Sample on Human resource management by Online Dissertation Writing

HUMAN RESOURCE MANAGEMENT

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Table of Contents INTRODUCTION TASK 1 1.1

Distinguish

between

personal

management

and

human

resource

management. 1.2 Asses the function of human resource management in contributing the organizational purposes. 1.3

The role and responsibilities of the line managers in the human resource

management. 1.4 Analyse the impact of the legal and regulatory framework on human resource management. TASK 2 2.1 Importance of human resource planning in the organization 2.2 Stages involved in planning human resource management 2.3 Comparison of selection and recruitment process in Asda and Tesco 2.4 Effectiveness of recruitment and selection techniques of Asda and Tesco TASK 3 3.1 Analyse the link between motivational theory and reward. 3.2 Evaluation of process of job evaluation and other factors determining pay 3.3 Assessing effectiveness of reward system 3.4 Examine the methods organizations use to monitor employee performance. TASK 4 4.1 Reasons for cessation of employment with organization 4.2 Employment exit procedures used by different organizations 4.3 Impact of legal and regulatory framework on employment cessation arrangements CONCLUSION REFERENCES

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INTRODUCTION Human resource management refers to maximize utilization of available limited skilled workforce. The main purpose of HRM is to make effective use of existing human resource in the firm. Each and every organization want to have more skilled people to make their company more efficient

than

their

competitors.

Human

Resource

Management,

employees are important assets for the company rather than building and land. For any organization to function properly, it must have resource of human resource, money and machinery. HRM includes, conducting job analyses, determining and managing wages and salaries, providing benefits and incentives etc. From this project human resource management and its various aspects are described. The project further described about personal management and the impact of the legal and regulatory framework on human resource management(Mondy, nd Martocchio, 2016). And this project also focus to identify their employees skills and

employer rights at work

place. In this context human resource management is shown at the various company in the UK.

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TASK 1 1.1 Distinguish between personal management and human resource management Personal management refers as a traditional approach of managing people in the company while in human resource management is a modern approach of managing people in the company. Personal management includes the function of planning, organizing, and compensation of people for the purpose of contributing to company and also motivates the employees through its effective incentives plan and promotion so that employee will fill more valuable to the company. In personal management job design is done on the basis of division of labour. In early centuries, human resource management was not popular then the employees were taken care of by the personal management(Boxall, Purcell, and Wright, 2008). It is a main part of management that deals with the process of recruitment,hiring and compensation of the workforce to achieve the organizational goals and objectives. In Tesco, personal manger is the head of personal department. Manager performs both managerial and operative functions of management. In this company personal manger provides assistance to top management and also train the line manager. Human resource management is a continuous process of managing people in the organization for achieving desired goal and objective. HRM assumes that people is very important and valuable part for achieving desired output(Hendry, 2012). In HRM job design is done on the basis of team work and employees are provided with more training and development opportunities.

Tesco offers a wide range of training and development

programme for employees across the business. The Tesco's strong values guide the HRM in organization and help them deliver the core purpose to create loyal and valuable customers(Mathis, and et.al., 2016). This company success majorly depends on customer. Tesco is committed to upholding all basic human rights. Respecting human rights is important to employer and Toll Free : +44 203 3555 345 Email : help@onlinedissertationwriting.co.uk Website : https://www.onlinedissertationwriting.co.uk

responsible business partner. Tesco provide equal opportunities to employer and also offers career opportunities without discrimination. Both human resource management and personal management understands the role and responsibility of a manger and both believe is getting right candidates for right job at right time. HRM is a strategic function while in personnel management is a routine function. 1.2 Asses the function of human resource management in contributing the organizational purposes HRM department of any organization is play a important role these days as it helps in the achievement of the organizational goals and objectives. Tesco define their objectives which they need to achieve within the specified duration of time to meet their goals. So it become important for HRM of the Tesco to manage all its employees in such a way that the business achieves all desired goals and objectives within the specific time period and the employees and workers of the organization have no conflict with their goals and objectives(Dowling, 2008). This company insure that their employees are well manage to meet the organizational goals while achieving their personal goals and objectives. The important and main function of HRM in any organization is to recruit, select and train the candidates for the purpose of achieve higher goals and objectives. It means finding the right candidates for the right job. Each and every organization has certain goals and objectives to achieve competitive advantage. The goal and objective of Tesco is to make increase and

