1

UNIT 3: HUMAN
RESOURCE
MANAGEMENT

Contents
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Introduction:................................................................................................................................................2
Task 1- Produce a Memo.............................................................................................................................3
LO1.............................................................................................................................................................4
P1 Explaining the purpose and the functions of HRM, applicable to workforce planning and resourcing
an organization........................................................................................................................................4
M1 assessing by completing the strengths and weaknesses of how the above functions of HRM can
provide talent and skills appropriate to fulfill the company’s business objectives...................................6
P2 Explaining the strengths and weaknesses of different approaches to recruitment and selection.............7
M2 Evaluating the strengths and weaknesses of different approaches to recruitment and selection in
terms of reliability and validity................................................................................................................8
D1critically evaluate the strengths and weaknesses of different approaches to recruitment and selection,
supported by specific examples...............................................................................................................8
Task 2:.........................................................................................................................................................9
LO2.............................................................................................................................................................9
P3 Explaining the benefits of different HRM practices within an organization for both the employer
and employee...........................................................................................................................................9
P4 Evaluating the effectiveness of different HRM practices in terms of raising organizational profit and
productivity...........................................................................................................................................10
M3 Exploring the different methods used in HRM practices, providing specific examples to support
evaluation within an organizational context..........................................................................................11
D2 Critically evaluate HRM practices and application within an organizational context, using a range
of specific examples..............................................................................................................................12
Task03- Report..........................................................................................................................................13
LO3...........................................................................................................................................................14
P5. Analyzing the importance of employee relations with respect to influencing HRM decision-making.
...............................................................................................................................................................14
P6 Identifying the key elements of employment legislation and the impact it has on HRM decision-
making...................................................................................................................................................15
M4 Evaluating the key aspects of employee relations management and employment legislation that
affect HRM decision-making in an organizational context....................................................................16
Task4- Individual Portfolio Folder............................................................................................................18
LO4...........................................................................................................................................................18
P7. Illustrating the application of HRM practices in a work-related context, using specific examples.. 18
M5 Providing a rationale for the application of specific HRM practices in a work-related context.......20
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D3 Critically evaluate employee relations and the application of HRM practices that inform and
influence decision-making in an organizational context........................................................................21
Conclusion:...............................................................................................................................................21
References.................................................................................................................................................22
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Introduction:
Human resources management is worked to develop the employee's skill, human planning and
obeys laws (Foot and Hook, 2005). An effective HRM provides profit and productivity. Besides, it
also ensures the benefits of both sides of the employee and employer. Carrefour is the most
popular retailer store in the European market. To expand the operation of Carrefour, they must
need an effective HRM practice. Those practices can bring the perfect employees for the
organization and also keep discipline in the organization. Here all the topics related to human
resources management will discuss.
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Task 1- Produce a Memo

To: HR Director, Carrefour.

From: Assistant Human Resource Manager

Subject: purpose and scope of HRM in terms of resourcing an organization with talent and skills
appropriate to fulfill business objectives.

LO1

P1 Explaining the purpose and the functions of HRM, applicable to workforce

planning and resourcing an organization.
Human resource management is conscious of the human of an organization. Human resources
are worked for an organization and HRM is a term that is used to manage and develop the
organizational employees. Thus HRM is a process where recruiting, provide orientation, give
training, praise the employee's performance, compensation, motivate the employees, build a
good relationship between the employees and organization, ensure the employees healthy
according to laws.

Carrefour HRM is established to manage the employees. Thus they have some major functions
and activities. Here are given the function and activity:

Recruiting: To run an organization there must need employees. Perfect employees for the
perfect place accelerate the organization's workforce. Thus the recruiter or HR department takes
some tasks such as advertise the job, screen candidates, source candidates, taking interviews and
exams.

Maintain a Safe Environment: According to the occupational safety and health act of 1970
employees has rights to employers to work in a safe environment. HRM ensures a safe
environment for the employees in the organization (Kinicki and Williams, 2008).
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Employees and Employers Relations: Without a good relationship between the employees and
employers an organization cannot operate in the discipline. HRM ensure the employers and
employees relation in an organization.

Compensation and Benefits: HRM calculates compensation for an unexpected accident which
is valuable for both employers and employees. Besides, they also make funds for an employee
which is given to them after retirement.

Labor Law Agreement, Training, And Development: HRM ensures all the laws are practiced
in the organization relates the labor. Civil Rights Acts, Labor Law Acts, Fair Labor Law Acts,
and other acts are ensured by the HRM (Reed and Mignin, 1999). In an organization to enhance the
employee's capability employees need training and development. HRM provides a training
program to develop the employee's workforce.

