Managing and coordinating the HR function (HRF) assessment template

Managing HR at BCB Finance – written briefing paper

Name: Wael AlGhamdi
Word count: 2880

Organizational Objectives
A.C.1.1

At BCB Finance, there are numerous key organizational objectives that human
resource is responsible for delivering in contemporary organizations. These objectives
are purposely developed to ensure continuous growth and the expansion of
organizations thus ensuring increased organizational benefits. One of the key
objectives is organizational development. This is achieved through various activities
such as effective staffing and leading the organization (Gavigan and Miserendino).
HR helps the organization to understand its requirements and align them to achieve its
set goals. The human resource department is crucial in making key organizational
decisions that foster the growth and development of the organization. These key
decisions ensure that the organization makes continuous business strands thus
ensuring organizational success.
Another key organizational objective that human resource is responsible for
delivering at BCB Finance is the recruitment and selection of qualified candidates.
Human resource management is responsible for supporting career development as
well as equipping the organizational workforce with appropriate skills. The human
resource managers are responsible for scheming out organizational structures as well
as the functions of different groups of employees. The human resource managers
ensure that the organization is equipped with the best and vibrant workforce to
achieve the objectives of the organization.
At BCB Finance, Performance Objective is another key function of the human
resource that ensures that the existing workforce performs its roles effectively. Human
resource management emphasizes an employee’s performance and reward. When the
employees are rewarded according to their performances, they are motivated to
perform better to achieve excellent results. The human resource also carries out the

CIPD Level 5 HR HRF assessment template v1.0

 process of learning and development to enhance the skills of the workforce thus
improving their performance at work. Also, the human resource profession provides
organizations with quality information on how to carry out their duties and act as
perfect examples that can be emulated by every member in the organization thus
expanding the influence of the organization.

Change management is another key objective that human resource is responsible for
at BCB Finance. The HR management facilitates all changes in an organization such
as structural changes and organizational philosophies. The HR managers inform the
workers on any changes to assist them in adjusting their working traditions. The
managers are also responsible for delivering the Administration and leading
objectives. This helps in equipping the employees with the necessary skills on how to
perform various organizational tasks thus ensuring organizational development. This
makes the employees be decisive thinkers as well as skilled influencers thus making
them efficient and effective in service delivery.
Evolution of HR functions in Contemporary organizations

The organizational objectives that human resource is responsible for delivering have

evolved greatly over the years. Currently, the HR managers in many organizations

strive at structuring world-class endowment schemes and the implementation of new-

fangled technologies. At present, the recruitment process is leaning towards online

recruitment and networking.

In the contemporary business environment, the HR concentrates on transforming the

models of operation from centralized systems to the 'coordinated and distributed'

system (Bratton and Gold, 2017). Consequently, HR today is generating experts and

putting them at the heart of the business to drive success. Additionally, at BCB

Finance, HR specializes in creating the problem – recruitment clubs to manage the

organization's brands, to the source, to evaluate, and link the organization to highly

talented candidates.

CIPD Level 5 HR HRF assessment template v1.0

 The HR units in organizations possess robust internal expertise that constructs mutual

boards and evades apostate aptitude. The HR shapes resilient groups of experts that

coordinate the organization’s workforce needs. The HR internal teams have also

ventured in the development of professionals, conducting research, and assessing

performance appraisals thus increasing organizational outcomes.

A.C.2.1. Ways in Which HR Objectives Can Be Delivered in Organisations.

2.1 Explain the different ways in which HR objectives can be delivered in

organizations

There are various ways in which human resource objectives are delivered at BCB
Finance. Some of these ways are through training and development. The HR
management plans for induction and training processes to determine suitable
techniques for delivering different workforces. The HR managers introduce the
training facilities to improve the skills and services delivery in employees. Through
this, the HR manager helps employees to develop superior work track records and
abilities to secure future job opportunities. Through effective training methods, the
employees are equipped with appropriate skills and expertise that enable them to carry
out various organizational tasks effectively.

