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Secondly, the whole industry is deemed in an increasingly growth trend, which indicates more job-hopping happenings result from intensified competition.  Enterprises in the same industry especially those small and medium-sized enterprises (SMEs) are confronting with profound difficulties.   As a result, HRM in the corporate should contribute to retain “loyal and committed” workers in response to the serious problem for their positive results.  For example, when the two directors of Deakins India Private Limited are influenced by the severe competition from China which is a super manufacturer, Kain and Garg (2006, p.2) query whether any business management models should be altered.  Nevertheless, although it seems that the HRM have to explore a new model to deal with changeable situations, not all HRM have the ability to improve SME performance despite of their wishes.  Premier India Ltd., as an example of unionization, gets caught into crisis and could not accomplish employee commitment (Kain and Grag, 2006, p.3).  Thence, HRM is in urgent need of enhancing the sense of belonging of staff through the process of training and compensation. 

Thirdly, accordingly, HRM focus on selecting, training and appraising as well as developing staffs to retain them.  What the fundamental objective of these measures is to make contributions to employee loyalty and make profits for business organizations in the end.  Zheng, C. et al (2006, p.3) illuminate that HRM policies are applied to operations such as employee commitment, integration and flexibility for the purpose of stimulating performance outcomes.  As individual staff’s performance improved, the organization performance will definitely acquire more effectiveness to some extent.  So the basic requirements of the business organization will be achieved if there is high level of employee loyalty.  Furthermore, compensation would have a further impact on staff commitment for their satisfaction inside their mind and heart. 

Lastly, HRM hence focuses on compensating and satisfying their personnel.  Not only employees’ safety, health and security are guaranteed by the HRM process, but also individual reward and benefit could not be neglected.  Otherwise, the effectiveness of the business organization would be weakened drastically due to the dissatisfaction of employees.  There exist surveys reflect that only a quarter of the personnel joining in motivation programs designed for individual performance is disappointed at the internal reward system in their institute (Chow, I.H & Liu, S.S., 2006, p.3).  Thus, HRM should not only assess employee satisfaction but also exert compensation programs to make them be satisfied with their career for the firm’s profits. 

This report provides a perspective of basic responsibility and function of HRM through analyzing existing objective and subjective factors.  On one hand, there is an intensified competition among business organizations under the globalization trend.  On the other hand, both of the institutions and individual employees are in urgent need of strategic management in order to achieve the corporate profit target as well as meet individual development needs.  HRM plays a central role in managerial aspects including technical innovation, management of customer demands and operations, employee commitment as wel本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。