In business, there is needs an approach to managing the HR of a business. Carrefour makes two
ways approaches to management the HR. Hard and Soft Model are the approaches to
management the HR.

Hard: Hard model of HR treat the employees as the resources of a business. Thus the hard
model of HR identifies the strong link with the corporate business. In this model, HRM focuses
on the needs of the workforce and recruits professionals as per Carrefour's needs.

Soft: The soft model of HRM treats the employees as an important resource for a business. This
resource makes the Carrefour a competitive advantage. The soft model acts to the employees as
individuals and makes planes accordingly to their needs.

Workforce Planning: There are two types of sources to planning for the workforce such as
internal source and external source.

 Internal Source: Organizations can recruit the employees from their own employees such
as they can recruit by nepotism or organization can promote the lower-level employees to
the absences post.
 External Source: External sources such as advertisements, from the institute, HR recruit
organization, and other sources (The Recruitment process, 1996).
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From those two sources have some advantages and disadvantages.

Turnover and Retention, Legal and Regulatory Frameworks: Turnover and retention can
record in two ways such as counting the HR total employees, and also terminated employees
Carrefour can calculate the turnover rate. Carrefour also protects discrimination in the
organization and also employee pension.

Technology also helps the Carrefour HR department such as train the employees, calculate the
employee payment and their work progress.

M1 assessing by completing the strengths and weaknesses of how the above

functions of HRM can provide talent and skills appropriate to fulfill the company’s
business objectives.
Strengths Weakness
Recruiting From this step, Carrefour can recruit the Sometimes an organization
best employees for their organization. cannot identify the candidate
Here Carrefour evaluates candidates in nature for their recruiting
many ways to find the best perfect method.
employee.
Maintain A Safe Maintain a safe environment to This will increase the cost of
Environment encourage the employees to continue the the Carrefour company.
work in the organization. As a result, the
employee turnover rate will reduce.
Employees and Employees and employers relation helps Bad relations of employees
Employers to banish all the barriers of and employers reduce the
Relations communication of employees and organization's workforce.
employer (Foot and Hook, 2005) s. As a
result, employees motivated to give the
suggestion to the employers and also
think about a unique solution.
Compensation and Carrefour gives good compensation and Lower compensation and
Benefits also benefits which attract the talent and benefits will not attract skilled
skilled candidates. employees.
Labor Law When an organization practice all the The organization can be
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Agreement labor law, talent candidates accused by the government or

employees if they do not
follow the law.
Training And Training and development help Lack of training and
Development employees to enhance employee skills. development decreases the
employee's workforce.

P2 Explaining the strengths and weaknesses of different approaches to

recruitment and selection.
The organization recruits employees from two sour such as internal and external. They have some
advantages and disadvantages. Here are given some advantages and disadvantages both internal and
Internal:

Advantages:

 Time-consuming and cheap.

 Lower-level employees get promotions to the upper level which motivates them.
 An employee can understand the organizational environment and operation. Thus there are no
needs for the orientation program (The Recruitment process, 1996).

Disadvantages:

 Internal recruitment cannot provide opportunities to show new ideas.

 The total number of applications is small.
 Internal recruitment creates another vacancy for the organization.

External:

Advantages:

 New ideas can come by the new employees.

 The best candidate can find through external recruitment.
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 The organization can recruit experienced candidates for job posts.

Disadvantages:

 Tough to identify the candidate's negative side.

 This needs a long process (The Recruitment process, 1996).

In every organization, there are some stages of recruitment. There are given different stages of the
recruitment process:

Preliminary Interview and Receiving Application: This stage is the basic stage and the first interview
where all the unfit employees psychologically and potential fit employees have existed. All the potential
candidates have applied for the job via CV. All bio-data, work experience, and interest are written.

Employment Tests and Checking References: To make final recruitment they arrange some
employment tests to understand the skill and the talents. Personality tests, proficiency tests, and
intelligence tests are taken by the employer. References of candidates are checked by this stage.

Medical Examination and Final Selection and Appointment Letter: Through this stage, the employer
can understand that an employee is physically and mentally fit or not.If all the tests are well done by the
potential candidates than it is time to final selection. Through the appointment, the letter organization
confirms the job of the candidates (Reed and Mignin, 1999).