Human resource objectives are also achieved by providing an organizational

workforce with the necessary information for organizational success. Most often, the
HR unit responds to technical questions that cannot be answered by other employees,
and in so doing, they provide top-notch information in handling various matters in the
organization. The HR team offers information resources regarding the workforce
benefits, workforce compensation programs, as well as workforce assistance
frameworks. This ensures that the workforce is fully aware of the organization's goals
and objectives and what is expected from them.

HR can physically deliver its objectives through thefollowin models:

1. .Three-Legged Stool Model

CIPD Level 5 HR HRF assessment template v1.0

 This is an HR model that is specifically meant for planning and organizing HR
functions. The model serves as a benchmark for HR professionals while mobilizing
and dissecting their multifaceted roles in HR, business partnership, and administrative
roles. The model helps in delivering organizational objectives through helping the
management to understand how the workers are impacted by any change in an
organization’s strategy. The framework is commonly used in public sectors to help in
planning and organizing HR activities to attain the intended goal.
HR Business Partnering-HR business partners have experienced HR professionals
who work directly with an organization’s leadership to direct and develop an HR
agenda that supports organizational goals. This practice is commonly used in private
sectors whereby the business partners work with the organization to shape and
implement effective human resource programs and strategies that enables the HR
human resource to achieve its objectives.
You have not described the model but its application. E.g. use a diagram here and
start this section by telling what are the three legs etc..eg The three legs represent
an employer pension, employee savings, and Social Security. And respective
brief discussion

Shared Services-this This is the consolidation of business activities that are used by
multiple parts of the same company. Organizations use shared services as a way of
organizing their human resource operations, typically concentrating administrative
operations into a centralized function. The model is commonly used in voluntary
sectors to help organizations in reducing costs as well as avoiding duplication of
efforts and also allowing a greater focus on HR strategy.
Outsourcing-this is a business practice of hiring a party outside an organization to
perform and create goods and services that were traditionally performed in-house by
the company's employees and staff. The practice is commonly used the large business
to assist in focusing on internal resources. This helps the business to gain time and
cost efficiencies thus providing a cutting edge over HR strategies and also enhancing
service delivery. The practice assists large businesses in cutting the cost of production
as well as reaping the benefits of strategic outsourcing such as reduced overhead,
accessing skilled expertise, flexible staffing, and increased efficiency.

CIPD Level 5 HR HRF assessment template v1.0

 A.C.2.2. How the HR Function Varies Between Organisations

Public sector

2.2 Analyse how the HR function varies between organizations in different sectors

and of different sizes.

Human resource functions in public sectors are diverse. The functions focus on
developing a public administrative system that serves all the parties involved. In
public sectors, human resource management serves at bringing justice, advocating for
the best ethical standards as well as fostering the value-based operations of the
organization. The HRM ensures that employees take recommended covers for
treatment and adheres to the medical requirements and effective measures in every
public authority.

The HRM also ensures that discipline is instilled in the public sectors and conducts
the discipline and empowerment, training programmers. People are trained on codes
of behavior and the HRM function applies disciplinary actions to correct the
undesirable behaviors and practices. This ensures that the organizational workforce is
equipped with the right behaviors and understands what the organization expects from
them.

Small-medium enterprises

For small businesses (SME), HR function focuses on building powerful governance

as well as selecting the most viable opportunities for the growth and expansion of the
organization. The human resource strives to provide appropriate disciplinary as well
as remedial actions thus allocating every worker with a specified task or goal for the
organization. According to Davies, human resource management sets the required and
expected performance standards in each position in SME (Davies, 2017). Therefore,
the HR function in SME helps in structuring a competency model by selecting a
qualified individual for various posts, sets job descriptions.
Voluntary organizations

In this sector, the HR function clarifies the responsibilities and roles of the volunteers.
HR is involved in the establishment of basic customs, directions, and norms of the
organization. The HR also strives to establish the best relationship with the

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 volunteering team as well as creating continuity and fair treatment within the
organization. In most cases, voluntary organizations are established by well-wishers
and therefore HRM focuses on providing extreme levels of ethical practice and
transparency.
What model of delivering HR objectives is being used in the private, public and
voluntary sectors etc? With brief discussion

Managing Change
A.C.1.2 Explain the major theories of effective change management and how

these are implemented and evaluated.

