Employees and Organisational Learning Assignment Sample

Introduction To Engagement of Employees and Organisational Learning Assignment

Task 1

Discussing the responsibilities of HR in relation to relative organizational objectives.

Under the Volkswagen family of companies, the department of Human Resources or HR, is essential to aligning the company's strategies with its objectives. HR's tasks go above simple administration work. They additionally encompass managing employees, planning for success and developing an organisational environment that embodies as well as promotes the objectives of the organisation.

• Talent achievement and management: The best talent enticement, employment, retention and attraction fall inside HR's responsibility. In accordance with the objective of Volkswagen, HR must identify individuals that not only solely possess the needed skills but also embrace the principles and goals of the company as a whole (Cherif, 2020). In order to ensure that company's staffs is capable, differed, able to encourage creativity and development inside the business, they establish recruiting strategies.
• Training and Development: HR designs and executes programmes of training that boost workers' skills. This might encompass education programmes on technological change, long-term viability or electric vehicle technology in fulfilment of the targets of Volkswagen companies. These attempts ensure that workers have the tools they need to effectively advance the organization's long-term goals.
• Performance management: HR creates processes for assessment of performance that align team and personal objectives with the overall corporate aims. They offer critiques, point out areas that are in needed for growth and honour individuals, who excel. The method assures employees understand by which that they supports the financial health of the Volkswagen Corporation by fostering an aura of direction as well as motivation.
• Organizational culture and worker engagement: The Company's culture is shaped by HR to represent the goals and values of the Volkswagen Group. They design initiatives which foster an inventive, friendly and environmental culture—all of that are likely essential objectives for the business at hand. Positive impacts to the company's performance are more probable to originate from enthusiastic staff members who embrace its goals.
• Change management: HR is vital for handling change as the Volkswagen lays more focus on technological advancements with the motive to meet customer requirements. Whenever it pertains to reorganisation, adopting novel processes or adopting novel innovations, HR assists that staff members are prepared and give their support for the changes.
• Compliance and ethics: HR involves making sure that all regulations, procedures and practises comply with legal and moral responsibilities (Otoo, 2019). Maintaining honesty and ethical conduct is in agreement with the objectives of the Volkswagen mainly involve maintaining environmentally friendly procedures and maintaining an excellent track record.

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Analysing the role of HR in relation to organisational learning and effective change management.

A business's capacity to successfully oversee change and encourage organisational development is greatly improved by its HR (Human Resources) role. In such a scenario, HR incorporates educational programmes and methods for change management to act as an impulse for creativity, expansion and adaptability.

• Facilitating organizational learning: HR designs and manages educational and training initiatives that enhance individuals' expertise, skills and understanding. HR ensures that staff members have the ability to adjust to changing responsibilities and novel difficulties by identifying shortages of skills and aligning training programmes with company objectives. In order to foster a culture of inquiry and development inside the business HR takes initiatives in the form of training & development (Alshammari, 2020). Such learning programmes can involve specialised instruction, coaching, sharing of information systems or possibilities for on-going education.
• Change management initiatives: HR is vital for handling transition in moments of change. Hence, such changes in company approaches, reorganisation or advances in technology. They effectively notify their workers of changes, react to their concerns and supply the support that they require to get over times of uncertainty. HR provides approaches to managing change, which could involve conferences, instruction and advice that helps workers accept novel job practises, reduce opposition and comprehend the logic behind the modifications.
• Creating a learning culture: HR emphasizes on developing a culture which ensures resilience, change and continuous development. They create a climate where individuals are inspired to try novel ideas, learn from their mistakes and impart information. An organisation might grow and respond to changes in the marketplace, technological advances and in the marketplace owing to this tradition of training.
• Feedback appliances and evolution: HR has up processes to facilitate feedback and assessment with the goal to figure out whether education programmes and initiatives to transform are functioning (Bagga, Gera and Haque, 2023). Feedback from workers is collected, the productivity outcomes of training are assessed, learning methods and management of change approaches have been enhanced for upcoming tasks.
• Supporting learning with change: HR makes sure that training initiatives match change in the organisation objectives. HR offers training programmes that in particular address the abilities and skills needed for effective modification execution, helping workers in effectively adapting to new duties or processes.

