INTRODUCTION

Human Resource Management (HRM) is a management function that helps managers recruit, select, train & develops members for an organization .Obviously, HRM is concerned with the peoples dimension in organization. Earlier, personnel departments were called health and happiness department. The people assigned to deal with personnel issues were often individuals who were past their prime. The personnel department was seen as lesser productive and unimportant to the organization. Coming to its composition of the HR department, it may be stated that it depends on the scale of operation and attitude of the top management towards its personnel. However, a globalized HR department is headed by Vice-President, under whom Sr. Manager- Personnel, Sr. Manager- Administration ,Sr.Manager- HRD and Sr. ManagerIndustrial Relations. The department will grow in size and importance when new demands are placed on it by the top management. The role of the Human Resources Department has changed dramatically over the past 30 years and will become increasingly more strategic in nature in the future. The role of HR manager is shifting from that of a protector and screener to the role of a planner and change agent.

REVIEW OF PUBLISH ARTICLES

Gary S. Becker says that the basic resource in any company is the people. The most successful companies will be those that manage human capital in the most effective and efficient manner. The present day economy has been titled as Knowledge economy. In such an economy, it is people who make all the difference. In political economy capital or market was important.

Talent occupies centre stage in the Indian workplace. In view of this, managing and retaining manpower is becoming crucial to an organizations success Otilia ALBU stated that The role of the HR manager must parallel the needs of the changing organization. Successful organizations are becoming more adaptable, resilient, quick to change directions, and customer -centered. Within this environment, the HR professional must learn how to manage effectively through planning, organizing, leading and controlling the human resource and be knowledgeable of emerging trends in training and employee development. The new technological change, downsizing, right sizing and privatization management can also play role for future developments/trends and accepts the challenges of the future Preeti Naveen Yadav stated that Human Resource Management is a process of bringing people &organization together, so that the goals of each other are met. Indian organizations are also witnessing a change in systems, management cultures and philosophy due to the global alignment of Indian Organization. As globalization has been a challenging issue for the organization because international human resource management has placed great emphasis on number of responsibilities & functions ,such as relocation, orientation, translation services to help employees adapt to new and different environment outside their own country. Hence forth ,the necessary attention must be taken by HR Managers in formulating policies, motivation ,maintaining the relationship and stressing on quality in administration. HR does this in a measurable way.HR people need to do a lot thing. Conclusion: Human Resource Department is no different than other aspects of a business in being able to deliver significant benefits to the company. When reviewing an HR Dept., it becomes clear that a

number of business processes have an impact on the effectiveness of employee efforts in delivery services or product to customers. HR Dept. may be misunderstood of all corporate depts., but its also the most necessary. Those who work in Human Resource are not only responsible for hiring & firing, them also hander contacting job references and administrating employee benefit. Its true that any individual who works in HR Dept. Must be a people person. Employees are human, not commodities and HR departments have to start seeing them differently, with the current push towards strategies that engage employees, attract top talent, contribute to the bottom line this change is imperative. The HR dept. should create competitive advantage by building strong organizations, strong leaders, managers, strong teams, & employees. HR Dept. does this in a measurable way. If HR is to be perceived as an enabler of business strategies they need to be seen by measurable contributions to the bottom line through expense reduction or revenue generation, talent management and risk mitigation. HR people need to be a lot more creative in the way they do things. The one size fits all approach doesnt work anymore. HR depts. of today need to be talent of tomorrow.

REFERENCE
1) http://www.deccanherald.com/content/146027/recent-trends-critical-hr-management.html 2) The Annals of The "tefan cel Mare" University of Suceava. Fascicle of The Faculty of Economics and Public Administration Vol. 9, No. 2(10), 200921 3)International Research Journal , August 2010 ISSN- 0975-3486 RNI: RAJBIL 2009/30097 VOL I *ISSUE 11