IMPORTANCE OF JOB SATISFACTION:

( 1) Lower Turnover :

Lower turnover is when a company has a small number of employees leave relative to the
employees hired or employed at the start. A candidate is more likely to search for jobs if they are
having low job satisfaction; whereas if a person is satisfied with his/her career, they are less
likely to change careers.

2) Productivity:

Employees who have high job satisfaction tend to achieve higher productivity. Higher
productivity in employees is seen when they are happy with their job and focus well on their
tasks. A single member’s high productivity in a team boosts the confidence of others in the same
manner.

3) Loyalty:

When employees in the organization feel that the company has their best interest, they often
support its mission and work hard to produce the best results. In this case, job satisfaction and
level of loyalty will be increased, and they will be more likely to communicate positive words
around their known.

4) Increased Profits:

If employees are safe and satisfied with their work and responsibilities, it can lead to lower costs
and high sales and a robust bottom line. Happy employees are satisfied employees who are
willing to follow their workers and cooperate with the organization during emergencies. If you
feel you are missing out on this sense of fulfilment, here are some ways to make your work more
satisfying and rewarding, both for yourself and your organization:

(5) out opportunities :

Don’t let the everyday work routine leave you feeling like you are trapped in a job that offers no
growth prospects. Look out for new projects and actively seek opportunities where you can
contribute your skills and talents. The key is not to let boredom spread its web over your
workday. Read up on the current trends in your industry, take up courses that can enhance your
skillset and attend seminars to stay on track with the career goals you set for yourself when
starting in the field.

(6) Value creation :

Even a job that is most suited to your qualifications and skills can sprout dissatisfaction over
time if there is no motivation to drive that work; more so if you do not feel a connection with the
work you do. You can impart a sense of value to what you do by seeing the bigger picture by
asking yourself - ‘why’ you do ‘what’ you do.

( 7) Develop and maintain steady work relationships:

Job satisfaction means being in resonance with both the work and the workplace. Building good
relations with those you work with is also essential. Having people skills helps in getting a task
completed efficiently and without conflict. If you are part of a team, sharing your successes will
allow you to feel a sense of connection and team spirit, leading to a greater understanding of
fulfilment.
(8) Work-life balance:

How you manage your work and time determines how far you can keep your stress away, and
prevent burnout from work. Maintaining a healthy balance between work and home will keep
your enthusiasm levels high and not make going to work every morning feel like a task in itself.

(9) Staying positive:

Sure, there’ll be good days and bad days at work. The key is not to get bogged down by the odd
monotonous assignments, setbacks or office politics; instead, maintain a positive attitude (view
challenging projects as challenges and mistakes as an opportunity to learn) and stride ahead with
the confidence that your difficult task is a step in the direction of professional advancement

MODELS OF JOB SATISFACTION:

(1)Affect Theory :

A. Locke’s Range of Affect Theory (1976) is arguably the most famous job satisfaction model.
The main premise of this theory is that satisfaction is determined by a discrepancy between what
one wants in a job and what one has in a job. Further, the theory states that how much one values
a given facet of work (e.g. the degree of autonomy in a position) moderates how
satisfied/dissatisfied one becomes when expectations are/aren’t met. When a person values a
particular facet of a job, his satisfaction is more greatly impacted both positively (when
expectations are met) and negatively (when expectations are not met), compared to one who
doesn’t value that facet.
(2) Dispositional Theory :

Another well-known job satisfaction theory is the Dispositional Theory Template:Jackson April
2007. It is a very general theory that suggests that people have innate dispositions that cause
them to have tendencies toward a certain level of satisfaction, regardless of one’s job. This
approach became a notable explanation of job satisfaction in light of evidence that job
satisfaction tends to be stable over time and across careers and jobs. Research also indicates that
identical twins have similar levels of job satisfaction. A significant model that narrowed the
scope of the Dispositional Theory was the Core Self-evaluations Model, proposed by Timothy A.
Judge in 1998. Judge argued that there are four Core Self-evaluations that determine one’s
disposition towards job satisfaction: self-esteem, general self-efficacy, locus of control, and
neuroticism. This model states that higher levels of self-esteem (the value one places on his/her
self) and general self-efficacy (the belief in one’s own competence) lead to higher work
satisfaction.

