Report on Human Resource Management

Supervised by: Surajit Kumar Mondol

Lecturer of Human Resource Management
Faculty of Business

Submitted by: Mollah Mobasshir Royhan

Student ID: 2016421002

Submission Date: 05/11/16

Executive Summary
In this assignment, we are discussing about the human resource management of ACI. Here we will
start with the basic of HRM. On the early days personal management was used but as hiring or
selection procedures but modernization has taken over and now most of the organizations uses HRM
or human resource management.

In this assignment we will learn about the functions of the human resource management and its
contribution of it in an organization. Furthermore, under HRM, line manager works and they do have
a certain responsibility and role to play. That will also be mentioned as we move on. Here Mr. Biplop
Hossain works under the HRM department in ACI and judges all the actions and compares it with
Unilever. Therefore, he plays all the part of HRM. We will also move forward discussing about the
legal and legislation framework that an organization has to follow in an organization and that has to
be implicated through the government legal rights of an employee by the HRM of that organization.
At the very end, we will finish it up with reasons for human resource planning and the difference
between recruitment and selection help by ACI and Unilever.

TABLE OF CONTENT
Content

Page

Task 1
1.1 Assess the function of the human resource management in contributing to
organizational purposes----------------------------------------------------------------

1 to 5

1.2 Evaluate the role and responsibilities of line manager in human resource
management-----------------------------------------------------------------------------

6 to 7

1.3 Analyze the impact of the legal and regulatory frame work on human resource
management-----------------------------------------------------------------------------

8 to 10

Task 2

2.1 Analyses the reasons for human resource planning in organizations-------------------------------------------------------------------------------------------------------

11 to 12

2.2 Compare the recruitment and selection process in two organizations------------------------------------------------------------------------------------------------------

13 to 14

2.3 Evaluate the effectiveness of the recruitment and selection techniques in two
organization-----------------------------------------------------------------------------

15 to 20

Conclusion-----------------------------------------------------------------------------------

21

Reference-------------------------------------------------------------------------------------

22

Task 1
Human Recourse Management

The process by which, hiring and developing of an employee takes place so that that employee
becomes more valuable to the organization.

Human Resource Management deals with job analyses, planning personnel needs, recruiting the right
people for the respected position, orienting and training, managing wages and salaries, providing
benefits and incentives, evaluating performance, resolving disputes, and communicating with all
employees at all levels. (BusinessDictionary)

Personnel Management

The traditional approach of managing people in the organization is called Personnel management. It
is part of the management where management is concerned about the people at work and their
relationship within the organization.

Personnel management aims to deal with job analysis, planning personal needs and recruitments,
selecting the right people for the job, orienting or training, determining and managing wages and
salaries, providing benefits and incentives, appraising performance, resolving disputes and
communicating with all employees at all levels. (BusinessDictionary)

1.1 Assess the function of the human resource management in contributing to organizational
purposes.

As Mr. Biplop is the human resource manager of the ACI, there are many functions that Mr. Biplop
has to follow to contribute to an organization but there are 5 major function that are very essential
for HRM to follow. They are HR planning, recruitment, selection, implementing HR policies and
establishing fair work culture.

Function of HRM in contributing to organizational purposes

HR Planning:

The strategic plan that is set forward by Mr. Biplop Hossain is to ensure that staffs are in sufficient
quantity with qualification required and has to be confident enough to achieve the objectives of ACI.
HR planning has got a major importance in an organization and is used to maintain a superior business
position and decreasing employee turnover. (Riley, 2011)

Recruitment:

Recruitment deals with the process of searching or finding or attracting capable applicants for
employment in ACI. The process undergoes when new recruits apply for the position by submitting
their application to HRM or Mr. Biplop Hossain.

The main stages of HR recruitment process:

Find out where employees are required

Prepare job description and employment specification

Advertise (if required)

Accepting potential application from applicants

Short-listing

References

Arrange interviews

(Buzzle)

Selection:

The main purpose of selection is to identify the differences between the applicants and hire the person
who has the best chance of success in the specified job in ACI.

