Where Will Employment Opportunities for People with...

Adults with disabilities are significantly less likely than people without disabilities to participate in the labour market and often experience lower earnings (Taylor et al., 2004; Pagan, 2009; Yamamoto et al., 2012), as well as limited opportunities for promotion and career advancement (Yamamoto et al., 2012). People with disabilities are only half as likely to be in employment as their peers of working age (Action Plan for Jobs, 2014). As a result people with disabilities also experience consistently higher poverty rates than people without disabilities. The Central Statistics Office publication on ‘Our Bill of Health’ based on the results of the 2011 census clearly illustrates a lower rate of employment for people with disabilities in†¦show more content†¦Unemployment not only creates economic disadvantage but also decreases self-esteem and increases isolation and marginalisation (Stuart, 2006). Unemployment is considered to be one of the primary causes of e xclusion in society, which can impact an individuals well-being, decrease their opportunities to participate in social and recreational activities, and lead to poverty or homelessness (Kitching, 2009; Nolan, 2005). Employment can help reduce stigma associated with having a disability in our society. Where will the employment opportunities for people with disabilities be created? The majority of employment opportunities for people with disabilities will be created within the mainstream labour market. There needs to be equality of opportunity for people with disabilities within the overall system. This raises the question about how to get an increased number of people with disabilities into the mainstream labour market? Following the Report of the Commission on the Status of People with Disabilities, the principle of mainstreaming has been established policy since 2000, and was put into legislation in the Disability Act 2005 (NDS, 2013). The Employment Equality Act 1998, the Equal Status Act 2000, the Equality Act 2004 and the Disability Act 2005 have all contributed to the current labour market situation in Ireland (Government of Ireland, 1998; 2000; 2004; 2005). The Employment Equality Act established that it is illegal to discriminate in relationShow MoreRelatedDiversity, Creativity, And Necessity Essay1626 Words   |  7 PagesCHAPTER 2 EQUAL EMPLOYMENT 2.1. Introduction Difference is diversity, creativity, and necessity. Every person needs to be respected and accepted as he/she is. Discrimination is treating someone unethically, or harassing him/her, due to his/her belonging to a specific group. 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Well affirmative action is, in plain text, the consideration of your class, race, gender, color, ethnicity, national origin, and disability when deciding who gets a certain job or admission into a school. If you are amenity applying for a job and there are other people that are applying as well then you will be considered for the job over one of the other people, even if they have more experience. It is not only for jobs, it is also used in any situation that there is a minority or different personRead MoreEssay on Pro-Affirmative Action1059 Words   |  5 Pagesit? Well affirmative action is, in plain text, the consideration of your class, race, gender, color, ethnicity, national origin, and disability when deciding who gets a certain job or admission into a school. If you are amenity applying for a job and there are other people that are applying as well then you will be considered for the job over one of the other people, even if they have more experience. It is not only for jobs, it is also used in any situation that there is a minority or differentRead MorePersonal Reflection1209 Words   |  5 PagesWhen I arrived at the agency, the room was crowded and many people were waiting for their turned to be served at one of the several tables. The person that I interviewed for this assignment was Emily Hampshire, the coordinator of one of a program called 180. Emily has been with the agency for over a year and is currently the coordinator of the agency’s newest program. This program is a gang prevention and intervention program and was created for the local at-risk youth in an effort to prevent gangRead MoreDenial is a burden manifested by Americans on a quest to ascend the social structure. Whether you1400 Words   |  6 Pages Denial is a burden manifested by Americans on a quest to ascend the social structure. 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Compare of Cococolla and Pepsi Companies Financial Statements Free Essays