(3) Two-Factor Theory (Motivator-Hygiene Theory) :

Frederick Herzberg’s Two factor theory (also known as Motivator Hygiene Theory) attempts to
explain satisfaction and motivation in the [Link] theory states that satisfaction and
dissatisfaction are driven by different factors – motivation and hygiene factors, respectively. An
employee’s motivation to work is continually related to job satisfaction of a subordinate.
Motivation can be seen as an inner force that drives individuals to attain personal and
organizational goals (Hoskinson, Porter, & Wrench, p. 133). Motivating factors are those aspects
of the job that make people want to perform, and provide people with satisfaction, for example
achievement in work, recognition, promotion opportunities. These motivating factors are
considered to be intrinsic to the job, or the work carried out. Hygiene factors include aspects of
the working environment such as pay, company policies, supervisory practices, and other
working conditions.

(4) Characteristics Model :

Hackman & Oldham proposed the Job Characteristics Model, which is widely used as a
framework to study how particular job characteristics impact on job outcomes, including job
satisfaction. The model states that there are five core job characteristics (skill variety, task
identity, task significance, autonomy, and feedback) which impact three critical psychological
states (experienced meaningfulness, experienced responsibility for outcomes, and knowledge of
the actual results), in turn influencing work outcomes (job satisfaction, absenteeism, work
motivation, etc.). The five core job characteristics can be combined to form a motivating
potential score (MPS) for a job, which can be used as an index of how likely a job is to affect an
employee's attitudes and behaviors----. A metaanalysis of studies that assess the framework of
the model provides some support for the validity of the JCM.

JOB SATISFACTION EFFECTS: ON

PRODUCTIVITY, ON ABSENTEEISM AND
TURNOVE

( 1) Satisfaction and Productivity:

Based on research carried out in Hawthorne studies, further research to prove that “happy
workers are productive” was carried out, which has been proved negative. Based on the
conclusion of Hawthorne studies, managers began their efforts to make their employees happier
by improving work conditions, providing Laissez-faire type of leadership, expanding various
facilities to the workers, but it has been found that there is no direct relationship between
happiness and productivity. Robins concluded that productive workers are likely to be happy
workers. Further research on the subject suggests that organization having happy workers might
have increased productivity. On individual level it may not be true due to complexity of
environment, work processes, various systems and sub systems having impact on the individual
employee. But it can be said from organizational point of view that organization that are able to
evolve such policies that make employees happy bound to have improved productivity. V.H.
Vroom. Productivity is considered as reward for hard work which is due to high level of
satisfaction. However globalisation, speed of machines and knowledge explosion, impact of
media on workers, social awareness and high expectations of employees to meet social
obligations are important factors to ensure high satisfaction level of employees. While evolving
industrial practices, above factors should be considered favourably and employee growth
achieved so that organizations grow automatically.
(2) Satisfaction and Absenteeism:

There is an inverse relationship between satisfaction and absenteeism. When workers are more
satisfied the absenteeism is low. When satisfaction level is low absenteeism tends to be high.
There are certain moderating variables like sick leave and degree to which people feel that their
jobs are important. Where there is a provision for sick leave, employees would take the benefit
and absent themselves. As far as the importance of work is concerned, it has been observed that
people attend to their work when it is important to accomplish. Employees having high
satisfaction would not necessarily result in to low absenteeism but those having low satisfaction
level would definitely have high absenteeism.

(3) Satisfaction and Turnover:

It has been found that employees who are not satisfied with their jobs will have high turnover.
Employees who are satisfied will not have high turnover. Satisfaction is also negatively related
to turnover but the co-relation is stronger than what we found in absenteeism. Employee
performance is a moderating factor of the satisfaction—Turnover relationship. In recent times a
phenomenon amongst the software engineers whose performance is high, their turnover has been
noticed as high because of competition for personal growth. Organization lures the competent
person for their organizational growth. Organization cares for such high performers and their
retention. Poor performers do not leave the organization for fear of lack of job opportunity
outside.
E-RECRUITMENT.

What is E-recruitment?

The electronic recruitment process of finding, assessing, and recruiting employees is known as e-
recruitment. This process connects organisations with potential employees through the use of
technology, and it has changed how employers and employees interact. Employers can use e-
recruitment to post job openings and search resumes electronically, and employees can use it to
submit applications and resumes electronically, search job postings, and receive job alerts.
‍

What are the advantages of E-recruitment?