First job of the selection is to take preliminary interviews of candidates those who have applied for
the job. In this states unqualified candidates are discontinued from further participation by seeing

Function of HRM in contributing to organizational purposes

their biodata and qualification. Employment interview is the second part of selection, where formal
and in-debt conversation takes place between HRM of ACI and the applicant. Reference and
background check are done for potential candidates after the interview process. Then the hard part of
coming to a decision takes place, where Mr. Biplop Hossain and higher authority (if required)
discusses about the candidates and comes to a decision about them. Finally, a job offer is made the
candidates and the final selection takes place. In-between all the interviews and reference HRM can
take a test where they might check and test the candidates in respective field of work as required.
(Riley, 2011)

Motivation:

Mr. Biplop Hossain of ACI has an important task to execute for employees and that is to motivate
them, so that HRM can evaluate employee performances and award or appreciate the employee
according to their performance. Motivation for an employee can come from HRM in various ways
but Ive mentioned some as follows:

Equities

Bonuses

Increments/Promotions

Awards

Complementary Vacations

Through HRMs motivation, they can make maximize employee performance and create a bonding
between an employee and ACI (organization). (Buzzle)

Planning Growth:

HR policy and organizational policy should be same but sometimes HR policy and organizational
policy might vary but HRM should ensure that there is minimal conflict of interest and that employees
are working for the success of that organization.

Function of HRM in contributing to organizational purposes

HRM can act as the biggest asset of any organization and it is up to HRM to find out how to make
use of the employees maximum output through training or upgrading employees skill through other
means.

This can easily be achieved by making employees communicate with each other, having a good and
environment among each other. This way employees will be able to exchange ideas and getting more
creative in their respective jobs. Also, employees should be encouraged to think ahead, so that they
can foresee into the future of the ACI and invent ways to increase the output. (Buzzle)

Implementing HR Policies:

Safety is a major concern for employees working in ACI. Moreover, ACI also has to think about the
welfare of employees too. Thus, Mr. Biplop Hossain (HR management) steps in to solve the issues
regarding safety and welfare and in addition they provide a periodic inspection to all the equipments,
materials and work space to find any flaws in advance.

HRM must implement various schemes that will offer assistance to employees in different level. This
may include:

Maternity/Paternity leave

Work from home option

Insurance scheme

ETC

Promotions, transfers and discharges are handled by HR management. Promotion only undergoes
when HRM finds that the individual has performed well overall and helped the organization to
achieve valuable aspect in its run through employees services. (Buzzle)

Function of HRM in contributing to organizational purposes

Establishing Fair Work Culture:

Usually Mr. Biplop Hossains department deals and finds out in justice done with an employee. Mr.
Biplop Hossain should target the problems and difficulties faced by an employee and eliminate those
problems in a cool and quite manner. However, fraud, harassment and other similar treachery should
be sorted out by in lining with ACI policy.
HRM ensures that any discrimination doesnt exist in the workplace. They must also ensure that
every person in the organization is treated as equal and fair platform. (Buzzle)

Function of HRM in contributing to organizational purposes

Task 1
Line Manager:
Line manager are those management officials who take a responsibility of a team or individuals and
report back to the higher level of management. They are basically the informers to the higher level.
They manage and supervise employees who doesnt have no supervisory responsibilities. In small
and larger organization, where specialized HR exist or not, it is the duty of the line manager for
implementing HR initiatives. (MacDonald, Chron)

1.2 Evaluate the role and responsibilities of line manager in human resource management.

A line manager has many roles and responsibilities to perform in and organization. They have a
greater deed of importance in HRM department as they officially work under them. Here are some
responsibilities discussed below:

Employee Engagement:

Line manager approaches an employee to supervise them which is a very critical factor in employee
engagement. Line manager creates the organizational culture for their team. Line manager
encourages employees in open communication which helps them to manage employees strength and
engage them in their work with dedication. HR practitioners measures the performance of the
employee by surveys but engagement is generated or extinguished by line manager. (MacDonald,
Chron)

Performance Appraisal:

HR professionals have designed performance appraisal but they are implemented by line manager.
Line manager evaluates and rates the performance and behaviors of an employee. Usually feedback
is given to an employee by line manager in a one-to-one meeting but the feedback must be made in
a sincere and understandable manner to have an effective performance appraisal. If line manager
appears not interested and approaches an appraisal in an informal manner, then the performance
appraisal will lose its credibility. (MacDonald, Chron)

Role & responsibility of line manager in HRM

Performance-Related Pay:

