he HRM is closely associated with leadership, motivation and work behavior; this therefore makes it crucial for corporations to recognize the importance of HRM in attaining the competitive edge. The most important goals in an effective HRM to improve the ER are: the human resource planning flows from the strategic planning meaning that putting in place the strategic plans is more difficult. This is common nowadays since incorporating changes requires a higher degree of group and individual involvement to enable the human resources incorporation to the strategic plans. The human resource policies in selection, rewards and motivation need to be consistent and aimed to achieve the strategic objectives. Successful integration in the HRM is dependent on the practicing and acceptance of the suitable human resource management policies by the on line managers, there is essence of integrating the employees to diminish the divergence in interest of the employee and those of the firm.

Commitment can be to the job, career advancement, or to the firm, however, it is seen in terms of the acceptance of forms goals, value and is reflected by the employee behavior. It’s therefore assumed that the job commitment coupled with firm commitment results to better performance, longer tenure and higher employee satisfaction. Some of the measures put in place to enhance employee commitment include ensuring two way communications while setting the objectives, performance appraisal based on set performance measures and extrinsic and intrinsic rewards

This is the ability of the management to respond fast to the dynamics in the market environment, innovation and manage that change. This is achieved through work organization, training, multi-skilling and elimination of job classification that are narrow

The HRM should possess policies to retain the trained, adaptable staff and skilled staff and this should be through the use of set performance measures

It is important to know the challenges that exist between the HRM and ER and how conflicts are solved between the two. Some of the basic employee relation objectives are:
Ensure production of goods efficiently and to determine good employment terms through negotiations with the employer.
Establishment of good communication channel for cooperation and consultation on issues at the work place, industry level and national level
Avoiding dispute and settling the when they occur, this may be between the employees or employer through mechanisms for dispute settlement and negotiation.
It should provide a social protection for the whole society at large where needed, e.g. child labor, health and safety etc.

Establish a harmonious and stable relationship between the employee and employer, the state and the firm.

ER is concerned with the relationship between unions and employer, employee and employer, and between them and state meaning that it is a collective relation. This is evidenced by the central place engaged by the labor law, collective bargaining, trade unionism, freedom of association, employee right etc. the human resource management is involved with human resource management rather than collective relation management though there is some correlation. The role of ER is to control the employment relationship which it does with set rules which may originate from the state laws, tribunals or through collective bargaining.

Tension some times arises between the ER and HRM due to the unitary out look of the HRM and the pluralist outlook by the ER. It is often said that the HRM is a representation of the managerial authority meant to achieve the firm’s goals whereas the ER function is to support the employees and ensure there is a harmonious relation between the employee and employer through negotiations and collective bargaining. Evidence sows that the major reason for introduction of the HRM is to ensure that the firm attains competitive advantage through production of high quality good and services. A harmonious ER system should maintain a good relation ship with the HRM through avoiding conflict and solving the conflicts when they arise by joint consultation, collective bargaining by use of mechanisms of dispute settlement at national and at enterprise level.

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