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1. Human resource management is far from the initial "human resources" it is from created. In today's
successful enterprises, human potential management is a healthy spinal cord, while other parts of the
company are its healthy organs. In competition with the competition regarding the design of new
products, marketing, sales or distribution, employees play a key role, which puts the product or service
on a higher level of quality or the very speed of delivery. From the planning of enterprise strategies, the
recruitment of new employees of appropriate knowledge and skills, and the exceptional motivation, the
creation of incentive programs for diligent employees, as well as the identification and resolution of
problems in the organization, human resource management becomes an extremely imaginative,
innovative and, to the greatest extent, a creative part of the organization that saves it from competition.
Examples of many companies tell us that it gives excellent care to employees even better solutions in the
problems of the company, making the company more competitive, its products or services better, and
the users satisfied. In a business environment, the core resources of each organization are people and
their abilities, which enable the solving of set tasks, and thus the realization of common goals of the
organization. Every person shapes his knowledge, readiness for further learning, creativity, and
motivation to work, which is different from other resources in the company. In order to maximize
competitiveness, an enterprise is important, adding value to the company itself and its products or
services. Human Resource Management (HRM) is a special scientific discipline of management, which
includes all processes and activities that aim to manage human resources of an organization. HRM
covers practically all aspects of employee relations in an organization. It also affects the following areas:
selection system for employment, employee analysis; increasing employee productivity; development
and education; employee behavior; legal regulations, trade unions, employee protection, etc. In order to
achieve the best possible business results, a well-defined organization, its goals, and human resource
management in an enterprise is important, and that is exactly what human resources management is
doing.
Specific definitions indicate its human resource management function in order to successfully
achieve the set goals, as the word management itself means to lead. Human resources management can
be defined as a management activity that involves the selection, development, maintenance, adaptation,
routing and use of human resources in accordance with the goals of the company, while respecting the
individual needs and goals of employees.2 The term "human resources" tells us about people in the
workplace organization, their potential, and all the capabilities that they can provide to the organization
in the goal realization of its long-term and short-term goals. In the past, this notion was too rough to
label people as living beings, because it was based on the fact that the resource was something that
would previously mark the equipment in the organization, things that the organization has at its disposal
for further work, but not human potential. However, it turns out that the very term "resource" of people
just gets a very important place, because they put it in an equal position with other resources, maybe
even better, because their quality management requires certain skills and abilities. People are a basic
PHD RESEARCH PROPOSAL ON
HUMAN RESOURCE MANAGEMENT
HRM.PhDresearchon.com

2. factor that is common to every organization, and they are the creators of the strategies of every
company, which is the importance of human resources management. Therefore, each manager is
involved in human resources activities and seeks to facilitate people-to-people co-operation in order
to better implement the strategy and implement the organization's plans. Enterprise strategies are in the
hands of human resources, which by achieving their goals enable the realization of the strategies of the
enterprises themselves. Global competition encourages organizations to continuously develop and
advance in order to survive the new demands posed by globalization. If we have good human potential,
that is, quality and educated human resources, it is possible to respond to the challenges and demands
that we are constantly facing. Human resource education in the organization is of great importance for
its development and progress. Employees of the company with their knowledge and skills represent the
main resource without which the business of the company would not be possible. The economic
efficiency of a company depends on human resources. Employees create products and services, strive
to maintain and control quality, place products on the market, manage commodity flows, finance,
determine and implement the company's strategy, and set weekly, monthly, and annual goals. If
employees are not effective enough there is a problem with achieving goals. Human resources
constitute the main cost of doing business. In Western countries, especially in large enterprises, labor
costs account for 20-30% of total costs, some even up to 50%. In economies in transition, due to lower
labor costs, this percentage is somewhat lower, but not negligible. Human resources mean the total
spiritual and physical potential of the employee, both the utilized and unused potential. The basis for
presenting people as a resource is the tendency to equalize this potential in dealing with other business
resources of the company. Human resources have the knowledge that is necessary for carrying out
work activities and development of enterprises. They possess innovative qualities, intellectual,
biological and physiological potentials without which the working process cannot take place. The
acquisition of this resource and its engagement is a key task of the company's management. Therefore,
the entire concept of treating employees in the enterprise as a human resource has developed within
the management, at the stage of his development when the responsibility for carrying out a significant
part of employee-related activities is transferred from the personnel manager to other managers in the
company.
Human Resource Management (HRM) occurs in organizational practice from the early 1990s, when
the human factor begins to be viewed as a subject of management. Human resource management is
positioned in the sphere of managing, or orienting people in the organization, and is based on key
categories of organizational behavior, such as: motivation, individual and group relationships,
organizational socialization, organizational culture, etc. (Lloyd & Rue, 2000). For effective management
of this resource, certain theoretical knowledge as well as specific methods, processes and procedures
are needed in order to utilize human potential, that is, to direct its development. The use and
development of human resources should be directed towards achieving the company's ultimate goals,
i.e. its developmental and business policy. However, efficient and effective human resource
management must also take into account the interests of people, not just the goals of the enterprise. It is
true that the company uses human potential as a means of achieving set goals, but also people use the
company to realize their own interests (earnings, experience, affirmation, etc.). Management of work
and development of human resources is closely related to the management and development of the
company itself (Pegels, 2008). Consequently, in the new management concept, in addition to the
technological, organizational and economic components, the social and psychological component must
HRM.PhDresearchon.com
PHD RESEARCH PROPOSAL ON HUMAN RESOURCE MANAGEMENT

3. be represented to a considerable extent. Only in this way can an appropriate match be found between
the enterprise's business resources, which is a prerequisite for its successful business and harmonious
development. The modern management concept, which manages human resources, deals with the
strategic, individual and social aspects of people in the organization. Additionally, this aspect of making
it takes care of competitiveness - it includes all decisions and actions in the management of people, who
create or support a competitive advantage. It is difficult to define the whole concept of human
resources with one definition, but it can be emphasized that this would involve the concern of people
within the organization. That refers to finding the right and experienced people for the organization,
which would influence the training and development of employees and motivation, in order to manage
such personnel. So it could be said that human resources management consists of the function of
employing, developing, motivating and retaining employees. Every organization is as successful as it
owns high-quality human resources. Achieving the maximum of employees, their motivation and
performance in work are crucial, therefore each organization contains in its organizational structure a
human resource department. It could be said that the purpose of human resources management is to
improve employee performance in every possible way. Today's competition is enormous and imposes
the need for as qualified employees, so it is essential that human resource experts are educated and
specialize in many scientific disciplines (psychology, law, sociology, etc.) (Armstrong, 2003). Businesses
need to influence the education and continuous improvement of their employees, as well as
encouraging better work and contribution to the organization. Employee satisfaction will affect their
success and loyalty to the organization. Human resource management experts have great importance
for the companies they work in and their role is growing. They need to help with other levels of
management in the organization in order to make better use of the given human resources for
achieving the goals of the organization. We can say that the role of human resources management is the
task of every manager, regardless of his engagement, in order to provide maximum support to
employees.
HRM.PhDresearchon.com
PHD RESEARCH PROPOSAL ON HUMAN RESOURCE MANAGEMENT
References
Porter, M. E. (1985). Competitive Advantage, New York: Free Press.
Armstrong, M. (2003). Human Resource Management Practice. 9 edition, London: Kogan Page.
Pegels, C. C. (2008). Handbook of Strategies and Tools for the Learning Company. Portland–
Oregon: Producivity Press.
Lloyd, L. B. & Rue, L. (2000). Human Resource Management, sixth edition, Boston: Irwin
McGraw-Hill.