Human Resource Management is an old and complex science which is playing, nowadays, a very important role within companies. Indeed, since the globalization has skyrocketed, companies have to reorganize themselves constantly in order to face competitors. However, Human Resources cope with two main activities that are essential for companies welfare : the recruitment and the management of employees. To understand the role of HRM, I will first define it briefly, then I will emphasize on its two main practices and how HRM copes with them.
« Human Resource Management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement. »
People know Human Resources thanks to its role in engaging and laying off employees. It is actually a little bit more complicated. Indeed, the recruitment is a science that is really complex and need particular skills and competencies. The managers who are in charge of recruting employees have to respond and to fit with the company’s needs and to find the most suitable person. We will see on a first part the theorical approach of recruitment and on a second one what the process is in practice.
Diversity exists in recruitment, we notice easily that all organizations are different, some companies prefer to deal with the differences of everyone and adapt their recruitment to them. In the chapter 10, the author states two main approaches : « equal opportunities » and « management of diversity ». Liff defends the