The Nudge Theory

The model advocates for change in teams through the use of indirect mechanisms
rather than by direct instructions or enforcement. The central idea of this model is that
individuals can be helped to make informed decisions and think appropriately by
being provided with choices that have been formulated to enable these outcomes.
It is therefore useful at BCB Finance in managing organizational changes by
evaluating the intended changes and determining whether they are of benefit to the
organization. The model also assists at BCB Finance in exploring and understanding
the effects of the change and addressing them in a manner that benefits the
organization. Generally, the model influences choice without dominating the power to
choose and therefore it encourages individuals to engage by understanding how they
will make their decisions.
Implementation
At BCB Finance, the model is used to imply various concepts such as behavioral
science, economics, and political theory and is also used in altering management in
organizational businesses.
The model focuses on nudging or motivating individuals and encouraging them to
embrace change.
Evaluation
At BCB Finance, the model is evaluated as monitoring tactics to evaluate the process
of change through exploring the effects of change and addressing them in a manner
which benefits individuals or organization.
The Lewin’s Change Management Framework

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 The model denotes a practical and simple approach to the understanding and the
implementation of the change process. According to the model, the process of change
involves developing the perception that change is essential then move towards a new
desired behavior and taking the necessary measures to solidify it. At BCB Finance the
model acts as the basis of the existing modern changes and is widely used. I would,
therefore, select it for my organization. The model elaborates on the organizational
change structure through the changing states of a piece of ice which constitutes 3
main states: the unfreezing stage, the changing phase, and the refreezing stage. The
model is implemented through the following stages.
Implementation
Unfreezing stage- BCB Finance uses this phase to inform the organization of the
potential factors that hinder the intended changes and providing the best strategies to
undertake to realize the intended changes. This assists the firm to come up with
appropriate ways on how to eliminate the hindrances. In this phase, change is realized
through the organization unfreezing its existing perceptions and processes when
preparing for upcoming changes. This enables the organization to approach
challenges or tasks without bias. Past behaviours and activities are thoroughly
examined to demonstrate the need for change to establish a competitive edge in the
evolving market.
The changing phase-this is the transition phase when change becomes real and it is
usually characterized by the execution of activities that dictate the change process.
This phase enables the organization to begin learning new ways of thinking, new
behaviors, and processes. To ensure a complete change process, the employees are
taught on new behaviors, practices, and ways of thinking. This makes them familiar
with the intended changes and starts building trust in them.
The refreezing phase- at BCB Finance, phase symbolizes an action of solidifying,
stabilizing, and supporting the change. The various goals, offerings, structures, and
processes are refrozen and accepted as organizational norms. This phase is important
in ensuring that individuals or organizations do not revert to their previous ways of
carrying out organizational activities. To sustain the change, the organization always
talk about how things are progressing, celebrate milestones, and share success stories.
The organization should continuously share messages and stories about the change to
ensure people understand how the change is working, and what still needs to be done.
Evaluation

CIPD Level 5 HR HRF assessment template v1.0

 At BCB Finance the model is evaluated using various mechanisms such as monitoring
of the change process and applying an appropriate measure to solidify and sustain the
change.
The ADKAR Framework
This framework represents 5 concrete and tangible outcomes that individuals are
required to attain for an effective change. These are awareness and desire, knowledge
and desire, and reinforcement. The model is goal-oriented and ensures that various
organizations and change management teams are equipped with clearly defined
methods that are directly associated with the underlined goals (Dorr field, 2017). The
framework assists BCB Finance in defining the results as well as the goals of a
successful change process by the use of change management methods and providing
the necessary support to the workers throughout the change process.
Implementation

The model is implemented through communicating the reason for the change,

engaging and empowering individuals, training them, addressing and identifying

barriers, and supporting the change.

