Unit 3

Human Resource Management

1
Table of Contents
Introduction......................................................................................................................................3
LO1 Explain the purpose and scope of Human Resource Management in terms of resourcing an
organization with talent and skills appropriate to fulfil business objectives...................................4
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation...........................................................................................................4
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
.....................................................................................................................................................5
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil
business objectives.......................................................................................................................7
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and
selection.......................................................................................................................................8
LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an
organisation......................................................................................................................................9
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee...............................................................................................................9
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity...............................................................................................................10
M3 Assess different methods used in HRM practices, providing specific examples to support
evaluation within an organisational context..............................................................................11
LO3 Analyse internal and external factors that affect Human Resource Management decision-
making, including employment legislation....................................................................................12
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making.......................................................................................................................................12
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision making.........................................................................................................................14
M4 Evaluate the key aspects of employee relations management and employment legislation
that affect HRM decision-making in an organisational context................................................15
LO4 Apply Human Resource Management practices in a work-related context..........................17
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples....................................................................................................................................17
M5 Provide a rationale for the application of specific HRM practices in a work-related
context........................................................................................................................................20
Conclusion.....................................................................................................................................21
Reference.......................................................................................................................................22

2
Introduction
Human resource management is the function of an organization which is involved in the
management of people to prepare them eligible for achieving the objectives of the organization
as people are regarded as the most valuable resource (Noe et al, 2018). The process of Human
resource management contains the developing and administrating the employees to make them
superior. As a human resource officer of ASDA, this report is prepared for understand different
aspects and activities of human resource department in order to reach the organizational goals
and objectives. Human resource management plays a key a role in bringing the organizational
change which is clearly demonstrated in this report. Therefore, to have practical knowledge of
the activities of human resource department, a work-related context of ASDA has been prepared
and also the evaluation and effectiveness is discussed.

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LO1 Explain the purpose and scope of Human Resource
Management in terms of resourcing an organization with talent and
skills appropriate to fulfil business objectives
P1 Explain the purpose and the functions of HRM, applicable to workforce
planning and resourcing an organisation.
Human resource management is one of the key divisions which is concerned with mainly the
workforce of an organization. It involves in developing and maintaining the human resources
which are known as valuable asset of a company as the utilization of them brings the most
effective outcome for the company (Noe et al, 2018).

Purpose of HRM: The main purpose of the HRM department of ASDA is to ensure the
organizational objectives through the proper coordination of the human resources which is done
by the appropriate recruitment and training methods. The other complementary purposes are
increasing organizational performance, gaining competitive advantage by developing the
workforce relationships of the employees (Armstrong, 2019).

Functions of HRM: Apart from gaining the organizational excellence, the general functions for
HRM Department which are performed by ASDA are discussed below:

Employee
Training
Job HR
Design
and Planning
Relation
Benefits and Development
Recruitment and Selection
Analysis
Compensation
and

Figure 1 Functions of HRM in ASDA (Bratton and Gold, 2017)

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  HR Planning: It is the first stage where the HR department of Tesco makes the
necessary planning to identify the requirements for different positions and asses the
particular knowledge and capabilities.
 Job Design and analysis: After getting the appropriate information from the planning
stage, the HR department arrange the quality specifications such as education, knowledge
etc. needed for the respective fields based on the nature.
 Recruitment and Selection: In this stage, interview of the applicants is conducted to
assess the capabilities through written exam, personal assessment etc. so that the skilled
human resources can be selected (Bratton and Gold, 2017). After the recruitment, the
selection process begins in ASDA.
 Benefits and Compensation: The selected candidates of ASDA are provided with the
best salary packages according to their skills and capabilities so that they can grow and
enrich themselves for acquiring superior performance.
 Training and Development: ASDA ensures the proper training for the newly appointed
employees as they have to cope up with the environment of the company. Therefore, the
continuous training and development programs helps the employees to face the upcoming
challenges.
 Employee Relation: ASDA is always concerned in developing the workforce
relationship between the employees as the backgrounds of each of the employees are
different. The HR department has the responsibility to solve the conflicts of the
employees, increasing the satisfaction of job so that it can broaden the employee-
employer relationship (BACH and EDWARD, 2013).

