To Study of role of human Resource in Succession Management

Introduction
Today in the world, global competition is the basic element to define firms strategies as
a result industrial economy has been experienced to pass toward to knowledge
economy. At an age where total quality is of primary importance, efficiency can only be
achieved by the successful utilization of human resources. Human resource
management is one of the necessary needs of todays business. Human resource
management department has a very important role for supply of the human being to
main resources of companies. Human resource management department has
fundamental role for personnel recruiting, orientation and performance appraisal and so
on. Human resource management issues to be addressed at the highest level in the
organization and management of strategic decisions are required.
This research will inform human resource management, scope and affecting factors on
human resource management, human resource management functions and relationship
between organizational effectiveness and human resources management. The
relationship between perceived sufficiency of Human Resource Management practices,
person organization fit, and person-job fit has not been examined before. In the present
study, it is hypothesized that perceived sufficiency of HRM practices contributes to
actual and perceived person-organization fit and perceived person-job fit.
As the technology presents new solutions to the organizations, HRM departments start
using cutting edge technology solutions in the market. Purchasing the best-of-breed tool
in the market seems the best solution. However, using tools directly commercial-off-the
shelf brought new problems rather than informing the business processes.

Managing people well influences every aspect of organizations. Still, because human
resource management involves the employment relationship, its goals and activities
focus there. Some researchers have proposed that evaluations of effectiveness should
be based on financial measures (e.g., profit) and for years, human resources issues
have been secondary to such measures.
Objective
To Study of role of human Resource in Succession Management

Literature Review

Jones, (2012) mentioned that organizations now recognize that they must fulfil
responsibilities to many constituencies including employees. He mentions that an
organization is created in which the human resource management practices of the past
no longer fit. Organizations are faced with a situation that cries out for new solutions to
the thorny challenges of integrating business and people needs.

Acquaah (2004) states that human resource management practices enhance

organizational effectiveness and performance by attracting, identifying, and retaining
employees with knowledge, skills, and abilities, and getting them to behave in a manner
that will support the mission and objectives of the organization. Thus, the effectiveness
of HRM practices depends on how it engenders the appropriate attitudes and behaviors
in employees, in addition to its implementation.

Ettore, et al. (1996 ) cited that HR departments are expected to contribute to

organizational performance and many organizations now believe that the success of the
strategic management process largely depends on the extent to which the HR function
is involved he reported rather large effects on such outcomes as employee turnover,
productivity, quality, profits, and even stock prices. Trouble is, for a variety of
methodological reasons - including unreliable measures of HRM and OE, common
method variance, poorly specified models, and cross-sectional rather than longitudinal
research designs - these estimates strain credibility to the point of incredulity

Drake (2013) cited that within the Human Resources box are the three components of
Human Resource value:
1. Opportunity, which is the necessary circumstances for employees to create value for
the organization;
2. Capability, which is the capacity of employees to create value; and
3. Motivation, which is the drive or force employees feel to contribute to organizational
value.

All three components must be present for human resources to contribute to

organizational value.

Chito (2011) discussed that many businesses traditionally organized work to minimize
the demands on workers, and to make them interchangeable. Today, we see a
resurgence of teams, individual accountability, and reliance on front-line employee
ideas and suggestions. It seems quite likely that employees were always somewhat
capable and motivated to creatively contribute through teams and suggestions, but
because the work was not organized properly, they had no Opportunity. Or, consider
organizations that redesign the work to require teamwork and creativity, and have highly
intelligent and experienced workers, but recognize and reward workers only as
individuals. Here, there is Opportunity and Capability, but the Motivation is lacking.

Najar et al (2011) argues that Human Resources are enhanced when managers find
ways to build Opportunity, Capability, and Motivation. The enhanced Human Resources
bring greater value to the Organization, which supports the Organization's ability to
bring greater value to its Environment. In turn, the Organization receives necessary
inputs from the Environment, and can use those inputs to further increase the value of
Human Resources.

