Roles And Functions Of The Human Resource Department

What Are The Roles And Functions Of The Human Resource Department?

The Human Resource Department deals with management of people within the organisation. There are a number of responsibilities that come with this title.

First of all, the Department is responsible for hiring members of staff; this will involve attracting employees, keeping them in their positions and ensuring that they perform to expectation.

Besides, the Human Resource Department also clarifies and sets day to day goals for the organisation.

It is responsible for organisation of people in the entire Company and plans for future ventures and objectives involving people in the Company. (Handy, 1999)

Research has shown that the human aspect of resources within an organisation contributes approximately eighty percent of the organisation’s value. This implies that if people are not managed properly, the organisation faces a serious chance of falling apart. The Human Resource Department’s main objective is to bring out the best in their employees and thus contribute to the success of the Company.

These roles come with certain positive and negative aspects.

However, the negative aspects can be minimised by improvements to their roles and functions. These issues shall be examined in detail in the subsequent sections of the essay with reference to case examples of businesses in current operation.

Positive aspects of Roles and Functions of the Human Resource Department

Recruitment of Employees

This is one of the most fundamental roles of the HR department. This is because this function ensures that the Company under consideration selects the most skillful and competent person from a sea of applicants at that time. This function involves evaluation of ability and competency of potential employees in relation to what the Company needs. This role falls under the Staffing role of management. If this function is performed well, then the organisation will increase value consequently being on the right pathway to achieve its organisational and departmental goals and objectives. (Hyde, 2004)

Effective recruitment can be done through a number of ways. First of all the Company can conduct educational and psychological measurements. This task will involve assessment of abilities, skills and character evaluation of applicants. Through psychometric evaluation, the Company can ensure that employees have the right attitude necessary to fit into the organisation. Another method Companies use to recruit members of staff is through interviews. Here, the Human Resource Department can ask applicants questions that evaluate their decision making abilities and how they would deal with certain situations if presented with them. The Department can also employ the use of written interviews where applicants answer questions addressing key issues in the organisation. Through these channels, the Department contributes towards organisational performance.

An example of a Company that performs this role well is Tesco Ireland. The Company notifies the public about vacancies. It then posts a questionnaire online and interested parties fill it at that time. This is then evaluated and those who fall within their minimum requirements are invited for an interview. In the interview, applicants are asked a number of questions and those who did extremely well are further analysed and retained. Those who did moderately well are not immediately eliminated; instead, their interview questions are kept on file then these are reviewed after six months. By so doing, the Tesco Ireland makes sure that its employees are highly capable and that they will enrich the organisation. (Hyde, 2004)

Improvement of Compensation Packages

And Functions Of The Human Resource Department

One of the major functions of the HR department is to motivate employees. This can be done through rewards especially for those who have done well. The HR department needs to evaluate performance of employees and those who have exceeded expectations should be compensated for their actions. Research has shown that rewarding employees for good performance is the number one incentive for keeping up this trend. These compensation packages can come in the following ways;

– Holiday Offers
– End of Year Bonuses
– Equities
– Awards
– Salary Increments
– Provision of Flexible Working Hours
– Straight forward Promotion Schemes and Career Developments

If the HR department includes these incentives, then it will ensure that employees are satisfied with the Company. It will also contribute towards good staff retention rates. This is especially crucial in increasing stability within the organisation. It also makes employees identify with the firm and instils a sense of loyalty. (Handy, 1999)

Planning in the Organisation

The Human Resource Department is placed with the responsibility of ensuring that it plans adequately for all the organisation’s future engagements that will involve people. One important aspect of this is planning for employees in the organisation. It is important that the organisation ensures that all the employees under its wing are just enough to increase value to the organisation.

The Department must ensure that staff members are not too many because if they exceed this amount, then the organisation stands too lose. It must plan adequately to ensure that staff members are not too few either, otherwise they will be overworking those who are already in place. Consequently, there will be poor motivation resulting from fatigue.

