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Assignment Front Sheet – BTEC Higher National Diploma- Business Management

Learner Name Assessor Name:
Vanila Edison Shanthi Rajan
Date Issued: Completion date: Submitted date
06 February, 2013 28 March, 2013 24/03/2013
Qualification Unit number and title
QCF BTEC Level 4/5 HND/C in Business
(delete appropriately)
Unit 21 – Human Resources Management
Assignment No. & title
Assignment 1 – Personnel & Human Resources Management (Task1-4) and Human Resources
Recruitment (Task 5-8

To achieve the criteria the evidence must show that the
student is able to:


1.1 distinguish between personnel management and human
resource management
1.2 assess the function of the human resource management in
contributing to organizational purposes
1.3 evaluate the role and responsibilities of line managers in
human resource management
1.4 analyze the impact of the legal and regulatory framework
on human resource management
2.1 analyze the reasons for human resource planning in
2.2 outline the stages involved in planning human resource
2.3 compare the recruitment and selection process in two
2.4 evaluate the effectiveness of the recruitment and
selection techniques in two organizations

1 to 8

Attempt all
the tasks (1
to 8) as
briefed in

To achieve MERIT criteria the evidence must additionally show
that the student is able to:


- identify and apply strategies to find appropriate
an effective approach to study and research has been applied

2 Identify and
various HRM
- select/design and apply appropriate
6 Identifying HR
appropriate learning methods/techniques have been applied
process and
the required
inputs to the
HR planning

To achieve the criteria the evidence must show that the
student is able to:

- use critical reflection to evaluate own work and justify
valid conclusions
conclusions have been arrived at through synthesis of ideas
and have been justified
3 Identifying and
examples, the
role and
of senior
HR / Line
- take responsibility for managing and organising
autonomy/independence has been demonstrated
substantial activities, projects or investigations have been
planned, managed and organised

8 Design an HR
policy focusing

Learner declaration
I declare that all the work submitted for this assignment is my own work or, in the case of group work, the
work of myself and the other members of the group in which I worked, and that no part of it has been copied
from any source.
I understand that if any part of the work submitted for this assignment is found to be plagiarised, none of the
work submitted will be allowed to count towards the assessment of the assignment.

Signed: Date:

Tutor feedback

Table of Contents
1.0 Introduction
2.0 Personnel Management and Human Resource Management
2.1 Transformation- PM to HR
3.0 HR Management functions
3.1 Recruitment and Selection
3.2 Training and Development
3.3 Motivation and Compensation
3.4 Maintenance
4.0 Line managers and responsibilities
5.0 Legal laws and regulations on HRM
5.1 Visa regulations in UAE for expatriates
5.2 Labor laws in UAE
6.0 Human Resource Planning
6.1 HR planning process
6.2 HR planning & HR dimensions
7.0 Human Resource Management
7.1 Recruitment and selection procedures (Enterprise & Tesco)
7.2 Objectives of selection process (Enterprise & Tesco)
7.3 Job analysis methods (Enterprise & Tesco)
7.4 Recruitment and selection methods (Enterprise & Tesco)
7.5 Recruitment and selection techniques (Enterprise & Tesco)
8.0 A new HR policy
9.0 Conclusion
10.0Reference List
1.0 Introduction

In this report as an HR trainee with ABC International in Dubai the objective of this report is to
advise the company with new HR management principles and set up effective and efficient
recruitment and selection practices. So this report also talks about the ways in which the
employees in a company are managed and also mentions the way in which employees in a
company are managed and motivated to work in the company and what all are the benefits
given by the organization to make them do so. The responsibilities of a HR manager are also
illustrated in this report and it is accompanied by a bulk amount of processes. It also includes
the various procedures taken into consideration while recruiting and selecting people to an
organization. These processes help to define the organization’s purpose. This part of the report
also contains the labor laws for securing the labors and it transparently explains all the needed
things coming under a human resource management. In the another part of the report, as an
assistant with ABC international is to provide a system on how the human resource planning is
done and the way in which it is implemented. In this part of the report, the recruitment and
selection processes of 2 companies are compared to know the disadvantages and advantages
while formulating a HR policy. It also suggest a new HR policy for the company to follow in
terms of recruiting and selecting.

