Function Of HRM

Human Resource management is about striking a balance between people management and systems / processes to drive the business (a balance between human & inhuman elements), in-order to achieve the most effective, efficient and a positive impact on the organizational goals. Secondly human resource management is an essential tool, which helps to build employee relationship with the organization and to build a positive behaviour among the employees in the organization.

1.1 Personnel and Human Resource Management

Personnel Management is an essential element and could be defined as the human resources what is required by organization to obtaining, organising and motivating (Armstrong, 1977 in Armstrong, 2000. p. 577) for better organization behaviour.

Basically it contains four strategies, including developing, rewarding, retaining and attracting employees. It facilitates both individuals in the organizations in the path of achieving their goals. Applying SHRM tools to the organization cannot be completed only by HR department. It is necessary to response and work together with other departments. If not, HRM align with strategies the human resource management practices may not reach the objectives of the company. Because these strategies lead overall departments to be stronger and more

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‘Strategic assets’ (Barney and Wright, 1998; Mueller, 1998; Amit and Shoemaker, 1993; Winter, 1987

When it is thinking about the impotency of HRM in a certain establishment, apart from SHRM and RBV models of HRM, the other major concept that should be compulsory mentioned is HR best practices.

2. HR Best Practices and Organizational Behaviour

There are several practices that appropriate with the all situations occurred in a certain body, they are almost all universal. Because they legitimate with the arisen situations in the present past and future. Those endless practices are known as the soft practices. Throughout these hundreds of soft practices Jeffrey Pfeffer introduced the seven best practices for the discipline of Human resource management in 1998. They are;

• Security of employment.

• Selective hiring of new personnel- (so-called sophisticated selection criteria)

• Self-managed teams and decentralization of decision making as basic organizational principle

• High compensation relative to organizational performance

• Extensive