A business might have a structure to pay an employee according to their performance. Line manager
ensures that the employee should be paid higher or lower determining his performance held in the
organization through his report. Thus, line manager can deter mine the top players in the organization
who are paid more than average workers by influencing the amount increase employees receive. Line
manager should undergo a training which will determine the type and quality of the report handed
out by line manager to HRM and ensure that the line manager report was honest and does not hold
any discrimination or is not bias. (MacDonald, Chron)

Disciplining Employees:

When a line manager starts to work with the team, a discipline is to be maintained throughout the
team by policies and procedures set by HRM. Basically when a line manager is working with a team
he sets an expectation towards his team. If any rules or regulations is broken, line manager has to
face the consequence for that team player and by default line manager will also be blamed or punished
(if required). On the other hand, line manager might not go by the book and break a rule and will try
to enforce that throughout the team and resolve the issue. (MacDonald, Chron)

Role & responsibility of line manager in HRM

Task 1
Legal and Regulatory framework:

Human resource management should think forward about the employees relevant jurisdictional
rights where the organization operated. This includes legal and local laws that pertain to the variety
of areas that HR holds, that is benefits, labor relations and terminations. HR also has to keep up to
date with the legislations and avoid costly penalties for the organization. (Surajit Kumar Mondal,
Class Lecture)

1.3 Analyze the impact of the legal and regulatory frame work on human resource
management.

An organization can fall into trouble if that organization works against the book or does something
illegal. Employees of that organization are vital and can or may sue the organization if any ill deeds
or something illegal is done with that employee. This can be understood better if MR. Biplop the
head of HRM in ACI goes through the Bangladesh labor law and act accordingly with that labor
system. The key areas are discussed below:

Employment Standards:

When Mr. Biplop will hire anyone, he has to issue an appointment letter, provide an ID card and a
service book which are made mandatory by Bangladesh labor system. The employment letter must
be signed by the employer and the employee both. HRM must also comply according to the law that
no children under 14 is working in the organization, minimum wages rule is applied at times before
hiring and equal amount of wages are received by all genders when they are doing the same nature
of work or value. HRM must ensure that none of the employees are forced into laboring. (Surajit
Kumar Mondal, Class Lecture)

Impact of the legal and regulatory frame work on HRM

Occupational safety and health:

Inside the premises, employees must feel safe and have a healthy environment to work under.
Mr.Biplop may keep a trained personal and a first aid box for emergencies. Fire extinguisher may be
provided, if a small fire is caught and it has to be put out immediately. Working environment must
not be crowded, kept clean and free from harmful odor. Last but to some extent very important for
an organization to provide pure drinking water, sufficient light and air, and separate toilets for male
and female workers. (Surajit Kumar Mondal, Class Lecture)

Welfare and social protection:

HRM can provide a canteen for employees working in the organization. If any worker falls to an
injury while at work, the organization must provide compensation for that and if employees get
disabled or dies, he/she will get the same treatment (compensation) by the organization. A group
insurance can be issued by HRM for 200 or more workers working in the organization.

Married woman gets special privilege by the law. Woman can take maternity leave of 16 weeks
before and after the child birth. (Surajit Kumar Mondal, Class Lecture)

Labor relations and social dialogue:

Labors working in an organization can elect a representative and form and join a trade union from
where labors will communicate with the higher authorities to get demands or negotiations to be full
filled. The bargaining agent is also entitled to file a notice of strike with a 15 days cooling off period
if their demands are full filled or left un-noticed. During strike period employers are not eligible to
hire or terminate any labor. (Surajit Kumar Mondal, Class Lecture)

Enforcement:
Impact of the legal and regulatory frame work on HRM

The government has the power to assign personals who might be known as Director of Labor, Joint
Directors of Labor, Deputy Director of Labor and Assistant Director of Labor for monitoring
workplace activities. Government can also appoint Inspectors of different ranks who will examine
the workplace premises and ascertain the observance of labor law. Lastly, the government can also
establish many Labor Court as necessary. Labor Court will have 3 members (a chairman and two
members) where one will be representing the employers and others will represent the workers.
(Surajit Kumar Mondal, Class Lecture)

Impact of the legal and regulatory frame work on HRM

10

Task 2
Human Resource Planning in organization:

Human resource planning (HRP) is the present and continuous structural planning to achieve
systematic use the organizations most valuable asset, that is human resources. The main goal of HRP
is to ensure perfect co-ordination between employees and jobs while ignoring manpower surpluses
or shortages. (Hrwale)