2.0 Personal Management and Human Resource Management

Personnel Management (PM) is more on with focus to employees by utilizing them somehow to
earn profit whereas Human Resource Management (HRM) is more on with focus to using
people as resources and focusing on organization in all aspects.
Personnel management is all about managing people and make sure that everything goes
smooth or well. But HRM is more on enhancing even the culture, mission vision aim, all in all of
an organization is carried out in managing human resources. (Iqpc.com and lecture notes 2013)
Personnel Management Human Resource Management
Administrative Strategic
Employee focus Organizational focus
Employees were considered as liabilities or
Employees are considered as assets
Has a limited scope Has a wider scope
PM is just monitoring and managing their
HRM is not only monitoring but also nurturing
the employees by helping them in
development and progress.
Work force centered- this is just of collecting
people and makes them work for the company
and they will be paid for it.
Resource centered- here employees are
considered as resources and controlling &
managing them to achieve the vision mission
or goals of the firm.

2.1Transformation – PM to HR

The main need of transforming from PM to HRM is that to enhance the
organizational and individual goals and make the employees feel that they are also the part of
consequences faced and give them the desired rewards and benefits.

Operational (employee focus) Strategic (organizational focus)
Collecting only the required HR data Collecting the HR data as well as measuring it
so as to make a feedback on it
Strategies and goals will be set by HR
executives and give a response for it
Setting HR goals and objectives
Binding with the laws and policies to be
Making relevant changes in the policies an
It’s just of monitoring and administrating
employee programs
Administrating and evaluating the programs
Training programs are made or designed Identifying the needs of training for the
organization and then designing it
Staffing and recruiting Staffing and recruiting is done by effective HR
Provide compensation in general Compensation is paid for improving employee

These distinguishing factors can be clearly known by the globalization that happened in a
Nigerian organization Vance and Paik in 2006. Mostly all the companies in Nigeria followed
personnel management and it was found that the products were made, but the products that
were transported to different countries across borders were not successful. This was due to
improper HR management and the adaptation changed from international trade to local
environment. So this shows a need of HR management by utilizing the people as resources and
develops the products to survive in the market. (zeeepedia.com)

2.0 HR Management functions
Human Resource Management is managing a group of people and giving them an
empowerment for doing their duties assigned to them and this is achieved by certain policies
and procedures. (Lecture notes)

 Recruitment and Selection
Recruitment and selection helps us to know whether the company hired and selected well
talented and suitable persons for their respective jobs.
 Training and Development
Training and development is an unavoidable part of any organization it is important to train and
develop the employees with technology.
 Motivation and Compensation
Motivation and compensation goes hand on hand where motivation is very much important for
the employees to make them work in the organization while compensation is a factor that makes
the employees to get motivated.
 Maintenance
Maintenance is maintaining the employees and justifies them according to various factors and
then does the required changes. (bfvisionarysolutions.weebly.com)
3.1 Recruitment and Selection
Recruitment is a long run process which is to carried out after certain analysis. Mainly it is
important for the company to look through the manpower requirement and the available
manpower. Then compare it and then make a list of persons required, later a job analysis is
done. This wholesome process which is also known as human resource planning and then start
recruiting which involves the selecting of manpower needed for the company once if the
manpower is hired, then the next way is to go for the selection procedures. Recruitment is done
by estimating the needed number of employees and then accepting the applicants. So the right
recruitment methods ensure the best output so that would contribute to the growth of the
organization by helping to achieve the goals. After recruiting it is to select where the candidates
are screened, interviewed and then selected. In this step the CV is analyzed and various job
related tests are made to check the competencies of the person. If the skill matches with
required skills for the job then that person would be selected and that could be the right person
selected for the right job. So making an apt selection process also helps in the achievement of
strategic and organizational goals. (bfvisionarysolutions.weebly.com)
3.2 Training and Development
Training and development is where the knowledge, skills and abilities of employee are shaped
up and then helping them to make it more advanced so that it could be useful for the future.
Training involves the person to mould up his/her mind to adapt with the new situations and to
gain more knowledge about the job they do. The organizations provide various training activities
and conduct a learning atmosphere for the people and it should be a very well planned activity.
While doing training activities both the organizational and individual goals should be taken care
of and usually the training processes begins at the start of the financial year. Development is
another aspect which is a long-run process needed to shape up employee’s skills and abilities
for future purposes so these both are unavoidable parts of an organization aiming to survive in a
competitive market. (bfvisionarysolutions.weebly.com)
3.3 Motivation and Compensation
“Paying an individual well might motivate him to work harder but it might not help him to give his
best shot on the field or might not retain him for a long time in the organization. To retain an
employee and to keep him inspired, motivated and enthused, an employee must be empowered”
(Bratton, 1999). According to Bratton, paying is only something which we do as a favor for what
work they do for us. That lonely cannot motivate the employees. Motivation is something which
makes the employee to remain in the organization and they should feel that they are
empowered. So motivation does not only come from money and that could be from the part of
the organization by making the employees feel that they are also a part of ours. And this
motivation is achieved through various factors of compensation like giving bonus, cutting down
labor rates and makes some compensation plans. Motivation and compensation are inter-
related to each other because motivation cannot be made without compensation. While making
an employee to sustain in an organization that means that employee could do the job to be
done and contributes to the success of the firm. (bfvisionarysolutions.weebly.com)
3.4 Maintenance
Maintenance factor involves timekeeping while paying salaries, payroll system for the
employees, processing tasks rather than payroll system and keep the record of payrolls. These
responsibilities help to maintain the employees and lead them accordingly to achieve
organizational strategies.
4.0 Line managers and Responsibilities
Line managers are the people to whom the employees report about the progress in the
objectives assigned to them and have a responsibility over the management and team. There is
a front-line manager who is higher in the level of hierarchy. (cipd.co.uk)
The main responsibilities carried out by line managers are:
Employee Engagement
It is the responsibility of a line manager to supervise the employees and also create for them an
environment to communicate each other and give a feedback to the employees by encourage
their strengths and correcting their weaknesses. HR managers/ Line managers also focus on
the goal of the company by making the disengaged people to engage in the day-to-day running
of the organization and find out the employees abilities & disabilities through a survey.
Performance Appraisal
This responsibility mainly deals with the feedback given to the employees in the meetings
conducted and then a form is created for the employees to assess the employees. This involves
the tick box exercise and that should be made effective in an understandable manner.