Critically evaluating the Process and factors of effective Workforce planning

For ensuring effective workplace planning Volkswagen tends to make focus on the following aspects:

• Talent development and retention: Within Volkswagen, focus is placed on developing the current staff with training, further education and advancement strategies along with recruiting techniques. Retaining strategies are additionally important to keep essential information within the business.
• Technology and tool: Modern workforce scheduling instruments and technology facilitate analysing data, planning and modelling, giving greater insight for decision-making processes.
• Implementation and evaluation: In the competitive business arena, both planning and implementation is essential for achieving success. The personnel plan's tactics and strategies must be implemented into practise and the effectiveness of them ought to be periodically assessed in order to make sure the company continues on track while implementing the necessary modifications.
• Flexibility and adaptability: Planning for staff members needs to be responsive towards change (Anwar and Abdullah, 2021). As things occur, the strategy must ensure that it may be changed to take benefit of new potential or obstacles.
• Talent gap identification: It's important for the HR personnel of Volkswagen to determine the disparities in abilities that exist among the workforce of today and the ones that are going to be required in the years to come. HR has to decide what positions are vital, where they may be surplus or shortages in supplies, as well as what skills have to be obtained or maintained.
• Scenario planning: Designing scenarios that encompass different possible futures by taking economic, technological in nature and industrial use trends into consideration is a crucial component of successful workforce preparation. This renders it achievable for organisations like Volkswagen to remain ready for an array of situations.
• Engagement of stakeholders: It is important that departmental supervisors, executives in charge and human resources collaborate closely. In this regard, HR manager takes input from the supervisor of every department so that suitable candidate can be hired within appropriate time frame.
• Alignment with organizational objective: Employee recruitment needs to be in line with the company's strategies and strategic objectives of the organisation. HR can predict the staff members and skills needed for achieving those goals by analysing the direction the organisation is heading (Bratton, et.al, 2021).
• Data-Driven Approach: Collecting and evaluating appropriate information concerning the capacity, skills, population demographics and projected company demands of the staff is the first stage in the process of planning the workforce. Decisions regarding staffing, instruction, management succession, and distribution of resources are influenced by this evaluation.

Analysing approaches and models of HR service delivery within organisations.

Here are numerous different delivery methods for human resources strategies and techniques utilised by organisations, all of them have the objective to improve worker satisfaction, optimise the operation of human resources and support Volkswagen's objectives. Some popular examples are:

• Centralized HR service delivery: Human resources operations are merged into a single, centralised thing utilising this structure. It ensures conformity in HR practises, policies and practises across the entire organisation. Standardised methods and enhanced efficiency when handling administrative responsibilities such as conformity, benefits management and payroll are common advantages of centralised (Mahapatro, 2022). It might still have problems fulfilling the different needs of its multiple divisions or sectors.
• Decentralized HR service delivery: Centralised HR delivery of services, on the opposite hand, dissipates duties related to HR across various divisions or divisions. Through this method, employees in HR can more effectively incorporate efforts with departmental objectives by being nearer to particular company demands. However, if not properly organised systematically, it might result in inequalities in human resources regulations and procedures.
• Shared Services Model: Both centralised and decentralised methods have been included in this framework. It provides one shared human resources centre that handles standard admin responsibilities for the entire business (Mulyani, et.al, 2020). In the meanwhile, different organisations such as Volkswagen might have specialised HR departments for their specific demands. This approach offers standard goods while addressing specific requirements, achieving equilibrium among economy and customization.
• HR Business Partner Model: By closely linking human resources experts with divisions or companies, the HR partnership model serves as an advisory panel for business leaders. Human resources specialists engage directly with management to learn about their requirements, align HR programmes with the company's objectives, and provide customised solution. With the goal to deliver HR solutions which have an immediate effect on organisational achievement, this model puts an extreme value on collaboration and comprehension of the business setting.

Evaluating HR functions between organisations from different sectors.

Corporate sector: Human Resource departments in corporations focus mainly with coordinating talent management with corporate objectives. They placed an enormous value on establishing management pipelines, identifying the best people and developing a culture that is driven by results (Dickmann, 2021). Strong management of performance structures, talent acquisition campaigns and staff involvement campaigns are common. This business's HR teams are frequently dealing with complex organisational structures, worldwide operations and combinations of companies, requiring an understanding of strategic staffing planning as well as handling change.

