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HR Management Assignment Sample

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Strategic human resource management includes the development and implementation of
HR strategies. These strategies are integrated with business strategies and enable the
organization to achieve its business goals. In other words SHRM is the process of integrating human resource function with the strategic objectives of the organization in order to achieve organizational goals. Human resources are the real capital of the organization as it not only help in achieving organizational goals but also provide innovative ideas which can change the entire business process. In order to achieve its objectives an organization has to take optimum utilization of its human resources by framing strong human resource management strategies.

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HR Management Assignment Sample

  1. 1. Page 1 Email: help@assignmentprime.com, Phone (AU) +61 879 057 034 Website: www.assignmentprime.com SampleDocumentbywww.assignmentprime.com Business Plan Strategic Human Resource Management Type of Documents : Assignment No of Words : 4,000 Disclaimer: This is a sample document prepared by assignmentprime.com and has been submitted on turning. To order the similar paper please contact at: Email : help@assignmentprime.com Phone: (AU) +61 879 057 034
  2. 2. Page 2 Email: help@assignmentprime.com, Phone (AU) +61 879 057 034 Website: www.assignmentprime.com TABLE OF CONTENTS INTRODUCTION .......................................................................................................................... 1 Organization’s Information ............................................................................................................. 2 LO1: UNDERSTAND HOW THE STRATEGIC MANAGEMENT OF HUMAN RESOURCES CONTRIBUTES TO THE ACHIEVEMENT OF ORGANISATIONAL OBJECTIVES ............. 3 1.1 Importance of Strategic Human Resource Management ...................................................... 3 1.2 Purpose of Strategic Human Resource Management Activities ........................................... 3 1.3 Contribution of SHRM to Achievement of an Organization’s Goals ................................... 5 LO2: BE ABLE TO DEVELOP HUMAN RESOURCE PLANS FOR AN ORGANIZATION .. 6 2.1 Business factors that underpin HR planning in an organization ........................................... 6 2.2 Human Resource Requirements ............................................................................................ 6 2.3 Develop a Human Resource Plan ......................................................................................... 7 2.4 Critical Evaluation of how an HR plan can contribute to meeting an Organization’s objectives .................................................................................................................................... 8 LO3: UNDERSTAND HUMAN RESOURCES POLICY REQUIREMENTS IN AN ORGANIZATION .......................................................................................................................... 9 3.1 Purpose of Human Policies in Organization ......................................................................... 9 3.2 Impact of regulatory requirement on Human resource policies .......................................... 10 4.2 Impact of organization culture on management of human resource ................................... 11 4.3 How the Effectiveness of HRM is monitored in an organization ....................................... 12 4.4 Recommendation to improve the effectiveness of HRM in an organization ...................... 12 CONCLUSION ............................................................................................................................. 13 REFERENCES ............................................................................................................................. 14
  3. 3. Page 3 Email: help@assignmentprime.com, Phone (AU) +61 879 057 034 Website: www.assignmentprime.com TABLE OF FIGURES Figure 1Functions of HRM ............................................................................................................. 1 Figure 2 Purpose of SHRM............................................................................................................. 4 Figure 3 SHRM: Aligning with the Mission................................................................................... 5 Figure 4 HR Requirements of Tesco .............................................................................................. 7 Figure 5 HRM Planning .................................................................................................................. 8
  4. 4. 1 INTRODUCTION Strategic human resource management includes the development and implementation of HR strategies. These strategies are integrated with business strategies and enable the organization to achieve its business goals. In other words SHRM is the process of integrating human resource function with the strategic objectives of the organization in order to achieve organizational goals (Armstrong, 2008). Human resources are the real capital of the organization as it not only help in achieving organizational goals but also provide innovative ideas which can change the entire business process. In order to achieve its objectives an organization has to take optimum utilization of its human resources by framing strong human resource management strategies. Human resource management is a combination of five different functions and a HR manager can increase the effectiveness of its workforce by strategically performing these functions (Jackson and Schuler, 1995). Human resource management includes: Figure 1: Functions of HRM Staffing Human Resource Development CompensationHealth and Safety Employee and Labour Relations