The HR department is also bestowed with the responsibility of planning future organisational goal in relation to people or clarifying these same goals to staff members. This function of the department ensures that people in the organisation have a general direction which they are working towards. Organisations that have a clear direction are always more effective; those members of staff will be more result oriented rather than just working for the sake of it. The Department is also responsible for setting day to day objectives necessary for streamlining activities within the organisation and thus ensuring that work is not just done haphazardly. (Hyde, 2004)

Negative Aspects of Functions and Roles of the Human Resource Department

There are a number of problems that arise as the department goes about its activities

Problems in Recruitment

Roles And Functions Of The Human Resource Department

The department may sometimes be unable to adequately coordinate and incorporate all the employees needed in the Company’s operations. One such example is the NHS. In the year 2004, the organisation was found to be wanting in its human resource department’s functions. The Company was recruiting a large proportion of its employees; 40% from Asian and African countries. This means that the organisation was draining medical personnel from those needy countries and using them for themselves. (Katherine, 2002)

Such a practice showed that the HR department had exercised bad judgement in its staffing function. Instead, it could have used these foreign nurses as temporary measure and put in place a strategy to train local nurses such that it could stop depending on those poor countries for supply of nurses.

Problems in Remuneration

In the process of trying to motivate members of staff to perform better, the Human Resource may make deals that eventually cause problems. A case in point is the Home Depot. This Company has an employee Compensation policy that requires that one should be rewarded for the time they have served the Company.

The Home Depot Company offers an end of year bonus, basic salary and grant on stock shares as an incentive for some of its employees The CEO of the Company Robert Nardelli lost his job in the year 2007. This was because the company has experienced a lot of losses under his leadership; its shares fell by eight percent in the stock exchange and he deserved to leave the Company. However, because the Human Resource Department had put in place a policy that requires all members of staff to be given the incentive mentioned above, he left with a lot of money. It was reported that he had with him about two hundred and ten million dollars. The Company had no way out of this payment because HR had already passed that policy and they were bound by the law. This goes to show that sometimes policies made by the HR department do not benefit the Company especially if the parties involved are considered as losses to the Company. (Michael, 2007)

Problems in Planning

Sometimes the HR Department can employ people who may not contribute towards organisational principles. A classic example is the Arthur Andersen Company that fell apart in the year 2002. This was an American Company that dealt with audits. It was initially very successful in its operations prior to that fateful year. But in the latter years of its operations, the Company was involved in two accounting scandals that tarnished its name and subsequently caused failure.

Role and Functions Of The Human Resource Department

The Company failed to plan well for the kind of employees it recruited. This was witnessed when one of its employees in the Legal Department called Nancy Temple was fined in the Court of law for non adherence to accounting laws. This problem could have been prevented if the HR department had evaluated this employee before hiring her and also evaluation should have been done during her performance. If HR had been extremely critical, then they would have realised that the employee did not adhere to Company principles and would therefore have terminated her employment.

Beside this, the Arthur Andersen Human Resource department also failed in its communication function to employees. The department should have ensured that they constantly communicate to members of staff about the goals and objectives of the Company on a day to day basis. This would have made them very clear in the minds of employees and would have prevented the downfall of the Company.

Strategies to Improve Human Resource Department’s   Value to the Organisation

Training and Internships

It is not necessarily a guarantee that a candidate who did well in the recruitment exercise is the best in performing an organisation’s functions. New employees need orientation into the Company’s functions and can also improve some inefficiency that these new employees may have in relation to their skills. This is the purpose of placing them on internships. (Norbert, 1967)

Training is also essential for members of staff who have been working for the organisation for a long time. This is especially so in the wake of technological advancements, legal changes and changes in service delivery. It is important for an Organisation to keep up with industry trends otherwise it faces the danger of becoming obsolete; especially in the background of increasing competition.

Training need not be restricted to improvement of skills; it can also involve improvement of attitudes. This is normally characterised by attendance of workshops and other forms of talks. Training also increases motivation of employees and gives them that extra boost of energy needed to get them through tough times in their jobs. All the above tasks are placed under the Department of Human Resource because it is the one that will asses when training is needed, who needs the training, where and by whom. This aspect is a sure to improve value of the HR Department in the organisation.