Thus, the practices of Human resource management in ASDA play a crucial role to develop the
organizational performance because without the coordination of the employees, it is not possible
at all. For this reason, ASDA is concerned about the welfare and engagement of the employees.

P2 Explain the strengths and weaknesses of different approaches to

recruitment and selection.
Recruitment and selection are basically the main functions of HRM, specially in the case of a
large retail business like ASDA. As it has more than 600 stores in various countries (Asda.com -

5
Online Food Shopping, George, & more, 2020). For this heavy process, ASDA follows both the
internal and external recruitment and selection approach.

Internal approach

In this approach, the required employees for the organization are selected within the organization
that means the HR department fulfills the needs from the existing employees. It can be transfer
or promotion of any employees. Sometimes, the references of the existing employees also be
chosen to satisfy the vacancy of any position (DeVaro and Morita, 2013).

Transfer

Employee
Promotion
Referrals

Figure 2 Internal Sources of Recruitment (DeVaro and Morita, 2013)

Strengths of Internal Approach Weaknesses of internal Approach

The HR department needs very short-time in The employees who were in the same position
this case so that the lengthy process of with the promoted employees, may feel
recruitment and selection can be avoided. demotivated which might decrease the
The old employees have more knowledge as productivity of them.
well as skills compared to the new employees. Besides, the organization may feel the lose of
Besides, the existing employees ensure that gaining creative ideas from the new
the quality of the referents as they do not want employees.
to lose the face (Armstrong and Taylor,
2020).

External Approach

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In this approach, ASDA formally places the job circulars in different media such as television,
newspaper, social media, billboard etc. People from different sources such as different placement
agencies, professional workshops, educational institutions, advertisement, job fairs etc. are given
the opportunity to undergo the recruitment process (DeVaro and Morita, 2013).

Educational
Placement Agency Job Fairs
Institutions

Advertisement

Figure 3 External Sources of Recruitment and Selection (DeVaro and Morita, 2013)
Strengths of External Approach Weaknesses of External Approach
As many new freshers are encouraged, so The external approach is very time-
ASDA can avail the opportunity of creativity consuming and lengthy and there are so many
and innovation of the human resources and complexities involved in this approach.
increase the competitive advantage. As the process is very lengthy, so the cost is
The promotion of ASDA brand can be very high (Armstrong and Taylor, 2020).
extended through this process as a wide Therefore, there is a chance to employ the
variety of people can be engaged. unqualified candidates.

M1 Assess how the functions of HRM can provide talent and skills
appropriate to fulfil business objectives
The HR department of ASDA company must design the functions of HRM in such a way which
can help the employees to fulfil the business objectives. The designed functions of ASDA are
given below:

Recruit skilled and capable employees: Recruitment and selection is the process where the HR
executives choose the employees for the vacanacy post (Noe et al, 2018). In this process, they

7
must emphasize on the inherent qualities of the candidates. They can asses it by different
techniques such as written exams, personal interview, aptitiude test, group discussion etc. so that
they can select the best option necessary for the company.

Provide proper training to increase performance: It is mandatory for any recongnized

company to provide full training to the employees, specially the employees recruited by the
external approaches as they have lack of knowledge and experience (Azeem and Yasmin, 2016).
The HR department of ASDA must follow up these things and arrange various training and
internship programs to be make the employees more eligible, qualified and skilled for the
company and this will move forward the company in the future.

Ensure the workplace safety: Workplace safety should be a major concern for the
organizations as they employees spend most of the time in the workplace and if they do not feel
safe, they cannot concentrate on the work which has a negative impact on the productivity of the
organization (Armstrong, 2019). That’s why, the HR executives of ASDA company must
comply the workplace safety act and provide necessary safety instruments for the employees.

M2 Evaluate the strengths and weaknesses of different approaches to

recruitment and selection.
As previously mentioned, ASDA company uses both internal and external approach for the
recruitment and selection process and both of the approaches have some strengths as well as
weaknesses. But in order to successfully complete the recruitment and selection process, ASDA
company must evaluate all of the good sides and short comings so that company can be
benefitted.