Employers can reach a bigger number of potential employees by using electronic recruitment.
Companies can build their own e-recruitment stages in-house, use e-recruitment HR software, or
use recruiting firms that include e-recruitment in their services. Using online stages and HR
software, e-recruitment is the automated process of identifying, attracting, screening, and hiring
candidates. Businesses can use this internet recruitment strategy to develop an online presence
and communicate with candidates.
‍

1. Cost-Effective

Work costs in recruiting are generally high in terms of advertising, travel expenses, outside
recruiter fees etc. As a result, the employing process generally takes up an excessive amount of
time and its expense could be minimized by switching to e-recruitment, which permits you to
post free employment opportunities on multiple social stages just by one tick.
‍
2. Quicker process

The hiring process could be shortened simply by clicking a few catches to screen, filter, and sort
candidates' information and CV. E-recruitment streamlines the process of welcoming or rejecting
candidates one by one and inserting candidates' information physically is not, at this point
needed.
‍

3. Customized filtration

E-recruitment allows filtering requirements to help recruiters to track down the ideal candidates
with competencies that match the work position. Therefore, the filtration apparatuses provided
by e-recruitment systems speed up the process of arranging the candidates as indicated by
experience, education, competencies, and a lot more criteria.
‍

4. Flexible

The E-recruitment process is easy to get adapted to. Thus, it is easy to use and provides a stage
where all the HR managers could follow the hiring process and their funnel smoothly. Moreover,
the cloud-based feature permits the employer to have a CV database stored in one place making
it easier to refer or come back to in future.
‍

What are the disadvantages of E-recruitment?

‍

1. Tech problems

Some candidates may not be confident enough with the security of an online application. There's
always the possibility that the application system may operate
 slowly or lose information during the submission process.
‍

2. Fraudulent applicants

A few applications may be phoney to get data about the company or hiring official. At the same
time, spammers may utilize the data presented online to advance a help or item to your company.
On the off chance that you part with an excessive number of subtleties in your promotion,
vindictive programmers can even utilize the data to possibly access your company's IT
frameworks.
‍

3. Less effective

Not all e-recruitment administrations offer an inside and out investigation of your posting;
consequently, it tends to be difficult to sort out the thing is and isn't working and how to advance
your advertisement. Obviously, this is a typical issue in disconnected recruitment.
‍

4. Misunderstandings

Speaking with planned representatives through a screen can prompt confounded messages or
wrong suspicions. In any case, conversing with somebody face to face can explain what an
individual resembles as a first impression while likewise keeping up with clear correspondence
with each other.
‍

5. Diverse audience

Since e-recruitment creates countless applicants each day, organizations ought to be more
cautious when utilizing this. Scouts should guarantee proficiency consistently and try not to tap
unfit candidates, just as candidates who live excessively far from the workplace.
‍

CONCLUSION.

Today, e-recruitment is liked by most organizations since organizations are going computerized
and are focusing on better help quality. It is ideal to decide your company's objectives to pick
the recruitment cycle that best suits your association.
 12 Functions of an Human Resource
Management(HRM)

HRM ensures the smooth functioning of an organisation. The process starts with formulating the
right policies for the job requirements and ends with ensuring a successful business growth of
the company. Therefore, HRM is an invisible agent that binds all the aspects of the organisation
to ensure smooth progress.

Highlights

 Evolution Cycle of the HR Function

 Importance of HRM

 Features_of_HRM

 Objectives of HRM

 Functions of HRM

 FAQs


In this modern era, organisations have become more people-centric than ever — especially since
this approach pays great dividends in terms of enhanced employee performance and lower
attrition rates. Human Resource Management or HRM plays a key role in allowing employers
and organisations to reach their objective.

The functions of HRM hold great significance in the growth and overall development of the
organisations. After all, when the employees grow and develop their skills, the organisation will
automatically experience growth and expansion.

Some of the primary functions of HRM include job design and job analysis, recruitment/ hiring
and selection, training and development, compensation and benefits, performance management,
managerial relations and labour relations.
Evolution Cycle of the HR Function

Every HR department develops along with the development and growth of the organization. The
HRM evolves through 3 distinct stages where it begins as a Business Function, turns into a
Business Partner and afterwards a Strategic Partner.