2.1 Analyses the reasons for human resource planning in organizations.

Human resource planning or HRP in very important in any small or large organization as it full fills
the organizational needs of strategies by matching it with skills and size of workforce required.
Organization plan their human resources in order to have enough of suitable employees needed for
everyday running of the business and businesses should be able to plan their labor effectively and in
a professional manner. (Hrwale)

Planning takes a lot of hard work and is not easy because it a great deal of effort to come with a
structural plan and that is a hard work. Planning is a process that begins from somewhere and is
completed with a purpose. It helps the manager and supervisor to make healthy decisions for the
organization. The gathered information is then utilized to make better actions to reach the objectives
of an organization. When HR planning is set in motion, HR planner looks into many factors while
deciding. (Hrwale)

HR planning includes actions like gathering information, making objectives and coming to a healthy
decision to enable the organization to achieve its objectives. When HRP is applied properly in the
fiend of HRM, it assists the HRM to address the following questions:

1. How many employees or labor or employers does the organization have?

2. How to maximize the use of resources in an organization?
3. How the organization will be able to keep its trained employees?
4. What type of employees are skilled and expertise in the organization?
(Hrwale)

Reasons for HRM in organizations

11
1

Human Resources Practitioners, who are basically the designer of the HR Planning program would
guide the organizational employees to be used strategically. This program will not only direct the
organization, it will also assist employees to successfully achieve their objectives of the organization
and facilitated the career planning of the employee. This will motivate that employee and the
organization will have a better working environment for that employee. (Hrwale)

Reasons for HRM in organizations

12

Task 2
Recruitment:

When there is a job opening, people will apply for the post. When people are hired through various
stages of test and requirements is called recruitment. The recruitment process first analyses the
requirements for the job, granting or attracting employees to apply for that job, screening and
selecting

applicants,

hiring

and

choosing

the

right

employee

for

the

organization.

(BusinessDictionary)

Selection:

The interested candidates are sorted out using their submitted profile for the particular job by the
recruitment process and the choosing the perfect candidate from the pile of applicants is the process
of selection. (BusinessDictionary)

2.2 Compare the recruitment and selection process in two organizations.

Recruitment process of ACI and UNILEVER:

ACI

UNILEVER

1. Manpower/Job Analysis

1. Walks-ins & Write-ins

2. Requisition

2. Employee Referrals

3. Internal/External Sourcing

3. Advertising

4. Applicant Searching

4. Private Placement Agencies &

Professional Search firms

5. Communication Medium

5. Educational Institutions &

Professional Associates

Recruitment & selection process in ACI & UNILEVER

13

6. International Recruitment
Selection process of ACI and UNILEVER:

ACI

UNILEVER

1. Applications

1. Reception of Application

2. Short Listing

2. Evaluating Reference and

Biographical Data

3. Written Test

3. Employment Test

4. Interview

4. Assessing Candidate Through

Interview

5. Assessment

5. Cognitive Ability Test

6. Salary Negotiation

6. Physical Ability Test

7. Offering A Position

7. Hiring Decision

(ACI HR Solution Ltd)

(Unilever)

Recruitment & selection process in ACI & UNILEVER

14
2

Task 2
2.3 Evaluate the effectiveness of the recruitment and selection techniques in two organization

Recruitment:

By the Task 2.2 comparison set forward, we can clearly state that ACI has five levels and
UNILEVER has six levels of recruitment policy.

1. ACI holds a very good perspective for the initial stage of recruitment compared to UNILEVER.
Mr. Biplop of ACIs HRM goes through the man power that is required for the position help for
ACI and then does the job analysis that is required. Job analysis is done through various stages.
Those are:

A. Job Description
i. Main purpose of the job
ii. Scope of the job
iii. Working conditions

B. Person Specification
i. Skill & knowledge requirement
ii. Experience necessary
iii. Competencies necessary
iv. Education criteria and training (if required)

UNILEVER has walk-in and write-in options. This will only work for high grade employees with
lots of experience but it has no descriptions about the position. So, clearly ACI has a much more
details way and a user-friendly way for applicants to apply for that position.

2. ACI get all their requisitions from the head office and head office has the only authority to
determine the need of employees in each sector. Unilever uses employee referrals where if any
employee leaving his/her position, that employee refers a replacement employee.