Knowledge-to ensure an effective change process, the organization should first

communicate the reasons for the intended change. This helps in creating awareness

for why the change is needed and communicate the rationale from different angles.

The desire-the organization should also empower and engage the workforce by

inviting them to share their knowledge and experiences, giving them feedback, and

addressing any concerns they have.

Knowledge-for a change to take place in an organization, employees and managers

are required to acquire new in-depth knowledge or undergo new training to

familiarize them with the desired change.

Ability-the organization should identify the factors that may hinder the process of

change and use appropriate mechanisms to address the change. The management

should encourage the workers to believe in themselves and their abilities.

CIPD Level 5 HR HRF assessment template v1.0

 Reinforcement- For the organization to sustain the change, it should keep talking

about how things are progressing, celebrate milestones, and share success stories. It

should encourage managers to follow up with the employees. The organization should

also allow the employees to talk about any obstacles that arise to ensure they can be

addressed right away.

Evaluation

The outcomes of this approach are defined using a cumulative and sequential

approach thus making a change to be evaluated and implemented easily. When

applying this approach, the results, as well as outcomes, are collected and compiled in

an orderly way to ensure that the desired change is achieved and maintained.

1. Show specifically how the organisation can use 2 of the models to implement

change.

2. What does the organisation need to do at each phase of each of the models to

implement change successfully? (you outlined the steps in each of the two

selected theories and at each step state what the organization need to do-here u

can also use a picture illustrating the steps)

3. How would you measure if the change had been successful?

Am expecting you to tell the two selected models. The discus them with the

above subtopics

A.C.1.3

1.3 Evaluate the business case for managing HR in a professional, ethical, and

just manner.

Various BCB Finance practices provide clearly defined justifications that are used to
manage human resource operations ethically and professionally. According to Bratton
and Gold, the management of human resource functions ethically and professionally

CIPD Level 5 HR HRF assessment template v1.0

 contributes to organizational development and vibrant ethical success. A high level of
professionalism in the workplace provides the right corporate image and good
performance (Bratton & Gold, 2017). The two justify that; professionalism creates
high-performance standards and implements them for the benefits of the business.

Professionalism in HR functions strives in obtaining the best grades in organizational

performance, service delivery, and governance. Professionalism also helps to reach a
sound decision making in an organization and helps in expanding the knowledge of
HR, organization structures, and the different measures of competencies needed for a
particular department in an organization (Bratton and Gold, 2017). It also helps in
defining organizational relations and the establishment of boundaries between what is
considered appropriate organization behavior and what is not.

In any business, ethical standards help in earning respect and credibility for
individuals and spearhead the best attitudes towards work (Bratton and Gold, 2017).
The training and mentoring of the workforce proved to be the best approaches that
help in developing the best ethical standards. Through these initiatives’ organizations
produce ethical leaders that help to drive the organization to global standards (Mayo,
2016). The establishment of ethical standards in an organization helps in building
long-term business success and employee relations as well as customer's and client
interactions thus ensuring that the goals and objectives of the organization are met.

Justice and fairness in the management of the HR function are essential. According to
Mayo, justice creates harmony in the organizations and builds a good ground for
resolving both the internal and external conflicts (Mayo, 2016). Through fairness and
justice management, highest ethical standards are achieved, and best working attitudes
are realized. Mayo also stated that justices and fairness establishes an ample working
environment that leads to the sustainable development of the business. This enables
the employees to share a common goal and work together to achieve it.
Globally, there is an increase in ethical and unethical organizations that uses various
mechanisms to perform their operations. Some of the examples of ethical
organizations are Starbucks and twitter while Amazon and Nestle are examples of
unethical organizations. According to the CIPD code of conduct, businesses are
required to uphold the professional map that sets out the values and the defining

CIPD Level 5 HR HRF assessment template v1.0

 purposes of professional behaviors and knowledge required to put those values into
practice. Therefore, Amazon and Nestle companies are required to uphold these
values to ensure that organizational objectives are delivered effectively.
Together with Evaluating HR
A.C.3.1
3.1 Discuss the main criteria and methods used to evaluate the contribution of
the HR function.

