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Employee Relations - Managing the Human Resources

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We have learnt the basic concepts of human resources management during our study and do have a fair idea about the rules and regulations as well. Through this paper, an effort will be made to look around us and observe the functioning of some of the organizations, search for relevant news items in the contemporary media and sift through other views and findings from similar researches carried out by other scholars. The HR field has many dimensions and it affects almost all aspects of the organization, therefore analyzing all such fields will remain out of the scope of this study. But with the limited resources and the lessons learnt so far, I’ll try to make the study as comprehensive as possible so that I come out enriching my knowledge about the subject.

For any organisation to work, a number of stakeholders have to pool their efforts. Terry & Franklin (1994) define management as ‘a distinct process consisting of activities of planning, organizing, actuating and controlling performed to determine and accomplish stated objectives with the use of human beings and other resources’. Similarly, Worthington and Cumberpatch (2006) defined management as; ‘The roles fulfilled by individuals who manage the organisation’ and ‘A process which enables an organisation to achieve its objectives’.
Management, therefore, involves a coordinated approach taking care of all the factors affecting the business operations.
HRM itself is the new avatar of ‘Personnel Management’. Personnel management was largely concerned with the technical aspects of hiring, evaluating, training, and compensating employees. HRM, on the other hand, leaves scope for career building of the employee, development of a professional relationship and the satisfaction aspect. It is no more a mere "staff" function in the organizationsMulti-National Companies, in particular, take good care of their employees or, that is the kind of impression they wish to circulate around. .

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