1. – Assistant Professor, Symbiosis Institute Of Business Management, Bangalore, Karnataka, India.
| Received
18-Jun-2014 |
Accepted
- |
Published
18-Jun-2014 |
Abstract
Human Resource Management (HRM) as a function has undergone substantial changes and has evolved tremendously over the past few decades. Primarily it concerns with building processes that ensures optimum and economic use of peoples talent in an organization.
Standard HR practices (that include recruit, retain and reward) are the tools any HR manager has in his/her hands to deal with people issues in an organization. The aim of this paper is to demonstrate that various HR practices are not equally important, but can have differential impact on the outcomes of organizational objectives, depending on the context provided by the organizational strategy.
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