Public sector: The public sector has unique challenges whether it pertains to governmental regulations, financial restrictions, and servicing the public good. The objective of recruiting and retaining techniques is to attract talented people into the public sector while upholding diversity and equality. Managing large employees, complying to government rules, and managing changes in politics affecting regulations and processes constitute all frequently performed duties related to human resources management. Effectiveness in the provision of services, accountability to society, and ethical behaviour are emphasised.

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Non- Profit sector: Non-profit HR manages driven by missions work and limited funding. Hiring focuses on identifying individuals that match the company's principles, and the HR department often supervises volunteers as well as to paid workers. Having a sense of mission is the primary goal for staff engagement tactics, but HR might encounter unique challenges maintaining a variety of staff members with an array of abilities and getting money for talent growth programmes.

Healthcare Sector: HR in the health care sector faces special challenges like as the need for specialised expertise, adherence to regulations, and shortages of workers. Healthcare workers frequently become the target of attraction and retention strategies, which additionally ensure sure that health care laws are observed (Mousa and Othman, 2020). With the goal to retain talented employees in a challenging rapidly changing company, HR solutions put an intense focus on training, on-going training, and fostering positive working conditions.

Analysing methods of evaluating HR function.

Measuring the success, effectiveness, and effect of HR efforts within a company necessitates assessing the activities of HR. For this, a variety of approaches and indicators of performance (KPIs) are employed:

• HR Metrics and KPIs: In the context of Volkswagen, quantitative evaluations of the HR operation can be obtained by metrics such as staff departure rates, time-to-fill roles, cost-per-hire, and Hrm-to-employee ratio. These key performance indicators help discover possibilities for growth through assessing the success, affordability, and effectiveness of human resources processes.
• Employee engagement surveys: Surveys are carried out on occasion to gauge staff participation, happiness and opinions of the HR operations. Improved learning and efficiency are associated with high involvement. HR can more effectively create programmes that enhance staff satisfaction and happiness through analysing responses to surveys.
• Performance appraisals: Analysing HR involves deciding how successful performance evaluation techniques are. This involves evaluating the effectiveness, equality and accuracy of assessment of performance, that help identify regions in require retraining and recognise the best employees.
• Training and development effectiveness: It's essential for monitoring how training programmes affect employee efficiency and development of skills (Pham, et. al, 2020). HR-led education programmes are efficient, as demonstrated by evaluations, pre- and following training evaluations, and monitoring of improved skills or behavioural modifications.
• HR technology utilization: Appraisal of the technology used for HR, particularly A human resources information system, may assess if reports, automated processes, and data management are functioning (Eight ways to evaluate your HR function, 2023). Metrics might include something like customer adoption rates, systems uptime and generating report's reliability.
• Compliance and legal adherence: Risk mitigation and compliance with the law are guaranteed by evaluating HR's compliance to labour regulations, statutes and internal procedures. HR's capacity to reduce possible consequences while maintaining conformity is assessed through inspections.
• Cost analysis: Optimising resources can be helped by analysing the economic value of human resources efforts and programmes. Analysing a company's return on investment, or ROI, of HR (human resources) initiatives, including recruitment, instruction and benefits shed insight on how these efforts impact the bottom line of the business.

Evaluating the possible contribution of HR to organizational performance and objectives

HR is in the role of recruiting, attracting, and maintaining excellent staff members that are in accordance with the needs of the business. Employing an organisational strategy for recruiting assures that every employee has the skills, expertise, and cultural compatibility required to achieve the objective of the organisation. Good HR-crafted retention strategies help Volkswagen in reducing staff turnover, maintaining a trustworthy and seasoned team that improves their performance as well as efficiency.

HR develops an environment that encourages the growth and involvement of workers. HR takes steps to guarantee employees stay participated while maintaining up their expertise levels with management of performance initiatives, professional growth initiatives and retraining (How HRM contributes to organizational objectives 2023). Individuals who are active, appreciated and possess room for development tend to be more devoted, imaginative, and contribute significant contributions to the achievement of the company's goals.