An example of a company that adheres to this principle is Marks and Spencer retail chain outlet. The Company offers training for twelve moths. Here new employees are taught all that is necessary to meet organisational goals and objectives then they can start work when they are ready to do so. (Norbert, 1967)

Making Better Use of Time

The Human Resource is conferred with the responsibility of ensuring that all members of staff perform to their best ability. It could improve this area by facilitating better use of time in all departments within the organisation. Time is one of the most crucial yet intangible assets of the Company. The proper use of this resource could maximise production and achievement of organisational goals. (Harold, 2003)

The Department can do this by planning activities to be carried out in the organisation. It can make schedules for the various activities that have to be done in the organisation and thus facilitate better flow of information. In addition to this, the Company can also ensure that all members of staff are held accountable for not performing a certain task. This is especially in regard to maintenance of the schedules. In so doing, human the Human Resource Department will be ensuring that employees do not simply report to work and that the time spent at work is directly proportional to output.

Improving Organisational Culture

The Human Resource Department can try to improve organisational culture through a three step procedure.

The first step of the process is observation.  In this step HR finds out what makes ups or what the company’s culture is like. HR should also be very intense on the organisational needs. Here, HR should realise that personal fulfilment works better and therefore should try to ensure that the change is relevant to every staff member. In this stage, HR should try to explain to all staff members or stakeholder the advantage of transforming the culture in the organisation. This should be made clear so that all can see the advantages at the individual level and not simply at the organizational level. (Erica, 2006)

Then HR should try to eliminate all inhibitions in staff member’s minds. It is possible that some may claim that they tried one or two strategies before and it did not succeed.  This are what are called ‘cries of despair’ and HR should try its best to explain to staff members the need of changing the culture of the organisation.

The next step is the analysis of various aspects. Here, there is collection of data needed in making certain that culture changes. This stage involves checking out the success features or the factors that can facilitate its success. There should be calibration of data collected. Staff members should be made to understand that there are no perfect situations for implementation of changes. The analysis should involve assessing whether the information is sensible or not. Whether data gathered will be helpful or not and if it is too little or too much. Staff members should be requested for data that will help change the culture.

Of course when trying to bring in change HR Department should have perceived benefits, a deadline for execution and also the realised gains in relation to the change in culture. In this step, there should be reality checks which should be done often. There should also be continuous integration. Through this scheme HR Department should be able to change the culture in the organisation and add value to it. (Harold, 2003)


The Human Resource Management team’s main function is to manage people. There are positive and negative aspects of this function; first of all, the HR department enriches the organisation through recruitment procedures and an example an effective HR team in this area is Tesco Ireland. HR department also ensures that members of staff follow a general direction by frequently clarifying and reminding them of the organisation’s goals. Besides this, they are also responsible for organising incentives or compensation packages to motivate employees. All these functions contribute towards organisational effectiveness. However, there are some negative aspects of HR; it has to bear the burden of blame if an employee performs poorly like the Arthur Andersen Company. Besides this, some policies made by the department may be detrimental to the Company like in the Home Depot Company’s case. Improvements to their role can be done by arranging training for staff members, organising activities for the organisation and changing organisational culture. (Erica, 2006)

Role and Functions Of The Human Resource Department


Katherine, W. (2002): From County Hospital to NHS Trust: the History and Archives of NHS Hospitals; Harvard Press

Michael B. (2007): Embattled Chief Executive Resigns at Home Depot. New York


Harold, K. (2003): Project Management: A systems approach to planning, scheduling and controlling; Blackwell publishing

Erica, W. (2006): Strategic public relations management planning; University of York Publishers.

Norbert, E. (1967): Management planning: a systems approach; Melbourne publishers

Handy, C. (1999): Understanding Organizations fourth edition; Penguin

Hyde, J. (2004); Managing and Supporting People in organization, Bailliere Tindall

Author is associated with SuperiorPapers.Us which is a global Research Papers and Term Papers Writing Company. If you would like help in Research Papers and Term Paper Help you can visit www.SuperiorPapers.Us

  • All of these features are key for improving the performance of employees. However most of these principals only apply to large businesses. For the small business, all of these need to be scaled down. For example, when hiring employees it is probably more effect to interview a selection in person – for a small company the effort of creating an online survey will be too much.

