Tzvetomira Nenova A4
             Human resource management is based on the belief that human resources are uniquely important to sustained business success. An organization gains competitive advantage by using its people effectively, drawing on their expertise and ingenuity to meet clearly defined objectives. Human resource management is aimed at recruiting capable, flexible and committed people, managing and rewarding their performance and developing key competencies.
             It is important to stress that human resource management has not "come out of nowhere". HRM has absorbed ideas and techniques from a number of areas. In effect, it is a synthesis of themes and concepts drawn from over a century of management theory and social science research.
             There is a long history of attempts to achieve an understanding of human behaviour in the workplace. Throughout the twentieth century, practitioners and academics have searched for theories and tools to explain and influence human behaviour at work. Managers in different countries encounter similar experiences: businesses expand or fail; they innovate or stagnate; finance has to be obtained and workers have to be recruited; new equipment is purchased, eliminating old procedures and introducing new methods; staff must be reorganized, retained or dismissed. Over and over again, managers must deal with events, which are clearly similar but also different enough to require fresh thinking.
             It employs the techniques for strategic management for the utilization of human resources. It focuses on senior managers' concern with achieving objectives and containing costs. HRM is a mechanism for control and the exercise of power by top management. It encourages employee attitudes and behaviour, which are consistent with business goals.
             We are often not aware that our subconscious as wells as our conscious mind influences our attitudes and the process by whi...