maintain

productivity

that

their

business

get

competitive

advantage(Avey, Luthans, and Jensen, 2009). Tesco is a large retailer in UK. In this company, there have a big human resource function.

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In this organization function of the human resource must be involved at each and every level of process. There are following function of the HR in the Tesco company: ● The HR of the Tesco always manage and evaluate the climate of the organization and improve the relationship with the employees. ● In this company HR is responsible for the formation of strategics planning in relation with the legislation and the business strategy of the organization. ● The HR of the company offers appropriate information regarding employees to be implemented in the process of decision making of the HRM to the company. ● In Tesco, HR department become more liable

for attracting the new

employees. ● The HRM functions of the Tesco perform as its important component as it evolves the employees to become as considerable supporter to the organization. 1.3 The role and responsibilities of the line managers in the human resource management The relationship between the human resource function and line managers has been subject to a various of changes in recent times. Line managers are those managers to whom employees have to report. The line manager has a key role in managing and implementing the HR rules and responsibilities(Bratton, and Gold, 2012). The human resource department of this company has planed the specification of store line manager to guide the employees working in their shops. In many organization line managers work on the behalf of HRM and they are involved with many HR related tasks such as shortlisted candidate for employment and interviewing candidate for employment. Line manager insure that they can take correct decision to support their employees in working in effective manner and are valuable for Toll Free : +44 203 3555 345 Email : help@onlinedissertationwriting.co.uk Website : https://www.onlinedissertationwriting.co.uk

customers in their visit to shop. It is very clear that line manager is crucial if the organization is to fulfil its desired needs for the employees. Line manager in this company is responsible to manage various functions related with human

resource

such

training

and

development,

performance

management, motivation, performance appraisal, employee retention and career planning. For the recruitment and selection process line manager should handle the role and responsibility to advertise particular job(Bennett, and Ho, 2014). In Tesco, training and development programme is a crucial activity which is performed by line managers. Performance appraisal is a key activity which is performed by line managers in Tesco,

In this company line

manager is responsible for the shortlist some of the high performing applicants to apply for the top management jobs. Role and responsibilities of line managers can be listed below: ● Line manager supervise their employee. ● To determine and evaluate the strengths and weakness of the employees. ● To provide valid feedback to employees regarding their work related issues and other problems. ● They provide proper information to the senior management about the work process in organization. ● Its play a crucial role in human resource department, to meet marketing, financial, as well as operational targets. 1.4 Analyse the impact of the legal and regulatory framework on human resource management. In HRM, legal and regulatory framework is an important to protect the employees from unfair discrimination in the organization. In Tesco, human resource manager must be meet with all employment legislation. In any organization employee relations are main body to ensure that the employees are satisfied within the organization. This company has high deliberation for thelegal and regulatory frameworks while carrying out miscellaneous human Toll Free : +44 203 3555 345 Email : help@onlinedissertationwriting.co.uk Website : https://www.onlinedissertationwriting.co.uk

resource activities like,recruitment and selection, performance appraisal and development programme(Guest, 2011). The most important element of the legal and regulatory framework which is taken care by the human resource department. The impact of the legal and regulatory framework provides a safe and security for employees from unfair discrimination and other problems in the organization. In this company all legal framework take care of the rights and duties of employees and management within the company. The main and crucial areas of regulatory framework, which has impact on human resource department are sex discrimination Act, Equal pat Act, and Disability Discrimination Acts. In work place, discrimination is a massive issue that employees have to deal with on daily basis. In Tesco, all rules and regulations are apply for all employees(Jackson, Schuler, and Werner, 2011).