In the internal approach, the company mostly uses the employee referrals by the performance of
the existing employees but it is not mandatory that the referent employee will be as capable as
the existing employee. If the HR team gets less time for recruiting employees, then the internal
approach is preferable as it costs less time. Besides, there is an advantage of reducing cost
through this internal approach because no formal regulation and job designing are not needed.
The company might face the lacking of creativity if they consider this approach as it generally
focuses on transfer and promotion which do not bring any new talent into the company (Wilden,
Gudergan and Lings, 2010).

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In the external approach, the company gets a wide variety of applicants from different sources
such as media, television, placement agencies, educational institutions, job fairs etc. so that the
company has a greater scope to evaluate the capabilities of the applicants through different tests.
As there are so many formalities, so the cost is very high compared to the internal approach.
Besides, the job design and analysis process sometimes become so much complex which might
bring conflict in the organization (Shafique, 2012). Therefore, if the assessment of the applicants
become fail, there is a chance to recruit the incapable employees for the organization which will
impact on the productivity and other things of the organization.

LO2 Evaluate the effectiveness of the key elements of Human

Resource Management in an organisation
P3 Explain the benefits of different HRM practices within an organisation for
both the employer and employee.
The positive relationship of the employer and employee is very important for any organization to
achieve the organizational objectives as it helps to increase the performance of the workforce.
The following sections will discuss how the HRM practices benefit ASDA and employees:

Employee’s Benefits: ASDA always tries to ensure the effective HRM practices within the
organization as without effectiveness, the employees will not get any benefit (Veth et al, 2019).
For example, the HR department motivates the employees with some practical HRM practices
such as, performance bonus if the particular goal is achieved. Besides, employees of ASDA got
encouraged by the flexibility of the job, different training programs, coordinative mentality etc.
The HR department focuses on the safe working environment which enables the employees to
maintain the guidance given to them. HR executives arrange annually development programs
like (MDS) for the employees which help to build strong interpersonal, communication and
various other skills to enrich themselves.

Employers’ Benefits: The employers can be benefitted in various ways by the appropriate
Human Resource Practices. For example, the HR department of ASDA recruit such professionals
by which the rate of employee turnover can be reduced as it affects the bottom line of the
company as well as increase the costs. Conflict is an inevitable part of workplace which can be
resolved by the effective human resource practices. The ASDA is concerned about the employee

9
satisfaction as they are regarded as the company’s assets. For this reason, the HR department
prepare different surveys and interview strategies to determine the employee satisfaction rate.
Finally, the HR department of ASDA set up performance management system in order to
improve the employee performance. If the performance needs more improvement, they conduct
different skill developing programs so that the organizational goal can be accomplished (Veth et
al, 2019).

P4 Evaluate the effectiveness of different HRM practices in terms of raising

organisational profit and productivity.
It is a well-known fact that the main reason for conducting a business is to reach the target profit
level. In the same way, ASDA has nourished different HRM practices for the organizational
profitability which are discussed underneath:

Recruitment and selection practices: The HR department of ASDA makes the recruitment and
selection process effective through both the internal and external approach which are mentioned
in the previous parts. They conduct both of the approaches in order to select the capable
candidates for the vacancy post as it is proved that the accurate persons should be in the required
position. The HR department evaluate the employee’s skills and capabilities by different
aptitude, professional and personal development approaches (TORRINGTON, 2011).

Training and Development: To increase the organizational productivity, it is very important to

reduce the employee turnover rate. For this reason, ASDA launch many skill development
training programs for the employees in order to increase the professionalism of them. Besides,
the newly selected employees need the training programs such as workshops, internships etc. so
that they can enrich themselves according to the environment of the organization (Bratton and
Gold, 2017). The development programs conducted by ASDA help the employees to be more
active and productive so that the competitive advantage can be achieved.

Workforce engagement: It is very necessary for ASDA to ensure the employee engagement by
the effective HRM practices. There are so many advantages of increasing the employee
engagement as there are workforce diversity involved in the organization which might provide
the organization with many creative ideas and innovative ways of how the company can gain the
competitiveness over the competitors (Albrecht et al, 2015). Besides, it results the higher

10
employee satisfaction, lower turnover and higher productivity, employee loyalty which
ultimately bring prosperity towards the organization like ASDA.