Becker & Shafer, (2011) cited that employees who feel neglected will seek alternatives
and may withdraw either through increased absenteeism and turnover or decreased
commitment. This may threaten the firms survival or at least hinder its success as other
sources of competitive advantage such as scale economies and protected markets
wane what remains as a crucial, differentiating factor is the organization, its
employees, and how they work.
Pfeffer (2009) mentioned that it is important that a firm adopt HRM practices that make
best use of its employees. This trend has led to increased interest in the impact of HRM
on organizational performance, and a number of studies have found a positive
relationship between so-called high-performance work practices and different
measures of company performance. Furthermore, there is some empirical support for
the hypothesis that firms, which align their HRM practices with their business strategy,
will achieve superior outcomes

Huselid (2010) discussed the Role of HRM planning by and mentioned that Human
resources with developed talents and creativity who are able to reach and utilize
information constitute the main power of competition in the world market. Those
companies and institutions that make investments on human resources and attempt to
create working conditions that are compatible with their requirements and wishes, are
the ones who reach success. The employees are the biggest support that institutions
need during renovation periods. Institutions that were able to please their employees in
the past and were able to implement loyalty and trust, can endure difficulties more
easily. The merit given to humans not only increases personal productivity but it also
uplifts the quality of the company and the team. The main purpose of human resources
management is the employment of human resources in the most efficient and
productive way. Nowadays; the success of institutions is evaluated by their
communication.

Gerhart (2009) suggests that human resource systems can contribute to sustained
competitive advantage through facilitating the development of competencies that are
firm specific.[5] The sustained superior performance of many companies has been
attributed to unique capabilities for managing human resources to gain competitive
advantage. Conversely, to the extent that HR systems inhibit the mobilization of new
competencies and/or destroy existing competencies, they may contribute to
organizational vulnerability and competitive disadvantage.
Scope of HRM
Truss, (2001) said that HRM has tools of a system which attracts, develops, motivates,
and retains the effective functioning related with the people managing, the scope of
HRM is very wide. Researches in behavioral sciences show that new trends in
managing workers and advances in the field of training have expanded the scope of HR
function in recent years. There are several aspects in HRM planning like Personnel
aspect: This is concerned with manpower planning, recruitment, selection, placement,
transfer, promotion, training and development, lay off and retrenchment, remuneration,
incentives, productivity, etc. Welfare aspect: It deals with working conditions and
amenities such as canteens, creches, rest and lunch rooms, housing, transport, medical
assistance, education, health and safety, recreation facilities, etc. Industrial relations
aspect: This covers union-management relations, joint consultation, collective
bargaining, grievance and disciplinary procedures, settlement of disputes, etc. The main
aim of the human resources management is using the salaried staff in an organization
effectively and salutary for the organizations benefits.

Chris (2008) suggests that organizational changes make human factors increasingly
important, that top managers manage human resources well, and that management
theory suggests that well managed human resources can make a difference. Even the
business press has embraced the idea that "intellectual capital" may be a company's
"most valuable asset. "Are there real tangible examples of human issues directly
affecting the bottom line?

Duggler (2011) mentioned that advantages and said that Human resources are part of a
system, with each part of the system interacting with the others. The Environment
provides context, opportunities and constraints. The Organization which combines many
resources to survive, grow, and create value for constituents. The Human Resources
represent the employees of the organization, and the results they create through the
employment relationship. The vertical arrows spanning the levels represent
relationships. Relationships may be exchanges, or mutual influence. Each component
of the model has relationships with the others. For example, for business Organizations
to survive they must receive materials, capital and labor from the Environment, and in
turn they must provide payments, return-on-investment, and rewards.
Taylor, & Gary (2009) further mentioned that Organizations receive Cultural inputs such
as social values, norms, and history, and in turn their behavior affects society's values,
norms and history. Within the Organization, the Human Resources are influenced by the
Organization's Culture, Structure, Products and Strategy. In turn, the Human Resources
support these Organizational components by returning value through such things as
performance, attitudes, loyalty and creativity.