HR provides guarantees that human resources operations match the objective of the organisation by aligning HR tactics with the overall business plan. HR is essential for handling transition in periods of change, regardless of if they have been brought on by changes in the market, related to technology innovations, or organisation restructuring. HR supports easy shifts within the company by effectively conveying changes, offering support, and aligning employee abilities with new demands.

HR affects Volkswagen's culture through fostering behaviours, beliefs and processes which promote corporate objectives (Otoo, 2019). A unified employees and enhanced productivity are advantages of creating a creative, cooperative and diverse culture. HR helps with the identification and growth of management talent, ensuring an adequate number of future managers able to guiding the organisation towards the goals it sets.

HR of Volkswagen provides informed judgements about workforce preparation, management of talent and allocation of resources by using statistical analysis of data. By analysing information related to HR, including staff turnover rates, education efficiency, and participation ratings, HR can detect trends, predict demands, and predict potential issues which could affect organisational efficiency.

Analysing factors affecting employee learning and employee engagement

• Organizational culture and leadership: An atmosphere that is favourable for staff development and participation is fostered by an enabling corporate culture that encourages creativity and continuous education. By promoting candid conversations, providing instructional resources, and encouraging an evolving mind-set, management performs an important part when it comes to setting the mood.
• Training and development opportunities: Within Volkswagen, for workers who want to grow, having access to broad varied instructional materials is important. Employee satisfaction levels are improved when companies offer possibilities for development of skills and continuous education because it makes workers sense empowered and appreciated.
• Clear career pathways and growth opportunities: When there's an obvious opportunity for the advancement within the organisation, workers are more motivated. Workers feel motivated to gain knowledge and improve their expertise when they see customers for professional growth, which can represent lateral rotates, advertisements, or advancement in skills.
• Effective communication and feedback: There need to be open and straightforward channels for communication between staff and management (Saks, 2019). Training is helpful suggestions system which highlight out places requiring growth and recognise achievements. In addition, by establishing trust, such openness promotes staff engagement.
• Workplace environment and work- life balance: A working-life balance-promoting favourable working conditions raises engagement among workers (15 Key Factors influencing Employee Engagement in 2023). Volkswagen's workers are more inclined to take part in educational programmes and contribute significant improvements once they are valued, backed, and given a workload that is manageable.
• Recognition and rewards: For enhancing employee engagement, Volkswagen is making focus on appreciating employees. Recognising employees for their accomplishments—whether through money, praise, or opportunities to take on additional duties—reinforces an outstanding durability and growth environment.
• Technology and learning resources: Workers may engage in self-paced education provided they're granted access to current educational tools and materials. Continuous instruction is aided by the accessibility of online platforms, e-learning content, and additional technological options.

Exploring the critical contribution of employee engagement as a route to strategic and competitive excellence within a high-performance working environment.

Volkswagen believes that individuals that are more involved have a greater drive and committed to providing it everything they have. They are more innovative, efficient and create work of higher quality, all of whom greatly helps in the achievement of strategic goals. Engaged staff members give outstanding performance at workplace increase creativity, efficiency and overall success, by giving the business an edge over rivals.

Employees who are interested have the capacity to offer ideas and take action. They exhibit greater aptitude in come up with thoughts, finding solutions, and responding to situations. Motivated staff members become the catalyst for the development of unique ideas and remedies, encouraging constant enhancement in an efficient work culture where creativity is vital for sustaining competitive within Volkswagen.

Excellent customer interaction and services are offered by enthusiastic staff employees. Their passion and dedication have a good effect on client experiences, leading to their satisfaction and commitment. Engaged workers serve as ambassadors for the brand in an effective work environment wherein client retention and a favourable perception of the business are essential for competition.

Top talent considers it attractive to be employed in a setting that promotes outstanding performance and is backed by enthusiastic team colleagues. The turnover of workers decreases if there is a stronger feeling of commitment and loyalty between motivated workers (Turner, 2019). In addition to this, positive atmosphere at workplace assists in bringing in the best people, giving an organisation an unfair advantage in the recruiting talent marketplace.

Employees that have a stake show greater resilience and are able to adapt in dealing with of change. Committed staff becomes valuable resources in an outstanding durability environment where flexibility is essential in order for responding quickly to changes in a market or industry. Their commitment to adapt to new conditions and promoting organisational adaptability enables Volkswagen to retain its competitive advantage in an ever-evolving workplace.

