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Unit 14 Recruitment and Selection Process Assignment Help
Recruitment and Selection has an essential part to play in ensuring work performance of an employee and positive leadership results. It is regularly guaranteed that selection of employees happens not simply to supplant withdrawing workers or add to a workforce yet rather expects to put set up labourers who can perform at a highlevel and show responsibility. In any company, there is a vital requirement of having successful and motivating leaders, who will ensure the successful running of the company as well as the enhanced performance of the team members (Armstrong, M., & Taylor, S, 2014). There is a vital need for most effective leadership skills in a company so as to ensure the team performance in an effective and productive manner. Organizational structure, identities of leaders and adherents, the connection in which they work et cetera, all have impact in deciding the capacity and style of leadership. Also, when the team members perform effectively and work towards the common goal, it will enhance the overall success of the company. In this report, the case of an exclusive brand of luxury cosmetics based in London is discussed, in which the recruitment and selection process in the company, role of the line managers in the selection process, leadership skills and attributes, team work etc. in the company are highlighted.
1.1 Job description and personal specification of personal assistant
To give a productive and responsive administrative, organisational, and logistical support of the manager, helping him to oversee and organize his time. You will be in charge of giving full secretarial help to the administration group amid nonattendances to guarantee an abnormal state of administration is kept up. This position will be of key significance inside of the association and the fruitful competitor must have past secretarial and managerial experience inside of a quick paced client confronting environment. He will have the capacity to exhibit the capacity to adequately arrange and sort out your workload and the activity to purpose issues rapidly in a suitable way.
- Oversee and keep up the Managers journal and email account.
- Filter messages, highlight dire correspondence and print connections.
- Organize inbound messages into the proper organizers and any significant data to be duplicated into the right document on the hard commute.
- Respond to messages however much as could be expected, managing arrangements, obliging Bio or photographs and so forth.
- Ensure occupied journal duties, papers and travel courses of action are overseen viably including creating an everyday envelope with journal, essential papers and so forth and investigating issues.
- Conduct week by week journal gatherings with the manager to talk about forthcoming engagements, welcomes and different solicitations.
- Schedule for the benefit of the manager in the middle of him and his immediate reports and the advisory groups to which he is a part.
- Coordinate travel and settlement prerequisites regarding others and guarantee plans set up for his necessities.
- Filter general data, inquiries, telephone calls and welcomes to the managers by diverting or taking forward such contact as suitable.
- Ensure the manager is completely advised on, or arranged for, any engagements he is included in. Keep and keep up a precise record of papers and electronic correspondence in the interest of the manager.
- Prepare correspondence in the interest of the manager, including the drafting of general answers.
- Minute general gatherings as obliged and complete research in the interest of the manager.
1.2 Legal and ethical considerations in shortlisting stage, assessment centre stage and final interview stage
Despite the method used to select the candidates - through promoting, direct sourcing, or diverse means - good points of confinement doubtlessly exist, particularly in how the cosmetic company are acquainted with the prospect. Any twisting of the extension, inconvenience, prize structure or other key parts is out of line and will tend to protract the selection strategy, which will reflect in shortlisting stage, assessment centre stage and final interview stage. Applicants will withdraw on the off chance that they it’s not right, or get the opportunity to be turnover bits of knowledge whether the misleading get the opportunity to be known after occupation. In case the company is using the quick sourcing methodology, there are additional moral concerns including trickiness. Regardless among these is the potential for the individual making the sourcing call to mutilate him or herself with a final objective to amass data that would by and large be withheld for centred purposes. Another scope of concern is the potential end of candidates in view of age, sex, race or other one-sided slants of the individual doing the sourcing (Schaffer, R., Agusti, F., & Dhooge, L, 2014).
1.3 The role of Line Manager in the selection process
The role of the Selection Panel Process or the line manager should pick what evaluation and decision strategies will be incorporated. HR can admonish upon or help with the outline of fitting evaluation techniques to collect verification to review the key aptitudes portrayed in the Role Profile.
The part of HRM is to organize, make and direct strategies and undertakings expected to make perfect usage of HR. It is that piece of administration which is concerned with the people at work and with their relationship within tries. Its targets are:
- Effective use of human resources,
- Alluring working connections among all people from the affiliations, and
- HR fill in as essentially administrative and master. HR staff focused on managing preferences and other fund and operational limits and didn't see themselves as having impact in the affiliation's general system.