In every one of these cases, the job and responsibilities of the HR division evolve to be more
strategic. At more elevated levels of maturity, the HR department can increase the value of the
leadership potential, top talent, company goals, employee retention rate and long haul
manageability of the association.

At each stage, the credits and worth added by the Human Resources department change and the
mediums required for this will change . At any rate, HR in an association should be liable for
overseeing employee information, finance, time management, and setting up organization
strategies. The HR department handles the effectiveness of human resource strategies and should
be incorporated into every decision making process in the organization.

As a business partner, HR’s job is to meet the “current business needs” with the goal that the
association can develop at a quantifiable rate. At this stage, HR moves to competency-based
recruitment, pay grades, sudden turn of events, correspondence and organization plan.

HR helps in formalizing the organization hierarchy (who does what and reports to whom). That
done, it recognizes the skills essential for each work job. Further, it helps in characterizing
programs that are essential for building up these abilities, recruitment strategies to assess the
expertise levels and benchmarking the abilities against industry norms and contenders etc.

All out salary (finance and advantages) likewise turns into a center territory where the HR assists
the association with drawing in and holding talented employees by turning into a pioneer in
paying the employees.
Utilizing the expertise database and the company structure, the HR work develops pay hikes,
improves the preparation capacity and makes the recruitment work more receptive to the abilities
required by the association.

Organizations that see their HR as a strategic business partner have faith in giving the full
maturity of their HR work. Such organizations are centered around accomplishing leadership
roles instead of a year-on-year development.

Importance of HRM:

Strategy management is an essential component of every organization and plays a critical aspect
in human resource management. HR managers oversee strategies to guarantee that the
organization meets its business objectives while also making major contributions to corporate
decision-making, which includes assessments for present workers and projections for subsequent
ones based on business requirements. HR is also the agency to contact if any form of
professional problem emerges between workers. They guarantee that challenges and disputes are
properly handled by examining the topic objectively and fostering good conversation to establish
a solution. Furthermore, they assist employees in understanding various methods of creating
productive work connections as well as the need not to allow personal judgment to affect their
behaviour.

Features of HRM

1. A Part of Management Discipline

HRM is a crucial aspect of administration. Even though it is not considered a profession in itself,
it is unquestionably a subject of study. Because HRM is part of the management process
category, it largely relies on management concepts, methods and procedures when managing the
human resources of almost any business segment.
2. Universal Existence

HRM is universal and is applicable everywhere, irrespective of the size, nature and variety of
scopes.

3. Concerned with People

HRM is concerned with the management of human resources or human characteristics in a

business segment. It oversees a variety of individuals, including workers/labourers, bosses,
managers and other associated senior managers. As a result, HRM is described as the
management of “people resources’ and their dedication to their jobs.

4. Action-oriented

Instead of record-keeping, written processes or regulations, the focus of Human Resource

Management is “activity.” Employee issues are resolved by sensible policies.

5. Directed towards the achievement of objectives

HRM is focused on working to attain organizational goals. It also gives tools and procedures for
properly managing the firm’s human resources.

6. Integrating mechanism

Among the most essential purposes of HRM is to identify the best way to achieve shared goals. It
also helps to establish friendly relationships among employees at all levels of a business.
 7. Development-oriented

HRM strives to optimize or maximize the usage of employees’ talents or potential. For all of this,
it tailors the compensation structure to the demands of the personnel. It also influences staff
training in order to improve their abilities. It makes every effort to fully use the capabilities of its
people to serve the organizational goals.

8. Continuous processes

HRM is an ongoing process, it operates from the day an organisation is created until it is
disbanded. It primarily focuses on managing the firm’s human capital, which is a continuous
process rather than a one-time event or a bad transaction

9. Comprehensive function

HRM can never be an isolated process since it involves all employees. No one is exempt from
the periphery of HRM, regardless of his or her status, remuneration or kind of job.

Objectives of HRM:

Some of the key objectives of HRM are:

 HR managers strive to reduce expenses in areas, such as retaining employees. HR specialists are
taught to conduct effective negotiations with potential and current workers, as well as to be
knowledgeable about employee perks that are likely to attract excellent applicants and keep
current employees.
 HR managers play an important role in developing employer-employee relationships since they
contribute considerably to training and development programs. This leads to staff development
inside the organization, hence, increasing employee happiness and productivity.
 Human resource managers are in charge of organizing activities, events and celebrations inside
the organization, which provide possibilities for team development. Furthermore, it increases
employee engagement and fosters a sense of confidence and regard among colleagues.