Employee Relation: ASDA is one of the largest retail stores in UK so it can be said undoubtedly
that managing employee relationship is very significant to gain the organizational particular
motives. So, that’s why, the HR department of ASDA have taken different approaches to build
up a strong employee relationship. In this case, they arrange various employee retention
programs, annual picnic and sports to increase the interpersonal and communication skills.
(Albrecht et al, 2015). The employees also got motivated as they think themselves an important
part of the organization which develop the productivity skills.

M3 Assess different methods used in HRM practices, providing specific

examples to support evaluation within an organisational context.
There are so many methods of HRM practices which are applicable to many of the organizations
but there are some techniques which are quite common as HRM is an inevitable part of any
organization. The methods used by ASDA company will be discussed below with some specific
examples:

HRM practices Evaluation of HRM Specific Examples

practices
Provide Open Human resources are the The HR manager of ASDA
communication system and most valuable assets of a company manage this system
participative management company so they should be by routine conversation with
style provided with a clear brief the all levels of employees
idea about the mission, vison, and in any major project, he
objectives and particular tries to consult with all of the
goals. A clear involved employees as well
communication system as other employees whether
further reduces the the project will be proved
complexity and conflict. successful or not.
Besides, the participative
management style increases
the collaboration between the

11
 employer and employees
(Mathis and Jackson, 2019).
Performance appraisal and Performance appraisal is very As ASDA has many stores all
reward important in HRM practices over the world, so the head
as it increases the motivation HR department has made a
as well as eagerness towards regulation to give so many
the work of the employees. incentives and promotions
Reward is counted as the who can show the better
major motivator for any performance by increasing
employee as it boosts the the sale of grocery and other
performance which increases items
the productivity.
Provide Training and security For acquiring the relevant ASDA company has taken
skills, training is worked as a granted for these two issues.
prerequisite so the company For this, they arrange a
should arrange different regular basis training
training opportunities for the program for all the
new employees as well as the employees and special
existing employees to training for the newly
develop their skills in the appointed employees. For
workplace (Mathis and ensuring the security issue,
Jackson, 2019). However, they maintain the workplace
workplace security has also safety act which are usually
become a major issue as there written in the job description.
are so many women who are
also working now with the
male.

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LO3 Analyse internal and external factors that affect Human
Resource Management decision-making, including employment
legislation.
P5 Analyse the importance of employee relations in respect to influencing
HRM decision making.
Building the strong employee relation is one of the parts of Human Resource Management
practices of ASDA. There are so many factors which influence the decision-making of HRM in
regards to develop the employee relations. Improving the employee relation move the employees
towards achieving the objectives of the company and to ensure the effective employee relations,
ASDA company should follow some strategies which are discussed in below:

Scope of open communication: The HR executives of ASDA company should promote the
scope of open communicative environment in the workplace. The employees must be given the
freedom to speak up for any issue so that they can feel them as a member of the company.
Moreover, the company should give a clear idea about any new policies or regulations for
resolving any conflict (TORRINGTON, 2011). However, it is to remember that the
communication has to be transparent so that the employees can effectively and happily manage
their working issues.

Recognition of the employees: The HR officers of ASDA company must recognize the capable
employees by appreciation rather than criticism as they got motivated and feel valuable for the
company. By recognizing the capable employees, the other employees also get inspired and give
their best efforts to crack any issue (Shafique, 2012). So, for this, the HR members should
deliver the positive feedback also with the negative feedback because some of the people thrives
for the public recognition.

Career Development Scope: The employees of any organization generally want the opportunity
to flourish themselves or developing their positions in the company. In that case, career
development is the best way to enrich themselves. The HR department of ASDA company, that’s
why, arrange different rotational training, mentorship programs to nurture their employee’s skills
and capabilities. By this way, the organizational goal as well as the career goals of the employees
are achieved subsequently (Mello, 2014).
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Promote healthy work/life balance: In any organization like ASDA, there are some employees
who can sacrifice their personal life for the success of the organization. So, the organization
should provide some opportunities for such employees so that they can get some privileges to
spare some time for their personal livings. For example, the company can sometimes provide the
freedom to work from home which fall a positive and inspirational impact on the employees and
they remain loyal towards the company.