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TASK 2 2.1 Importance of human resource planning in the organization In order to ensure required employees in every department, it is necessary to do human resource planning, so that exact present and future requirement of people in organization can be forecasted on time. When required human resource is present in very department, it ensures timely achieving of organisation objectives. Efficient human resource planning also helps to manage labour turnover.(Mondy and Martocchio, 2016. Further efficient human resource planning helps in aligning organization objectives with the number and type of staff required, as in this process assessment is done whether objectives is achieved with the present staff or there is a need to employ fresh talents. When present staff is enough then arrangements and monitoring are done for their proper training and development which is also a part of HRM planning. In recruiting new staff as planning is done regarding the qualification to be required, salary package to be give, and other terms to be included in offer letter, days and hours of training and development to be completed for fresh talents, therefore it helps in avoiding chaos and confusion in organization and saving of time in solving petty issues of joining(Boxall, Purcell and Wright, 2008) Apart from adhering to objectives of organization, personnel who are engage in HRM planning also makes it ensure that recruitment procedures also comply with federal state employment laws like for example to ensure proper paperwork whether prospective employees are eligible to work in UK organization. This can be ignored in simple personal management but chances of it getting ignored in HRM planning is next to impossible as there is a separate wing who are responsible for taking care regarding adherence of these laws in planning stage. HRM planning also monitored recent changes in employment trends like for example if the employees are sensitive to frequent job changes, their Job description should be such which will always motivate them to remain in Toll Free : +44 203 3555 345 Email : help@onlinedissertationwriting.co.uk Website : https://www.onlinedissertationwriting.co.uk

jobs, no matter what also there is a specific need of people to be computer literate in order to get themselves equipped with changing software of companies and manage them according to their work profiles. Therefore the planning managers makes assure that these demands are equally meet (Hendry, 2012) 2.2 Stages involved in planning human resource management While planning for human resource management makes ensure that right people is assigned to right job and in right time. For that step by step planning process is done so that above objectives are met on time. Steps involved in planning of human resource are:

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Analysing

organizational

objectives:

analysing

organizational

objectives adherence is to be given to each department like production, marketing , finance, expansion and sales which gives exact idea regarding work to be done in organization and specific personnel for each department in achieving those objectives. Inventory of present human resources: In assessing inventory of present human resource judgement is done whether the requirements of personnel for fulfilling objectives of various departments can be fulfilled by present workforce or recruitments is required to be made. This can be done by analysing potential of present workforce, their current performance and potential(Dowling, 2008.) Forecasting demand and supply of human resource: After evaluating requirements of various departments and inventory of present employees, the exact demand and supply of job profiles is reached in which personnel required to be recruited through outside source matching job description and specifications are specified(Bennett and Ho, 2014) Estimating manpower gaps: It involves making estimation regarding surplus and deficit where surplus results in termination and deficit represents number of fresh recruits to be done. Basis of termination can be anything ranging from decrease in employee performance to lowest time duration for which they are employed. Further deficit can also be filled by positive means by adopting training and development programmes for employees and avoiding termination. Details to fill gaps are covered in next step of preparing action plan(Jackson, Schuler and Werner, 2011). Formulating the final human resource action plan: In preparing action plan decision are made regarding filling up manpower spaces that is whether positive approach is adopted in form of interdepartmental transfers, training and development of existing staff or negative approach of termination and employing fresh workforce is followed. The detailed action plan regarding Toll Free : +44 203 3555 345 Email : help@onlinedissertationwriting.co.uk Website : https://www.onlinedissertationwriting.co.uk

each approach is prepared answering questions of how and when the employments and termination has to take place(Schuler and Jackson, 2008.) Monitoring

control

and

feedback:

After

carrying

out

necessary

implementation programme, continuous monitoring process is done which involves recording of

fresh inventory of human resource which helps in

determining whether targets are met or not. Further comparison is done between plan and its actual implementation to identify deficiencies and take necessary actions as soon as possible so that there is no shortage of employees in any department. 2.3 Comparison of selection and recruitment process in Asda and Tesco Recruitment and selection process both are different, but goes hand in hand as

recruitment

follows

selection.