Employees that have an interest are cognizant of and receptive of the purpose, goal, and principles of the business as a whole. Their devotion to shared aims and objectives make the organisation able to endure. This collaboration ensures an integrated team working towards corporate objectives in an outstanding performance setting, fostering resiliency in spite of hardship and growth that is sustainable.

Designing and implementing an HR action plans for promoting employee engagement and organisational performance

Developing and carrying out a human resources (HR) plan of action having the aim of enhancing organisational efficiency and employee engagement needs a strategic approach focused on creating a staff culture of dedication, driving and productivity.

Utilising measurements of performance, feedback meetings and polls, do an in-depth examination of the present degree of staff involvement and Volkswagen's effectiveness. It mainly includes identify performance gaps, significant involvement variables and places requiring growth.

Set measurable, exact objectives to improve worker engagement and match them to organisational achievement goals. Ensure that the goals are feasible, acceptable, and actually impact the company's performance as a whole.

Gain backing and devotion from the management for the staff engagement programme. It is essential for Volkswagen's managers to express their importance of accomplishment as well as involvement for the successful outcome of the organisation as a whole (Saks, 2022). To preserve transparency and harmony, educate every employee on an on-going schedule about the implementation plan, targets, and achievements.

Include workers in the procedure by reaching out for their views, comments, and recommendations. Give employees the opportunity to get involved in the process of decision-making and give employees and impression that they have control over their job; it will improve their productivity and degree of engagement.

For promoting employee engagement and organisational performance Volkswagen should focus on organizing educational and growth programmes that enhance people's abilities (Exploring Employee Engagement--A Way to Better Business Performance, 2023). Offer opportunities for continual education, career growth as well as improvement of skills are compatible with the ambitions of staff members and the goals of the business as a whole.

Develop an effective framework of incentives and praise that recognises and upholds the successes and effort of the employees. Recognise outstanding performance in accessible to everyone, either with monetary awards, awards, or genuine comments of gratitude.

Support cooperation, openness, and open communications in order to establish a positive workplace environment. Create websites wherein ideas can be had, encourage working together, and eliminate impediments which get in the manner of effective communication among departments.

Put the health of workers foremost through programmes for well-being, time off when needed, and programmes that encourage an enjoyable balance between work & personal life. The productivity and engagement of staff members increase because they perceive encouragement regarding their general health.

Maintain a tab on the action strategy's effectiveness throughout the moments by maintaining track of key metrics, conducting surveys regularly, and collecting feedback from them. Make the changes that are needed and additions to the strategy utilising this information.

Examining HR contemporary issues affecting organisational performance.

The efficiency of an organisation is significantly impacted by its staff members (HR) and contemporary HR administration problems have an enormous impact on the company's overall effectiveness. The labour force is changing, that poses an important challenge due to factors like moving expectations among staff members, changes in demographics and improvements in technology.

With regards to Volkswagen, robotics and AI are a couple instances of how innovations in technology are altering the way of work and the abilities required to perform it. With the goal to boost efficiency, HR has to oversee the incorporation of cutting-edge technology while resolving problems with loss of employment and a need for further education (Contemporary Issues Faced by Human Resource Managers Today, 2019). Volkswagen's HR should strategically focus on hiring strategies in this volatile environment in order to make sure that the business has the right employees with the right abilities to meet its future demands.

Ageing employees and a workforce that is more varied, changing demographics, presenting both advantages and challenges. Further, HR of Volkswagen needs to put diverse practises in place in order to take advantages of various perspectives while encouraging innovation and originality. Additionally, it must tackle intergenerational differences and offer specialised methods for worker engagement, preservation and hiring.

The requirements for staff have evolved, putting greater emphasis on schedule flexibility, an excellent working culture, and balancing work and life (Ahmed, et.al, 2020). For organisations to meet these requirements while recognising the significance that staff well-being has in promoting organisational success, HR needs to alter procedures and regulations. Efforts related to time management flexibility, mental wellness support, and cultivating a work and life balance-promoting environment is all covered by that.

Critically analysing the impact of investment in human capital on organisational performance.