Disciplining Employees
While disciplining the employees managers set some steps and procedures for the employees
to follow and accordingly the employees have to perform the procedures mentioned by the HR
manager. If the manage sees that anyone of the employee is breaking the rules then that
person will be forced to follow it and the manager would need to work hard well to lead a team.

Performance-Related Pay
Line managers have to check whether the employees are pad with the ratings in their
performance. If the performance ratings of an employee are excellent then that person needed
to be paid with the top level of amount suiting him. HR managers should also ensure that the
payment made is by the performance of employees and not by discrimination.
Finally, HR managers/ Line managers also has a duty of performing the HRM functions
mentioned starting from recruitment. (HRM Functions)
(Smallbusiness.chron.com and cipd.co.uk)
5.0 Legal laws and regulation on HRM
Organizations should have certain legal rules and procedures to manage people because to
manage the employees there need to be certain rights given to the employees in terms of their
safety and security, only then they’ll get motivated. And also for hiring, recruiting and selecting
the people with right abilities and skills, then some legal acts are to be followed and some of
them could be the Equal Employment Opportunity (EEO) where the company need to provide
equal opportunity for all persons, Affirmative action, Sexual harassment and some other
employment laws. The National Labor Relations act, Age discrimination Act, Occupational
safety and health Act and Family and medical leave Act these are some other employment laws
need to be taken care to recruit and select the people and the selected persons should also be
taken care of in terms of these Acts.
5.1 Visa regulations in UAE for expatriates
For getting a business visa in UAE for expatriates they need a sponsor and then the visa has to
apply by these sponsors and report to the nearest embassy of UAE. The Travel Centre needs a
letter from your sponsor. The employee should also need a latter from the employer by saying
for what work they come to UAE. If some people who have business relationship with the
business companies in UAE, then they need to have multiple-entry visa and this could be valid
only for 6 months which is to be applied by that person when he/she is in UAE. All the
expatriates who come with family and all need to get a National Identification Card (NIC) after
30 days of arrival and that card would be valid for 3 years. This card includes the personal
details like date of birth, nationality, signature, and blood type. This card should be taken by all
expatriates in UAE who are 15 years and more than that. Concerned with political situation,
there are no political parties and democratic problems. The expatriate living in UAE will have a
peaceful and safe life with well infrastructure and best living standards. Most of the UAE
residents are foreign-born. (http://www.thenational.ae)
5.2 Labor Laws in U.A.E

