Job Immersion and Its Role to Develop the Behavior of Hr

Abstract

HRM can be considered to be responsibility of all those who manage people as well as a description of persons who are employed as specialists. It is that part of management that involves planning for human resource needs, including recruitment and selection, training and development. It also includes welfare and safety, wage and salary administration, collective bargaining and dealing with most aspects of industrial relations. The integration between the management of human resources and psychology is arguably the prime factor delineating HRM theory and practice from its more traditional personnel management origins. Selection of the personnel has long been recognized as a key activity within HR and this article seeks to explore the extent to which its practice provides evidence of such strategic alignment. In modern times, the role of human resource (HR) managers has changed as HR policies are planned in accordance with the changing global environment. Their role has expanded to include team building and development of intellectual capital (IC). Workforce diversity has driven many CEOs and HR directors to develop a systematic method for dealing with and ensuring cooperation from the workforce in order to maintain organizational discipline. Rapid advancement, innovations, and changing business trends provide a platform for HR managers to formulate strategies.