Human Resource plays a pivotal role in an organization. The need for adequately trained and extremely skilled personnel in the regulation of the organization leads to a need for Human Resource Development. They contribute, to a great extent, in growth, efficiency, market reputation and increased productivity of the company. This fact has been accepted by a variety of establishments, i.e., industrial organizations, commercial or research agencies and even government firms. Consequently, an independent Human Resource Development department was tailored in these firms for smooth running of matters related to recruitment, training and execution.
However, before the long route to this maintenance of separate body of Human Resource Development began, several issues were battled in non-profit/ public sector. The main issues pertaining to the discussions of training were regarding the inputs: Time & Money. As a matter of fact, time and expenses are matters of greater consideration for small scale organization than the larger counterparts.
Human Resource Management is defined as the people who staff and manage organization. It comprises of the functions and principles that are applied to retaining, training, developing, and compensating the employees in organization. It is also applicable to non-business organizations, such as education, healthcare, etc Human Resource Management is defined as the set of activities, programs, and functions that are designed to maximize both organizational as well as employee effectiveness. Personnel Management, Organisation Behavior, and Emotional intelligence, among many others are some other labels of HRM. Alternatively, Human Resource Management (HRM) can be represented as identification of a certain approach to such functions of employment rather than a generic term for regulation of employees in a public or private sector company. The popular conception of 'manpower management' is one that centers around the development and maintenance of a committed, loyal and efficient staff capable of delivering value and required output to the organisation.
Research shows that employees who are happy and content with their current work conditions are likely to stay in the organisation for a long period. In the current period of economic depression, employees turned out to select job security as the top contender in job satisfaction. It was also the most important aspect for HR Professionals this year, for the first time.
As an organisation faces fiscal constraints, HR representatives of a company play an important role in balancing employee motivation and satisfaction at the same time. The term 'Employee Satisfaction' symbolizes a terminology used to express employees in an organisation are happy, contended and are at peace with their work. Most theories proclaim that employee satisfaction is the doorway to employee motivation, goal achievements and a zest of confidence in the workplace. The bottom-line of the concept is to measure the happiness quotient of the workers in the workplace in regard to the job and environment. A high morale of such employees is tremendously beneficial to any company as it enhances work output and loyalty towards the company. Organisations today are taking up innovative and experimental methods to elevate job satisfaction among employees.