Recruitment

involves

searching

prospective candidates according to various job descriptions and inspiring them to apply for same while selection involves hiring candidates among those shortlisted. Different methods and means are adopted by various organization for

recruitment and selection procedures but presently

comparison is done between Asda and Tesco , both of them are growing retail supermarkets of UK and requires greater management of manpower on their part to met the expansion requirements. Keeping this in mind, regarding recruitment process of Tesco, it tries to fill the vacancy through its internal employees either by a move at the same level or by way of promotion. If there is a need of recruitment the company advertises same through its intranet websites. It also uses offline medium such as radio, television, business magazines and local newspapers. Tesco provide the facility to fill online application form on its official websites while the

selection

procedures

of Asda

involves

selecting

advertising

the

requirement on various career websites like Linkedln and taking the help of recruitment firms like Remploy to attract and retain talented personnel. It Toll Free : +44 203 3555 345 Email : help@onlinedissertationwriting.co.uk Website : https://www.onlinedissertationwriting.co.uk

provides online recruitment process. Their advertisement includes publishing both seeking permanent employment and internship(Lengnick-Hall and et.al., 2009). As far as selection procedure of Tesco concerns screening of applications is their most important part where well written curriculum vitae(Cv's) are selected as per the job requirement , candidates who are selected through their cv's are taken for an assessment in stores run by the company's managers where various team working and problem solving activities are given to candidates for solving. After this candidate who passes the assessment part are called for interview process where line managers are also a part of panel who makes sure that only those candidates gets selected who best fit the job description. while recruiting candidates internally, company follows an appraisal system where the present workforce is promoted as per their performance which is evaluated by discussing with their managers. While talking about Asda selection procedures it involves short-listing of applications registered on company online recruitment system by matching the required applications with job description. Here also candidates are called in assessment centre called 'Asda Reality or 'Asda Magic where they are being introduced to company's nature of working where shortlisted candidates needs to show how there benefit can work in providing greatest benefit to the company and final short-listing is done(Harzing and Pinnington, 2010) 2.4 Effectiveness of recruitment and selection techniques of Asda and Tesco When talked about a technique being effective, consideration is placed on to the extent to which it is successful in fulfilling the purpose for which it is undertaken. Taking into consideration the recruitment and selection process of tesco it provides a surety in matching its employee requirement as it uses every possible source for recruitment ranging from online to offline. Although through radio, television and magazines can become expensive sometimes, Toll Free : +44 203 3555 345 Email : help@onlinedissertationwriting.co.uk Website : https://www.onlinedissertationwriting.co.uk

it becomes a necessity to inform right people for concern vacancy. And as right people are informed the selection and recruitment procedures are completed on time without any delay. While recruitment procedures as Tesco follows policy of training the internal staff, therefore it provides a comfort level to employees that they are considered an important part of the organization and they are motivated to further perform well as per their changing job role which fulfils major purpose of selecting them. As far as effectiveness of Asda selection procedures are concerned is effective in the sense, as short-listing process is done on the basis of two documents concerning job description and personal qualities mentioned by candidates on their cv's, the required staff match it with there present desired role which ultimately makes the selection process streamlined and faster. However major drawback in terms of effectiveness in Asda selection process can be delaying in

getting appropriate candidate for the desired

profile, as it does not uses other distinct method of communicating their personnel requirement through other offline modes concerning print media.

