Human resource management is not to be viewed as something different from or secondary to the formulation and execution of business strategies of institutions but as an aid in accomplishing the same.
Henry and Pettigrew (1986) argue that Human Resource Management has 4 propositions:
• The use of scheduling
• A rational approach to the plan and management of personnel systems based on an employment policy and manpower strategy and frequently underpinned by an attitude.
• Human Resource Management behaviors and rules matched to some overt business tactic.
• The people of the organization professed as a strategic resource for the attainment of spirited benefit.
Human Resource Management works on the following three levels. They are
1. Organizational level: as strategies entail choices about key objectives, main plans and the allotment of resources, they tend to be formulated at the peak.
2. Focus: tactics are business driven and focuses on organizational usefulness in this perspective people are thus viewed principally as resources to be redirect toward the accomplishment of strategic business objectives.
人力资源管理是不被看作是不同的东西或二级机构的业务策略的制定和执行，但作为一种辅助手段完成。
亨利和Pettigrew（1986）认为，人力资源管理有4个命题：
•使用调度
•一个合理的方法来规划和管理的人事制度的基础上的就业政策和人力资源策略，并经常基础的态度。
•人力资源管理的行为和规则相匹配的一些公开的商业策略。
•人的组织宣称朝气蓬勃的利益的实现作为一种战略资源。
人力资源管理工作在以下三个层次。他们是
1。组织层面：战略需要的主要目标，主要计划和资源分配的选择，他们往往会制定的高峰。
2。焦点：战术是业务驱动的，在这个角度上，重点对组织有用的人因此认为主要的资源向战略业务目标的完成重定向。