With a wide impact on achievement, making investments in employees is an essential strategy for the accomplishment of organisations. Worker competencies, expertise & skills are commonly referred to as human assets and how well they are utilised may have a significant effect on an array of a company's working characteristics.

Creativity is one major consequence of investment in human capital. In other words, Volkswagen organizes training sessions for personnel so that they can learn how the activities need to be carried out. This in turn places direct and positive impact on employee's productivity. Moreover, employees are encouraged to perform better when they have idea about the work process or operations. A competent and trained employee is by necessity more effective. In besides increasing individual skills, expenditures in educational and growth initiatives additionally improve overall operational effectiveness. Employees with present abilities are more capable to conquer challenges, leading to in improved processes and higher production.

In addition, there's a significant association among human resource expenditures and retention of staff (Anwar and Abdullah, 2021). Positive workplaces are created when businesses place their individuals" development and general well-being foremost.

Staff engagement leads to lower employee turnover because motivated staff members have a greater likelihood to be dedicated to their job roles. By minimising the costs resulting from recruiting, settling in, and potential destruction of institutional understanding, this consistency offers the company strength.

Further, investment in employees additionally has a beneficial impact on creativity and adaptation. Employees who devote themselves to continuing education have a greater ability to take on new technologies and market developments. Being adaptable is crucial in the rapidly evolving business setting of nowadays. A business's flexibility is enhanced by staffs that are fast to learn and use novel abilities, allowing it remain relevant and adjust to shifting circumstances in the marketplace.

Critically examining approaches to evaluating the effectiveness of the HR function.

Companies like Volkswagen must evaluate the efficacy of the HR department in order in order to be sure that HR initiatives promote overall organisational success and are in accordance with their strategic goals. Here are various methods that can be utilised for assessing the HR function's efficacy.

The balance scorecard is an established strategy that taking into consideration an assortment of variables such as development and education, internal processes, financial, and consumer opinions. By linking HR figures to more broad corporate objectives, Volkswagen can evaluate the effectiveness of the human resources departments. Metrics related to staff growth and instruction, for instance, could be associated with advancements in organisational processes and employee efficiency.

Using key performance metrics (KPIs) specific towards HR operations is a further approach. Measurements on hiring efficiency, retention rates for employees, training programme effectiveness, which is and initiatives to promote diversity and inclusion are a few instances of such KPIs (Murphy, 2020). Volkswagen may evaluate the impact of initiatives related to human resources on their organisational results by consistently tracking these measurements.

An approach for measuring the effectiveness of HR that is subjective in nature is offered through worker polls and other communication channels. Measuring the extent to which HR procedures satisfy the needs and desires of employees is possible accomplished in a significant manner by gathering information on worker happiness, involvement, and opinions about the services provided by HR.

Critically evaluating the role of Human Resources in evaluating organisational performance in an organisation.

Human resources, also known as HR, play an important part in evaluating the performance of businesses by helping in coordinating the execution of employee development strategies with larger corporate objectives. HR provides significant contributions to the analysis and development of company efficiency via an array of initiatives.

Foremost, HR is crucial for the establishment and implementation of systems to track performance. By outlining objectives and objectives for the employees, these structures help certain that both individual and collective efforts have a clear connection to the strives of the organisation (Anwar and Abdullah, 2021). HR enables the assessment of staff contributions through the creation of efficient evaluation processes and achievement metrics, providing insightful data about the efficiency of the workforce.

HR additionally plays an important part in methods of recruiting and keeping personnel. In Volkswagen, HR improves productivity by pulling in and maintaining the best people with the expertise and capabilities which satisfy organisational needs. HR could assess the efficiency of these techniques while implementing based on data changes that ensure a staff that performs well by analysing hiring and retaining indications.

Efforts' pertaining to instruction and growth of staff members fall under the authority of HR. Volkswagen's HR enhances people's skills and expertise through continual education campaigns, that have an immediate effect on how well they are able for contributing to the achievement of the business as a whole. The assessment of training sessions by HR ensures that investment in personal growth lead to tangible gains in the manner of enhanced efficiency.