Line managers have a complete part. They are obliged to have a thorough data of the cosmetic company and its intricacies and complexities. A conclusive goal of every HR individual should be to develop a linkage between the employees and the cosmetic company.
1.4 Contribution of Line manager to selection process
While contribution in regards to staffing should rest with the manager in the cosmetic company at every level, a complete obligation is with the CEO and the procedure making social occasion of top authorities. They have the obligation of making system, consigning its execution to subordinates, and ensuring its fitting application (Apte, C., Dietrich, B., & Fleming, M, 2012). Approach thoughts fuse choice about the headway of a staffing program, the charm of progressing from inside or securing bosses things being what they are, the wellsprings of candidates, the decision strategy to take after, the kind of examination venture to use, the nature of chairman and eatery change, and the progression and retirement ways to deal with a great many.
Line managers should emphatically make use of the selection of staff people, when in doubt from the work power division, in selecting, selecting, putting, propelling, evaluating, and planning people. In the last examination, regardless, it is the director's commitment to fill positions with the best-qualified persons.
2.1 Leadership skills and attributes of a digital marketing manager
Integrity:Integrity suggests dependability to say the least. It insinuates having strong inside overseeing decide that one does not deal. It means regarding others as you would wish to be managed. Various experts acknowledge that an in number feeling of good and terrible and strong overseeing guidelines is the most essential and crucial of all organization aptitudes or qualities. Uprightness advances trust, and next to no is master without trust. Honesty is an inclination to the extent that we see it, all things considered. Yet, it goes considerably more significant than surface exercises. It is in light of one's controlling feelings and values, and is a fundamental instance of a major administration quality in the company
Vision:A leader must have an unmistakable thought where the eatery and unit are going past the present month's results or the present year's monetary arrangement. Where is it going over the long haul? For sure, even key pioneers must be clear about this and need to suggest a significant part of the time to the vision, mission, and estimations of the eatery in their correspondences with others. Vision is another outline of a crucial administration quality (Schaffer, R., Agusti, F., & Dhooge, L, 2014).
Communication: Leaders need to make sense of how to be fit in both the Communication that teaches and inquiries out information (issues them a voice) and the Communication that partner interpersonally with others. Correspondence is another outline administration capacity that must be created by all pioneers.
Teamwork: A pioneer must know how to facilitate and support a group. A respectable pioneer knows when to be a pioneer and when to be a disciple. The best pioneers are incredible followers when that is what is needed. Building collaboration is another key activity skill case.
2.2 Difference between leadership and management
Managers are the individuals to whom this management task is given, and it is for the most part thought that they accomplish the craved objectives through the key elements of managing and planning, sorting out and staffing, critical thinking and controlling (Price, 2011). Leaders then again set a direction, align individuals, motivate and move. A leader has soul, the enthusiasm and the inventiveness while a manager has the brain, the normal and the industriousness. A leader is adaptable, inventive, moving, brave and free and in the meantime a manager is counselling, expository, purposeful, definitive, and balancing out
Figure: Leadership verses Management according to Kotter
From looking at the table over that is in view of Kotter's work, it can be seen that Kotter additionally puts an accentuation on control for managers, yet not for leaders. Maybe, leaders are seen to give motivation and create vitality and excitement, while supervisors then again, concentrate on verifying that the association proceeds to tick along in an effective way, and ceaselessly enhancing productivity through meaning of standards and procedures, etc. Kotter's contention can be seen obviously by exploring the table – obviously, motivation, inspiration and vitality drive workers to carry out their employment, yet people and groups additionally need to have structure, principles and methods set up to have the capacity to accomplish this, subsequently the two capacities go as an inseparable unit to convey accomplishment for associations, and both aptitudes are surely required. Pascale (1990) states that while managers think incrementally, leaders think fundamentally. Another administration versus administration theory is embraced by Zalenik (2004). It is portrayed how leaders and managers are essentially various types of people. Zalenik states that the objectives of administrators originate from "necessities" however the objectives of leaders originate from a position of "dynamic demeanor". The idea driving this theory is that leaders will utilize their vitality to rouse individuals to be innovative about issue illuminating, yet that managers verify that the "association's everyday business accomplishes", which may incorporate advising individuals what to do.
