it is responsible for the development of people, the most vital element in identifying a strategic plan for future use and improving the operation of any organization.
From my experience and reading, an HR specialist is only as good as his knowledge of people. For this reason I have seen many HR managers in some large companies who have attained at least a master’s degree. This level of qualification is important to HRM.
I remember when the employment of the company was handled by the owner of company himself. The performance of organization at that time was very poor. Later on, a manager who specializes in Human Resource Management came along and the performance of all the departments improved. To sum up, all organizational departments depend on HRM to some extent and HRM skills becomes a main support of any organization.
Collaborative work between HR and line managers is necessary but it is better to give each manager a specific function. Overlapping of function and powers may cause serious internal threats to an organization. Clear delineation of roles would lead to fewer objections that could work for the benefit of both workers and staff.
Some of the external factors that affect Human Resource Management include economic factors surrounding the organization as well as the economic situation in the country. However, more important than economics is the education of the workforce because having qualified personnel assumes that each hired person has achieved education which qualifies him or her in that position.
On the other hand, internal factors include the financial situation of the company which dictates to some extent its hiring limits compared to the marginal productivity of a person. Logistical support from senior management of the company also plays a key role as they must have smooth interpersonal skills with both clients and employees. Lastly, personal factors, which includes the satisfaction of the employee with his or her work along with the