The following methods are used to evaluate the contribution of the human resource
functions at BCB Finance performance.

The use of KPI’s

This is a structured model that is used to measure the operation and performance of
specific organizational activities. These activities or processes act as the references for
organizational objectives and the desired success that the organization is intending to
achieve. At BCB finance, KPI’s are aligned with the goals and objectives of the
organization to determine its performance. This ensures the organizational workforce
is aware of its roles thus enabling the organization to achieve its set goals. This
enables BCB to evaluate its performance and determine the areas that require more
attention thus enhancing its performance. The indicators also assist in employee
retention and reducing turnover rates in an organization (May & Taisch,2015)
Through determining the capability of every employee, the KPI’s assist organizations
in assigning job roles thus ensuring that all the employees are assigned duties to the
areas they are best at. The KPI's also assist the HR department in carrying out the
process of recruitment and selection thus determines the candidates who are eligible
to perform organizational duties effectively. This helps the organization to provide
efficient as well as effective services to its clients thus attracting more customers. The
method helps in the retention of talent, estimating the time to achieve a particular
goal.

Balanced scorecards

BCB Finance uses this technique as a scale that establishes the effectiveness of
Human resource management. The technique helps the analysts to delineate the
primary production and growth indicators of the organization. It is also a platform for
determining the ability of the organization to meet its long term and short-term
finances. Furthermore, the customer care dimension evaluates aspects such as

CIPD Level 5 HR HRF assessment template v1.0

 customer feedback and the ability of organizations to retain and satisfy customer’s
needs. Therefore, this is the most preferable criteria since it gives a balanced overview
of the contemporary and future performance of an organization (Bundle et al., 2016).
The criteria evaluate the organization's financial performance, the internal business
processes, the customer care services, as well as the ability to develop new skills and
realizing the desired growth. The method measures the effectiveness of the
management, the satisfaction of employees from the HRM as well as staff
performances. The method evaluates the credibility of the HRM and helps to identify
how the HRM benefits that business thus promoting organizational development.

Benchmarking

This is an essential criterion which rests employees to learn and adapt to the best
practices at BCB Finance. Benchmarking helps employees to compare their practices
to other most successful institutions. This method assists managers to develop
completive HR strategic plans by observing their competitors. The method also
provides change as it points out areas of weakness compared to other superior
organizations. The method creates a comparison between the company's human
resource practices with what successful organizations do in personnel management. It
also relates to the success of managers in the implementation of HR strategies. It
helps an organization to adopt good practices using best-delivering organizations as
examples. This enables the organization to identify its weaknesses and strengths and
therefore strive towards optimizing its strengths and improve its weaknesses.
Benchmarking enables the organization to employ more effective measures on change
management as well as performance management to realize the intended change.

You have not linked them to delivering organisational objectives. You discussed
organisational objectives at the beginning of your report and you must show how you
can measure HR contribution to these. The ones you stated are Organisational

Development, Recruitment & Selection, Performance Management and

Change Management.

This means you have to state the object/objectives and under it/them discuss the main
criteria and methods used to evaluate it/them. Again you are supposed to discuss how

CIPD Level 5 HR HRF assessment template v1.0

 the method is used but or you in most of your discussion you are discussing its
importance…You need to modify this section accordingly

A.C.4.1
The selected article: “Vermeeren, Steijn, Tummers, Lankhaar, Poerstamper, &
Van Beek, 2014". The article is about human resource management and
its effects on workers, financial, and organizational outcomes in health
care institutions.
4.1 Identify and evaluate research evidence linking HR practices with positive
organizational outcomes.