P6 Identify the key elements of employment legislation and the impact it has
upon HRM decision making.
There are so many employee legislations acts in UK which have some impacts on the HRM
decision making and these legislations must be followed by the HR department of ASDA. In
below, some of the acts will be discussed:

 Equity Act 2010

This act is the coordination of the other two acts named Disability Discrimination Act 1995 and
Race Relation Act 1976 (Wadham, 2010). According to this act, the upper level management of
ASDA should not make any discrimination in regards to race, religion, sex, maternity, age etc.
That’s mean, any type of discrimination is not allowed for ASDA to make. They have to
maintain the equity in the workplace and provide the same opportunities to all. Even any
disregard of this equity act results the termination of the business operation of ASDA.

 Workplace Safe and Healthy Act 1974

According to this act, the HR department of ASDA must ensure the workplace safety of the
employees so that they can feel safe within the environment (Humphreys, 2007). To comply with
the act, ASDA company should provide the safety instruments like first-aid materials, safe exit
system, clean environment etc. which result the longer employee relation.

 Minimum Wage Act 1998

The Government of UK has determined a minimum wages and salaries for the employees in the
companies of UK so ASDA is bound to make the minimum wage payment (Metcalf, 2008). If

14
ASDA does not maintain the rules of the act, there will be occur the breach of contract which
adversely affect to the reputation of the company.

 Employment Protection Act 1978

This act is initiated by the Government of UK in order to protect the rights of the employees
working in the organizations of UK. This act says that, every company has to maintain a
particular salary and compensation structure, performance appraisal and bonus, stable working
hours, job commitment etc. so that they can live a better life (Benson, 1993). The HR department
of ASDA should pursue the act in order to avoid the legal issues.

M4 Evaluate the key aspects of employee relations management and

employment legislation that affect HRM decision-making in an organisational
context.
It is very important for the employers to maintain a good relationship with the employees
because employees are such assets who contribute most for the organizations. There are some
aspects of employee relations which are followed by ASDA:

Employee Employee
Communication Counselling

Employee
Employee Rights
Involvement

Figure 4 Key aspects of employee relationship management (Azeez, 2017)

15
The largest retail and grocery company ASDA has always supported their employees by
managing the relationship with them. For maintaining this, they regularly communicate with
their employees about their opinions and needs. Even they make arrangement counselling for the
employees if they feel necessary. Besides, the HR department ensure the participation of all the
employees in decision-making so that they can feel themselves important for the company.
ASDA company regularly takes feedback from the employees about their rights and
responsibilities. So, these are the aspects by which ASDA company maintains a positive relation
with the employees.

In a company, there are some employee legislations created by the Government which are
mandatory to fulfil. So, that’s why, ASDA company has some key aspects of employee
legislations that are maintained by the HR department and these are given as follows:

Equal
Sexual
employment
Harassment
opportunity

Wefare,
Wages and
safety and
renumeration
health

Working
time
regulations

Figure 5 Key aspects of Employee Legislations (Council and Britain, 2010)

The Government of UK has imposed some rules and regulations in regards to employee’s
welfare and these are properly followed by the company ASDA. The HR department of ASDA
do not make any discrimination in the case of employment. They offer same terms and
conditions for both male and female. In providing wages and renumeration, they offer a standard
renumeration according to the country’s documentation and in the case of better performance,

16
they also provide performance bonus (Council and Britain, 2010). If any female employee faces
any sexual harassment and if it is also proved, the HR department takes necessary actions against
to the culprit. Moreover, in the job description letter, they mention a preferable working
condition as well as working time for the employees. That’s mean, all the necessary safety
instruments are always stored in the workplace. These are the actions which are maintained by
the HR department of ASDA to comply with the employment legislations.

LO4 Apply Human Resource Management practices in a work-

related context
P7 Illustrate the application of HRM practices in a work-related context,
using specific examples.
As I have been appointed as a human resource officer of ASDA, the responsibility of analysing
the recruitment and selection process of the organization by applying HRM practices is assigned
to me. In this context, a job specification for the post of HR assistant, a curriculum vitae,
documentation for interview process and a job offer letter will be given.