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TASK 3 3.1 Analyse the link between motivational theory and reward. Motivation theory and reward are highly linked with each other(Ulrich, 2013). This company understand importance of employee motivation and retention which come through employee engagement and planning process. Many leaders have define different motivational theories at time to motivate the employees of their organizations according to their experience over the period of time. The most important theory that are famous in most of the organizations are Maslows's hierarchy of needs theory. Tesco provide extra benefits to there employee in the hierarchy of the organization to encourage there productivity and employees(Jiang, Lepak, Hu, and Baer, 2012). This company cover all the level of hierarchy of needs. Maslow's hierarchy of needs theory helps in increasing the motivational level of employees working within the workplace. This theory is important for the Tesco to help in achieving the organizational goals and objectives and also motivate the employees to work in best possible way. This motivational theory is link to reward in the sense that employee can motivate through extra bonuses or increased salary. This company can offer a quality related bonus on the basic of person records and achievements(Lengnick-Hall, and et.al., 2009). Physiological needs: These needs are the most basic needs for life such as air, water, and food. Tesco provides special discount for their staffs. Safety needs: Tesco provides health care insurance, life insurance to their employee and employer. Social needs: As Tesco is a one of large retail company in UK it has tie up with the wide variety of service sectors and also do various range of charity program with the help of many social programme. Esteem Needs: Tesco provide special bonus for working on holiday and also give paid holiday of twenty one days. Toll Free : +44 203 3555 345 Email : help@onlinedissertationwriting.co.uk Website : https://www.onlinedissertationwriting.co.uk

Self- actualization need: For these benefit employee have to work with their full efficiency, dedication for a period of time and they had to maintain it in the future. Reward is a basic and direct strategy of human resource management. Hence reward structure adopted at Tesco is highly effective in nature(Kang, and Snell, 2009). So there is a direct link between reward and motivation. Moreover rewards system is a good way to build the employees motivated to achieve its goals and objectives. 3.2 Evaluation of process of job evaluation and other factors determining pay Job evaluation involves judging worth of work done as per the amount of compensation. The evaluation process doesn't fix the pay scale but evaluate the work according to the present pay structure. While determining pay different factors such as size of the organization, seniority and experience of person regarding working in that profile, industry sector to which the company belongs that is whether the offered pay is as per industry norms, current profitability of organization and employee performance. While evaluating these factors and judging about their effectiveness conclusion can be drawn that these methods works as a really effective tool as by evaluating employee current performance, bonus and incentives can be decided and comparison of pay with other companies in same industry assures the employee that they are not being exploited by there present company. Further on evaluating various job evaluation process deficiencies can be find out with present employees regarding what they accept from their current job profile and suggestions that need to be implemented in that profile for future satisfaction of employees. While evaluating different jobs deficiencies on the part of employees are also identified, by providing them the areas of their bottlenecks, that they need to cover up to ensure proper performance(Kehoe and Wright, 2013) Toll Free : +44 203 3555 345 Email : help@onlinedissertationwriting.co.uk Website : https://www.onlinedissertationwriting.co.uk

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3.3 Assessing effectiveness of reward system In an organization there can be various types of reward ranging from financial in which employees are given extra pay, perks, bonus, commission, pension arrangement apart from their fixed salary structure, social rewards, where employees are appreciated by their seniors by words personally or in front of whole organization. Further it can be organising a holiday package for them or offering them a free training and development facility on behalf of company. The effectiveness of these rewards can be managed in terms of increase in employment performance, change in their attitude regarding work and staff turnover rates. On the whole it can be said that when revenue of an organization is increased because there is an increase in performance of an employee after reward it can be said that, the reward has worked in favour of company and it can follow the same system of rewarding them. Other positive factors include positive comments by employee regarding their job profile and employer after reward disbursement. As against this if there is a continue rate of absenteeism, vacancy and job refusal rates inspire of rewards they need to be amended and changed as per the requirements of employee and organization(Chew and Chan, 2008) 3.4