The key message from the article is, there is a strong connection between employee
engagement and the success of a business. The link between business success and
employee engagement is necessary for building a strong foundation for the business.
It reveals HR management has an association with employee outcomes. The report
reveals that HR has an impact on the employees’ services and organizational
sustainability. Employee engagement influence happiness in employees as well as the
health-associated outcome. Moreover, the result of the study showed that HR
Coverage has a positive association with particular organization sustainable
performance attributes. From the findings of the report, sustainable organizational
performances roots from increased levels just, professional and ethical in HR
management

Another key message is that an institution needs to evaluate its performance and link
the initiatives of its employee's vibrant performances and results. This article reveals
that the initial plan for employees’ engagement needs to base on research outcomes
from other superior organization (Khan and Binti Ismail, 2019). Finally, this article
reveals that engagement of employees improves their attitudes towards work,
increases their productivity as well as their innovation. Therefore, an organization that
embraces employees' engagement establishes a strong leadership team and creates an
easy channel of delivering their operational objectives. This enables them to realize
their goals and objectives easily.

The findings of this article are convincing. The article uses a range of internal and
external factors in justifying the link between business success and employees'
engagement. The writer provides comprehensive external evidence on the profits of
engaging workers. For instance, the articles review investigations based on the

CIPD Level 5 HR HRF assessment template v1.0

 service-profit chain which revealed customer satisfaction and larger profits in
organizations through employees' engagement programs. The model by Marc Drizin
is also evaluated and it reveals affirmative trade outcomes of employee engagement.
These benefits range from greater intensities of asset returns, productivity, as well as
stockholder value.

The report illustrates the linkage between HR practices with outcomes in an

organization. The most persuasive idea about the report is how HR attributes relate to
high performances as well as employee outcomes in an organization. The data used in
the study is also reliable as it has shown consistency when compared with previous
studies by other researchers. The document is relevant in the current HR management
as it offers a connection between HR practices and the positive results in companies
as most of the organizations today are gearing towards increased productivity through
engaging its workers.

The report is a pure illustration of Purcell's AMO Model of motivation. The article
illustrates that workers can be motivated by line managers using HR practices and
policies that enhance better performance and employee’s well-being. The article
supports the AMO Model by advocating for the need for the development of reward
systems that focus on the empowerment of employees’ abilities, motivation, and
opportunities for career developments. Based on this article, empowerment of
employees’ abilities, motivation, and opportunities for career developments directly
positions the employee to work effective and efficient towards positive organisational
outcomes.

Can you modify the whole work in this section the way I have done here.

You need to show that the article is the one narrating so you are reporting its
narration. Read this paragraph well and you will understand what I have
done/need.

Pfeiffer’s Model-the model narrates that “contends exist between the actions of
managers and external power holders and substantive and symbolic outcomes and the
linkage between substantive and symbolic aspects of organizational activity” (Pfeffer
and Brown, 2016). Businesses such as Lewis John organization has used these models
to narrate the linkage between HR practices and performance. Both models are
excellent structures that provide a clear understanding of the relationship between

CIPD Level 5 HR HRF assessment template v1.0

 performance and HRM in Lewis John's business. This has ensured a good working
relationship between the business and its employees thus encouraging them to
perform their duties diligently to achieve the set goals.

AC4.2

HPWS is referred as a general approach to managing businesses that aim to stimulate

the commitment as well as effective employee involvement to achieve high levels of
performance. Citation please.As per the report (instead quote theorist like Guest
remember to reference), high-performance working and investment in people have
great impacts on organizational performance. Investment in people creates behaviors,
skills, and knowledge necessary to carry out functions of staffing who are inspired,
possess high management skills, and are conversant with the company's operating
systems.