    In a small business it is also likely the employee will be taking on a wider variety of roles rather than a specify task, so this wide range of skills required would be difficult to test in a survey.

  • ravi bhushan sinha says:

    want to know about more in HR work

  • p.p.chowdary says:

    i want to know about more in hr work

  • Rikleo says:

    I want to know more about HR

  • Roby says:

    This is a very good information about the role and funtion of HR.

  • ALI says:

    change in role of HRD in management organisation

  • This article is very brief and clear, thank you for its information.

  • Rishi says:

    Its very fantastic information of HRM Role

  • Narayanareddy says:

    it is awesome

  • Jemmi-Lee says:

    what type of rules and regulations does your organization have?
    Does the resource manager provides protection for workers?
    what are some challenges you face with your employees?
    do they provide specific uniforms for workers for every department?
    do the manager really drive employees to better performance?
    what are some of the policies you have?
    what are the roles do the HR department play?

  • Jhansi says:

    It’s awesome ur article about the HR roles nd functions is axcellent with the examples.

  • Kapil says:

    Good article…. but try to keep more info regarding problems faced in planning,organising,staffing….

  • selvi says:

    You have given a very good description about HR and also in a very simple language which is too easy to understand

  • wilhelmina says:

    As the name suggests”human resource”it aims to provide resources to humans where needed.they ensure that workers are safe,have means to trade unions,provide a good platform between managers as well as co-workers,place the right skill at a right position,pay according to skills and take into account that a human being is a fundamental asset in an organisation and should be treated uniquely from other factors like machineries and so forth.

  • Gokul says:

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  • sri says:

    its good information regarding HR Department.

  • Gouthami says:

    This is a good article,all the HRs can know the meaning of HRM by reading this article. This article is in a very simplest language . So please give more information about HRM. thank u for information….

  • BhArAtHi says:

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  • ruchi saraswat says:

    it is so good information and helpful to to enhance knowledge and importent to clear basic concepts which are very necessary..

  • Eric banda says:

    the information is good but it leaves some of the roles and functions of HRM

  • Human Resources is exactly it says: resources for humans – within the workplace! Its main objective is to meet the organizational needs of the company it represents and the needs of the people hired by that company. In short, it is the hub of the organization serving as a liaison between all concerned. Depending on the size of the company, the HR Department might be called Personnel with a manageable workforce that can be handled by a personnel manager and a small staff. For larger, more complex organizations with hundreds of departments and divisions, the task is much more demanding, taking on a life of its own.

  • John Nwankenmadu says:

    a wonderful masterpiece. I will help greatly.

  • elvie says:

    i want to know the function or hrm?

  • Regina Frida Chanunkha says:

    this is kinda educative and helpful specially to those who holds the post as an HRMs. It is straight and to the point.

  • abubakar mohammed says:

    This is an excellent overview of the basic function of HR. However, I will equally add that HR should be seen more than just a recruitment tool and compensation driver of the business, rather HR should be seen more as a business partner.

    The strategic partnership between HR and Line Managers is very key for the success of every organization

  • Angela Teine says:

    I value these information as it is vital and critical to me as a hr officer looking the path of managers of HRs.
    Thank you.

  • Ram Kumar says:

    @ravi bhushan sinha, i want to know about hr

  • nimsith says:

    Its very helpful for me to learn about HRM.

  • Raj Kumar Kaushik says:

    Good to understand basic aspects of HR.

  • Poonam says:

    I want a information regarding pf return.

  • lakmali says:

    I want to know role of the hr manager in present context

  • Frankie says:

    @Raj Kumar Kaushik, u wrong. this was for learning purposes

  • Bilal kk says:

    I want the basic practicle functions of human resours department or manger

  • Olaniyan Samuel says:

    hi, tanx for dis 1derful article, am impressed.

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    i like the information about the hr

  • Lim Sing says:

    Short, simple n good info.

  • Ahmed raj says:

    What are factor which might external effect of organization for external recruitment?

  • Mohammad Asif Iqbal says:

    send me comprehensive Difination of Compensation and Benefits and difference among with them

  • dhaval patel says:

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  • sayali shetke says:

    i want to know more information about todays role of hr manager

  • Felix Ike says:

    HR has the power to hire and fire.QED.