string(80) " the other hand Saiham textile had only425,320,371 tk total asset in 2003-2004\." Comp In our country textile companies are doing very well business. So many competitors are in this sector. Lots of new companies entered this market. We will write a custom essay sample on Compare of Cococolla and Pepsi Companies Financial Statements or any similar topic only for you Order Now From all of them we choose two cement company for our report. We collect their financial statement amp; analyze them within three methods amp; we identify their comparative advantage. 1. 1 Origin :This is the report comes from our FIN-245 subject. The course instructor Ms. Tarana Majid orally authorized the task of preparing the report to a group of student. She gave this report to learn the way to analyze the financial statements.To follow the syllabus of our subject so we have to do some relevant study based on our report. That’s why this topic comes forward. 1. 2 Scope :We worked on Ashraf textile mills ltd. amp; Saiham textile mills ltd for our report. 1. 3 Limitat ion:We are very happy because we made our report within some limitations and overcome it almost. For prepare this report we faced some barrier. When we prepared this report all necessary data is not available. For this we assume some of the data to complete the report. On the other hand when we go to collect the financial statement we were unable to found our needed statement books.Finally, one limitation was on shortage of knowledge that was reduced to make this report a better one. 1. 4 Sour ce of Data:For our report we collect data for finding amp; analysis. At first we collected the annual report amp; take financial statements of two companies’. We also collected some data from the internet. 1. 5 Methodol ogy : As a rule, we had to follow a particular method for collecting data to complete the report accurately. At first we make Income Statement, Balance Sheet amp; Cash Flow on a excel sheet. Than we analysis the Income Statement amp; the Balance Sheet using the common sizing amp; indexing method.Finally we used the eleven financial ratios for our ratio analysis. 2 2. 0 Brief History of company: Saiham Textile Ltd. Late Syed Sayeed Uddin Ahmed amp; Begum Hamida Banu, in remembrance of whom, Saiham Textile Mills Limited has derived the name of the company; would have been proud to know how well their offspring have managed and extended the organization. Saiham Textile Mills was set up in Noyapara, Hobiganj district in the year 1982 with an annual capacity of 7. 5 m yards of finished cloth. It was equipped with modern and sophisticated machineries from Japan.Initially it was a weaving, dyeing printing and finishing plant. Saiham Textile claims to be the pioneer in introducing the concept of modern fabrics in Bangladesh. They were one of the first textile mills to start international standard polyester fabric, TC fabric, synthetic and Georgette sarees with cross border. The mother company of the present conglomerate is now comprised of different industrial concerns. The entrepreneurship of Saiham, consists of five directors, all from the same family. Although a company run and managed by relatives, the standard and efficiency of the management does not compromise on its quality. Ashraf Textile mills Ltd. Ashraf textile mills ltd is one of the another company which is run and managed by relatives, the standard and efficiency of the management does not compromise on its quality. Addressed: Ashraf Textile Mills Ltd. New DOSH, Mohakhali Dhaka – 1212 Ph : 9887051-53 Fax : 9887033 3 3 . 0 Findings amp; Analysis: According to our report subject our main objective is identifying the difference between two companies financial statement. Also we want to find out which company is more stable amp; which is not stable.From the financial statement we can find out our requirements. In below we give our finding amp; analysis in basis of company’s financial statement. 3. 1 Analyze of Income Statement, Balance Sheet between two companies’s: In below we are going to discuss about the two companies balance sheet, Income Statement amp; Cash flow comparison in a briefly : 3. 1. 