M2 Evaluating the strengths and weaknesses of different approaches to recruitment

and selection in terms of reliability and validity.
Test and re-test approaches are reliability. This means the two test results of the candidates are the same.
Validity consists of criteria validity, construct validity, content validity. Reliability means how much a
character can outcome the same result after taking the test and re-test. There are given some possible
reasons for unreliability:

 Temporary psychically or physical problems can affect the test.

 Room temperature, lighting, noise, and other administrative materials can influence a man in test
performance.
 Test form also another factor. In the first format of the test, the candidate can better. In the second
test, he or she can be a better performance or not.
 Multiple interviewers can also differentiate individuals performances.
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Those factors are the chances to make the error in the test. If those reasons do not appear during the test
then the measurement is reliable.

D1 critically evaluate the strengths and weaknesses of different approaches to

recruitment and selection, supported by specific examples.
After selection and recruitment organization makes an induction and on-boarding through the
orientation program. By this orientation, an organization can introduce the operation of the
organization, history, leadership bios, press releases, and other essential materials relate to the
laws and regulations. Besides, they also read about the organization's policy, rules, and other
things to prepare for the interview (A Study on Different Approaches for Regression Test Selection, 2015) .
There are also gives some onboarding program where managers or staffs introduces their bios to
the new recruitment. In the two areas, there are some advantages and disadvantages.

The advantages of the induction and onboard programs cannot need so much planning. Besides,
This program also clears the organization's policy and rules.

The most disadvantaged part maybe all the staff and managers will introduce as the interview
process.
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Task 2:

LO2

P3 Explaining the benefits of different HRM practices within an organization for

both the employer and employee.
According to Mathis and Jackson(2003) Human resources management will bring benefits for
both employee and employer. HR's main purpose is to manage effective human resources in the
workplace. Effective human resources can accelerate performance, effectiveness, and
efficiency.

To increase the effectiveness and efficiency of employees Carrefour provides flexibility.

Flexibility helps them to work in a fresh mind. As a result, they can concentrate on the work
which will increase work performance.

Carrefour management development scheme is another vital tool to increase employee skills. In
this scheme, the HR department of Carrefour provides training about the work. Besides, they
also motivate the employees. This scheme makes an employee loyal to the organization. This
scheme also supports flexibility. Thus workers develop morale, commitment, and skill. Before
giving the training organization analyze the skills that are perfect or not for an organization.
Then they find which skills are gaps in the employees. After all this, they give the training and
last they again evaluate the training. Hamblin's model of evaluation, Kirkpatrick's design of the
evaluation, Peter Brameley’s Model of Evaluations are the model of evaluation(McClelland, 1955).

An effective HRM satisfies the organization's employee's needs which will help to reduce the
turnover rate of the employment. Employee turnover decreases organizational performance.
Besides, it also increases the cost. Carrefour is a large retailer company thus they can recruit their
employees from external sources. This recruitment will bring innovation and more performance
for the organization.
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P4 Evaluating the effectiveness of different HRM practices in terms of raising

organizational profit and productivity.
The main purpose of human resources management is to build a good relationship between the
employee and employer in the workplace. Without a good employee and employer relationship,
an organization cannot perform properly. As a result, the organization’s profit and productivity
will decrease. HRM gives rewards to employees for their work which will motivate the
employees. HRM provides extrinsic rewards and intrinsic rewards. Extrinsic rewards are a
tangible reward where managers provide bonuses and other facilities. Intrinsic rewards are
intangible rewards where managers provide emotional motivation.

There is a link between motivational theory and reward. When a manager motivates the
employees with the intrinsic way this time they will work. Then they will again motivated when
managers reward them for their work.

Human resources management reduces employee turnover rate. As a result, Carrefour's cost
reduces. If the turnover rate increase, Carrefour again recruit the employees. This will hamper
the organizational performance because a new employee cannot understand the organizational
performance and environment. Thus Carrefour must provide flexibility to its employees. This
flexibility will satisfy the employees. This employee satisfaction will reduce the Carrefour
employee turnover rate (Qfinance, 2009).

Moreover, HRM provides training to develop their skills. This program of Carrefour HRM will
bring a positive sign. Employees can finish work accurately and also perfectly. In this aspect, the
product quality will increase. As a result, Carrefour can attract new customers to their product.
According to this, they can generate more revenue. Besides, new ideas also come from the
employee.

Therefore, profits and productivity are increased by HRM practice in Carrefour.

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M3 Exploring the different methods used in HRM practices, providing specific

examples to support evaluation within an organizational context.