Designing Job specification: The job specification contains the necessary skills, knowledge and
other educational qualification in order to perform the organizational task properly. The HRM
department of ASDA has prepared the following job specification for the post of HR assistant:

Job Specification
ASDA UK
Educational Background
 BBA or MBA Degree from a reputed University having major in Human Resource
Management with minimum CGPA of 3.00 out of 4.00
Personal Skills
 Strong Interpersonal Abilities
 Confidentiality
 Proper knowledge about HRM
 Strong Communication Skills
 Leadership skills
Physical Appearance

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  Must be smart and health-conscious, age between 25-32
Experience
Minimum 1-year experience in HRM field but talented freshers are also encouraged.

Designing a Curriculum Vitae (CV):

A candidate must drop a CV for applying in any job. The way of preparing the CV is shown
below:
Ramona Bisoc
25, Tottenham Court Road, London
Contact No: +4568930
Email: ramona@gmail.com
Personal profile:
Having a strong educational background, I have some inherent qualities like energetic,
interpersonal skill, communication skill, dedication, commitment etc. However, I like to do
challenging jobs in this dynamic business world and always prepare for any upcoming
challenges. In order to exploit my qualities, I can even work under pressure to show better
performance.
Educational Qualification:
BBA Major in HRM with CGPA 3.75 out of 4.00, Regent College, London, 2016
MBA Major in HRM with CGPA 3.65 out of 4.00, Regent College, London, 2018
Experience:
I have been working as a HR assistant for Sainsbury Ltd for the past 1 year
Skills:
Ms word, Ms PowerPoint, Ms Excel, doing many workshops related to HRM, leadership,
communication and interpersonal skills.
Language skills:
I can fluently speak in English and French
Interest:
Interest in reading poems and novels, listening music, learn new things etc.
Reference:

18
 1.
2.

Interview Documentation:
In this context, the HR executives will evaluate the following criteria for the candidates
 Education background
 Level of Knowledge about HRM
 Level of Aptitude and Morale
 Communication and leadership skills
 Experience and achievements
 Personality and physical appearance

Designing Job Offer:

After the final evaluation, the HR executives send a job offer to the selected candidates. Here is a
sample of job letter below:

Job Offer Letter

ASDA UK
Date
Candidate address

Dear (candidate name),

It is a pleasure for us to offer you as a HR assistant in ASDA UK on Full-time basis. I hope
you will revise all the terms and condition of your employment issues.

I would expect that you will be responsive towards this job offer by the end of September. If
you have any query, feel free to contact with us.

Looking forward to having you in our HR team

Best Regards
“Y”
Human Resource officer, ASDA UK
19
M5 Provide a rationale for the application of specific HRM practices in a
work-related context.
The application of specific HRM practices in ASDA company bring so many advantages by
which the company can reach to its ultimate goal of becoming the largest retail business in all
over the world. By the proper recruitment and selection process, the HR department of ASDA
choose the best candidate for the company and apply different innovative HR practices such as
performance-based payment, training and development, employee involvement in decision-
making, provision of social-benefits etc. which result the effective HR outcomes like
commitment, loyalty, competency, cost-effectiveness, low staff turnover etc (Trullen et al, 2016).
The effectives HR outcomes bring success towards the company by different ways. ASDA
company prepare the eligible employees and divide them into different market segment that’s
mean they select free market so increase the rate of sale. This increases the competitiveness in
the market can they can achieve the ability to dominate the market and compete with other
companies in this industry. If the performance of company increases, the employees become
motivated and loyal to the company and thus it decreases the turnover rate and increase the
company’s reputation. Therefore, these effective HR practices give an opportunity to ASDA
company to show their growth potentiality by involving in other segments and business eras.
sn
rv
lP
ia
c
o
eftd
-b y
p
T
E
m
g
k

Figure 6 Effective HR practices of ASDA (Trullen et al, 2016)

20
Conclusion
The report concludes that effective HRM is undoubtedly play a significant role in gaining the
business objectives and competitive advantage. By the analysis of the human resource
management of ASDA company, so many evaluations have been come out such as the way of
recruitment and selection, aspects of increasing employee relation, employee legislations,
effective HRM practices which enable the company to grow with potentiality etc. It is clear that
if a company wants to build up a strong body, there is no chance of skipping the human resource
department as it works with the development of the best assets which is human resource.

21
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