2.3 Myers Briggs/Jungs Topology of leadership
The Myers-Briggs Type Indicator (MBTI) evaluation helps people distinguish their identity sort and comprehend its relationship to administration, group flow, execution, and different regions of their work and individual lives. When we join the discoveries from the LPI Feedback Report with results on the MBTI evaluation, the convergence of connected conduct practices and identity inclinations offers experiences that can serve as the premise for further improvement and activity planning (Berman, Bowman, West, & Van Wart, 2012).
The sorts the MBTI sorts for, known as dichotomies, are extraversion / introversion, sensing / intuition, thinking / feeling and judging / perceiving. Each of the sixteen sorts is alluded to by a four-letter truncation, for example, ESTJ or INFP, demonstrating that sort's inclination in every dichotomy. The term best-fit sorts alludes to the moral code that facilitators are obliged to take after. It expresses that the individual taking the marker is dependably the best judge of what their inclinations are and that the pointer alone ought to never be utilized to settle on this choice.
With Extraverted Intuition commanding their identity, the ENTP's essential enthusiasm forever is understanding the world that they live in. They are always retaining thoughts and pictures about the circumstances they are displayed in their lives. Utilizing their instinct to process this data, they are more often than not to a great degree fast and exact in their capacity to size up a circumstance. Except for their ENFP cousin, the ENTP has a more profound comprehension of their surroundings than any of alternate sorts. This capacity to instinctively comprehend individuals and circumstances puts the ENTP at an unmistakable favorable position in their lives. They for the most part comprehend things rapidly and with awesome profundity. As needs be, they are very adaptable what's more, adjust well to an extensive variety of undertakings. They are great at most anything that intrigues them. As they develop what's more, further add to their natural capacities and bits of knowledge, they turn out to be extremely mindful of conceivable outcomes, and this makes them very creative when taking care of issues. ENTP's are thought individuals. Their discerning capacities cause them to see conceivable outcomes all over. They get energized and eager about their thoughts, and have the capacity to spread their eagerness to others. Thusly, they get the bolster that they have to satisfy their dreams. ENTP's are less inspired by creating arrangements of activities or settling on choices than they are in producing potential outcomes and thoughts.
ESTJ men generally have the most expectedly manly introduction. It is this sort of man who needs most to characterize reasonable desires and points of confinement for themselves. This is on account of they are destined to characterize accomplishment as being gotten from who they may be, what they aggregate, and what they do ostensibly. They fit the portrayal "the victor is the person who aggregates the most toys". The drawback to the ESTJ is identified with the sub-par capacity. At the point when the enthusiastic way to deal with work and home is untendered they get to be troubled with out of line requests. In this case others frequently encounter them as uncompromising, unappreciative disciplinarians who infrequently esteem the endeavours of others.
An online emergency which cause e-commerce website to crash two weeks in to crucial pre-Christmas shopping period
In this scenario, the function of judging and perceiving of MBTI is applicable. Judging and perceiving allude to the S/N and T/F dichotomies simply portrayed. J or P records which of the two dichotomies is utilized for managing the outer world. J sorts have a tendency to like an arranged and composed way to deal with life and want to have things settled. P sorts have a tendency to like an adaptable and unconstrained way to deal with life and want to keep their choices open. (The phrasing may be deluding for some—the expression "Judging" does not so much infer "judgmental", and "Seeing" does not so much suggest "keen" in the typical feeling of the word.)
In J-sorts, the favoured judging capacity (T or F) is extraverted (shown in the external world). J-sorts have a tendency to favour a regulated (left mind: parts to entire) way to deal with life, depending on outer guidelines and systems, and favouring fast conclusion. The favoured seeing capacity (S or N) is withdrawn. Then again, in P-sorts the favoured seeing capacity is extraverted, and the favoured judging capacity is thoughtful. This can bring about a more unconstrained way to deal with life (right cerebrum: entire to parts), depending on subjective judgments, and a yearning to leave all choices Carroll & Buchholtz, 2014).