The organization takes methods to monitor organizational employees. HRM's main objective is
to use human resources in a proper way (Wysocki, 2004). Thus there is a need for a monitoring
system for the employee's performance. Here are given some methods to monitor employee
performance:

 Check employee performance on a regular basis.

 Ask employees what they are doing from the last conversation to till.
 The organization can help the employees to advise that they can use the self-monitoring
tools such as project plans, checklist and activity logs.
 Takes review works in progress on a regular basis.
 Ask the customer, managers, vendors, suppliers about the interaction with a specific
employee.
 An organization can calculate the work performance by calculating the time needs to end
a product or service.
 Check the absent list and ask the employees why he or she absent.
 Provide employees feedback so that they can understand where they progress and where
they have a lack of skill.
 Give them reward on the basis of the performance so that they can satisfy the
organization.
 Give them a written explanation to the employees what is the organization's policy.

Those techniques will help the Carrefour monitor the employees. Those techniques also evaluate
employee performance model properly.
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D2 Critically evaluate HRM practices and application within an organizational

context, using a range of specific examples.

HRM of Carrefour also practices a reward system. This reward system is used to motivate
employees. HRM gives a reward in many ways. There are given some payment and reward
system:

Intrinsic Vs. Extrinsic: In an intrinsic system, an employee feels satisfaction when he or she
finished the task. This is the mental satisfaction of an employee. The intrinsic reward system
automatically produces when an employee finishes the task. Thus the intrinsic reward is
depended on the performance of the employees. The intrinsic reward will increase when an
employee successful rate is high.

In extrinsic reward system employees feel motivate through physical elements. This type of
reward is tangible. This reward has come from the external side (employer). Extrinsic reward
also relates to job performance. But every time extrinsic cannot reward. In this reward system,
the reward is dependent on the organizational policy.

Financial Vs. Non-Financial: Financial reward is given with the money, bonus, job security,
health care, and other facilities which are physical presences (Qfinance, 2009). This type of reward
motivates employees to work properly. Besides, there are chances to get a promotion. Retirement
is another big part of the financial reward.

The non-financial reward does not include the money rather it motivates the employees with
psychology and emotional satisfaction. People not only work for money rather they also work for
living and fun. Carrefour must give them those elements which will help to motivate the
employees. Job security, better job titles, recognition, challenging works, competition,
opportunities of advancement, empowerment are the non-financial reward.

Carrefour is a retailer company that performs in European countries. They have many reputations
for their customer service. When an employee of Carrefour gives a proper service to their
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employees at that time they feel the intrinsic reward. When an employee can fulfill the
organizational task in that time organization give payment on the basis of the company policy.
As a result employees of Carrefour get extrinsic rewards. Besides, Carrefour pays wages,
salaries, a bonus at the festival time, pension to the employees. After some days Carrefour gives
job security, better job titles and those are the non-financial rewards.
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Task03- Report
To: HR Director, Carrefour.
From: Assistant Human Resource Manager
Subject: purpose and scope of HRM in terms of resourcing an organization with talent and skills
appropriate to fulfill business objectives.
Date: 2-1-2020

Introduction:
Effective HRM practices can bring peace between the employee and employer relationship. This
peace relationship can help to generate profit and also productivity. To keep the good relation
between employee and employer there must some factors which influence to hamper the
relations. Thus here some strategy will show to overcome. Besides, employment law also
discusses to understand employment rights.

LO3

P5. Analyzing the importance of employee relations with respect to influencing

HRM decision-making.
To keep discipline in the organization employee and employer relation is a vital part. To make
any decision the employee and employer relation influences in many ways. But sometimes
relations can affect some factors. Here are given some factors and also give some ways to
improve the factors:
Lack of Communication: Lack of communication can reduce the employment relation.
Communication gives opportunities to share ideas, opinions and also emotions. When an
employee cannot share those things at that time employee cannot feel friendly or own
organization. Rather they think this organization is others I am just workers. As a result, there are
creates distances between the employee and the employer (Aldamoe, Yazam, and Ahmid, 2012).
 Strategy: To make strong communication Carrefour manager can use upward, downward
and horizontal communication networks. Besides, he or she can presences everywhere
the organization. As a result, the manager can build a strong relationship with the
employees.
Lack Of Career Opportunities: Employees work in an organization to build a career. If an
employee cannot find a future career in Carrefour then they will not work as the organization
wants. Besides, the employee turnover rate will increase. For lack of career opportunities, they
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do not share the ideas with the manager or do not think about the work performed. As a result
employee and employer relations low down.
 Strategy: Carrefour should give career opportunities. Job security is one kind of career
opportunity. They can make a policy to secure the job such as work in the organization
above 5 years employees will permanently or permanent the job on the basis of
performances.
Lack of Sharing Vision: Without a vision, no one can walk. Thus organizations must have a
vision. According to this Carrefour has also a vision and that is, “making Carrefour preferred
retail wherever it operates”. To achieve this vision employee must give satisfactory services to
the customer. If Carrefour does not share the vision then they will not satisfy the customer and
also there will create a distance between the employee and employer.
 Strategy: To share the vision organization can arrange the seminar or arrange meetings
with all employees. In this seminar and meetings, they can share their vision via written
and oral.
Lack of Motivation: Without motivation, employees cannot work in the same motion as they
first enter the organization. Thus they need motivation. Without motivation employee cannot
loyal to the organization and also they cannot show any respect to their superiors (McClelland,
1955).

