which are listed below:

Higher productivity and effectiveness in the business:   The productivity of the employees in the Sainsbury’s supermarket in UK are increased if the employees of the organization are actively participating in all the responsibilities and work which is given to them. The employees who are giving their 100 percent efforts in improvising the productivity and profit of the Sainsbury’s supermarket by doing their assigned tasks and work are living happily in the environment of the organization and are satisfied with HR management. Through this the manager of the human resource will make fast decisions if the productivity in the Sainsbury’s supermarket is increased even if there is high chance of the risks present in the contract and in this way the managers of the human resource are showing their trust on the employees of the organization (García et al., 2017).

Working culture in effective way: The managers of human resource of the Sainsbury’s supermarket is encouraging and motivating the employees of the organization so that the employees feel motivated from the behavior of the HR manager which helps them to finish their assign tasks and work on time with their efforts. The HR managers are promoting the diverse culture and background of the employees which helps the employees in increasing the productivity and growth of the organization as they feel motivated from the behavior of the HR managers as they are giving their complete efforts by completing their assigned work or tasks on time. Managers of human resource are providing equal opportunities to all the members of the Sainsbury’s supermarket      and they feel encouraged from this free diversity.

Customer’ satisfaction: In the Sainsbury’s supermarket, the managers are managing the employees of the organization. The employees of the organization are building strong customer base with the employees in which the employees sells the products of the Sainsbury’s supermarket in such a way that customers purchases the products from the Sainsbury’s supermarket repeatedly which leads to the increase in the productivity and growth of the Sainsbury’s supermarket. In building the strong relationship in between the customers and employees, communication plays very important role as for selling their products to the customers, employees communicate with the customers so that they can convince them to purchase that product.

If the employees of the organization are treated well then it can affect their performance and they will perform better and by this the staff members for achieving the higher satisfaction level of the customers, they will provide better services to the customers as per their demand and requirements.

Maintaining strong relationship with the employees, the employee must feel good about their image as they are working in such large organization like Sainsbury’s supermarket. If the employees in the Sainsbury’s supermarket are not treated well then it may affect their performance in certain ways in which one factor is the indiscipline among the employee of the organization.

P6:  Identify the key elements of employment legislation and the impact it has upon HRM decision making

The employment legislation mainly includes few essential elements. They are:

Uniform employment opportunity: The management must be unbiased towards the employees on the bases of religion .caste, creed and every such aspect when it comes to recruitment of its employees. The rights of the employee are covered under The Employment Opportunity Act (1972) which refers to certain standards that all people have the right to receive fair treatment at the workplace irrespective of the characteristics they have (Vivares-Vergara et al., 2016).

Affirmative Actions:  They include certain principles which prevent discrimination on the basis of caste, religion, color etc. these policies are mainly framed to protect the unprotected or the disadvantaged from the discriminative practices. Several reforms have been taken overtime to provide benefits to them which mainly include better education and housing facilities and increase in wage rates etc.

Sexual Harassments:  One of the major concerns includes the sexual harassment in the corporate world of which women are the major victim’s .They majorly includes actions of sexual/physical discomforts and asking favors for extra perks and incentives from the subordinates by the superiors which has resulted a drop in the working female employees numbers over the years.

Work time regulations : This forms an essential part of HR Legislature. A flexible working schedule must be designed in order to provide a work - life balance to the employees thereby providing them with more efficiency (Vivares-Vergara et al., 2016).

Working Conditions: Another essential element in the list is a proper working environment .It includes various factors such as hygiene, health and safety, regular and proper remunerations, profit sharing etc.

Trade Unions and Other Industrial Relations: Trade Unions are considered backbones of the employees in the company.  They represent the interests of the employees and also negotiate with the employers on behalf of their members. A healthy relations with these unions is must to establish mutual harmony and growth of the company.

Social Security:    It mainly includes financial aid against the occurrence of unforeseen natural events such as retirement, death, disability, etc to the employees. The benefits mainly comprises of retirement funds, medical insurance, disability insurance etc.

Evaluate the key aspects of employee relations management and employee legislations that affect HRM decision making:

Employee Relationship Management forms an important part in the current competitive business scenario. Thus building and maintaining a healthy employee relationship is an important aspect of success of a business. The key elements include:

Open Communication:  The key to any effective relationship is open communication. It is essential part as the employees spend majority of the day in the office so it becomes for the employees to feel at ease and feel free to communicate their needs to the manger (Putri et al., 2017).