  5. 5. 2 Strategic human resource management combines the business strategies with human resource functions so that performance of the workforce can be increased (Lundy and Cowling, 1996). This present report is going to discuss on the various aspects of strategic human resource management of two different organizations. This report will try to analyze the role of effective strategic human resource management in real world. The major aim of this report is to know how an effective strategic human resource management can help an organization in achieving its business goals. In order to best possible outcomes this report will be divided into four different parts. Each part has their own importance in providing comprehensive understanding to the reader. Organization’s Information The UK retail industry is the largest service industry with employing more than three million people and it is predicted that this number will increased by 15% over the next five years. About 8% part of GDP is generated by this industry (Farfan, 2013). There are two major players of this industry Tesco and ASDA. TESCO Headquartered in Cheshunt, it is the third largest grocery and general merchandise retailer in world. It is the grocery market leader in UK and has more than 6351 stores in 14 different countries. Company has over 300,000 employees and 3000 stores in UK and its 60% of group revenue come from here. This amount was £42,248m for the years 20011-12. Company has a huge of products such as Technology & Gaming, Home Electronics, Home & Garden, DIY & Car, Sports & Leisure, Baby & Toddler, Gifts & Jewellery, Entertainment & Books, Health & beauty and Clothing (Tesco Plc, 2013). Wal-Mart It is US based multinational retail corporation. Wal-Mart stores are well-known for their huge discounted products. According to Fortune Global 500 list in 2012 it i s world’s third largest public corporation and operating on more than 8970 locations. It has more than 2.2 million employees working all around the world. Company has divided its products into various departments like Electronics & Office, Movies, Music and books, home, furniture & Patio, Baby & Kids, Toys & Video Games, Sports, Fitness & Outdoors, Auto & Home Improvement, Photo, Gifts, Craft & Party Supplies and Grocery & Pets (Walmart, 2013).
  6. 6. 3 Both companies are operating their operations in a huge part of the world and order to get benefit of cultural knowledge they prefer to hire local employees. LO1: UNDERSTAND HOW THE STRATEGIC MANAGEMENT OF HUMAN RESOURCES CONTRIBUTES TO THE ACHIEVEMENT OF ORGANISATIONAL OBJECTIVES 1.1 Importance of Strategic Human Resource Management Every organization has to scan their internal as well external environment so that it can find the key factors which effecting business performance. This scan also includes those factors which are related to human resource. Strategic human resource management determines the long term goals for workforce; these goals are always based on organization’s business goals. According to Regis, human resource is the key source for creating benefits for the organization in current competitive market. Proper management and development of human resource can provide competitive advantage in tough market place. But managing a huge force without knowing the target is nothing more than wasting of time and money. Strategic human resource management indicates the goal of maintaining workforce (Wei, 2006). Tesco and Wal-Mart are world known names in retail industry which are employing more than 3 million people in world. Maintain such a huge force of people is never an easy task. As being a part of Human Resource Management it focuses more on long-term objectives rather than internal issues of HR. SHRM address and solve problems which are affecting company’s human resources performance. It increases employee’s performance by improving their skills and erasing business issues (Azmi, 2010). SHRM provides a track to guide people by identifying the long-term goals. It is tough task to retain skilled employees as competitors always try to attract them with various schemes and offers. In such situations SHRM plays a major role in retaining them as well as attracting talent. 1.2 Purpose of Strategic Human Resource Management Activities Every organization tries their best to formulate strong HR policies so that they can maintain a sound number of employees with required skills. SHRM majorly includes below activities:
  7. 7. 4 Figure 1 Purpose of SHRM (Source: Finntrack, 2011) The major purpose of every activity regarding human resource is to increase the effectiveness of employees either it can be by motivation or training. SHRM ensure that organizations human resources are being used at right place and for right work. It analyze internal and external environment and formulate human resource strategies based on organizations purpose, missions and actions. SHRM the major purpose of strategic Human resource management can be divided into four sections given below:  One-way Connection: this activity includes formulation of business plan and their informing employees about that. After formulating business plan activities managers implement them according to role of employees. One way connection only facilitates flow of orders from upper level to lower level.  Administrative Connection – this phrase indicates the integration lowest level where day to day activities are focused by HR managers. In order to take optimum utilization of workforce HR manager takes decisions regarding day to day activities of employees.  Two-way Connection – in this section HR manager invites feedback from employees in order to provide better working environment. This feedback and consideration provides innovative ideas that also help in strategy formulation. Two-way connection includes
