Publications

Abstract : The role of Human Resource Leaders largely dealing with administrative matters in relating to personnel relations including payroll, recruitment, employee disputes, benefits, and workplace policies and procedures. Perhaps, recruitment remains one of the biggest challenges whereby finding and retaining employees is arguably the most difficult task faced by Human Resource departments and recruiters. There is widespread of negative perception on Human Resource Management did not handle recruitment situations fairly. This is due to the increasingly competitive labor market condition needs for skilled and educated talent rises around the world. Organizations are finding it more difficult to attract the best employees and making it for Human Resource to build a strong employer brand. The present article proposes a conceptualized Human Resource Management Model which has four dimensions namely retrenchment, attrition, retention, and conversion in job market which are predominantly occurring in a day-today life all over the globe. Each of these dimensions has varied issues to be resolved and is appropriate at this juncture to propose this conceptualized research model through extensive literature review and from expert opinion. Tighter labor markets, economic uncertainty and globalization are key issues that will shape the workplace and the Human Resource profession in coming years. Furthermore, population changes will have a mounting impact on many aspects of employment and Human Resource recruitment practices. This will influence hiring strategies and other Human Resource decisions. Hence, the proposed framework for Human Resource Management is timely in investigating the current obstacles to enhance the organizational performance. Further, the model can be customized to any organizations in developing countries with varied applications in the market to understand the realistic nature of an employee.