References

Books and journals

• Ahmed, T., Khan, M.S., Thitivesa, D., Siraphatthada, Y. and Phumdara, T., 2020. Impact of employees engagement and knowledge sharing on organizational performance: Study of HR challenges in COVID-19 pandemic. Human Systems Management, 39(4), pp.589-601.
• Alshammari, A.A., 2020. The impact of human resource management practices, organizational learning, organizational culture and knowledge management capabilities on organizational performance in Saudi organizations: a conceptual framework. Revista Argentina de Clínica Psicológica, 29(4), p.714.
• Anwar, G. and Abdullah, N.N., 2021. The impact of Human resource management practice on Organizational performance. International journal of Engineering, Business and Management (IJEBM), 5.
• Anwar, G. and Abdullah, N.N., 2021. The impact of Human resource management practice on Organizational performance. International journal of Engineering, Business and Management (IJEBM), 5.
• Anwar, G. and Abdullah, N.N., 2021. The impact of Human resource management practice on Organizational performance. International journal of Engineering, Business and Management (IJEBM), 5.
• Bagga, S.K., Gera, S. and Haque, S.N., 2023. The mediating role of organizational culture: Transformational leadership and change management in virtual teams. Asia Pacific Management Review, 28(2), pp.120-131.
• Bratton, J., Gold, J., Bratton, A. and Steele, L., 2021. Human resource management. Bloomsbury Publishing.
• Cherif, F., 2020. The role of human resource management practices and employee job satisfaction in predicting organizational commitment in Saudi Arabian banking sector. International Journal of Sociology and Social Policy, 40(7/8), pp.529-541.
• Dickmann, M., 2021. International human resource management–historical developments, models, policies and practices in MNCs (p. 225). Sage.
• Mahapatro, B.B., 2022. Human resource management. PG Department of Business Management.
• Mousa, S.K. and Othman, M., 2020. The impact of green human resource management practices on sustainable performance in healthcare organisations: A conceptual framework. Journal of cleaner production, 243, p.118595.
• Mulyani, S.R., Ridwan, M. and Ali, H., 2020. Model of human services and resources: The improvement efforts of Silungkang restaurant attractiveness on consumers. Talent Development & Excellence, 12(1).
• Murphy, K.R., 2020. Performance evaluation will not die, but it should. Human Resource Management Journal, 30(1), pp.13-31.
• Otoo, F.N.K., 2019. Human resource management (HRM) practices and organizational performance: The mediating role of employee competencies. Employee Relations: The International Journal, 41(5), pp.949-970.
• Otoo, F.N.K., 2019. Human resource management (HRM) practices and organizational performance: The mediating role of employee competencies. Employee Relations: The International Journal, 41(5), pp.949-970.
• Pham, N.T., Thanh, T.V., Tu?ková, Z. and Thuy, V.T.N., 2020. The role of green human resource management in driving hotel's environmental performance: Interaction and mediation analysis. International Journal of Hospitality Management, 88, p.102392.
• Saks, A.M., 2019. Antecedents and consequences of employee engagement revisited. Journal of Organizational Effectiveness: People and Performance, 6(1), pp.19-38.
• Saks, A.M., 2022. Caring human resources management and employee engagement. Human Resource Management Review, 32(3), p.100835.
• Turner, P., 2019. Employee engagement in contemporary organizations: Maintaining high productivity and sustained competitiveness. Springer Nature.

Online

• 15 Key Factors influencing Employee Engagement. 2023. Online. Available through <https://www.lumapps.com/employee-engagement/employee-engagement-factors/>
• Contemporary Issues Faced by Human Resource Managers Today. 2019. Online. Available through <https://smallbusiness.chron.com/contemporary-issues-faced-human-resource-managers-today-1875.html>
• Eight ways to evaluate your HR function. 2023. Online. Available through https://aztechtraining.com/articles/eight-ways-evaluate-hr-function
• Exploring Employee Engagement--A Way to Better Business Performance. 2023. Online.Availablethrough https://www.researchgate.net/publication/301917530_Exploring_Employee_Engagement--A_Way_to_Better_Business_Performance#:~:text=There%20is%20no%20clear%20and,the%20employee%20potential%20into%20employee
• How HRM contributes to organizational objectives. 2023. Online. Available through <https://www.ukessays.com/essays/management/how-hrm-contributes-to-organizational-objectives-management-essay.php>