Wright (2006) defines Human Resources Management as practices and systems that influence employees behavior, attitudes, and

performance. The definition focuses on

Policies. Practices. Systems.

Hall and Goodale (2004) define Human Resources Management as the process though which an optimal fit is chivvied among the employees, job, organization and environment so that the employees reach their desired level of satisfaction and performance and the organization meet its goals. The definition focuses on
The fit between individual job- organizations.

Human resource management is a complex area with many environmental factors that must be taken into account. Among the processes included in human resource management is Planning. Staffing. Evaluating and rewarding.
Improving the organization. Maintaining effective employer employee relationship

The major goals of human resource management include Low absenteeism. Selective retention of employees.
High job performance.

Compliance with legal requirement. Reduction of counterproductive employee behavior. It is not surprising that the role of human resource staff has become much more complex over the years. Todays business environment

demand that HRM play more than just an administrative and advisory role ;the human resource manager must serve as a business expert,chage facilitator, and strategy consultant as well

Planning: human resource department need to make planning this means forecasting for the future. They have to make human resource planning where by this concerned with ensuring the organization future needs for the labor and skills are meant. Determine the goals and plan of the organization: human resource department personnel need to analyze and evaluate environmental influences. Need to identify internal strengths and weaknesses. Need to prepare plans for the functional areas of business and also need to evaluate the progress made toward the implementations of the plans. Need to forecast Human resource: To forecast human resource is to determine the demand for people and appropriate skills for given period in the future. The forecast requires an estimation of the supply can be divided into two parts which are; the estimate of the number and types of employees presently in your company or organization, employees who will be available by the year end, refers to those people who will have to be recruited externally Planning on how the implementation of programs will be done: this step requires converting the human resource plan into action the principal implementation programs are; recruitment, selection, placement. Performance appraisal, career development. Promotion, transfer, retrenchment and retirement. Human resource need to evaluate and controlling measure implementation progress compeer with the plan and take corrective action. Change human resource plans if enterprise plans are altered. Periodically up date skills inventory, forecast and implementation programs To sum up I can say the human resource department term main function is to manage people. Also ensures that number staff flow a general direction by frequently classifying and reminding them of goals of the organization or company

REFERENCES Norbert E; (1967); Management Planning; system Approach; Melbomme Publishes Harody K; (2003);Project Management ,System Approach to Planning, Scheduling and controlling Backwell Publishing Hyde, J (2004); Managing and Supporting People in Organization www.about . Com retrieves at 12:29