Human resource management (HRM), as defined by Bratton, J. & Gold, J.

(2003), is A strategic approach to managing employment relations which emphasizes that leveraging peoples capabilities is critical to achieving sustainable competitive advantage, this being achieved through a distinctive set of integrated employment policies, programmes and practices. According to this definition, it means that human resource management should not merely handle recruitment, pay, and discharging, but also should maximize the use of an organization's human resources in a more strategic level. To describe what the HRM does in the organization, Ulrich, D. & Brocklebank, W. (2005) have outlined some of the HRM roles such as employee advocate, human capital developer, functional expert, strategic partner and HR leader etc.

Importance of human resource management

HRM is very important in organization especially in public sector organization. There are many issues arise in the public sector organizations which need to resolve and HR managers are the person who resolve these problems. The Foremost and prime HR function in any organization is recruiting the right person and then getting required quality and quantity of work in line with organizational goals which uses various tools and techniques for motivation, appraisal, training, cross cultural management, emerging issues in personnel laws like, sexual harassment etc. Some of the skills are,

Multitasking On any day, an HR professional will deal with an employees personal issue one minute, a benefit claim the next and a recruiting strategy for a hard-to-fill job the minute after. Priorities and business needs move fast and change fast, and colleague A who needs something doesnt much care if youre already helping colleague B. You need to be able to handle it all, all at once. Discretion and business ethics Human Resources professionals are the conscience of the company, as well as the keepers of confidential information. As they serve the needs of top management, they also monitor officers approaches to employees to ensure proper ethics are observed. He need to be able to push back when they arent, to keep the firm on the straight and narrow. Not an easy responsibility! Of course, he always handle appropriately, and never divulge to any unauthorized person, confidential information about anyone in the organization. Dual focus HR professionals need to consider the needs of both employees and management. There are times you must make decisions to protect the individual, and other times when you protect the organization, its culture, and values. These decisions may be misunderstood by some, and you may catch flak

because of it, but you know that explaining your choices might compromise confidential information.

Employee trust Employees expect Human Resources professionals to advocate for their concerns, yet you must also enforce top managements policies. The HR professional who can pull off this delicate balancing act wins trust from all concerned.

Fairness Successful HR professionals demonstrate fairness. This means that communication is clear, that peoples voices are heard, that laws and policies are followed, and that privacy and respect is maintained.