Usually if the labors take a new position they need to get a no-objection certificate and
according to the present rule which is not needed for those who are skilled but a stamp in visa
from the ministry of labor. If an employee gets not paid with salary within 60 days, then the
companies won’t have right on them when they go to other companies.
The labor laws for leave policy of employees in UAE are:
 Annual or Maternity leave – This term of leave would be different for different countries.
In UAE Fridays and sometimes Saturdays are given as annual leave where an employee
could be free for one day from the continuous job tension.
 Sick leave – when the employee faces some health problems and he/she is not able to
continue working then the sick leave would be given only by submitting a leave form
application to the Line manager.
 Hajj leave – As per the labor law in UAE, the Muslim employees are allowed to go for
Hajj holidays by submitting a leave application from and even the leave days taken
should not go more than 30 days. This should also get approved by the CEO as it is a
long term leave.
 Compassionate leave- This law allows the employee to take leave for family issues like
death of relatives, birthday parties etc. But the leave taken by the employee in this case
should not exceed 7 days.
 Employee accident – If suppose the employee have come across a major accident and
submit required health forms for the proof then medical leave can be granted and in this
case, the leave application form should be approved by the Country HR Head.
 Unauthorized absence- If the employee is absent for some days in the company without
submitting the leave application form then he/she will be unpaid. (axiomeasy.com)

The expatriates can go abroad for six months before taking a new position.
Saqr Ghobash, the Minister of Labor, said the move was intended to "improve the labor market
and limit any wrong practices".

