In view of these changes in the business environment, more and more organizations are developing new approaches of dealing with their employees. The days when senior management used to treat the lower level employees as 'necessary evil' are gone for good. The days when organizations sought to improve profitability by giving their employees the worst terms they could get away with are now history. What is evident today is the improved interaction between senior management and employees at other levels and a shift from oppressive policies to interest in developing capabilities.
There is much emphasis among Human Resource practitioners on attracting the most qualified employee and matching their skills with the jobs that suits them best. In service training serves to enhance these skills and make them most relevant to a particular job description and skill. What remains to be seen is the relationship between career planning and the field of managing employee relations. This paper examines how managing employees relations has changed over time and, what has caused the changes and the effects of career planning towards this turn of events.
In today's business environment, an employee's contribution towards the success or future of an organization has elicited much interest t in recent times. This is out of realization that proper use of this resource can produce the much-needed competitive edge for any organization. Human resource management has emerged as a vital department in these organizations. Today the Human resource Management is faced with the task of developing and ensuring maximum utilization of the company's human resource. Without employees, day-to-day business functions would be impossible. Humans are the heart of any business undertaking. The effort to enhance organizational effectiveness cannot bear much fruit if employees potential skills, time, talents and abilities, are not properly managed. According to Cherrington (1995). Human resource management is charged with the task of hiring people assisting them perform their duties to the best of their ability. Compensating them and generally administering to any need. Human Resource Management recognizes the fact that people have varied needs and goals and cannot be treated like all the other resources that an organization has like cars, office equipment and so forth. The first of the several functions of the Human Resource Management is to attract most qualified applicants and assisting in the selection of the most suitable candidate for the job. After that the Human Resource Management is responsible for creating his/her ability. This is a deviation from the way things were done in the past when the employer had to literally be arm twisted in order to provide the basic requirements for the employee at the workplace. It's no wonder that unions in the UK are rapidly losing their earlier appeal. HRM also oversees the performance appraisal of the employees with the view of making such decisions as hiring, firing, promoting or rewarding exemplary service. Most important though to our current study is the function of assessment of areas in