  • Hannah says:

    I appreciate the information passed out in this article. It resuscitates forgetful actions to be taken when one found him/herself in such situation. Hope to read more of it in the near future.

  • lavanya says:

    valuable information regrdng hr functions even for a layman found rarely

  • lavanya says:

    kudos to ur excellent inf of hr fuctns

  • vinay says:

    thax to ur excellent knowledge shares

  • amit says:

    realy i want to make careear in hr
    but i dont know what is first step?

  • Asuro says:

    What an excellent academic write up! Thanks.

  • santhosh says:

    this is a valuable information on hrm function areas but some more information they could provide

  • murali krishna says:

    First of all I’m very heartfully thanking to providing this valuble information.
    this informationmation is very useful to the new HRs.
    so, once again thanqqqqq.

  • Amit Bhagria says:

    Thanks a lot Murali for sharing your feedback….I am glad that the information is proving helpful to the buddying HR managers.



  • s.mathivanan says:

    first of all wants to say thanks for giving such a useful information it ll be more useful for my interviews

  • c.william says:

    Thank u for the vital article on hr I wish to learn more on e-recruitment which isthe current trend nowdays.

  • zach says:

    are you based out of the UK?

  • KRSally says:

    valuable information, give me six stages of Human Resources Function

  • Radhika says:

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    I have just thought of making a project for MBA in HR n my topic is :”Functions of a HRD Manager”…plzz require ur help how to go about it…coz it is too confusing in the start!!!

  • Poonam says:

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  • EZRA N NTAZOYA says:

    May i get the role of human resources department on employees safety and health.Answers can reach me on ezranaths@yahoo.com

  • Krishna Chaithanya says:

    Hello there.

    I have got lot of info from this article. I’m a HR Executive. This is my first level entry for this job. I need to know how to make better strategies for the development of the organization. Can you please anyone help me regarding this and all.

  • Joyce says:

    Can owners be their own HR Depatment; and be successful?

  • Liaqat Ali says:

    the new genration can learn more about hr management functions and improve thier skills for thier brilient career. So i hope it is good for every one to learn about hr department

  • Bunmi Ukandu says:

    thank you so much for this article………..

  • thank you so much for the infor, im studying MBA part time hence need help on my HRM assignment: DISCUSS THE JOB ANALYSIS AS THE BASIS OF HR Activities

  • Anverdheen says:

    Hi Krishna chaithanya, congrats for chooing HR field and so good to see upcoming new Hr executives. i have a powerpoint presentation that will make you clear on your entire HR roles and responsibilities and new strategies with review and overview of the function of a HR professional and for furthur details you can mail me to neehdrevna@yahoo.com


  • egnes says:

    got helpfull answers from thi article.thank you all

  • Chi says:

    this is highly informative. but i want to learn how to set objectives and goal.

  • argie says:

    what steps, program and communication that the manager will do?

  • Trymore Kwadzayi says:

    Hey guys l jus need to know how th H.R can help in the growth of a new business.you can check me on kwadzayitrymore@gmail.com

  • Antionette Shilongo says:

    oups this is so interesting and need attention, wow so cool, i also need to know the HR activities.

  • Clement says:

    what are the importance of HR to a Supervisor?

  • She made a decision to avoid investing herself emotionally in the temporary
    job. One way to tell if you are in the proper career is actually you
    like your task. It is certainly not impossible, but the
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  • novah says:

    it gave me an idea on how to handle the HR functions.. need more informations to really dig in the roles and functions of the HR world..

  • Malek V. Al-Sherif says:

    I am a new HR Staff. I want to know much about the field and some practical challenges.

    Hit me up guys, if you can help.

  • Aishwarya V says:

    Thanks for sharing… nice information

  • Vince says:

    Excellent article, thanks for sharing!

  • Yasin says:

    Such a very good Information of HR.

  • prateek says:

    very valuable for beginners. thanks

  • Amit Bhagria says:

    Thanks Prateek for the feedback

  • sukhvinder singh says:

    I need a project on Health and Safety, for me its an urgent and I do not have time, is there any body can do it for me? I will give information on my topic, company I picked and related information. Also I will send my proposal on which one has to do this project, and guidelines. words only 6000, 3-4000 rupees I can pay for that. please contact me if interested.