Examine

the

methods

organizations

use

monitor

employee

performance. To monitor and evaluate the performance is vital part in rewarding and determining high performing employees(Collings, and Mellahi, 2009). So we can say that reward is directly linked with employee performance. Good employee performance is a important to business's success. Employees perform

within

the

Tesco

according

their

specified

roles

and

responsibilities. Organizations monitor performance of the employees over the period of time to evaluate the strength of its workforce. Evaluation of employee performance becomes crucial in Tesco where incentive based Toll Free : +44 203 3555 345 Email : help@onlinedissertationwriting.co.uk Website : https://www.onlinedissertationwriting.co.uk

reward system is suitable. The monitoring of employee performance is highly depends on the performance of organizational employees(Harzing, and Pinnington, 2010). Tesco monitors the performance of their employees by the help of proper feedbacks from the line managers and human resource managers. Tesco use different tools to monitor the performance of their employees(Erasmus, and Schenk, 2008). Self- evaluation: The employee is given a form to fill, which will help the employer to recognize the skill level of the employee and the quality levels. In this if the employer can recognize the training needs of the employee then the management will take valid actions to arrange training and development session to fulfil their organizational needs(Subramony, 2009). 360 degree Evaluation: This method is most used to monitor the performance of employees. 360 degree performance monitoring involves the direct reports, peers, customers and superior(Mello, 2014). This can be considered as the best possible performance monitoring method.

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TASK 4 4.1 Reasons for cessation of employment with organization Employment can be terminated either by employee himself or by the employer of his company. Depending upon the source of getting the employment terminated that is whether it is by employer or employee there can be different reasons. Reasons of cessation by employer: When an employer cancels or terminate an employee engagement it can be because of: 1. Reducing profits of the organization because of which investors has pulled their hands in investing with the company, which necessitates them to cut down its cost in the form of saving salaries on those employees who are the reasons of lower profits(GagnĂŠ, 2009). 2. Absenteeism: The employee being irregular in his/her attendance or not punctual regarding official working timings can provoke an employer to terminate his employee(Erasmus and Schenk, 2008). 3. Attitude and Behaviour: If employees are not following the professional code of conduct required by them in their workplace while dealing with their fellow colleagues, interacting with their seniors, or dealing with their customers. Apart from this they are stealing anything from the company or using drug or alcohol in office hours can

result in termination of their

employment. 4. Redundancy: This situation occurs when a particular profile is no longer required for the working of an organization and people serving under this profile are to be terminated on account of redundancy. While following this procedure, employer gives sufficient time to employees to leave and give them prior notice so that they can cover on account of employment loss(Subramony, 2009) 5. Breach of contract: If employee works beyond conditions mentioned in their employment agreement, employer may terminate their employment specifying breach as of the major reasons. Toll Free : +44 203 3555 345 Email : help@onlinedissertationwriting.co.uk Website : https://www.onlinedissertationwriting.co.uk

Reasons of cessation by employees: Apart from being fired, employees on their own leave the organization on account of: 1. Resignation: which can happen because the employee is unhappy about their current job profile, or they have found another job with better remuneration or because of his/her migration from current working city to another one or any other personal reason like any terminal illness or alike factors(Mello, 2014) 2. Expiration of work contract: If there employment contract is for a particular time period or is dependent upon fulfilment of certain conditions, employee automatically needs to vacate the position. Retirement: If employee attains age of getting retired, their employment engagement automatically gets terminated(Chen and Huang, 2009). 4.2 Employment exit procedures used by different organizations In

order

formally

terminate

employee

engagement

with

the

organization various exit procedures are adopted, terms and procedures of which vary from organization to organization. Sometimes it can be formal which involves sending email to various authorities specifying reasons of leaving and informal which can range from communicating through phone or video calls which depends on nature of business. Proper exit procedures include written letter from

employee where he/she specifies reasons of

leaving and affected date from which he/she needs to leave. The same when approved by concerned authority reaches to human resource department to record it officially deciding upon the exit terms and finally concerned employee