When team has to decide the most advantageous use for an extra 10,000 pounds
In the second scenario when the effective use of the amount is to be decided by the team, the aspect of thinking and feeling in MBTI is to be considered. Thinking and Feeling are the decision making (judging) math capacities. They both endeavour to settle on sound decisions, utilizing the information got from their seeing capacities, above. Speculation individuals have a tendency to construct their choices with respect to rationale "genuine or false, if-then" associations and on target investigation of circumstances and end results. Feeling individuals have a tendency to construct their choices essentially in light of qualities and on subjective assessment of individual focused concerns. Sentiments use "pretty much, better-more awful" assessments. It could be said that scholars choose with their heads, while antennas choose with their souls. At the point when Thinking or Feeling is extraverted, choices have a tendency to depend on outside sources and the for the most part acknowledged standards and systems. At the point when independent, Thinking and Feeling choices have a tendency to be subjective, depending on inside produced thoughts for legitimate association and assessment
2.4 Use of theories of Maslow, Herzberg, and McGregor to encourage workers to meet objectives
Use of Maslow theory for team motivation: If motivation is driven by the presence of unsatisfied needs, then it is advantageous for a supervisor to comprehend which needs are the more imperative for individual workers. In this respect, Abraham Maslow added to a model in which essential, low-level needs, for example, physiological prerequisites and wellbeing must be fulfilled before more elevated amount needs, for example, self-satisfaction are sought after. In this progressive model, when a need is for the most part fulfilled it no more rouses and the following higher need takes its place.
In the event that Maslow's theory holds, there are some vital ramifications for administration. There are chances to spur representatives through administration style, occupation outline, organization occasions, and remuneration bundles, a few samples of which take after:
- Physiological needs: Provide meal breaks, rest breaks, and wages that are adequate to buy the essentials of life.
- Safety Needs: Provide a protected workplace, retirement advantages, and occupation security.
- Social Needs: Create a feeling of group through group based undertakings and social occasions.
- Esteem Needs: Recognize accomplishments to make workers feel acknowledged and esteemed. Offer employment titles that pass on the significance of the position.
- Self-Actualization: Provide workers a test and the chance to reach their full vocation potential.
Then again, not all individuals are driven by the same needs - whenever diverse individuals might be roused by completely distinctive elements. It is imperative to comprehend the needs being sought after by every employee.
Use of Herzberg’s theory of motivation: the use of Herzberg's theory of motivation is in such that it allows people more noticeable commitment in regards to arranging likewise, controlling their work, as a technique for growing motivation and satisfaction. The relationship in the middle of inspiration and vocation satisfaction is not unreasonably complex. The issue is various organizations and chiefs take a gander at the cleanliness figures as a way to deal with rouse when really, past the short term, they do alongside no to influence. Perhaps administrators like to use this technique because the thinking is that people are more monetarily influenced than they are, or it requires less administration push to raise pay than it does to revaluate association techniques and upgrading livelihoods for most great satisfaction. In attempting to convince people, at first administration in affiliations must perceive and area things that make workers gloomy about the workplace. Besides, administration has a commitment to ensure that authorities are managed (Nickels, W. G., McHugh, J., & McHugh, S, 2011).
Herzberg found that the components bringing on occupation satisfaction or motivation were not quite the same as those bringing about job disappointment. He added to the motivation-hygiene theory to clarify these outcomes. He called the satisfiers sparks and the dissatisfiers hygiene factors, utilizing the expression "hygiene " as in they are considered support considers that are important to evade disappointment yet that independent from anyone else don't give satisfaction. Herzberg contemplated that in light of the fact that the variables bringing on satisfaction are unique in relation to those bringing about disappointment, the two emotions can't just be dealt with as contrary energies of one another. The inverse of satisfaction is not disappointment, yet rather, no satisfaction.
Likewise, the inverse of disappointment is no disappointment. While at first look this qualification between the two contrary energies may sound like a play on words, Herzberg contended that there are two unmistakable human needs depicted. Initially, there are physiological needs that can be satisfied by cash, for instance, to buy sustenance and cover. Second, there is the mental need to accomplish and develop, and this need is satisfied by exercises that cause one to develop. On the off chance that the motivation-hygiene theory holds administration not just must give hygiene components to stay away from employees disappointment, additionally must give elements natural for the work itself with the end goal employees should be fulfilled by their occupation.