1 Balance Sheet Comparison: Assets: From the balance sheet of the both companies we can identify that Ashraf textile had504,741,251 tk total assets in 2005 but on the other hand Saiham textile had only425,320,371 tk total asset in 2003-2004. You read "Compare of Cococolla and Pepsi Companies Financial Statements" in category "Papers"Next year Ashraf textile companies total asset was decreased and Saiham textile company’s total assets increase and in 2007 Ashraf textile reached in167,726,578 tk whereas in 2005-2006 Saiham textile’s total asset436,650,516 tk. For the total asset volume we can say that Saiham textile has more powerful rather than Ashraf textile. Liability: The total liability we saw that Ashraf textile had623,823,012 tk liabilities in 2005 amp; Saiham textile had152,581,718tk only in 2003-2004. Both companies’ liabilities were also increased in next year. But clearly we can comments that Ashraf textile had least liability than the Saiham textile.How ever Saiham textile had the more Net asset than the Ashraf textile. share holder’s equity we can easily understand that Saiham textile had the more equity and it was 818,663,635 tk for 2004-06 amp; Ashraf textile had -1,123,244,182. So we can say that Saiham textile had the more investment in the market. 4 3. 1. 2 Income Statement Comparison: From our income statement we can identify that Saiham textile has a profit 74,932,529tk in 2004 amp;52,001,246 tk in 2005 amp;57,295,427 tk in 2006. From this we can say that the profit is decreasing by next two years.And this shows that sale for Saiham textile decreasing during the next two year. On the other hand Ashraf textile is in a loss of-62,609,854 tk in 2005 amp; -122,738,787 tk in 2006 amp;-14,064,257 tk in 2007. They continue their business in loss where Saiham textile doing their business with profitability. 3. 1. 3 Analyzing Common Sizing amp; Indexing: In common size analysis we express the various components of a balance sheet as percentage of the total assets of the company. In addition this can be done for the income statement,but here items are releted to net sales.In Ashraf textile balance sheets over the three year span the percentage of current assets increased. On the other hand Saiham textile current assets fluctuated. We see that Ashraf textile account receivable showed a relative diccreased from 2005 to 2007. Saiham textile account receivable flactuated from 2003-04 to 2005-2006. On the liability amp; equity portion of the balance sheets, Ashraf textile total debt of the company decline on a relative basis from 2005 to 2007. but Saiham textile total debt diccreased in 2004-2005 amp; increased in 2005-2006.The common size income statement show the gross profit/loss margin from year to year. We see that Ashraf textile operating expenses increase year to year amp; in 2007 increases sharply. whereas Saiham textile operating expenses diccreased in 2004-2005 amp; increase again in 2005-2006. In 2005-2007 Ashraf textile’s net profit had negetive percentage, whereas Saiham textile’s net profit increased. In indexes analysis all financial statement items are 100%. In 2006 amp; 2007 Ashraf textile current assets indexed is 91. 53 amp; 9. 95 whereas Saiham textile current assets s indexed is 116. 26 amp; 100. 3 in 2004-2005 amp; 2005-2006. The indexed income statements give much the same picture as the common size income statements – namely, fluctuating behavior. In Ashraf textile income statement total gross loss indexed are 100, 196. 037491 amp; 22. 46332822 in 2005 , 2006 amp; 2007. Whereas Saiham textile’s gross profit are 100, 69. 3974 amp; 76. 4626 in 2003-04, 2004-05 amp; 2005-2006. 5 4. 0 Financial Statement Analysis by ratio: For the performance measurement of Ashraf textile amp; Saiham textile mills Ltd. In below we are going to analysis about the two companies financial statement using ratio analysis.We used 11 methods to analyze the ratio. Here are belongs: 4. 1 Liquidity Ratio: i) Current Ratio: Current assets divided by current liabilities. It shows a firm’s ability to cover its current liabilities with its current assets. In below there is the graph of the two textile company’s current ratio: 0 0. 2 0. 4 ratio year current ratio(Ashraf textile) Series10. 32332 0. 13204 0. 16733 2005 2006 2007 01 2 ratio year current ratio(Saiham textile) Series11. 044 0. 764 0. 982 2003- 2004- 2005- From the graph we can see that Ashraf textile current ratio is 0. 32 times in 2005 and 0. 67 times in 2007. Here we see that current ratio has been decreased and go down in less than 1. On the other hand Saiham textile current ratio is 1. 044 in 2003-04 amp; next two year stay remain but it also be below the 1 and from the Ashraf textile. In the last year for both company we suggested that the current liabilities cannot be covered if existing current asset are liquated at their book values. 