  8. 8. 5 flow of order from upper to lower level as well as feedback from lower level to upper level (Pattanayak, 2005). 1.3 Contribution of SHRM to Achievement of an Organization’s Goals Strategic Human Resource Management includes the implementation of right skills at right place on right time. In order to archive organization’s long -term objectives it requires taking optimum utilization of workforce by assigning them duties according to their skills. In current competitive market it is not possible for any organization to achieve their objectives without contribution of their workforce. Strategic Human Resource Management facilitates the involvement of employees in achieving organizational goals by motivation and other activities. These activities are regarding compensations, HRD, labor relationship and health & safety of employees. Staffing includes supplying of skilled force, HRD prepare them for challenging tasks, health and safety increase their confidence and compensation programs and good relationship motivate them for giving their best and preparing a good working environment (Prince, 2011). All these activities help organization is achieving their objectives. Figure 2: SHRM: Aligning with the Mission (Source: Communication and Information technology Commission, 2007)
  9. 9. 6 This above figure indicates the hierarchy of accountability in an organization for SHRM. It is important for every organization to deal with their employees in such a logical structure that reflects the business strategy. According to this figure HR accountability must begin with basic legal formalities, as it eventually encompasses other four levels (Hall, 1990). LO2: BE ABLE TO DEVELOP HUMAN RESOURCE PLANS FOR AN ORGANIZATION 2.1 Business factors that underpin HR planning in an organization When it comes to affecting any business plan there are number of internal and external factors which can be included. Specifically for HR planning these factors are employee & employer relationship, working culture, working environment, labor rules, salary and rewards, competition and economic factors (Collins and Clark, 2003). All these factors can strengthen HR plans if they are managed properly on the other hand mismanagement or ignorance of them can de-motivate employees and it will defiantly make negative impacts. Other than these above factors there are few more things which underpin the HR plans of Tesco and Wal-Mart. First thing is their business growth, which attracts skilled people towards the organization. Other factor is the impact of technology as both the companies are operating on world level they focus on the use of latest technology that make their tasks easy. Another one is employee’s development; both companies have training and development programs for their employees that develop their skills. Training programs help them in operating current tasks and development programs prepare them for higher level jobs (Lawler and Moharman, 2003). 2.2 Human Resource Requirements An organization need to increase their workforce while expanding the business or going to make any big change. As both companies are in retail industry somehow they have common HR requirements. Both companies look for skilled employees that can maintain a sound relationship with their customers with. In current completive market a small mistake by an employee can harsh the image of organization. Tesco looks for individuals that have leadership skills such as influencing others and decision making, operating skills like managing staff and stock managers and general skills for
  10. 10. 7 communication, planning and problem solving (Rasli and Alharthey, 2011). For different working levels Tesco has below requirements: Figure 3: HR Requirements of Tesco As being in the same industry Wal-Mart also looks for the same skills in their employees but it prefer to hire women rather than man employees as it takes lower wages. Other than these both companies prefer to hire local people as they have the knowledge of local market and culture so they can handle customers in much better way (Nicholson, 2003). Hiring from local community doesn’t require training regarding language or culture of customers. 2.3 Develop a Human Resource Plan Effectiveness of any HR plan depends on managers as all decisions in this regards are taken by them. While framing an HR plan it is very important to indentify the business goals and current plan should support the long-term business objectives. As discussed above that there are number of factor that can affect HR plans so in order to know these factors it requires internal as well as external environmental scanning. On the third step of planning a gap analysis is to done which will indicate the current and future HR requirements. On the fourth step HR priorities are set which can help in achieving departmental goals. On the last step it requires monitor, evaluate, and report on progress (Rothwell, 2010).