Human capital investment improves performance. It is referred to as the stock of

knowledge, behaviors, personality, and social attributes embodied in the ability to
perform labor to realize economic value. It develops employee and client relationship
as they both become more productive and loyal to the firm, the clients end up
becoming satisfied and are encouraged to collaborate with the employees (quote
theorist related to Human capital investment).

(Quote theorist related to this) Investing in people bring on board individual whose
roles aim at supporting the organizational missions and can work an extra mile to
improve the organizational functions. From the finding of this report, it is clear that
high-performance working is the first ingredient of the proper guidance on strategies
and respectable analytical expertise which help to organize institutional information.
Since every stakeholder or customer possesses different needs and wants, investing in
people will help to identify the best techniques of meeting these wants and needs, and
hence creation employee satisfaction as well as customer satisfaction networks.
"(HPWS) consist of a group of interconnected Human Resources Management
practices, such as comprehensive recruitment and selection, a design that enhances
employee and firm performance outcomes, through the improvement of workforce
competence, attitudes and motivation”( Gao and Yan, 2017). Businesses such as NHS

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 have used HPWS and human capital investment in showing how good management of
NHS staff leads to higher quality of care, more satisfied patients, and lower patient
mortality. It also demonstrates how good staff management offers significant financial
savings for the NHS, as its leaders respond to the challenge of sustainability in the
face of increasing costs and demands. Engagement is shown to be particularly
important, having significant associations with patient satisfaction, patient mortality,
infection rates, Annual Health Check scores, as well as staff absenteeism and
turnover. The more engaged staff members are, the better the outcomes for patients
and the organization generally. quote theorist like Guest

How to quote a give quote theorist

According to xxx model/theory by xxxx……human capital investment develops

employee and client relationship………….

CIPD Level 5 HR HRF assessment template v1.0

 References

Bratton, J., & Gold, J. (2017). Human resource management: theory and practice.
Palgrave.

Bunnelle, W., Cowart, M., Drizin, I., Koenig, J.R., Pliushchev, M. and Scanio, M.,
AbbVie Inc, (2016). 6 Phenyl or 6 Pyridin 3 YL Indazole Derivatives and
Methods of Use. U.S. Patent Application 15/112,870.

Davies, J. (2017). CIPD's profession for the future project and its implications for the
HRD curriculum in UK universities.

Dorrofield, K. (2017). ADKAR Change Management: A Cross-Sectional Qualitative

Focus Group to Describe Perceptions of Factors that Motivate Volunteers in a
South African Environmental Organisation (Doctoral dissertation, The IIE).

Gavigan, Margaret, Therese A. Fitzpatrick, and Carole Miserendino. "Effective

staffing takes a village: creating the staffing ecosystem." Nursing Economics
34, no. 2 (2016): 58.

Khan, M.A., Md Yusoff, R., Hussain, A., and Binti Ismail, F., 2019. The Mediating
Effect of Job Satisfaction on the Relationship of HR Practices and Employee
Job Performance: Empirical Evidence from the Higher Education Sector.
International Journal of Organizational Leadership, 8, pp.78-94.

May, G., Barletta, I., Stahl, B., & Taisch, M. (2015). Energy management in
production: A novel method to develop key performance indicators for
improving energy efficiency. Applied Energy, 149, 46-61.

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 Mayo, A. (2016). Human resources or human capital: Managing people as assets.
Routledge. CIPD

Gao, R., and Yan, D., 2017. Layered host-guest long-afterglow ultrathin nanosheets:
high-efficiency phosphorescence energy transfer at 2D confined interface. Chemical
science, 8(1), pp.590-599.
Pfeffer, S., Mehta, K., and Brown, R.M., 2016. Complete genome sequence of a
Gluconacetobacter hansenii ATCC 23769 isolate, AY201, producer of bacterial
cellulose and important model organism for the study of cellulose biosynthesis.
Genome Announc., 4(4), pp.e00808-16.

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