6 ii)Quick Ratio: Current assets less inventories divided by current liabilities. It shows a firms ability to meet current liabilities with its most liquid assets. 0 0. 05 0. 1 0. 15 0. 2 ratio ye arQuick ratio(Ashraf textile) Series10. 197173 0. 069725 0. 138913 2005 2006 2007 0 0. 1 0. 2 0. 3 0. 4 ratio year Quick ratio(Saiham textile) Series10. 2643053 0. 15642413 0. 38213114 2003-2004 2004-2005 2005-2006 From the graph we can easily identify that in 2006 Ashraf textile amp; Saiham textile quick ratio is decreased dramatically. We say that in the last year of the both company’s quick ratio increased. But Saiham textile has good position than the Ashraf textile. 4. 2 Financial Leverage debt ratio: i)Debt-To-Equity: Ratios that show the extent to which the firm is financed by debt. – 100 Ratio yearDebt to Equity(Ashraf textile) Series1-5. 239 -2. 17 -1. 253 2005 2006 2007 0 0. 51 Ratio year Debt to Equity(Saiham textile) Series10. 559443 0. 887395 0. 59995 2003- 2004- 2005- If we consider the year 2007 of Ashraf textile, the ratio is -1. 253 that creditors are providing for each tk 1. In the case of Saiham textile in 2005- 2006 the ratio is 0. 599 that creditors are providing. So we can say that Ashraf textile is in a better position than the Saiham textile. 7 ii) Debt-To-Total Asset Ratio: The debt to total asset ratio is derived by dividing a firm’s total debt by its total assets. 0246 ratio ear Sebt to Assets (Ashraf textile) Series11. 235926 1. 854987 4. 95805 2005 2006 2007 0 0. 2 0. 4 0. 6 ratio year Debt to Assets(Saiham textile) Series10. 358745 0. 470169 0. 374981 2003- 2004- 2005- From the graph we can realize that Ashraf textile ratio is more than Saiham textile in their last three year. We know that the higher the debt to assets ratio, the greater the financial risk; the lower the ratio, the lower the risk. So Ashraf textile has more risk than the Saiham textile. 4. 3 Coverage Ratio: i) Interest Coverage Ratio: Ratio earning before interest and taxes divided by interest charges.It indicates a firm’s ability to cover interest charges. It is also called times interest earned. 0 0. 51 1. 5 2 2. 5 3 ratio year Interest coverage(Ashraf textile) Series1 Series11. 7272998 2. 7067618 0. 3935626 2005 2006 2007 012345 ratio year Interest coverage(Saiham textile) Series14. 3453871 3. 1634257 2. 5946142 2003- 2004- 2005- This ratio serves as one measure of the firm’s ability to meet its interest payments and thus avoid bankruptcy. The higher the ratio the greater company could cover its interest payment without difficulty.So analyze after the two graphs we can said that Saiham textile has more interest coverage than the Ashraf textile Cement. Ashraf textile ratio is fluctuated highly in 2007. 8 4. 4 Activity Ratio: i) Receivable Turnover: the receivable turnover ratio provides insight into the equality of the firm’s receivables and how to successful the firm is in is collections. This ratio is calculated by dividing receivables into annual net credit sales. 0 20 40 60 80 100 120 140 Days year Receivable turnover(Ashraf textile) Series1 101 6 125 2005 2006 2007 0 10 20 30 40 50 Day Ye ar Receivable turnover (Saiham textile)Series1 14 6 42 2003-2004 2004-2005 2005-2006 From the graph we can say that Ashraf textile received their receivable money from the buyers within 101 days in 2005, 6 days in 2006 amp; 125 days in 2007. On the other, Saiham textile received within 14 day in 2003-2004, 6 day in 2004-2005 and 42 days in 2005-2006. Eventually we can say that Saiham textile was received money within short time rather than the Ashraf textile. ii) PAYABLE TURNOVER: There may be occasions when a firm wants to study in own promptness of payment to suppliers or that of a poten tial credit customer.This ratio is calculated by dividing purchase into total A/C payable. 0 50000 100000 150000 200000 250000 300000 350000 400000 Days year Payable turnover(Ashraf textile) Series1 138 276 360420 2005 2006 2007 05 10 15 20 25 30 35 Days year Payable turnover(Saiham textile) Series1 35 10 15 2003-2004 2004-2005 2005-2006 From the graph we can say that Ashraf textile paid their payable money to the sales within 138 days in 2005, 276 days in 2006 amp; 360420 days in 2007. On the other, Saiham textile paid within 35 day in 2003-2004, 10 day in 2004-2005 and 15 days in 2005-2006.Eventually we can say that Saiham textile was paid money within short time rather than the Ashraf textile. 