Advantages:
Recruitment and Training is one of the major responsibilities of the human resource
team. The HR managers come up with plans and strategies for hiring the right kind of
people. They design the criteria which is best suited for a specific job description. Their
other tasks related to recruitment include formulating the obligations of an employee
and the scope of tasks assigned to him or her

HRM encourages the people working in an organisation, to work according to their

potential and gives them suggestions that can help them to bring about improvement in
it. The team communicates with the staff individually from time to time and provides all
the necessary information regarding their performances and also defines their
respective roles.

In an organisation, there are several issues on which disputes may arise between the
employees and the employers. You can say conflicts are almost inevitable. In such a
scenario, it is the human resource department which acts as a consultant and mediator
to sort out those issues in an effective manner.

The responsibility of establishing good public relations lies with the HRM to a great
extent. They organise business meetings, seminars and various official gatherings on
behalf of the company in order to build up relationships with other business sectors.
Sometimes, the HR department plays an active role in preparing the business and
marketing plans for the organisation too.

Findings
Strategic human resource management may bring a number of benefits to the
organization by Contributing to the goal accomplishment and the survival of the
company. Supporting and successfully implementing business strategies of the
company. By Creating and maintaining a competitive advantage for the company. It
improves the responsiveness and innovation potential of the company. It increase the
number of feasible strategic options available to the company. Participating in strategic
planning and influencing the strategic direction of the company as an equally entitled
member of top management. By Improving cooperation between the HRM department
and line managers.
to invest in people through the introduction and encouragement of learning processes
designed to increase capability and align skills to organizational needs. Ensure that the
organization identifies the knowledge required to meet its goals and satisfy its
customers and takes steps to acquire amd develop its intellectual capital. Define the
behaviours required for organizational success and ensure that these behaviours are
encouraged, valued and rewarded. To encourage people to engage wholeheartedly in
the work they do for the organization. To gain the commitment of people to the
organizations mission and values. To achieve these goals it is necessary to understand
the linkage between HRM and business strategy

Conclusion
Human resource management is one of the necessary needs of todays business.
Human resource management department has a very important role for supply of the
human being to main resources of companies. Human resource management
department has fundamental role for personnel recruiting, orientation and performance
appraisal and so on. The performance evaluation within this process, its not only for
evaluate of employees performance therewithal its important to get strengthening of the
bond between employee and employer. Performance evaluation is one of the important
matters for companies getting successful. If the companies can use to performance
evaluation correctly, its bring to successful performance management and then bring
success of the company. The aim of this study to give some information about human
resource management and underline important of human resource department is then
make prelude to performance evaluation and give some information about performance
appraisal process.
Corporations are undergoing dramatic changes with significant implications for how
human resources are managed and the HR function is best organized and managed.
The forces driving change include the rapid deployment of information technology,
globalization of the economy, and the increasingly competitive dynamic business
environments that corporations face. There is a growing consensus that effective
human capital is critical to an organization's success and that the HR function's focus
must be more strategic. An effective Human Resources Management gives chance
employees to contribute effectively and productively to the overall company direction
and the accomplishment of the organization's goals and objectives. In working life, the
most important value is employees. That is why Human Resources Management is the
key factor for success of a business. Being a global world and being a part of global
competitive markets processes force businesses to manage human factor more truly for
every level. A growing number of sources in HRM literature support the change and
development of Human Resources perspectives from personnel management to HRM
and then to Strategic HRM; they claim that, the human resources are the companies
most important assets, and effective management of these resources will contribute to
the sustainable competitive advantage of firms. With the increasing value of employees
as individuals, management of human resources with a classical approach is no longer
satisfactory. This has led to the necessity of adopting a different administrative
approach. As a result, the significance of human resources management has increased
among other functions of administration. Nowadays; management of human resources
is a rising star and a focus of attention in contemporary managing platform. The main
reason for such an attention is the comprehension of the human factor by many
institutions. It has been realized that employment of individuals efficiently by force and
intimidation is not possible and more emphasis has been placed on methods and
opportunities that enable people to work willingly

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