Use of Douglas McGregor's Theory: Douglas McGregor's Theory X turns into the authoritarian's theme, accepting that individuals must be compelled to work, firmly directed, and remunerated or rebuffed in view of individual efficiency. They put stock in a top-down, line and-staff hierarchical graph with clear levels of power and reporting procedures. Fred Fiedler found that tyrant leaders can be seen as fruitful in certain errand circumstances considering the extremes of thought and heartlessness, contingent upon the circumstance.
3.1 Benefits of team working
Increase Productivity: Team working can make more productive and practical utilization of work and can update efficiency by:
- developing the specific qualities and aptitudes of colleagues so that a more unmistakable mix of attempts may be dealt with
- selecting the sales and piece of attempts to the social event, accordingly evading consistent issues, for occasion, bottlenecks
- spoiling some administrative control to the work get-together or the social affair pioneer in like manner lessen the measure of levels of association
- requesting that workers attempt a more wide degree of attempts
- making accomplices all the more especially tried and true to clients.
Enhancing quality and empowering product innovation: The foundation of worth and client unwaveringness at the most imperative motivation behind the motivation of most affiliations has been the key main impetus behind different cooperation works out. The relationship of representatives and their specialists, which is a key portion of cooperation, can make a veritable obligation to redesigned quality. The allurement to view quality as an association just issue still proceeds in different affiliations - and recommends that different chances to update quality are lost (Nickels, W. G., McHugh, J., & McHugh, S, 2011).
Motivation: Production line work has generally been delineated for some by dullness and fatigue. Business are into negligible disturbing assignments which obliged little aptitude and gave insignificant jobfulfilment. Thus inspiration levels had a tendency to be low and there was a need for close supervision
3.2 Dealing with Team conflicts
Teamwork is based upon individuals collaborating in a supportive situation to achieve essential gathering destinations through sharing data and capacities. The composition dependably highlights that one of the essential parts of a group is its centre enthusiasm toward an ordinary target and an unmistakable Groups are a fundamental piece of various affiliations and should be joined as a component of the movement of tertiary units. Effective team work relies on synergism existing between all associates making a domain where they are all avid to contribute and partake to progress and bolster a positive, reasonable group environment. Partners must be adequately versatile to conform to pleasing work environments where targets are expert through participation moreover, social dependence rather than individualized, common goals (Gosenpud, J., & Vanevenhoven, J, 2011)
3.3 Effectiveness of a team
Successful teams are repaying and offer various marketing essentialproperties. Respect for other group members is essential for group effectiveness. Regarding the characteristics of team members, while minimizing their deficiencies, advances teamwork. Contributing as a group obliges trust, focusing on—and trusting finally goal, battling less and researching more. At any rate, there are a few keys to a successful group. One of the keys to growing high performing groups is to recall that fruitful groups don't just happen. They require much exertion and time. They take fitting direction and backing from the team leader. They require an authoritative society which empowers and encourages cooperation. According to the T7 Model of Team Effectiveness, there are factors that affect the team effectiveness:
The five internal team factors include:
- Thrust – a typical reason about what needs to be finished or group goal(s)
- Trust – in one another as partners
- Talent – the aggregate abilities of the colleagues to land the position done
- Teaming Skills – working successfully and proficiently as a group
- Task Skills – executing effectively or taking care of business
The two external team factors are:
- Team-Leader Fit – the extent to which the team leader fulfils the needs of the colleagues
- Team Support from the Organization – the degree to which the administration of the association empowers the group to perform
Each of the components inside the group can be portrayed into sub-elements alternately measurements. For instance, "thrust" alludes to settled upon vision, mission, qualities, and objectives among individuals inside of a group. Additionally, individuals utilize a typical methodology and strategies to fulfil objectives. In particular, push comprises of the accompanying three behavioural measurements: (a) push administration, (b) push clarity, and (c) push responsibility. Conversely, "trust" incorporates the accompanying measurements: (a) trust in honest correspondence, (b) confide in activities, and (c) trust inside the group.
4.1 Factors involved in planning the monitoring and assessment of work performance
In the cosmetic company, staff execution and different operations are observed constantly. Watching extraordinary means dependably measuring execution and giving advancing feedback to representatives in the inn and work collects on their headway toward going to their destinations. The administration necessities for checking execution fuse driving progression reviews with specialists where their execution is taken a gander at against their work efficiencies. Persistent checking gives the supervisor the chance to check how well labourers are meeting fated standards and to roll out improvements to impossible or dangerous standards. By watching always, supervisors can perceive inadmissible execution at whatever point in the midst of the assessment period likewise, offer help to address such execution instead of hold up until the end of the period when diagram rating levels are apportioned.