Functions of HRM:

1. Job design and job analysis

2. Employee hiring and selection
3. Employee training & development
4. Compensation and Benefits
5. Employee performance management
6. Managerial relations
7. Labour relations
8. Employee engagement & communication
9. Health and safety regulations
10. Personal support for employees
11. Succession Planning
12. Industrial Relations

1. Job design and job analysis

One of the foremost functions of HRM is job design and job analysis. Job design involves the
process of describing duties, responsibilities and operations of the job. To hire the right
employees based on rationality and research, it is imperative to identify the traits of an ideal
candidate who would be suitable for the job. This can be accomplished by describing the skills
and character traits of your top-performing employee. Doing so will help you determine the kind
of candidate you want for the job. You will be able to identify your key minimum requirements
in the candidate to qualify for the job.
Job analysis involves describing the job requirements, such as skills, qualification and work
experience. The vital day-to-day functions need to be identified and described in detail, as they
will decide the future course of action while recruiting.

2. Employee hiring and selection

Recruitment is one of the primary functions of human resource management. HRM aims to
obtain and retain qualified and efficient employees to achieve the goals and objectives of the
company. All this starts with hiring the right employees out of the list of applicants and
favourable candidates.

An HRM helps to source and identify the ideal candidates for interview and selection. The
candidates are then subjected to a comprehensive screening process to filter out the most
suitable candidates from the pool of applicants. The screened candidates are then taken through
different interview rounds to test and analyse their skills, knowledge and work experience
required for the job position.

Once the primary functions of HRM in recruitment are completed, and the candidate gets
selected after rounds of interviews, they are then provided with the job offer in the respective job
positions. This process is important because these selected employees will, after all, help the
company realise its goals and objectives.

3. Employee training & development

Imparting proper training and ensuring the right development of the selected candidates is a
crucial function of HR. After all, the success of the organisation depends on how well the
employees are trained for the job and what are their growth and development opportunities
within the organisation.

The role of HR should be to ensure that the new employees acquire the company-specific
knowledge and skills to perform their task efficiently. It boosts the overall efficiency and
productivity of the workforce, which ultimately results in better business for the company.

HRM plays a very crucial role in preparing employees for bigger tasks and responsibilities,
which leads to the holistic development of employees at work. And an organisation which
provides ample growth and development opportunities to its employees is considered to be a
healthy organisation.
 4. Compensation and Benefits

Benefits and compensation form the major crux of the total cost expenditure of an organisation.
It is a must to plug the expenses, and at the same time, it is also necessary to pay the employees
well. Therefore, the role of human resource management is to formulate attractive yet efficient
benefits and compensation packages to attract more employees into the workplace without
disturbing the finances of the company.

The primary objective of the benefits and compensation is to establish equitable and fair
remuneration for everyone. Plus, HR can use benefits and compensation as a leverage to boost
employee productivity as well as establish a good public image of the business.

Therefore, one of the core HR department functions is to lay down clear policies and guidelines
about employee compensation and their available benefits. One of the functions of HR manager
is to ensure the effective implementation of these policies and guidelines. This creates equality
and builds transparency among the employees and the management within the organisation.
After all, the level of employee satisfaction at work is directly proportional to the compensation
and benefits they receive.

5. Employee performance management

The next activity on HR functions list is effective employee performance management. Effective
performance management ensures that the output of the employees meets the goals and objective
of the organisation. Performance management doesn’t just focus on the performance of the
employee. It also focuses on the performance of the team, the department, and the organisation
as a whole.

The list of HR functions for performance management includes:

 Developing a proper job description

 Initiating an appropriate selection process to hire the right candidates for the job positions
 Providing the right training and education needed to enhance the performance of the employees
 Enabling real-time feedback and coaching employees to boost efficiency among them
 Conducting performance reviews monthly or quarterly to discuss the positives and the
improvement areas of employees
 Formulating a proper exit interview process to understand why experienced employees choose to
leave the company
 Designing a proper appraisal and compensation system that recognises and rewards the
workforce for their effort and hard work.

6. Managerial relations

Relationships in employment are normally divided into two parts — managerial relations and
labour relations. While labour relations is mainly about the relationship between the workforce
and the company, managerial relations deals with the relationship between the various processes
in an organisation.

