To achieve balance, H&M encourages open communication and employee involvement within the company to meet both goals and needs. They have developed an “open book principle” that guarantees every employee the right to express their thoughts on work-related issues directly with management. They also strengthen the human resource management system through performance appraisal, a method of evaluating job performance. H&M did this using the feedback method as they believe in learning through their mistakes. Additionally, to ensure work-life balance, the company strongly discourages overtime work and supports flexible working hours. Everyone in the company is given the opportunity to plan their personal and work responsibilities. The company also provides comprehensive fringe benefits for its employees, including staff discounts, incentive bonuses, maternity leave and much more. This is because H&M HR places more importance on job satisfaction than title or salary structure. The analysis indicates that H&M has incorporated job broadening into its business by increasing task variety by combining two or more tasks for greater work experience. However, the amount of tasks they have to do is too exhausting for the employees, causing their company to be listed as one of the companies with the highest employee turnover and lowest work morale in 2008. This shows that they have a job poor.