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.