3. There are two types of sourcing done by ACI and those are internal and external. By using two
types of sourcing ACI get a higher amount of choices and pin pointed the two sources below:

Effectiveness of the recruitment and selection techniques in ACI & UNILEVER

15

A. Internal Source
i. Job posting
ii. Nominations
iii. Online CV bank
iv. Succession Plan

B. External Source
i. Unsolicited Applications
ii. Employee Reference and Networks
iii. Advertisements
iv. Rsums received online
v. University and Placement Offices
vi. Employment Agencies
vii. Job Fairs
viii. Internships

After finding all the internal and external sources, ACI makes an approach to use the best source
because everything has its strength and weakness. Another category is made again to determine for
each search below:

A. Quantity of labor required

B. Quality of labor required
C. Experience required
D. Budget Constraints

After all this is dealt with, ACI finishes their sourcing period. UNILEVER on the other hand does
only advertisement on renowned national newspaper of Bengali and English. They also online
advertisement on websites and also their own, known as Unilever Bangladesh Career Page where
candidates or applicants can update their CV and submit it online. ACI with holds many methods for
finding the perfect candidate as they can possibly find.
4. Applicant searching is done by two ways. One is communication massage and communication
medium. Here, ACI does their advertisement. ACI uses any four types of communication massage
given below:

Effectiveness of the recruitment and selection techniques in ACI & UNILEVER

16

A. Traditional Messages
B. Realistic Recruitment Messages
C. Attractive Messages
D. Targeted Messages

ACI normally uses traditional and attractive messages because ACI wants to create a user friendly
and encourage job seekers to apply for ACI position and stay with ACI in the long run. For nonmanagerial position, Bengali is the usual communication massage. After this ACI chooses the
communication they use for giving advertisements and they are given below:

A. Communication medium:
i.

Classified advertisements

ii.

Display ads

iii.

Online ads

iv.

Organizational website

v.

University placement office/Notice Boards

UNILEVER use several privet placement and human resource management assisting firm for
their recruitment those are:

A. The Consumerk [www.consumerk.com]

B. The intellectual property right organization [www.iprob.org]
C. Jobscncl [www.jobs.com]

5. UNILEVER has people in the universities who are working as recruitment agents for the
organization. They are constantly looking at students with the greatest potential and recruiting
them before hand, so no other company gets hold of them after they pass and search for jobs. The
outline for this sort of universities are NSU, BRAC, JU, IBA, and such.

6. Between ACI and UNILEVER, only UNILEVER hires from international market, sometimes
when recruitment is needed in the higher managing body. That is when international recruitment
is takes but such rare case happen rarely.

Effectiveness of the recruitment and selection techniques in ACI & UNILEVER

17

Overall ACI has a substantial recruitment policy and a structural recruitment system compared
to UNILEVER. All the steps are explained in details and job seeker have a friendly approach for
applying for the position as all the things are discussed beforehand. ACI also sets forward the ways
job seekers might know about the vacant position through communicational needs. Though ACI lacks
few advance recruitment systems like, private placement and HRM agents but still ACI holds a very
significant detailed and vast resourceful makes ACIs HRM much more effective compared to
UNILEVER.

Selection:

1. After completing the recruitment for ACI and UNILEVER both, the selection process starts with
granting applications through online of physically. Both organization does it in the same way but
UNILEVER sorts lists the CV as the time its received and boosts the process. It also will
consume time.

2. ACI starts the short listing by analyzing the CV received. The organization receives a vast amount
CV through their many sources. HR department selects a bunch of eligible candidates and then
they send those CV to the vacant divisional functional manager, who also short lists from that
received CV form HR department. Thus, the most perfectly eligible candidates are selected and
allowed from the next step.

ACI and UNILEVER both, checks the authenticity of the CV through various process. They cross
match them with the reference provided and takes help from the university, the applicants passed
from to cross match the CGPA and relevance of the degree. After this both organizations, makes a
salary expectation for that applicant.

ACI set forward a separate step for short listing and evaluation. Thus, this make a greater analysis of
the applicants and specify the most eligible candidate for the position because they do the analyzation
from the vacant functional manager. So, they will not make or come to hush judgement as they are
taking time with short listing.

Effectiveness of the recruitment and selection techniques in ACI & UNILEVER

18

3. The organizations, ACI and UNILEVER goes on with written test after selection the eligible
candidate. HR department and sometimes business department prepares the test paper. This test
will test the applicants:

A. Skills
B. Analytical ability
C. Computation ability
D. Verbal skill
E. Written skill
F. General knowledge
What ACI does is, they actually dont take test for all the positions but UNILEVER has not mentioned
anything about this but I think they do the same as ACI does. All candidate needs to pass 65% for
UNILEVER but ACI holds a margin of 60%, which is also quite acceptable.