who

wants

leave

the

organization

given

the

acknowledgement letter. In this context exit procedures used by Alma Holdings Ltd includes informal means which it has used in context of an employee which is on maternity leave by informing her termination on account of redundancy. And formal means are adopted in relation to some other employees who were serving Toll Free : +44 203 3555 345 Email : help@onlinedissertationwriting.co.uk Website : https://www.onlinedissertationwriting.co.uk

the organization for past twelve years, by giving them notice and three months salary(Collings and Mellahi, 2009) While exit procedures adopted by Ax paris Ltd which is a famous ladies fashion brand ranges from giving them giving them written orders to leave on account of disciplinary reasons without specifying when and how the breach has been occurred and informing employees regarding their termination on phone calls. The major difference between the two exit procedures are that in case of Ax paris Ltd, employees are not compensated for left over holiday pay or any outstanding compensation standing on their account. 4.3 Impact of legal and regulatory framework on employment cessation arrangements Not only legal and regulatory frameworks govern rules and regulations of serving employment profiles but also serve a set pattern to be followed by the organization in framing employment cessation arrangements. If any breach is conducted on part of any party in form of violating the conditions, it can be sued by the other party in court of law. The company should make sure that if it is removing or dismissing any employee on there part, the conditions of removing should not only satisfy the conditions mentioned in offer letter but also fulfils related laws of employment and other general contract laws like for example if an employee is removed on account of any breach or stealing, that claim should be proved by the company on the basis of evidence which is required by court of law. In whole the company cannot go against legal and regulatory framework while terminating any employee as this can lead to serious repercussions on part of company in form of imposing fine and compensating for loss(Ulrich, 2013).

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CONCLUSION With the present report it can be concluded that it order to manage human resource of any organization effectively, proper planning from recruitment stage is required. Apart from this HRM requires managing issues relating to compensation, employees training and other issues they face while discharging their duties. Furthermore how an organization reward its workforce also play an important role in motivating them apart from other methods of motivation. Not only the recruitment procedures they are also several cessation procedures that need to be properly adhered to so that unnecessary litigation and penalty on company can be avoided. Apart from this an organization needs to have a proper exit procedures so that employees know the proper structure of reporting in case of exit also. By following proper entering and exit procedures an organization can maintain its goodwill in market in eyes of other market players as well in eyes of employees, so that efficient workforce can be retained and developed. Proper human resource management is also a source of development of organization as a whole as when people of organization works efficiently it ultimately leads to benefit of organization as a whole. For this part of management that is involved in human resource planning can take help of various ancient theories giving them modern touch as per the latest requirements. (Boxall, P. and Macky, K., 2009).

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REFERENCES Books and Journals ● Avey, J.B., Luthans, F. and Jensen, S.M., 2009. Psychological capital: A positive resource for combating employee stress and turnover. Human resource management, 48(5), pp.677-693. ● Bennett, J.M. and Ho, D.S., 2014. Human resource management. In PROJECT MANAGEMENT FOR ENGINEERS (pp. 231-249). ● Black, D., Clemmensen, N.J. and Skov, M.B., 2010. Pervasive Computing in the Supermarket: Designing a Context-Aware Shopping Trolley. International Journal of Mobile Human Computer Interaction (IJMHCI), 2(3), pp.31-43. ● Boxall, P. and Macky, K., 2009. Research and theory on high‐performance work systems: progressing the high‐involvement stream. Human Resource Management Journal, 19(1), pp.3-23 ● Boxall, P., Purcell, J. and Wright, P.M., 2008. Human Resource Management. ● Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan. ● Chen, C.J. and Huang, J.W., 2009. Strategic human resource practices and innovation performance—The mediating role of knowledge management capacity. Journal of Business Research, 62(1), pp.104-114. Online ● Heathfield, M.S., 2017. What is human resource management. [online]. Available through: <https://www.thebalance.com/what-is-the-humanresource-department-1918141>. ● Torrington, D., 2017. Human resource management. [Online]. Available through: <http://www.bookdepository.com/Human-ResourceManagement-Derek-Torrington/9780273786634>.

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