 Strategy: To motivate the employee's organization can take financial or non-financial

rewards. Financial rewards will physically motivate and non-financial rewards will
psychologically motivate.
Those strategies can help to make a good relationship between the employee and employer. This
good relation also helps to make a quick decision.

P6 Identifying the key elements of employment legislation and the impact it has on
HRM decision-making.
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Purpose of the employee's legislation:

To make discipline in every sector of society there are need some laws and legislation.
According to this, there are also employment legislations. The main purpose of the employment
legislation is to protect the employee's rights. To protect employment rights there are several
rights create. Here are given some employment legislation:
Equality Act 2010: All the people of the organization will act like same, there will no
discrimination. This thing can possible for the Equal Act 2010 (Reed and Mignin, 1999). This act
ensures equality in the organization. Base on sex, gender, color, region discrimination is not
permitted in the organization. Carrefour must obey this act. If they don’t practice this act then the
government will shut down the performance of the Carrefour.
Employment Protection Act 1978: According to this act organizational should provide
protection from the insecurity of the job. A certain structure of salary, wages, the pension is
employment protection. Carrefour must provide those types of protection to their employees. If
they cannot follow this then the government will charge against them.
Healthy and Safety at Work Act 1974: According to this act Carrefour must provide a safe
environment in the organization. They must ensure safe access and exit gate, primary treatment
facility must provide, give training on the basis of safety and health.
Minimum Wages Act: According to this act organization must provide a minimum wage to the
level of the employees. Besides, this law also ensures the time of the working hours. Carrefour
must follow this law. It will be not wise if thy work people above 8 hours. If the employees work
overtime then the organization must provide extra money (Aldamoe, Yazam, and Ahmid, 2012).

M4 Evaluating the key aspects of employee relations management and employment

legislation that affect HRM decision-making in an organizational context.
To make a good relationship between employee and employer organization can take many steps.
But employees also take some steps from their side. The aspects of employee relations and
employment legislation are trade unions. A trade union is a continuous protecting right of
employees association. Their main objective is to improve the employee's condition both
environmental and financial. Trade union consists of three parties such as employer association,
trade association, employee association. There are given the main objectives of the trade union:
 Develop the employee present condition.
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 Negotiate with the employee and employer to fix a wage rate.

 They also maintain the agreements both of the employee and employer.
 To secure the job they strive against the employer.
 They also make a platform to express employee satisfaction and dissatisfaction.
 From this platform, common interest people can unite.
Discipline, Grievances and best practice:
To make a good performance in the organization Carrefour must follow the discipline routine.
Grievances are helped you identify the organizational environment is adopted or not. Besides,
the manager also identifies who is concerned about their work and who is not. Discipline
procedure there are two areas of discipline system:
Capability: If any employee has not adequate training or they are not performed at a satisfactory
level for another reason, in that time capability issues come (Kinicki and Williams, 2008).
Conduct: Continues late, misuses of organization computer, create a hostile environment are the
employee's misconduct.
To make discipline organizations must concern in this area.
Grievances will count when someone harassment others. There are some harassment criteria:
 Unwanted emails, phone,
 Over monitoring policy.
 Change a person’s job position without any reason.
 Threats anyone and negative poster for anyone.
Conclusion :
From the above discussion, it states that human resources so much important to make a good
relationship with employee and employer. Besides, this report also identifies what are the key
rights of the employees. If Carrefour does not obey those laws then their performance in the
European country will shut down.
Sincerely,
Assistant Human Resources Manager
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Task4- Individual Portfolio Folder.