4. Interview is conducted after candidates passing their test. Both organization conducts the
interview at this stage. ACI holds a level of position for interviewing the candidate but
UNILEVER goes through three steps of interview. Every candidate has to pass the steps they go
through to make it to the final stage of getting selected. This does take time but will give a precise
understanding of the candidates verbal ability and tests conducted in the procedure.

ACI withholds a faster method of selecting a candidate through interview but UNILEVER has a more
sophisticated manner of approach to help the candidates to be judged on various level before moving
forward with the selection process.

5. ACI goes on with assessment and gives offer to the candidate but if HRM does not come to a
sound decision, HRM analyses the candidate furthermore. The candidate then goes through
personality test, ability and job knowledge test and finally discretionary assessment method to
help HRM come to a decision. Unilever on the other hand, makes the candidate go through
physical test, to ensure their physical condition and any know harmful deceases present in their
body.

Effectiveness of the recruitment and selection techniques in ACI & UNILEVER

19

Furthermore, study by ACI help them to know the candidate better but no such physical test is done
in ACI for the candidates. ACI has a good way of assessing the candidate but physical test is now a
day a necessary test for any organization because of HIV, Hepatitis
B, C or such many diseases in its applicants health and fitness for job effort.

6. UNILEVER gives the job to the person after they pass the physical test held by their trust worthy
hospital, Apollo Hospital. Theirs is no clear mention about the negotiation of salary between the
candidate and HR department. ACI doesnt offer the candidate the job directly rather they
negotiate salary between HR department and successor candidate. Negotiation is done
considering the companys financial position and market value for that respective position.

7. Now finally at this stage ACI offers the position to the candidate after salary negotiation and
finishes ACI selection process.
Overall ACI has a good approach for selection but they should work on interview procedures
and make it equal for each employee that is going to get hired for any position.

(ACI HR Solution Ltd)

(Unilever)

Opinion:

To me, both the company has an effective structure of recruitment and selection process. ACI has an
outstanding recruitment structure with all the details in brief and a very friendly approach for any job
seeker. If we talk about selection, ACI has a very good selection structure but they should introduce
physical test because that is very important for an inbound employee because some harmful deceases
will spread through touch or breathing. They should review the way interview is conducted and make
it equal for all employees rather than any level. The way interview is conducted at present might
cause discrimination amongst the employee being hired.

Effectiveness of the recruitment and selection techniques in ACI & UNILEVER

20

Conclusion
Personnel management was used in the early stages of an organization. Personnel management had
many limitations but in the modern era Human Resource Management has taken over and is now
conducted in many small and large organizations. Role of HRM in any organization is in a vast level.
It deals with many variances of employee and organizational needs. HRM is the backbone of
workforce and it deals with this workforce to get the maximum available output possible by an
organization. Therefore, HRM hold a very big importance and without HRM an organization will
just scramble on its ground.

Conclusion

21
1

REFERENCE
1. ACI HR Solution Ltd Available at: www.acihr.com [Accessed 29-10-2016]
2. BusinessDictionary Available at: http://www.businessdictionary.com/definition/humanresource-management-HRM.html [Accessed 26-10-2016]
3. BusinessDictionary Available at:
http://www.businessdictionary.com/definition/recruitment.html [Accessed 29-10-2016]
4. BusinessDictionary Available at: http://www.businessdictionary.com/definition/employeeselection.html [Accessed 29-10-2016]
5. Buzzle Available at: http://www.buzzle.com/articles/functions-of-human-resourcemanagement.html [Accessed 26-10-2016]
6. Hrwale Available at: www.hrwale.com/need-and-importance-of-hrp [Accessed 29-10-2016]
7. MacDonald, Lynne Chron Available at: http://smallbusiness.chron.com/responsibilitiesline-managers-hr-35205.html [Accessed 29-10-2016]
8. Riley, Pippa. (2011) Human Resource Management, First Indian Edition. Viva Books
Private Limited
9. Surajit Kumar Mondal, Class Lecture
10. Unilever Available at: https://www.unilever.com/ [Accessed 29-10-2016]

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