Recognition : A sense of recognition and appreciation is directly related to a higher self-esteem and increased motivation to increase their efficiency. Proper rewards for the employees increase their competitive spirit and help them work even harder for the overall growth of the company.

Regular Feedback:   A proper and frequent feedback including appreciation and constructive criticism gives the employees areas on which they can improve for their improved learning forms an important part of building relationships between the managers and their teams.

Invest in Employees: Another way for building an effective and harmonically relationships between managers and their employees is by showing some care and affection to the employees .Providing them with extra benefits like gym facilities to maintain a healthy lifestyle , leading some projects of the company , paid work from home options etc.

Figure 2: Engagement of employee's elements

P7 Illustrate the application of HRM practices in a work related context with suitable examples.

Job Specification:

The consumers of the marketing manager are behaving as their mediators in which all the interactions and communication are managed by the marketing manager. The marketing manager is using many techniques and strategies for the growth of the organization and is also handling the team. Sales engineers, employees and activities of advertisement are collectively bring together by the marketing manager in which they see whether these people are making progressive strategies or not for implementing so that the organization can grow progressively. There is some information which is required for hiring an employee for performing various duties which are as follows:

Offer letter for the applicants:

Job Advertisement:

This report has discussed about the Sainsbury’s supermarket in which there is a requirement of the skilled and talented employees. This report has already discussed about the functions, motives, weaknesses and strengths of the human resource department. The report has given the job specification, job advertisement and offer letters which are provided to the applicants. It has also discussed the importance of the relations of the employees in an organization and discussing different methods of practices of HRM. In the last there is a discussion of employee engagement and employees legislation in UK.

You Can Also Read out our Other Assignment Services From the Popular category like Construction Dissertation Writing Service and Audit Assignment Help

Ahmed, K.U. and Ahmed, B.F., 2019. External Recruitment Practices of an Organization.

Aust, I., Matthews, B. and Muller-Camen, M., 2020. Common Good HRM: A paradigm shift in Sustainable HRM?.  Human Resource Management Review ,  30 (3), p.100705.

DeVaro, J., 2020. Internal hiring or external recruitment?.  IZA World of Labor .

Farndale, E., Nikandrou, I. and Panayotopoulou, L., 2018. Recruitment and selection in context. In  Handbook of Research on Comparative Human Resource Management . Edward Elgar Publishing.

Gahlawat, N. and Kundu, S.C., 2019. Participatory HRM and firm performance.  Employee Relations: The International Journal .

García, A.B., Munduate, L., Elgoibar, P., Wendt, H. and Euwema, M., 2017. Competent or competitive? How employee representatives gain influence in organizational decision?making.  Negotiation and Conflict Management Research ,  10 (2), pp.107-125.

Hameed, Z., Khan, I.U., Islam, T., Sheikh, Z. and Naeem, R.M., 2020. Do green HRM practices influence employees' environmental performance?.  International Journal of Manpower .

Hassan, S., 2016. Impact of HRM practices on employee’s performance.  International Journal of Academic Research in Accounting, Finance and Management Sciences ,  6 (1), pp.15-22.

Holm, A.B. and Haahr, L., 2019. E-recruitment and Selection. In  E-hrm . Routledge.

Karak, S., 2019. Performance appraisal of employees: a literature.

Ladkin, A. and Buhalis, D., 2016. Online and social media recruitment.  International journal of contemporary hospitality management .

McDonald, L.S., 2019. The Impact of Campus Facilities on the Recruitment of Students in Higher Education.

Osborne, S. and Hammoud, M.S., 2017. Effective employee engagement in the workplace.  International Journal of Applied Management and Technology ,  16 (1), p.4.

Putri, N.T., Yusof, S.M., Hasan, A. and Darma, H.S., 2017. A structural equation model for evaluating the relationship between total quality management and employees’ productivity.  International Journal of Quality & Reliability Management .

Rana, M.H. and Malik, M.S., 2017. Impact of human resource (HR) practices on organizational performance.  International Journal of Islamic and Middle Eastern Finance and Management .

Sparrow, P. and Otaye-Ebede, L., 2017. HRM and productivity. In  A Research Agenda for Human Resource Management . Edward Elgar Publishing.

Vivares-Vergara, J.A., Sarache-Castro, W.A. and Naranjo-Valencia, J.C., 2016. Impact of human resource management on performance in competitive priorities.  International Journal of Operations & Production Management .

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Human Resource Management Assignment

Profile image of Cornelius W van der Westhuizen

2017, Human Resource Management Assignment

Cornelius Willem van der Westhuizen

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