LO4

P7. Illustrating the application of HRM practices in a work-related context, using

specific examples.
The HRM practice to the applicant is one of the vital parts. Here is given an example of how Carrefour
HR applicant related work.

Job Description: In job description what is the role of the post, which position will applicant seat, what
are the key responsibilities and general responsibilities, requirements and terms-condition all are written
in this step (Balentine, 2006).

Job Description

General Manager for

Carrefour

Job Brief:

We are looking for a General Manager for a local store who will operate all the stores, maintain the
employees, creates a budget, customer services. Making strategy, policy, implement organizational rules
and regulations are also the General Manager responsibilities. To succeed in this post you have to be an
intellectual leader and a perfect decision-maker and also ensure the company profit.

Responsibilities:

 Design organizational structure.

 It creates an organizational strategy and policy.
 Make a budget and minimize the cost.
 Maintain employee's work.
 Monitor financial performance.
 Ensure the employee health and organizational environment.
 Recruitment and training.
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Requirements:

BBA or MBA degree in Management/ Accounting / Finance from reputed Institute.

Experiences:

At least 5 years experiences as General Manger.

Here are given a CV to apply for one of the positions advertised by another team:

Resume of X

Address:

Email:
 23

Social Media Recruitment: Through social media, an organization can post their job.

Online Job Market: There are some online job markets. In this market, an organization can post
their job.

Career Pages: In online, there are many career pages. The organization can post their job in those
pages.

Shortlisting and Interview Process: After all this organization will make a shortlist of the
candidates who will come in the interview. From this interview, stage organization can
understand the employee's personality and also understand that he or she is fit or not (The
Recruitment process, 1996). To take an interview they can ask some questions. Here are given some
question:

 Asking a behavioral question.

 Ask about the managerial activity related question.
 Ask the question which is related to the job.
 Ask the critical question.
 Give a case study to solve the problem.

Evaluation Of the Process: In this process, time will reduce and also cost. Besides, in this job
professionals only attract rather general. Thus there are lots of chances to find a talented person.

M5 Providing a rationale for the application of specific HRM practices in a work-

related context.
HRM is important for its role in the organization's work. HRM recruit the perfect person for the
organization. They can make strategy, control motivates the employees. Besides, they also
follow all employment laws and regulations. Moreover, they also calculate the company wages
budget and bonus.
 24

Without HR in an organization is like without driving a car drive. In the company without an
HRM employees will run freely. As a result, they will make a disaster. There will not follow any
discipline (Foot and Hook, 2005). Moreover, they make a training program and take a step to
develop the employee situation. Recruiting, collecting, selection all the works are donned by the
HR. They can understand the right person for the organization.

D3 Critically evaluate employee relations and the application of HRM practices that
inform and influence decision-making in an organizational context.
HRM one of the most vital roles is to recruit the employees for the organization. There are given
some advantages and disadvantages to the recruitment and selection process:

Advantages:

 In recruiting and selecting process you can find the most talented person for the
organization.
 You can choose which person you will give the opportunity.
 The recruiting and selection process can measure the candidate personality.
 Managers can identify a candidate's strong and weak positions (Balentine, 2006).

Disadvantages:

 Increase costing.
 There is no guaranty that the recruitment and selection process will identify the accurate
person.
 There is also seems nepotism.
 It needs a long time.

Conclusion:
From the above discussion, it is stated that Carrefour HRM practice can ensure productivity and
also ensure the profit. Thus Carrefour should practice all policy relates to the HRM. Besides, all
the regulations of employment should be followed by Carrefour. This thing will possible when
HRM will operations live.
 25

References
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(employee retention) on the Relationship between HRM Practices and Organizational
Performance. International Journal of Human Resource Studies, 2(1), p.75.
Balentine, S. (2006). Job. Macon, Ga.: Smyth & Helwys Pub.
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Times Prentice Hall.
Intrinsic and extrinsic motivation. (2000). San Diego: Academic Press.
Jirjahn, U. (2018). Works councils and employer attitudes toward the incentive effects of HRM
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Kinicki, A. and Williams, B. (2008). Management. New York: McGraw-Hill/Irwin.
Management skills. (2005). San Francisco: Jossey-Bass.
McClelland, D. (1955). Studies in motivation. New York: Appleton-Century-Crofts.
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Reed, K. and Mignin, R. (1999). Federal employment laws and regulations. Chicago, IL:
American Chamber of Commerce Publishers.
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Wysocki, R. (2004). Project management process improvement. Boston: Artech House.