you have excellent communication skills, the ability to manage relationships with diverse stakeholders, a commitment to helping people and organisations improve performance? Do you also have the ability to handle details and see the big picture? If so a career in human resource management and industrial relations could be for you. The first port of call for many job applications is the human resources department of an organisation or a recruitment consultancy. Industrial relations experts are called in when employers and unions are in dispute about wages and conditions. But recruitment and bargaining are just two of many roles that human resource management and industrial relations (HRM & IR) professionals are involved in. Other roles include those of change management, strategic planning , training and development, and remuneration. Human resource management is about managing people so that businesses are competitive and successful. To do this in a fast-changing global economy, HRM & IR professionals keep up with issues and trends that affect employment relationships the labour market and economics, the product or service market, the political environment, environmental concerns, technological change, employment regulations, organisational psychology and social trends. The human resource management (HRM) function of an organisation manages the individual aspects of the employment relationship-from employee recruitment and selection to international employment relations, salaries and wages. HRM is a complex blend of science and art, creativity and common sense. At one level, HR practice draws on economics, psychology, sociology, anthropology, political studies, and strategic and systems thinking. At an operational level, success depends on interpersonal relationships. HR professionals are often the \" go to \" people in an organisation for advice and information. When things go wrong employees rely on the integrity and ability of HRM staff to manage and advise on issues without taking sides. They may also train and develop staff to ensure the business performs well, that it meets its goals and continually improves within legislative frameworks. HRM practitioners also keep up-to-date with legislation and analyse contemporary employment issues. Industrial relations is also a multidisciplinary field that studies the collective aspects of the employment relationship. It is increasingly being called employment relations (ER) because of the importance of non-industrial employment relationships. IR has a core concern with social justice through fair employment practices and decent work. People often think industrial relations is about labour relations and unionised employment situations, but it is more than that. Industrial relations …

Human Resource Management and Industrial Relations

The aim of of this paper is to examine The Role Of Selection System Using Graphology To detect The Organizational Commitment And Its Implication To The Performance Of Worker. The data collected consist of primary data and secondary data. Primary data obtained through observation and interview to worker and Graphologist. Secondary data were obtained through literature study. The sample consisted of the worker selected by using Graphology and without using Graphology (30 worker). Handwritten results of participants who have been collected were processed by By Handwriting Wizard. Then to analysed the data, QDA Miner Lite was used. QDA Miner Lite software is one of the tool in processing qualitative data. The results indicate that there is a role for the selection system using Graphology to detect Organizational Commitment. Beside that, there is the implication of selection using Grahology to the performance of worker.

http://researchersworld.com/ijms/vol5/issue4_8/Paper_01.pdf

Maman Kusman

Papers

The Role of Selection System using Graphology to Detect the Organizational Commitment and its Implication to the Performance of Worker