4.2 Development needs of employees
While preparing is emphatically a vital part in advancing labourer capacities, formal learning open doors that give experiential practice are in like manner thought to be convincing consequent to such undertakings are revolved around the individual. In the cosmetic company, programs that get ready workers to wind up future pioneers, for instance, formal progression arranging, take solid hypothesis and centreinterest. Progression arranging ventures that allow high-potential employees in the company the opportunity to be sharpened and mentored show such a hypothesis. They excessively secure strong contenders with crucial capacities to rapidly fill vacant senior organization positions. Yet, not a lot of affiliations have progression arranges set up for authority level positions. Worker execution surveys give an open door for specialists and chiefs to chip in on creating a course of action for the delegate's procedure headway. Examination exhibits that representatives are more impelled when they are incredibly included in the execution overview process and in setting their individual destinations (Gosenpud, J., & Vanevenhoven, J, 2011). Ideally, workers should be engaged through easy-going or formal preparing and training from their supervisors to expand additional ability as they get prepared for activity positions. The labourer boss relationship is central not simply to urge specialists to upgrade their abilities, in any case, moreover in light of the fact that it serves as the affiliation's immediate association with each of its labourers.
The 4As of the Personal development planning (PDP) include,
Awareness: This is the awareness of the self as well as the opportunities that are available for the person to improve himself.
Aspiration : This is basically setting goals and objectives as a part of the personal development plan.
Achievement:This involves developing one’s skills and attributes to as to meet the set goals and objectives
Articulation:Once the goals are achieved, the individual will have to have the ability to know the achievements in a transparent and organized way.
Any list of generic skills and attributes can just serve as a beginning stage as, whilst substantial in their own right, they just exist in theory. What is needed is setting – both as far as the individual and their goals. Managers initiate people and, thusly, graduates need to have the capacity to well-spoken their own particular accomplishments in the connection of the information, aptitudes qualities and practices looked for by an individual superintendent. Obviously, as PDP is by definition "formative" it is something that needs to happen over the long run.
4.3 Success of assessment process
Practical evaluation systems have vital influence in learner and organization accomplishment. Some of the assessment steps are:
- Design obtainment to match the capacities profile besides, objectives of your learners customize learning, ensuring an isolated methodology for each learner
- identify learners' additional needs of representatives
- Screen, review and record learners' headway and achievement
- Identify and advance open doors for development. Hence ensure that the learner is on the right course and:
- is more inclined to achieve the course comes about
- will headway towards achieving their long haul destinations
In general, it can be noticed that overseeing individuals inside of any organisation is a basic and vital part of each company. The case of a leading cosmetic company in UK is discussed in this report. It is moreover worth raising that to the extent driving and directing workers if you are not selecting the best people open, then it is ceaselessly going to be a troublesome errand to direct them regular. Another general issue is that when hoping to fill any opening you should persistently consider the candidates that could be raised to the open post and after that select remotely for the more junior position. Too often senior chiefs give cautious thought to the determination prepare likewise, simply end up being adequately included when a senior post is being filled, or toward the end of the strategy for a quick "last" meeting. This is an oversight and you ought to be concerned with the quality and suitability of every specialist who joins the group is likewise seen that a pioneer should plot obligations that unite with a man's wellness and qualities. Obligations are energizing when they stretch out people and are critical to them. Obligations can attract such intrinsic motivations as rehearsing one's abilities, making something new, helping other individuals and offering worth to customers. Which of these suggestions is most animating depends on upon an individual personality. The mix of trademark motivation with superfluous prizes and affirmation can convey particularly fiery people. Clearly, impulses, prizes and affirmation ought to invigorate the kind of behaviour needed for the bunch's success. If you require people to work together, you need to remunerate and see productive cooperation. Execution evaluation and addressing improvement needs of workers are basic parts of the head honcho worker relationship. They are parts of a persistent system of execution organizing, review, and progression that incorporates both the supervisor and the delegate, who together recognize the common goals of the company.
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