***************** Resource ManagementAuthor’s NameInstitutional Affiliation  Human ******** ManagementHuman resource ********** ***** ** * body **** ******* on ********** ********* *** ******** ********* on ***** ***** ****** ** deals ** * ******* ** ****** **** as *********** ********** compensation safety ************ motivation organization *********** wellness benefits *** training ** ********* ** ***** ********** fields ** specialization *** *** * ********* **** in organizing ****** *** ********* the ******* culture according ** *** ******* ** **** as the ******* *********** *** effectiveness *********** significantly ** *** ****** company ********* ** ***** ** *** *************** ** *** company ***** and objectives ** an appropriate *** Nowadays the ***** ** *** *** ******* ** proper *********** of ********* *** ********* * measurable impact ** ************ ******* **** the ******** ** this *** ********** firms should be adaptive resilient ***************** and easy ** ****** *** direction *** department *** a huge role to play ** ****** the ******** ** ********** ******* achieving target ***** and aims ***** ******** ********** ************ ***** people ***** motivated *** ******** ********** **** *********** to *** success ** *** company The ** ************* **** in ********* ** ************** culture ** *** ******* that improves ** the ********** *** commitment ** employees ********** ************ ***** Verreynne ***** ********** in human ******** ******* ** *** of *** ********* ******** ****** ******* ***** ***** ******** areas *** learners **** ** **** ***** ******* **** *** ******** ********* ** *** ******* trends ** *** ******** environmentHuman ******** ********** *** **** ******** ********** **** *** studies It assesses ********* ********* ** *** key ****** *** their personal *************** ******** *** *** *** ******* ********** ***** **** ** ************* *** the **** ******** ****** *** *** effective performance ** ****** ** ******* ******** ********* *** ********* ********* of ***** ********* ** fundamental *** **** ******* *** ******** employees’ ******** in ***** ************ High ************ ******** ** * **** ** *** ******* ****** **** *** ******** ** *** **** *** company twice as **** ** ** has ** ***** and recruit new employees **** *** company * ***** ******** ************ will **** * foundation on *** ** employ *** ***** people **** *** ***** ** ************* ********* *** ********** ********* ** they ******** them ** *** ******** ****** *** **** they **** ** ****** **** *** ******* ** the ******* **** ****** **** they ******* *** right compensation as **** as *** ******** ** ********** **** attention ** *** ******** needs ** **** employee **** ***** them to ***** ********* ************ ****** ***** *** lead ** ************** HR department ****** ********* on a ***** **** of how ****** **** ****** *** ******* ********* *** ****** ** **** (Bratton ***** **** 2017) *** *** ** ********** of resolving conflicts ** * ******* ********* conflict ** ********** ** ******* **** ******* ************* ****** and work ethics Human ******** ********** ********** ****** *********** ****** on how to ****** ******** in *** ******* stations ***** resource ********* *** *** ******* to assist both ******* ** ************ ******* ********* * better resolution ******* ****** ******** ******* ** ******** satisfaction in their ********** ****** ** ******* ************ ***** ******** ********** has a **** to ensure employees *** content **** the *********** working environment *** ** ********** *** to *** ** ******* ********* ********* ********** *** ***** groups ** help *** company to **** if the ******* ********* ************ ************ ******* ***** They have a ************** ** *********** ********* that *** lead to *************** ** employees ******* ** **** **** *** address *** issue and ******** ******* ** helps the ********** ** ***** **** ******* **** ********** ******** **** *** lead to ******* of *** ******* *** instance **** **** ** ********* *** ******** ******** *** ********* *** **** *** **** find **** ** **** **** with whatever ****** HRM ************ ******* employee *********** *** ********* have duties and **************** to carry *** in *** ******* function **** develop performance ********** ******* **** help *** ********* ** *** satisfaction ** required roles *** ******* they ******** *** ********* ******* they possess *** ********* ****** *** ********* ****** *** *** *** ***** ********* ** *** employees they ***** **** ** *** effective job ************ ********* ** *** *** ************ of ***** company ********* it ***** ** ************* *********** ***** ********* ******* ** the ******* The ***** crucial **** for *** is to carry out ******** and ******* the *********** of *** company entirely *** ********** ******** ********* ***** for the ******* ** ******** *** **** of ****** needed *** ******** ********* & Hegewisch ***** ** ****** ************ *********** ******** **** ******** *** capability *** ********** ************ of employees *** HR ********** **** helps ** *** ****** ******* ** *** ******* ** ** * ******** ************** ** *** ** ********** ** **** track ** *** company’s ****** project ** ** ******* ** ******* ********* ************ of the ********* ********* ** the ******* It **** * strategic ******** ** ******** a competitive *** realistic ** ***** markets employment trends and ******* ****** ***** ** the *** ********* ********* on *** ************ ********* department ********** ******* qualities ***** *** professionals that *** ********* *** their *********** ** ****** ** ** * great field organized *** ****** **** enables * ******* ******* ********* *** ******* ***** ** **** as ******** objectives They have *** ********* ** ******* good ****** ** the ******* *** * ************* *********** *** ************ ** *** ** the key quality ** the ** department ***** ** ************* ****** **** *** ******* *** an ********* ************ It entails proper **** management ****** ** ****** ********** ** ***** ****** *** ******** period ** ********* ******** ** various tasks *** ********* **** **** ** ******* ***** *********** of ****** ****** *** deadlines ** **** promotes **** ****** ** *** ******* ** * company *** ******** **** **** * **** sense ** ****** **** ******* **** ************ information **** **** ** ****** ******* ******** ** **** ***** **** *** ********* ********** customers *** ************ ** *** company ************* ** one of *** **** *********** ******* of ** ************* Effective communication ** * ******* ******** ***** *** ** department *** ** ****** ** a ******* ******************** *************** ***** Kaynak 2018) Communication ***** ***** **** **** ** ******* communication ****** **** ****** *** ******* ** ***** ******* employees ** **** ** ********* *** ******* improvement Besides they **** ** *** ******* ************* ***** ** ********** development ** ** ***** to ********* sharing of necessary ********** ***** ******* ** an ********* ** ********** ** to **** the ******* ** ******* ******* *** * ******** to ******** ** the best ***** *** ** professional ****** ensure **** ****** *** way their personal differences ** ******* similar ***** **** ****** have ****** to ******* a situation ** *** ******* *********** **** the employees ***** ** ****** differences ********* ** * ******* ****** **** ** ******** for ** ************* *** ********** ******* ********* ** **** firm decisions ** *** ********** and ****** ** *** ******* ********* ** *** ********** *** policies of *** company **** have * major impact to monitor *** ********* the **** ****** of the ******* in an ******** ********* ** ****** *** ** *** forefront ** *** ******** ** ***** ******** ********* *** ***** ** idea of *** ** **** ********** ** a *********** component **** *** ** ************ *** to possess (Saeed ** ** ***** ********* mostly ****** ** *** HR **** *** *************** *** ********** guidance ** ***** working ****** *** ********* **** **** confidence in ***** HR team which **** **** to ***** ** *** ****** ****** ** *** company For instance **** have ** find ******* ** ********* ******** **** **** ***** *** ****** **** ******* ********* desired ********** ******** ********** is * ******* ***** that *** ********* should seek *** *** ********* and smooth ******* ** ****** ** the business *** HR department ****** ** ********* *** ********* ** business ****** Human ******** ************* ****** ******* current ******** ********* to *** level ** ************* *********** **** **** ***** human resource ********* **** *** ****** ****** ** technology ******* ******** ******* duties and issues *********** *** ***** ******** management department has to be ********** ******** ** the *************** process ** *** ******* ***** ************* have *********** ****** *** relevant ********* **** will **** *** ******* ** choosing what is for *** ******* ***** participation ** budget control ***** *** ******* ** ***** *********** ******** ***** ******** ********** ********** ******* awareness ** *** norms *** ******* ** *** ********* to the *** employees ** ***** *** employees stakeholders ********* *** ********* ** *** same background ******* achieving the specific ******* *** ********** ******** ** ********* ** *** * common language ***** ********* ** remain ********* ** their ********* ** *** ****** ********* to ********* confidential information ** their ********** ******************************** * Weerawardena J ***** Verreynne M ****** ******** ************ human ******** management ********** and competitive ********* *** ************* ******* ** ***** Resource ********** ****** ********* **** ********************************* * ***** Gold J ****** ***** resource ********** **** ** * **** ******* Palgrave MacmillanBrewster * & ********* * ****** ****** *** practice ** ******** ***** ******** ********** **** ** p 388) New ***** RoutledgeGutierrez-Gutierrez * *************** * ***** ****** H ****** The role ** ***** resource-related quality management practices ** new ******* *********** ************* Journal Of Operations ***** ********** ********** ***** ***** **** ****************************** * ***** * Hafeez S **** * ***** * ***** Afridi M ****** ********* ********** **************** ******** ******* green ***** ******** ********** ********* ********* Social ************** And ************* Management ***** 424-438 **** ******************** N ****** ** introduction to ***** resource ********** **** ** * 479) *** Angeles ****** ****

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