6.0 Human Resource Planning
HR planning is a process in which making the persons available at the times whenever needed
and the organization should also have the adequate number of well skilled persons to achieve
the HR as well as organizational goals. The human resource planning helps the organization in
providing a well-developed workforce that is quality workforce. With this quality workforce the
organization can compete with the competitors and aid company in achieving its goals. The
importance of HR planning process is that that will reduce the labor costs, provide an
environment to get a rise in skills, ensures that there is an affective motivation to the employee
and also ensures the safety of health. (preservearticles.com)
6.1 HR Planning Process
For human resource planning there are several processes needed to be implemented and the
process starts from workforce planning.
Workforce planning is where the company makes an estimation of the required workforce and
the present workforce by comparing their skills. While implementing workforce planning the
three factors have to be taken into consideration and they are: market forces, workforce
demographics and company’s strategic plans. After workforce planning gap analysis is done
where the gaps while comparing is to be filled.
 An organization needs to estimate the required workforce and measure them with their
 Then take the pulse of workforce in the company that is the workforce demographics
which relates itself to the marketing force.
 Then put forward a strategic plan and then translate the HR planning to HR dimensions
 Now fill the gaps by analyzing whether the organization can keep up with the workforce
 Then design a workforce plan by taking the workforce demographics into consideration
where the turnover ratio, the location where the employee spends, the skills of the
employee at all level of the organization is assessed. So now designing of the workforce
plan can be done using the risks that can be faced, the workforce strategies, targets and
feedback processes.
 Next is to implement the plan and for implementing, the workforce needed to be trained
well with the organizational programs.
 And then monitor it by checking whether all moves according to the plan set and then
evaluate it with the results at the end. (lecture notes)
6.2 HR planning & HR dimensions
HR planning should be made into HR dimensions for that the organization as a whole is
involved. The HR managers should know the implications that could be faced and measure the
employees under them with the experience that they have. While deciding the HR metric the
organization should also know whether that could affect or benefit the organization. The HR
leaders should appropriately implement the HR metric so that there would be a success for the
Assessing the gaps in where the planning when gets into the dimension, gaps can be measured
in terms of the workforce competencies, the organization’s ability to manage the workforce
programs, the skills lacking in the workforce and the ways in which that can be added. After
assessing the gaps, next is to make estimation on what can be done with the existing
framework to achieve the strategy objectives. This can be done by empowering the workforce
by adding more talent to the organization, recruit and select talented workforce and then reduce
the number of workforce which is trimming. Then design a workforce plan by taking the
workforce demographics into consideration where the turnover ratio, the location where the
employee spends, the skills of the employee at all level of the organization is assessed. So now
designing of the workforce plan can be done using the risks that can be faced, the workforce
strategies, targets and feedback processes. Next is to implement the plan and for implementing,
the workforce needed to be trained well with the organizational programs. And then monitor it by
checking whether all moves according to the plan set and then evaluate it with the results at the
end. (Lecture notes)
7.0 Human Resource Management
Human resource management as the word indicates is the management of human resources by
analyzing the present and future needs of the organization and accordingly managing it.
(Lecture notes)
7.1 Recruitment policies and procedures (Enterprise & Tesco)
The recruitment policy of Enterprise aims on speed and efficiency in both management and
working of the employees. That also clearly helps us to identify the culture and values of the
The recruitment procedures involve:
Enterprise carries out the job analysis first and then prepared job description and then uses job
advertisement and even through online advertising for the applicants to apply. For hiring
purpose enterprise uses an online website called “Come Alive”. This allows the employees to
apply for the company and various career opportunities of enterprise are also mentioned in that
While compared to Enterprise, the recruitment procedures in Tesco involves the publishing of
advertisement by exactly targeting the required vacancies. For filling the vacancies Tesco first
goes through its Talent Plan and then identifies the vacancy and starts hiring people for those
vacancies. Firstly, Tesco do internal recruitment and then external recruitment.
7.2 Objectives of the selection process (Enterprise & Tesco)
Enterprise mainly focuses on business growth and use standard processes and procedures to
clearly match the job roles and descriptions. The standard processes are: screening candidates
and checking their CV for matching it with the job descriptions they have and conducting several
tests to find an apt person.
Tesco’s selection objectives are abiding to the legal and regulatory influences also. Tesco aims
at selecting people very much fit for the job position.
7.3 Job analysis methods (Enterprise & Tesco)
The job analysis method of enterprise includes:
The skills required in Job description: The employees should be focusing on the customers and
should be able to deal with the problems of the customers by being in their place. Employees
should also be flexible to work with any challenging or changing business environment. They
should be mainly results focused, that is, they should be at least try to give some improvement
according to the results which they achieved and help the company in advancing and
developing. The other abilities are the employees should have a good communication skill to
communicate with all kinds of customers, senior managers and to make some confidential plans
and also leadership ability in leading the workers under his/her management.
The job analysis of Tesco is that:
There are 6 work levels under Tesco and the employees selected should be matching with the
skills coming under each work level.
Work level 1 – should work with interest and fill the shelves with stock
Work level 2 – should manage and motivate the work force under that person and should have
leadership abilities
Work level 3 – the employee should have the human resource planning skill such as
supervising, evaluating and reporting on the progress and results
Work level 4 – should have knowledge, skills and abilities on providing the strategies needed to
be implemented
Work level 5 – should be involved in major decision making processes and should be able to
manage and lead Tesco as a whole
Work level 6 – should be able to focus on the mission and vision of Tesco and carry out the role
7.4 Recruitment and selection methods (Enterprise & Tesco)
Recruitment and Selection methods
Enterprise uses a well clear recruitment process to make a good selection that could be helpful
for them in the present as well as future.
On-the-job-training = enterprise allows students to gain skills through on-the-job-training with
the chance of a full time-job after graduation.
Graduate Management Trainee Program = Enterprise allows the graduates to move from
employee level to management assistant within 8-12 months. This provides a great scope for
the employees and even beneficial for the business partners.
The selection method involves the screening where the candidates’ CV’s are checked and
match with job descriptions and selecting the right person. This person is then allowed for a
face-face interview with Enterprise Recruitment Manager and then they are allowed to interview
by the branch manager. Then there is an assessment day where the role-plays are mentioned
and the areas needed are tested then an apt person is selected.
Tesco uses internal and external recruitment processes where the internal recruitment is done
through intranet and internal management development programs. External recruitment is done
through the Tesco websites and through various stores and there is an assessment center
externally for selecting the right person. The selection methods involve the screening of
candidates as such in most of the organizations. Then taking them for interview and then those
who pass in the interview tests are sent to assessment center and then goes for the second
interview. The candidates who even pass out this also can send an offer letter and can make a
legally bound contract with the company.
7.5 Recruitment and selection techniques (Enterprise & Tesco)
By analyzing the recruitment and selection techniques of both the organizations both of them
have own ways of recruitment and selection processes that makes them best.
Enterprise Tesco

Aims on efficiency

Mostly aim on clear defined procedures to
achieve the efficiency

Finds for a person to fit in the job as well as for
the growth of business

Aims at it but more their focus is on just
selecting an apt person, but later training
processes might be used to improve it

The job description has an explained detail of
the skills that focuses on all areas required,
and even these skills can contribute towards
the overall development of the company

The job description of Tesco is clearer as it
has many levels of responsibilities but
individually some skills are missing.
Provides some training programs too which
makes its best in its own ways.
Tesco uses a best way of finding the
candidates externally as well as internally