Managerial relations determine the amount of work that needs to be done in a given day and how
to mobilise the workforce to accomplish the objective. It is about giving the appropriate project
to the right group of employees to ensure efficient completion of the project. At the same time, it
also entails managing the work schedules of employees to ensure continued productivity. It is
essential that HR handles such relations effectively to maintain the efficiency and productivity of
the company.

7. Labour relations

Cordial labour relations are essential to maintain harmonious relationships between employees at
the workplace. At the workplace, many employees work together towards a single objective.
However, individually, everyone is different from the other in characteristics. Hence, it is natural
to observe a communication gap between two employees. If left unattended, such behaviours can
spoil labour relations in the company.

Therefore, it is crucial for an HR to provide proper rules, regulations and policies about labour
relations. This way, the employees have a proper framework within which they need to operate.
Therefore, every employee will be aware of the policies which will create a cordial and
harmonious work environment.

Such a structured and calm work atmosphere also helps with improving performance and aching
higher targets.
8. Employee engagement and communication

Employee engagement is a crucial part of every organization. Higher levels of engagement

guarantee better productivity and greater employee satisfaction. Efficiently managing employee
engagement activities will help in improving the employee retention rates too. HRM is the right
agent who can manage the employee engagement seamlessly. Proper communication and
engagement will do wonders for the employees as well as the organization. The more engaged
the employees are, more committed and motivated they will be.

Human resource teams know the ‘humans’ of the organization better than anyone else. This
gives them an upper hand in planning engagement activities. Although such activities might not
fall under the direct functions of HRM, they are indeed required for the organizational welfare
and employer branding.

9. Health and safety regulations

Every employer should mandatorily follow the health and safety regulations laid out by the
authorities. Our labour laws insist every employer to provide whatever training, supplies, PPE,
and essential information to ensure the safety and health of the employees. Integrating the health
and safety regulations with company procedures or culture is the right way to ensure the safety of
the employees. Making these safety regulations part of the company activities is one of the
important functions of HRM.

10. Personal support for employees

HRM assists employees when they run into personal problems which may interfere with the
workflow. Along with discharging administrative responsibilities, HR departments also help
employees in need. Since the pandemic, the need for employee support and assistance has
substantially increased. For example, many employees needed extra time off and medical
assistance during the peak period of the pandemic. For those who reached out for help, whether it
may be in the form of insurance assistance or extra leaves, companies provided help through HR
teams.
11. Succession Planning

Succession planning is a core function of HRMs. It aims at planning, monitoring, and managing
the growth path of the employees from within the organizations.

What usually happens is that promising and bright employees within the organization who have
excelled in their roles are handpicked by their supervisors and HRs, and their growth paths are
developed.

This, of course, becomes quintessential as those employees who recognize the fact that the
company is investing in their growth and development, and therefore, will stay loyal in the long
run. However, while developing such employees towards a higher role, companies must keep in
mind several aspects, such as improving employee engagement, assigning challenging tasks and
activities.

An employee leaving the organisation can prove to be disruptive and expensive. Therefore,
succession planning is a saviour of some sorts, as it helps identify the next person who is just
right to replace the outgoing individual.

12. Industrial Relations

It’s usually the production lines and manufacturing units where this HR function is mostly used.
You see, Unions exist in factories and manufacturing units. And their responsibility is towards
the goodwill about the workers — in fact, they’re always vocal and upfront about.

Now, for a company, especially into manufacturing and production, the HRs must have ongoing
Industrial Relations practices. They must also continuously engage with the Unions in a friendly
and positive manner to maintain amicable relations.

The true motive of Industrial Relation touches on a lot of issues within the company. For
instance, Industrial Relations may be in place to meet wage standards, reduce instances that call
for strikes and protests, improve working and safety conditions for employees, reduce resource
wastage and production time and so on.

Industrial Relations is extremely important because, if handled properly, it can circumvent

protests, violence, walkouts, lawsuits, loss of funds and production time. IR is a sensitive yet
critical function of the HR department, naturally, it requires personnel with vast experience.

HRM plays a major role in the smooth functioning of the organisation. The process starts with
formulating the right policies for the job requirements and ends with ensuring a successful
business growth of the company. Therefore, HRM works as an invisible agent that binds together
all the aspects of the organisation to ensure smooth progress.