The policies and practices one needs to carry out the people or human resource aspects of a management position including recruiting, screening, training ,rewarding and appraising.(Human Resource Management 8th Ed by G.Dessler, p.2).

Human Resource Management can be defined as management of activities undertaken to attract, develop, motivate, and maintain a high-performance workforce within organizations (Human Resource Management: An Experiential Approach by D.Harvey & R.B.Bowin, p.6).

 Planning labor needs and recruiting candidates

Benefits are indirect financial payments given to employees. It includes health and life insurance, leave, superannuation, education plans and discounts on company’s products. At least some benefits are offered by all the companies in Australia to their employees. Some common types of leave entitlements available to employees in Australia are; - annual and public holidays, sick leave, parental leave, jury service leave, leave for defense and force service. Many companies provide service benefits to their employees which include legal services, counseling, and social and recreational opportunities. All these services improve the quality of employee’s worklife and life outside work (Human Resource Management, by Dessler, Griffiths, Lloyd-Walker, Williams, p.615-21). All these benefits and services motivate the work force to improve productivity and thus strive willing for the goals of the organization.

Employment relations which are based on the applied disciplines of human resource management offers a perspective on recruitment and selection and performance appraisal which is more accurate in theory but is more realistic in practice(Accord Or Discord? Changing Employment Relations, by J.Gibson, p.36).

Gardner and Palmer intention is to integrate the human resource management with industrial relations more closely into a broader term employment relations (1992 p.2). Human resource management has grown from the study of personal management. The human resource management focuses on integrating the various technical personnel functions with the objectives of the organizations. People are viewed as human capital to be used as investments in organizations future (Nankervis, Compton & McCarthy, 1993 quoted on p.27 in Accord Or Discord? Changing Employment Relations, by J.Gibson). In the 1980’s, the profile of human resource management practioners in the corporate management structure and in pursuing workplace strategies aimed at the incorporation of employees into the acceptance of management goals and objectives at the expense of trade unions.

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