“The challenge facing Eric Perbos-Brinck of orienting his diverse employees to his company and to the French culture reflects only a small aspect of the human resource management (HRM) challenges facing today’s managers. If an organization doesn’t take its HRM responsibilities seriously, work performance and goal accomplishment may suffer. The quality of an organization is, to a large degree, merely the summation of the quality of the people it hires and keeps. Getting and keeping competent employees are critical to the success of every organization, whether the organization is just starting or has been in the business for years. Therefore part of every manager’s job in the organization function is human resource management.” (Robins et al, 2001)
Through out the world, every organization is practicing HRM to reduce the differences and status between the managers and employees. By giving the slight authorities and freedom to work, the employees can do better. The HR manager brings the workforce together and he knows how to properly maintain its workforce by various tools and methods. In recent years the operations of HRM have been changes from last 10 years.
“The world of work in which Human Resource Management (HRM) operates has changed dramatically in the last half century. Not surprisingly, therefore, the HRM concepts and practices being created and carried out today are also increasingly different from those of the past.” (Abraham K. Korman et al, 1999)

Most of the organizations refer their employees as their biggest asset. They think employees as the most important part of the organization. These organizations have a separate HRM department under which they keep track on their employees like hiring them, firing them. Evaluating them and awarding them.
“Various studies have concluded that an organization’s human resources can be a significant source of competitive advantage.” (Robins et al, 2001).
For achieving success in the business environment against the competitors, the companies have to think that it employees are the part of the organization. Because they are the one making the organization successful. The managers should know how to make their employees more effective and efficient. So by viewing the relation between managers and employees as partners not as a servant has also put a positive impact on the success of the organization.
“In addition to their potential importance as part of organization strategy and contribution to competitive advantage an organization’s HRM practices have been found to have a significant impact on organization performance” (Robins et al, 2001).
HRM plays an important role in practicing the daily HRM responsibilities which help in improving and increasing the value of an organization in the market.
“HRM practices could increase its market value by as much as 30 percent” (Robins et al, 2001). One of the most important parts of the HR manager is to provide knowledge, skills and use their abilities in most affective and efficient manner. Increasing the motivational factor and providing them with rewards and incentives is also the major role of HR manager.
“There are certain HRM activities that must be completed in order to ensure that the organization has qualified people to perform the work that needs to be done.” (Robins et al, 2001).

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