9 iii) INVENTORY ACTIVITY: To help determine how effectively the firm is managing inventory and also to gain an indication of the liquidity of inventory. This ratio is calculated by dividing inventory into COGS. 0 100 200 300 400 Days year Inventory Activity(Ashraf textile) Series1 60 53 369 2005 2006 2007 0 50 100 150 200 250 Days year Inventory Activity(Saiham textile) S eries1 170 225 176 2003-2004 2004-2005 2005- 2006 The figures tell us how many days, on average, before inventory is turned into accounts receivable through sales.Here we see that Ashraf textile was faster than Saiham textile in case of inventory activity. iv) TOTAL ASSET TURNOVER: The relationship of net sales to total assets is known as the total asset turnover, or capital turnover. 0 0. 1 0. 2 0. 3 0. 4 0. 5 0. 6 0. 7 ratio year Total asset turnover(Ashraf textile) Series10. 6780095 0. 4476056 0. 05087134 2005 2006 2007 0 0. 1 0. 2 0. 3 0. 4 0. 5 0. 6 0. 7 0. 8 ratio year Total Asset turnover(Saiham textile) Series10. 77632571 0. 56348701 0. 5969018 2003-2004 2004-2005 2005-2006 The median total asset turnover for the industry is 1. 66.For this ratio analysis we saw that Ashraf textile amp; Saiham textile both are less efficient than the industry in this regard. On the other hand Saiham textile is in a better position than the Ashraf textile. 10 4. 5 Profitability Ratio: i) PROFITABILITY RATIO IN RELATION TO SALES: The ratio we consider is the gross profit margin or simply gross profit divided by net sales. 0 0. 51 1. 5 2 2. 5 3 3. 5 4 ratio year Profitability in ratio to sales(Ashraf textile) Series12. 1829524 2. 6889593973. 648320722 2005 2006 2007 1. 74 1. 75 1. 76 1. 77 1. 78 1. 79 1. 8 1. 81 1. 82 1. 83 ratio year Profitability in relation to ales(Saiham textile) S eries11. 773060426 1. 820902862 1. 780171958 2003- 2004 2004- 2005 2005- 2006 It is a measure of the efficiency of the firm’s operations, as well as an indication of how products are priced. From the above graphs we saw that Ashraf textile has relatively more effective at producing and selling products above cost.ii)PROFITABILITY RATIO IN RELATION TO INVESTMENT: this profitability ratio relates profits to investment. One of those measures is the rate of return on investment, or return on asset. -2 -1. 5 -1 – 0. 50 ratio year Profitability in relation to investment(Ashraf textile) S eries1-0. 35798631 -0. 507839396 -1. 707107588 2005 2006 2007 0 0. 005 0. 01 0. 015 0. 02 0. 025 ratio year Profitability in relation to investment(Saiham textile) Series10. 023235772 0. 018004789 0. 023118956 2003- 2004 2004- 2005 2005- 2006 The standard ratio compares for this is nearly 8%. From our analysis we found that Saiham textile ratio simply fluctuates. Their percentage is not so good. On the other handAshraf textile had negative percentage from 2005- 2007. 11 5. 0Conclusion: We examine the analysis of Ashraf textile amp; Saiham textile mills ltd. We see that the liquidity position is nit good both of the company.Comparatively Saiham textile better than Ashraf textile mills ltd. Ashraf textile mills ltd. should change the credit policy amp; proper use of its assets. The profitability ratio of Ashraf textile mills ltd. Good than the Saiham textile mills ltd. The company should avoid the use of debt; otherwise company would be fall into bankruptcy. 12 6.Bibliography: i) Annual report- -Ashraf textile mills ltd. For the year of 2005, 2006 amp; 2007. -Saiham textile mills ltd. For the year of 2003- 2004, 2004-2005 amp; 2005-2006. ii) Fundamental of financial management (Twelfth edition) -James C. Van Horne amp; John M How to cite Compare of Cococolla and Pepsi Companies Financial Statements, Papers

Human Resource Management Samples †MyAssignmenthelp.com

Question: Discuss about the Human Resource Management. Answer: Introduction The organizational human resource department operates to ensure that the welfare of organizational employees is upheld and that the individuals operate with high levels of motivation, which enables them to be highly effective as they carry out their roles and duties. Without an effective section of the organization carrying out the roles of this department, the organization face significant challenges like employee turnover, lateness at work and the lack of employees that are highly motivated. The human resource (HR) section of an organization, therefore, can make significant changes on how an organization operates. An organization is much better with a more capable human resource department than an ineffective section that carry out human resource duties and role (Vardarlier, 2016). This paper address the issue of how an organization