  11. 11. 8 Figure 4 HRM Planning The above process includes five steps to formulate a strong HR plan. There are few major points which must be taken care while formulating an HR plan, first is the ultimate goal of the organization; another one is companies HR polices, status of current workforce and future requirements. 2.4 Critical Evaluation of how an HR plan can contribute to meeting an Organization’s objectives Every individual has their skills in a particular field, it is not necessary that all the employees of an organization have the skills to manage the best level of productivity in every department of work. So, in order to take best possible outcome from employees managers need to allot them the work where they can do their best (Snell and Bohlander, 2012). Ultimately the contribution of employees helps in achieving organizational goals. A strong plan for workforce can help in achieving organizational objectives by assigning right task to right person, at right time and on right place. In order to take better utilization of STEP 1: Determing the Business Goals STEP 2: Scan the Environment STEP 3: Conduct a Gap Analysis STEP 4: Set HR Priorities to Help Achieve Departmental Goals STRATEGIES • Developing a Talent Pool • Work Environment Improvements • Organizational Effectiveness • Competency / Skills • Development • Employee Engagement • Workplace Well-being • Recruitment / Staffing • Retention STEP 5: Measure, Monitor and Report on Progress
  12. 12. 9 human resource many organizations have put into a wide range of activities in past several years but, in real world it is not possible without identifying the skills of employees and motivating them for give their best. So, managers have to implement a strong HR plan and strictly follow it for getting the best outcomes. LO3: UNDERSTAND HUMAN RESOURCES POLICY REQUIREMENTS IN AN ORGANIZATION 3.1 Purpose of Human Policies in Organization HR policies play a major role in managing the workforce within the organization. It is a device to manage risk by keeping the organization inform about employment standards and current trends in legislation (Jackson and Seo, 2010). The formulation of HR policies helps in meeting the requirement of the organization regarding training and ethics along with its commitment to government regulations about employee’s welfare. HR policies set out the standard of behavior and corrective measures to handle the specific condition and for building an efficient working culture within the organization. Policy formulation is a slandered system to manage the employment matters. It supports managers in defining the role and rules along with outlining the punishments for specific action or behavior. One of the major challenges Tesco facing these days is to ensure that all of its employees are aware of the role they play, and so company formulated a training policy. This training creates a journey through the history of the organization, its core values, purpose, financial aims, business goals, marketing and operations strategy and its commitment towards customer satisfaction. The purpose of this policy is to introduce company values to new comers. In current UK super market sector its strong policies lead over its rivals in the fiercely-competitive. The aim of this strategic policy was to free up stores employees so they could do better and improve their customer service. Company uses a group of 13 key management techniques to improve the core skills of workforce and one of them is its HR policy (Anonymous, 2003). As discussed above Wal-Mart believes in hiring woman rather than male so in recent years trafficking problems became a big issue for the organization, to come out from such issues company formulated strict policies for the workforce. Other than this the purpose of HR polices can be defined by below points
  13. 13. 10  Structure: it defines the structure of organization so that unnecessary confusion and chaos can be avoided.  Fairness: HR policies are applicable on entire workforce equally that indicates the fairness towards individuals.  Best Practices: Some time HR polices are formulated so that organization can analyse its best practises.  Strategy: organizations formulate HR policies in order make their long term business plans. These policies help in taking long-term decisions regarding employees. 3.2 Impact of regulatory requirement on Human resource policies Government has been at front position in cheering employee’s participation and their role in an organization more than management and employees themselves (Artis, Becker and Huselid, 1999.). Government introduce various rule and schemes in order to maintain employee’s interest into the organization regarding their rights, health and safety and other applicable legislation. It is essential for every organization to fulfill these governmental requirements regarding employee’s welfare. These requirements include a set of state, federal and local law that should be included in all the areas of HR such as recruitment, employee’s relation, monetary and non- monetary incentives and termination. So, it is compulsory for HR managers to consider all these governmental laws while formulating any HR policy of taking any decision regarding workforce within the organization (Poulter, 2005). In the recruitment process at Tesco managers select applicant for vacant positions whilst keeping the employment regulations and laws. Other selection company has to provide training to each candidate that is being assigned a specific task. It is also essential for the organization to frame their HR policies that includes minimum pay wages to employees along with their health and safety measures. Issues like human trafficking have increased the burden of governmental laws on Wal- Mart. Organization has to formulate their HR polices including provisions related to compliance with labor laws, guarantees that labor is voluntary, hours and compensation, and freedom of association (Sifton, 2012). Key regulatory frameworks that impact HR polices are as below:
  14. 14. 11  Federal Laws: It affects all HR activities starting from hiring to termination of employees. The major regulations are governed by department of labor which affects business as well as employees. HR standards are prescribed by federal law such as standard of health and safety, payment, working conditions, retirement.  State Laws: State laws affects the different areas of employment, it includes transfer, medical leave, posting requirement, security, compensations and employer notice before termination. Certain governmental laws prohibit the discrimination in employment on the basis of creed, caste, color or religion. Some regulation also requires employers to take positive action to employ and develop handicapped individuals (Guest, 1987). LO4: EXAMINE HRM IN AN ORGANIZATION 4.1 Impact of Organizational Structure on the Management of Human resource Organizational structure vastly affects their human resources performance. Mostly an organizational structure is a hierarchical concept of subordination of people that works together for achieving a common goal (Barney, 1991). Tesco is divided into four major formats i.e. Tesco, Tesco Metro, Tesco Extra and Tesco Express. Some of them are small in size and scale such as, Tesco Express so, decision making is much faster than other large part of the organization. It has flat structure that facilitates quick implementation of decisions. As the site manager explains to four duty managers about how to handle the workload and they run the shifts (Esra, 2010). In tall structured organizations top management does not find it so vital to include HR managers while making any decision regarding workforce, as it results in weak strategy. It is often happen that top manager’s ignore the advices of HR managers and erase the valuable feedbacks of employees. 4.2 Impact of organization culture on management of human resource Organizations can be defined as societies or as nations or as individuals due to extensively differing cultures that reflects the beliefs, ideas and values. Organizational culture indicates the working environment which is formulated by interaction of employees. Organization’s culture is determined by s trengths, educational qualifications, life experiences, weaknesses and background of its manpower.
