long with internationalisation, wider adoption, as well as execution of pioneering technological advancements and prevalence of extreme business market competition among others. It is strongly believed that the different functions of HRM predominantly plays an imperative role in supporting the organisations belonging to this modern day context in the dimensions of raising greater value to the customers and improvising their operational effectiveness (Aswathappa, 2005).
In this similar context, the different functions of HR are managing the activities performed by the personnel of an organisation in an effective manner, motivating people and integrating the organisational objectives with the requirements of the personnel engaged in realizing the organisational objectives (Amos & et. al., 2009). Apart from these, the other vital functions of HRM entail utilising the available resources efficiently, making decisions as per the requirement and retaining the potential people among others (Randhawa, 2007).
With this concern, the essay intends to discuss about the varied theoretical models of HRM in order to determine its functions that add value and enhance organisational effectiveness by a considerable extent. The models would be then compared with others in order to acquire a brief understanding about the above stated subject matter.
Critics have certainly argued that the field of HRM lacks in establishing a logical theoretical framework, which restricts in determining the actual roles played by varied HR functions towards the attainment of long-term as well as short-term objectives of an organisation. However, it is witnessed that there exists certain HRM based theoretical models that provide a better understanding about the effectiveness of diverse HR functions, which lay a significant impact on the overall performance of an organisation in a long run (Wright & McMahan, 1993). In this similar context, the different theoretical models relating to the field of HRM