HR
management cannot be dismissed lightly if maximising productivity isn't sufficient
motivation then adherence to legal requirements should be, particularly given
significant financial penalties and loss of credibility in the market place. Consequently
organisations are formally documenting HR management practices
that suggests greater attention is being paid to HR management issues to ensure
that and employee (industrial) relations issues are no longer being treated in
an ad hoc way. Put simply if HR management tasks are
not correctly implemented, documented and managed you can have major industrial
relations problems. Without effective HR management employee moral and productivity
will deteriorate. Without effective HR management the organisation will be met
with considerable resistance when introducing change. Without organisational change
and development survival becomes at best uncertain. However with more and
more directors of HR management organisations are now establishing
and documenting HR management procedures, systems and work practices. Other organisations
have given greater prominence to other functions based upon their view that HR
management documentation is an additional expense that won't give them a good
return on investment. Consequently their HR management practices operate in a
fragmented way. | 