  • Athumani says:

    “Asante sana”This is swahili language which shows the highest level of appreciation.Thanks!

  • Kamau says:

    great article! very simple to understand. asante!

  • a very helpful presentation thanks!

  • mukesh says:

    really very good information to i have read.

  • nahvy says:

    As a hr its very good information

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  • mutulisi says:

    i really liked this page. it clearly stipulate the very important points of having an HR Department at any business entity which would like to engage “people” to undertake those activities that will lead to the achievement of their goals and visions.

  • Janine santos says:

    This article is very clear and direct to the point. This really helped me a lot! Thanks for posting! :)

  • Vinod says:

    this is very useful and interactive article.

  • Prodip says:

    I want to know the vacancy for job/trade apprentice surrounding/ nearest Kolkata for deaf & dump person,who had passed I T I machinist trade this year

  • beatrice erasto says:

    i need to know is there the different function of hr & hrm?

  • Information quite understable,but u need to make an adjustment by adding the regulation and acts. Really informative though, one could use these info to start and complete a project with exception that the act and regulation as i said before is not stated.

  • sabir ali says:

    h.r very important in organization any problem faced and time acording solve of problem.

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  • hanuman says:

    this is very good information about HR dept,

  • Thank you so much for sharing this article with us which is straight and easy to understand but add more infomation

  • mona says:

    It would be helpful if any updates are made available.

  • ibrahim omar says:

    thanks for the bereif information

  • Giriraj says:

    Perhaps..the information I Was looking for.

    Thank You

  • Pierre Luc says:

    fundamental role of hrm is recruiting employees,because this ensures a better choice of employees in a sea of postulants.If the function is performed well, goals are more likely to be achieved faster… etc…

  • Rassinho says:

    Thank you very much this was the right information i needed good job for sharing

  • bisci says:

    Thanks for the information on the HRD. very enlightening,but will appreciate information for a trainee or entry level candidate on possible question that can be asked in a written and oral interview in HRD.

  • Tania says:

    This info really helped me a lot,every detail is clear and very good :)

  • ravin says:

    amazing information……

  • Priti Chafe says:

    very useful & informative. Thank you


    I have experienced being interviewed as many people have been by H R departments and my take on some off them that they need to be trained properly themselves as some dont know what they are talking about,some of these people that interview dont have any experience on the shop floor and are trying to tell you how the job operates as i have experienced and one guy couldnt take in how you progressed through diffrent departments to gain a more senior role as i demonstrated to him but he was none the wiser for it they seem to go by what is written down in a manual and the questions they ask you and then give you points,total up points and if you dont make it you are out, what has happened to good old fashioned experience.

  • kasaana says:

    thank for such awonderful information my dear

  • Anita Ruth says:

    tnks alot i got something important out of this

  • baguma sam says:

    nice information for we young hr professionals

  • Thanks.
    I thank u for this imformation. it real helps a lot

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  • A.k.m. Iqbal hossain says:

    Many many thanks for your very useful information.
    Thank you.

  • nirjara says:

    very helpful info..but there exist more roles of an HR manager

  • Jotham Zvinongoza says:

    This is more helpful and gives a clue to those who are in Human resourse positions and all employees who need to understand the subject.

  • Avinash says:

    Backbone of any industry…

  • shadrach wetunde says:

    This is a helpful chance to young managers at global level.

  • Poornima says:

    Thank you for the valuable information.. but as a young HR executive we expecting more information about HR.

  • Megan Kelly says:

    In small businesses without a dedicated HR department, it’s possible to achieve the same level of efficiency and workforce management through outsourcing HR functions or joining a professional employer organization.

  • Lochomoi Naphtali says:

    i like the way this article is in depth am satisfied bravo to the writer

  • Jotham Zvinongoza says:

    We require HR to shape our organizations and without them there is disaster.Future of our employees and our employers depend on the knowledge of HR ,so we can’t do away with them if working conditions and negotiations are to be improved at the workplaces.

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