  15. 15. 12 The leadership styles of top managers play a key role in identifying the organization culture. The ability of the leader to handle conflicts and motivate the workforce can help in the establishment of an effective working culture. In Tesco, culture of the organization is working as a team where all the group members co-operate each other to achieve organizational goals (Milner, 2012). Good cultures within the organization motivate people as well as provide a good working environment for employees on the other hand it can also make negative impacts by de- motivating people. If employees don’t like their working environment it will be though to retain them for a long time. 4.3 How the Effectiveness of HRM is monitored in an organization The human resource department is the greatest asset of any organization as none of the business function can be completed without human power. So, it is essential for the organization to effectively manage their workforce. In current competitive world numbers of opportunities are available for skilled individuals and no organization would like to lose their productive human resources. So in order to manage a sound quality and quantity of workforce it is must for the organization to effectively manage their workforce (Afiouni, 2013). The effectiveness of HRM can be monitored by the promotions, terminations and requirements. High attrition rate is never a good sign for HR managers. It is a major drawback of HRM and stays that employees are not satisfy. On the other hand low attrition rate with comprehensive number of promotions and lists of recruitment applications indicates the effectiveness of HRM within the organization. 4.4 Recommendation to improve the effectiveness of HRM in an organization HRM includes a set of activities which are related to human resource of the organization. HRM refers to that resource who vastly contributes in the accomplishment of organizational goals. Constant communication with employees can help in knowing their problems as well as innovative ideas. Any problems regarding organization’s work force must be immedi ately resolved in order to prevent unnecessary complexities (Coper, Anderson and Zhu, 2007). In both the organizations managers should focus on the need of their workforce. As retail business requires lots of hard work these organizations should provide them flexible working hours and fare wages. Companies should involve their lower level managers while making any
  16. 16. 13 decision regarding human resource. The firms should conduct different training and development sessions for improve the effectiveness of their workforce and enhance their efficiency. CONCLUSION Strategic human Resource Management plays an essential role in managing the workforce as well as improving their productivity. Various activities of SHRM motivate employees and indicate the track of success through their satisfaction. It is well-known that it is not possible to archive organizational goals without the contribution of human resource. Strategic Human Resource Management facilitates the strategic use of human resources. On the basis of above discussion it can be concluded that SHRM is an essential factor that enables optimum utilization of workforce.