can establish an effective department to carry out HR roles and ensure that it remains in complete effectiveness throughout the organization. Its focus is to help an organization establish and maintain an effective human resource department. Case study Overview From the case study, two different types of healthcare offering organizations are presented. The first organization does not have a fully effective HR section. The functions of human resources are distributed among the organizational management. The organization also lacks the definition of the duties and roles of human resource that the members of management should carry out. The outcome of this model of HRM has been significant challenges in terms of inconsistent application of HR policies, and practice by middle and supervisory management. (Case study, 2017). Unlike this organization, the second organization has a well-established system that deals with all the roles of managing employees in the organization. This department carry out the roles of employee motivation, recruitment and helps to ensure that there is less employee turnover. The case reveals that these two organizations are exactly the opposite of each other about the human resource department (Wilkinson, Johnstone, 2 016). Recommendations to the CEO of the first hospital The first hospital is the organization that lacks a stable department dealing with employee issues in its operations. To enable the organization to address the human resource challenges that exist within that organization, some changes are required. Since the CEO of the organization is the main organizational decision maker, I would offer some advice on how to handle the issue. I would begin by explaining to the CEO on how to convince the organization shareholders the importance of a dedicated department that deals with employee issues. Organizing a meeting, whose purpose is focusing on the issue of lack of a HR department and the possible solution through which the organization can use to address it is an appropriate step to begin with. Poor human resource department that does not help the organization through its effectiveness is a major problem to the organization (Batarliene, Ciziuniene, Vaiciute, 2016). With the right strategies of addressing it, however, the organization has t he chance to manage to ensure that it remains in complete control of all operations regarding employees that take place. After organizing the meeting, the CEO can explain to the organizational management the importance of a functioning human resource department and the benefits that it would have to the organization. Citing the organizational challenges caused by the lack of this department, which the organization is facing could help in ensuring that all individuals view the situation in a similar perspective, and support the establishment of this department in the organization (Price, 2011). After convincing the management and the rest of the employees on the importance of this department, the CEO would then have the support to establish a well capable and effective human resource department that has a human resource manager and a team to carry out all the human resource duties and roles within the organization. Establishing this department is also not an easy task. The organization should begin by establishing a plan of carrying out the necessary events and making sure that the plan is effective. Within this plan, the specific duties of HR should be defined, and the organization should seek means through which it can obtain individuals that can carry them out effectively. With this regard, therefore, the organization should prepare for a recruitment exercise through which the individuals with skills and capabilities to operate as human resource managers can be recruited. The recruitment of human resource managers is an important exercise that will be determined the effe ctiveness of the team that the organization will establish. Without a current running human resource management team, the organization should establish a team of individuals to carry out this duty and formulate a recruitment of additional individuals to join the HR team of the organization. From this information, the CEO can manage to establish a human resource department in his organization, which will be fully functional and effective (Allui, Sahni, 2016). Key features of building a sustainable HR capability After creating a human resource department that is fully functional in an organization, there are still more necessary strategies that an