Definition of Human Resources Management 

Managing your employees  to a level which they will self sustain (reaching of personal and professional obligations ) whist delivering desires of the employer and enhancing the organization’s credibility .

a strategic, integrated and coherent approach to the , development and well-being of the people working in organizations’ (Armstrong, 2014)

HRM is regarded by some personal managers as just a set of initials  or old wine in new bottles . It could be no more and less than another name for personal management ,but as usually perceived ,at least is has the virtue of emphasising the virtue of treating people as  a key resource ,the management of which is the direct concern of top management as part of the strategic planing process of the enterprise. Although there is nothing new in the idea ,insufficient attention has been paid to it in many organization. (Armstrongs ‘s hand book of Human Resources practice )


How ever commentators as Guest  (1987)and Storey (1995) regarded  HRM as a substantially different model built on unitarisum (employee share the same interests as employers ) individualism high commitment and statergic alightment (integrating HR stragetegy with business strategy ) it was also claimed that HRM was more holistic than traditional personal management and that importantly.

It emphasized the notion that people should be regarded as an assets rather than variable costs. 

Key elements  in HRM 

•It is people who ‘implement the business strategy’

HR,s staergies should be integrated with of the business 

•People are a source of ‘competitive advantage’ as defined by the Resource Based View of the firm (Wernerfelt, 1984 and 

developed by Barney, 1995)

•A ‘systematic approach’ should be applied to developing HR strategies.
      

HR’s strategies should be integrated with those of the business

As identified by Armstrong it is paramount important  to 

Have a merge between  bussiness direction and the HR policy of the organization as ulterior motive of HRM  is to sustain employee satisfaction while enhancing the organization’s credibility with development to its pinnacle.  

It is people who ‘implement the business strategy

Any organization the success is depends on the employees whom have the intention to self sustain with out been directed.

Love your job but do not love the company as you will never know when the company stop loving you . ( Late  Abdul Khalam )

Theory which Armstrong had emphasized proves  with the above statement made by late indian president as what if with the HRM policies make employees to love the company which result only in self sustained workforce to implement exact business statergies to reach its direction. 

A ‘systematic approach’ should be applied to developing HR strategies.

Careful Develpoment of HR statergy to enahace its core element which is the business direction is  vital as even minor policy which discourages the work force could have adverse effects to long term sustainability of the organization.