8.0 A new HR policy
Manpower planning
1. Find out how many employees are working under your company at present from all the departments
2. Now make a list of how many people are needed in future
3. Now develop and design employment and training programs according to the need of employees
4. Also an organization should go through how much work is to be done and how many employees are
needed to be hired for the work load to get over.
1. The company needs to analyze the financial statements yearly and then find the errors
that occurred from all the aspects (management, employees and other factors of the
2. After conducting this analysis find out how many are needed to fill the gap and what are
the vacancies available.
3. Then identify what all are the job positions left empty and conduct the job analysis and
create the job description for the vacant position.
4. Once this all are complete, publish the advertisements in newspapers or through online
site if available.
5. Mention in the advertisement the period of time when the applicants have to come to the
company for screening.
1. When the applicants come to the company, match their CV’s with the job description of
the company and then select the required people where the first evaluation ends.
2. The selected people should undergo certain tests like aptitude tests, personality tests
and interviews with the managers (senior and external) and make them feel that the
candidates are the one whom they are searching for and here the second evaluation
3. In interviews, the candidate should be asked about the company’s structural outline and
then confirm the evaluation.
4. Once the employee for the apt position is selected, show him the video reviews of the
company and make him/her feel that he/she is a part of the organization.
9.0 Conclusion
As a HR trainee with ABC international UAE, I would like to conclude by saying for making the
employees motivate only can make the organization to achieve its goals and objectives. Unless
and until the employee is not motivated the production of the organization comes down
gradually. And this is done by various processes between the manager and the employee that is
mentioned as the responsibilities and motivation of the HR managers. Even for the
organizations to hire and select the right persons there are many laws and regulations and even
procedures to be followed. Then as an assistant in the rest part of the report, I make a
conclusion that there should be proper and well-structured Human Resource Planning which is
a vital part involved in the recruitment processes. A human resource management is not as
simple as written in 3 words but it also a chain of processes and efforts need to be put in to
achieve it.
10.0 Reference List
 Feb 13
 http://www.managementjournals.org/ijems/4/IJEMS-11-1315c.pdf- Example for PM to
 http://www.iqpc.com/redcontent.aspx?id=65816- advantages of moving from PM to HRM
 http://www.zeepedia.com/read.php?personnel_management_to_human_resource_mana
ement&b=33&c=6 – advantage of HRM
 http://www.scribd.com/doc/15001322/Coca-Cola-HRM - example
 Mar 18
 http://www.cipd.co.uk/hr-resources/factsheets/role-line-managers-hr.aspx-

 http://www.saskschoolboards.ca/educationservices/modules/Module_18_Human_Resou
rces.pdf- legal and reg framework.
 Human Resource Management. [electronic resource]. [Ann Arbor], John Wiley.
 Human Resource Management International Digest [electronic resource]. Bradford,
England: MCB University Press
 Human Resource Management Journal [electronic resource]. London: Industrial
Relations Services and Personnel Publications, Ltd., 658.3/171
 Human Resource Management Review [electronic resource]. [New York, N.Y.]: Elsevier
 International Journal of Selection and Assessment, Blackwell Synergy
 Harvard Business Review (Harvard Business Publishing)

 http://www.docstoc.com/docs/27083226/LEGAL-FRAMEWORK-IN-HRM--ACTS - legal
and reg framework.
 Mar 20
 http://www.younghrmanager.com/roles-and-functions-of-the-human-resource-
 http://bmmanhum1105.blogspot.ae/ - selection
 http://www.managementstudyguide.com/training-development-hr-function.htm
 http://www.freeonlineresearchpapers.com/compensation-employee-motivation
 http://bfvisionarysolutions.weebly.com/hr---payroll-and-employee-management.html
 http://smallbusiness.chron.com/responsibilities-line-managers-hr-35205.html
 http://athanne.hubpages.com/hub/Human-Resource-Management-Importance-of-
 http://www.preservearticles.com/2012051932504/what-is-the-importance-of-human-

 http://www.sasknetwork.ca/html/Employers/hr/Module1-HR.pdf - example for roles of
 http://www.exec.gov.nl.ca/exec/hrs/publications/HR_Resource_Binder.pdf
 http://wiki.answers.com/Q/What_is_human_resource_planning- hr dimensions
 http://www.comparehris.com/human-resources-strategy-implementation/
 Mar 21
 http://www.thenational.ae/news/uae-news/new-law-will-make-it-easier-for-expatriates-to-
 http://www.cliffsnotes.com/study_guide/HR-Management-Laws-and-
 http://www.managementstudyguide.com/manpower-planning.htm
 Mar 29
 http://www.axiomeasy.com/HR/Documents/3.8%20LEAVE%20(Main).pdf

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