  17. 17. 14 REFERENCES Books and Journals Afiouni, F., 2013. Human capital management: a new name for HRM? International Journal of Learning and Intellectual Capital. 1(10). pp.18-34. Anonymous, 2003. Human resources deliver Tesco's bright Future Human Resource Management International Digest. Bradford, 4(7). Armstong, M., 2008. Strategic Human Resource Management: A Guide to Action, 4 th Ed. London: Kogan Page Publishers. Artis, C.R., Becker, B.E. and Huselid, M.A., 1999. Strategic human resource management at Lucent. Human Resource Management. 38(4). pp.309−313 Azmi, F. T., 2010. STRATEGIC HUMAN RESOURCE MANAGEMENT: SCALE DEVELOPMENT AND VALIDATION. Philippine Management Review. 17. pp.80-102. Barney, J., 1991. Firm resources and sustained competitive advantage, Journal of Management, 17 (1). pp. 99-120 Collins, C.J. and Clark, K.D., 2003. Strategic Human Resource Practices, Top Management Team Social Networks, and Firm Performance: The Role of Human Resource Practices in Creating Organizational Competitive Advantage. Academy of Management Journal. 46(6). pp.740-751. Coper, B.K., Anderson, K.K. and Zhu, C.J. 2007. The effect of SHRM practices on perceived firm financial performance: Some initial evidence from Australia. Asiapacific Journal of Human Resource. 2(45). pp.168- 179. Esra, N.C., 2010. The impact of strategic human resource management on organizational performance. Journal of Naval Science and Engineering. 2(6). pp.100-116. Evans, P. and Lorange, P., 1989. The Two Logics Behind Human Resource Management. Basingstoke: Macmillan. Farfan B., 2013. 2011 World's Largest UK Retailers - The Biggest United Kingdom Guest, D.E., 1987. “Human resource management and industrial relations”. Journal of Management Studies. 24(5). pp.503-21. Hall, M.L., 1990. Interactive Human Resource Management and Strategic Planning. Quorum Books. Holbeche, L., 2008. Aligning Human Resources and Business Strategy. 2 nd ed. Butterworth- Heinemann. Jackson, S.E. and Schuler, R.S., 1995. Understanding human resource management in the context of organizations and their environment. Annual Review of Psychology. 46. pp.237−264.
  18. 18. 15 Jackson, S.E. and Seo, J., 2010. The greening of strategic HRM scholarship. Organization Management Journal. 7. pp.278-290. Lawler, E.E., and Moharman, S.A., 2003. Creating a Strategic Human Resources Organization: An Assessment of Trends and New Directions. Stanford University Press. Lundy, O. And Cowling, A., 1996. Strategic Human Resource Management. London: Thompson. Milner, B.M., 2012 The Handbook of Research on Top Management Teams. European Journal of Training and Development. 2(37). Nicholson, N., 2003. How to motivate your problem people. Harvard Business Review, January. 81 (1). pp.57-64. Pattanayak, B., 2005. Human resource Management, 3rd Ed. New Delhi: Twelfth Printing Poulter, S., 2005. 2billion Tesco, Daily Mail. London: Apr 13th 2005 Prince, A., 2011. Human Resource Management, 4 th Ed. UK: Cengage Learning. Rasli, A. and Alharthey, B.K., 2011. Key role of strategic human resource management (SHRM) in advancing the degree of team learning, African Journal of Business Management. 5(26). pp.10446-10451. Rothwell, W.J., 2010. Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within, 3 rd Ed. NY: AMACOM. Sims, R.R., 2002. Organizational Success Through Effective Human Resources Management. USA: Greenwood Publication Group. Snell, S.A., and Bohlander, G.W., 2012. Managing Human Resources. Cengage Learning. Wei, L., 2006. Strategic Human Resource Management: Determinants of Fit, Research and Practice in Human Resource Management. 14(2). pp.49-60. Online Cipd. 2013. [Online] Available through: < http://www.cipd.com/ > [Accessed on 22 nd February, 2013]. Communication and Information Technology Commission, 2007. [PDF] Available through: Website: <http://ituarabic.org/hresources/15thHRMeeting/Documents/Doc13- Strategic%20human%20resource%20management%20%20%20ABUQAYYAS.pdf> [Accessed on 22nd February, 2013]. Finntrack, 2011. Learning Human Resource Development. [Online] Available through: <http://finntrack.com/learners/hrmenu.html> [Accessed on 22 nd February, 2013].
  19. 19. 16 Retail Chains. [Online] Available through: <http://retailindustry.about.com/od/largesteuropeanretailers/a/united_kingdom_uk_2011_ worlds_largest_retailers_biggest_retail_chains.htm> [Accessed on 21st February, 2013]. Sifton, J., 2012. Walmart's Human Trafficking Problem. [Online] Available through: <http://www.worldpolicy.org/blog/2012/09/17/walmarts-human-trafficking-problem> [Accessed on 22nd February, 2013]. Tesco Plc. 2013. [Online] Available through: < http://www.tescoplc.com/index.asp?pageid=6 > [Accessed on 22nd February, 2013]. Walmart, 2013. [Online] Available through: <http://corporate.walmart.com/our-story/> [Accessed on 22nd February, 2013]. Email: help@assignmentprime.com, Phone (AU) +61 879 057 034 Website: http://www.assignmentprime.com/do-my-assignment

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