Human resource (HR) refers to the workforce within an organization responsible to perform certain duties assigned by the management for achieving organizational goals.

Human resource management (HRM) consists of all the activities involved in acquiring, maintaining, and developing an organisation’s human resources.

Strategic human resource management is the linking of the human resource function with the company’s strategies to achieve organizational goals. 

Without managerial support, HRM programs cannot succeed. Therefore, human resource managers need to understand clearly how to communicate their policies and procedures to other units of the organization.

Managers should be aware of the business environment for opportunities and threats affecting human resources and be prepared to react quickly to these challenges. 

Globalization, increased competition, deregulation and increased indebtedness, technological innovation, more high-tech jobs, more service jobs, more knowledge work, an aging workforce, economic crises, slower economic growth in many countries are the trends shaping human resource management.

External environmental factors affecting HRM are workforce and demographic trends, government regulations, and economic challenges and trends.

Every employee carries his/her cultural background to the organization. Firms should train and educate their work force to achieve a unified organizational culture.

Human resource management starts with planning which is the development of strategies to meet a firm’s future human resources requirements.

Carrying out a job analysis, forecasting demand, forecasting the supply human resources and matching the demand and supply of human resources are the steps that are generally followed.

Job analysis is the systematic process of determining the skills, duties, and knowledge required for performing specific jobs in an organization. 

The type of information gathered from job analysis could be listed as; selection, performance appraisal, training and development, job evaluation, career planning, work redesign, and human resource planning.

A job specification is a document containing the minimum acceptable qualifications that a person should possess in order to perform a particular job.

The first human resource planning activity requires forecasting labor demand. Labor demand determines how many and what type of employees the organization needs in the future. 

A skills inventory, which is also called human resource information system, is a computerized databank containing information on the education, skills, and experience of all present employees.

New “blood” brings new perspectives, cheaper and faster than training professionals, no group of political supporters in organization already and may bring new industry insights are the advantages of external recruitment?

Preliminary screening - Employment interview - Employment test - Reference check and background investigations - Physical examination - Selection decision 

Specific - Measurable - Achievable - Realistic - Time-bound 

The key objectives of the compensation system for a business organization are retaining the best employees, motivate employees to perform at higher levels, and have the company achieve its strategic goals.

In Turkey, some benefits defined by the law are funeral, birth and marriage benefits, duty travel allowances, mobile duty compensation, paid vacations, severance pay, unemployment insurance, medical leave, dismissal pay or collective payment in the form of severance pay.