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fflers who primarily tell managers and employees what can and cannot be done' (Robert & John, 2007: P10).

Administrative role is more clerical like. In this modern era two major factors have affected administrative role and almost completely transformed the administrative role and are:

Information Technology
To improve the efficiency of HR and responsiveness towards employees and managers queries, more and more HR functions are becoming electronically and are being done on the intranet. Web based technology has dramatically reduced the time of HR administrative time. Technology is widely being used to publish job application forms, benefits entitlements etc.

I really agree with the role of technology in transforming HR management. I still remember when I was working at InfoTec; all HR related documents were available on company's intranet. Documents like policy documents, terms & conditions, exchange numbers, leave forms, attendance records, payrolls etc. Every thing was available with just a single click.

Outsourcing
Outsourcing is the second major driving shift of HR activities which also has enabled organisations to get rid of finding suitable workforce. Outsourcing HR activities has increasingly spread over past few years and future projections are also very high.

Today we see a lot of consultancy and recruitment agencies, who hire specialist to carry out selection process where suitable workforce is being found with the help of jobs posting companies. 'Job site' is UK's major recruitment or job posting site. Companies like 'Job Site' or 'Monster' help professionals to post their CVs and assist employers or recruitment agencies to search suitable persons.

Company usually outsource this activity sometimes to save time. I have used selection process in my explanation to outsourcing because I think selection and recruitment activity not often but sometimes is considered a two staged process. As in selection candidate is selected by a recruitment agency with a preliminary interview based on his/her expertise and then recruited by organisation after being interviewed by manager of related area.

Operational Role
Operational role requires HR professionals to concentrate and assist operating managers to identity and implement required programs or policies in the company. Operational role also enables HR to maintain ethical and disciplined environment throughout the organisation by managing employees and manager relationship and other activities performed by the employees. Operational role is strategic in nature.

Robert and john (2007: P12) explained operational role of human resource management ensures that compliance with equal employment opportunities and other laws is carried out on routine basis. HR however, do not create business strategies but, carries them out through HR activities.

Strategic Role
The strategic perspective of HRM requires the HR personnel to be proactive in fulfilling business realties and focusing on future business needs in terms of workforce planning and performance reviews of existing employees.

HR strategies include giving mission, vision and values to business, documenting HR viewpoint of management, produce business objectives and business strategies, reducing turnover etc. HR strategies are often written in separate document, deriving from th