organization should implement to ensure that the human resource organization is sustainable and capable. A sustainable human resource team is one that consists of highly trained individuals with motivation to carry out the duties within the organization. The first step in making the human resource team of the organization effective is ensuring that each of the team has the necessary skills and motivation to carry out his or her duties effectively. The organization should, therefore, begin by organizing a training and development program which will equip all the human resource employees with the skills and capabilities that they need. Establishing this training exercise will help the organization to have a highly capable team that will execute all the roles and duties of human resource in the most effective way (Kasonde, Steele, 2017). After training, the next important step is helping the human resource team to build a sustainable relationship with the organizational employees. The individuals do not require a personal relationship, but a professional way of relating well with all the organizational employees. The most effective way through which they can achieve this is when they have managed to establish a good relationship with these employees. By managing to establish such a positive relationship, the individuals can manage to increase the means through which they remain effective with their operations and become the best (Niles, 2013). The other important feature to HR department is the support of other organizational departments. The HR issues involve all the other departments. The support of every employee in the organization regardless the departments within which they operate helps the department of HR to achieve its purpose within that organization (Anna, 2015). Having employees that do not cooperate wit h the human resource department makes it extremely difficult for the HR team to succeed in achieving its purpose (Anna, 2015). Conclusion In conclusion, the HR department of an organization is very important. Without it, an organization faces a lot of challenges. These challenges are similar to the ones the first hospital in the case study was facing, and among others include employee turnover, absenteeism, and staff shortage. With a well-functioning and effective human resource department, however, the organization has the capability to ensure that all the individuals remain effective and capable by carrying out human resource roles in the organization. With this understanding, therefore, the most important aspect to consider is to establish a stable human resource department in hospital one and then for both organizations ensure that the departments remain effective and sustainable (Fontana, Aryanto, Zakaria, 2015). References Allui, A. Sahni, J. (2016). Strategic Human Resource Management in Higher Education Institutions: Empirical Evidence from Saudi: Social and Behavioral Sciences. Retrieved from https://www.sciencedirect.com/science/article/pii/S1877042816315786 Anna, J. (2015). The Impact of Human Resource Management on the Innovativeness of Public Hospitals: Social and Behavioral Sciences. Retrieved from https://www.sciencedirect.com/science/article/pii/S1877042815058723 Batarliene, N., Ciziuniene, K Vaiciute, K. (2016). The Impact of Human Resource Management on the Competitiveness of Transport Companies: Science Direct. Retrieved from https://www.sciencedirect.com/science/article/pii/S1877705817318866 Case study, (2017). The role of HR in creating sustainable organizations: Case study. Fontana, A., Aryanto, R. Zakaria, A. (2015). Strategic Human Resource Management, Innovation Capability and Performance: An Empirical Study: Social and Behavioral Sciences. Retrieved from https://www.sciencedirect.com/science/article/pii/S1877042815054555 Kasonde, M. Steele, P. (2017). The people factor: An analysis of the human resources landscape for immunization supply chain management: Science Direct. Retrieved from https://www.sciencedirect.com/science/article/pii/S0264410X17301925 Niles, N. (2013).Basic concepts of health care human resource management. Burlington, Mass: Jones Bartlett Learning. Price, A. (2011).Human resource management. Andover: Cengage Learning. Vardarlier, P. (2016). Strategic Approach to Human Resources Management During Crisis: Social and Behavioral Sciences. Retrieved from https://www.sciencedirect.com/science/article/pii/S1877042816315919 Wilkinson, A. Johnstone, S. (2016).Encyclopedia of human resource management. Cheltenham, UK: Edward Elgar Publishing.