Interview With a Human Resources Manger

I was interviewed by Mr. John Smith, a respected university personnel manager. I asked him to come to my Starbucks cafe for coffee. He did not reject me, he made it. First, I shared my understanding of my course content and course and career. As he is the most capable personnel manager in my eyes, I began to explain a lot about human resources management. I first explained about educational contents on human resources management at our university.

The organization's framework is based on three elements: task, structure, and human resource management. Personnel management is a combination of recruitment, dismissal and compensation methods. Personnel managers deal with organization personnel by adopting various management strategies. Human resource management includes various strategies, decisions, principles, functions, and operations related to personal management of employees working within an organization (Kaila, 2005, p. 14). There is no doubt that the role of strategic human resources management is very important when Abbey National is experiencing the greatest change in its history. Before explaining in detail, it is appropriate to understand the meaning of strategic personnel management. Strategic human resource management is a link that links the organization's strategic goals to human resources and promotes innovation culture and organizational flexibility.

The relationship between strategic goals and human resources goals emerged in the second half of the 20th century and was called strategic human resource management (SHRM). Strategic human resource management can be defined as a link between human resources management and the strategic goals and objectives for developing organizational culture to improve organizational performance and promote innovation and flexibility I can do it. The Human Resources Management System includes the development and planning of personnel policies to achieve organizational goals. Associating the personnel system with the organization's strategic goals and objectives will help the organization achieve desirable results.

Since the beginning of the 20th century, the goal of human resource management has been greatly improved. Due to the increase in unions and interpersonal relationships, demand for experienced personnel managers is increasing. In order for an organization to succeed and achieve its goals, we must prepare the HR team to have an appropriate number of workers who have had appropriate experience and training to meet the requirements of the organization. Successful Human Resource Management will force its business units to recognize labor market adjustments and changes and employment law. They are also responsible for helping motivate workers, pay close attention to their performance and help them develop through complementary training (Noe-Hollenbeck, Gerhert, Wright 2003).