Review Paper – “Recruitment Policies and Procedures in Organizations and Companies ”

Human resource management (HRM) is the practice of recruiting, hiring, deploying and managing an organization’s employees. HRM is often referred to simply as human resources (HR). A company or organization’s HR department is usually responsible for creating, putting into effect and overseeing policies governing workers and the relationship of the organization with its employees. The term human resources was first used in the early 1900s, and then more widely in the 1960s, to describe the people who work for the organization, in aggregate. HRM is employee management with an emphasis on employees as assets of the business. In this context, employees are sometimes referred to as human capital. As with other business assets, the goal is to make effective use of employees, reducing risk and maximizing return on investment (ROI). The modern term human capital management (HCM) is often used by large and midsize companies when discussing HR technology. Human resource management is meant for proper utilization of  available skilled workforce and also to make efficient use of existing human resource in the organization. The best example in present situation is, construction industry has been facing serious shortage of skilled workforce. It is  expected to triple in the next decade from the present 30 per cent, will negatively impact the overall productivity of the sector, warn industry experts. Today many experts claim that machines and technology are replacing human resource and minimizing their role or effort. However, machines and technology are built by the humans only and they need to be operated or at least monitored by humans and this is the reason why companies are always in hunt  for talented, skilled and qualified professionals for continuous development of the organization.