Human Resources Management Practices in Modern World

 M. D. Mohite, (04/04/2019 )  ‘Human Resources Management Practices in Modern World’ published in International Journal of Innovative Knowledge Concepts, 7(4) April, 2019ISSN : 2454-2415 Vol. 7, Issue 4, April, 2019

Abstract:

In Today’s modern world there was found changes in modern employees. Managing people in organizations at various levels is complicated. Employee is work for many reasons. White collar and blue collar employees or worker are work for short term and long term projects. Employees are come from various places, multiple skill ability. They learned various job skill or work skill for fulfilling his or her requirements such that earn money, happiness and like to helping to other. HR department or professional first choice is hiring best candidates. Employer doesn’t think about employees or worker of unselected candidates. In today’s M-HRM study found that companies are positive thinking about unselected candidate. Modern HR (M-HR) is facing complication of managing modern employees or worker. Yet! Modern white collar Employee (M-WCE) and Modern blue collar Employee (M-BCE) are smart and has multiple skills, work ability. Modern employee or worker has high skill and ability. Modern world organizations are looking smart, multi skill, physically as well as mentally strong employee. There is need of systematic management of such employee is important in Modern HRM practices. M-HRM (Modern Human Resources Management) practices refer to personal as well as organizational activities directed at managing the pool of regular & modern human resources and ensuring that the resources are employed towards the fulfillment overall growth. The purpose of this paper is to develop an understanding M-HRM Practices. It helps to all sectors for rethink and adding new modern technique that results growth in organization as well as human being.  

Keywords: Modern HRM Practices, HRM, M-HRM,  M-HR, M-WCE, M-BCE, modern world HRM practices

(A) Introduction

In Today’s modern world there was found changes in modern employees. There is need of Modern HRM practices with modern study. In Recent environment management of people in organization or within organization is difficult. The main role of HRM is caring of employee for positive output; it can help to achieve employer, employees and organizational objective, mission and goal. Various researchers told that Human resource management or HRM or simply HR is the management of human resources. Human Resources Management is a process of bringing people and organisations or within organization together so that the goals, mission and objectives of each are met. It is a function in the organizations. It can be designed to maximize employee performance in service of an employer's strategic objectives. Recently new method and techniques was added in Human Resource Management. The Role & Responsibility of human resource management in organisations or within organization has been evolving dramatically in recent times. The world of work, people is rapidly changing. Hired White collar & Blue collar employee was demanded more from organization. Modern employee psychology is modern. Employee is a main part of organization. The employees who are work within organization are most essential in other work. Human Resource Management (HRM) professional / practitioner must be prepared to deal with effects of changing world of work. HR people must understand the implications of globalization, work-force diversity, changing skill requirements, corporate downsizing, and continuous improvement. Modern white collar Employee (M-WCE) and Modern blue collar Employee (M-BCE) are smart and has multiple skills, work ability. Modern Human Resource Management (HRM) is important for any organization. It is essential in various ways. There is systematically planning approach of managing people will effectively affect on performance. Modern HRM aims to establish a more open, flexible and caring management with adoption of various techniques. It helps motivation of staff, development and managed in a way that they can give of their best to support departments missions. Resources of human that may be M-WCE and M-BCE are the most important asset for any organization. M-HRM is main source of achieving competitive advantage. Modern Managing human resources are very challenging. Managing people in organizations at various levels is complicated. Employee is work for many reasons. White collar and blue collar employees or worker are work for short term and long term projects. Employees are come from various places, multiple skill ability. They learned various job skill or work skill for fulfilling his or her requirements such that earn money, happiness and like to helping to other. Presently technology used in HRM that call or implemented for effective management. It requires effective HRM system. Employer doesn’t think about employees or worker of unselected candidates. In today’s M-HRM study found that companies are thinking positive about unselected candidate. Modern HRM system practices are better than regular HRM practices. Employee has multiple skill ability. M-HRM (Modern Human Resources Management) practices refer to organizational activities directed at managing the pool of human resources and ensuring that the resources are employed towards the fulfillment of organizational goals as well as employee goals itself. This paper has been designed to review the existing literature available on recent HRM and modern Human Resources Management Practices. The purpose of this paper is to develop an understanding of Modern HRM Practices and to examine the unique HRM practices implemented by different companies.

(B) Review Of Literature:

The article reviewed are discussed here, (B.1) According to Wikipedia ¹ (2019) open access journal HRM is the strategic approach. Those are focusing on effective management of people in organizations. It can help the business gain a competitive advantage. It was designed to maximize employee performance. They are focusing in service of an employer's strategic objectives. Human Resources were concerned with the management of people within organizations or companies. They are focusing on policies and on systems. HR department was responsible for overseeing employee benefits design, employee recruitment, training and development, rewarding, and performance appraisal. HR is concerns itself with organizational change and industrial relations, balancing of organizational practices with requirements arising from collective bargaining and from governmental laws. HR purpose is to ensure that the organization is able to achieve success through people. (B.2) Mr. M D Mohite ^{2 11} (March 2019) presented paper on ‘'Job satisfaction Factors of Employee in Virtual Workplace’; with reference of this article author was reviewed various paper. According him author Smith, Patmos, Pitts, (2018) stated that personality factors, offer great insight into workplace behaviours. There was positive relationship was found in communication channel satisfaction. Brian Hill (2018) was shown that satisfaction found based on working condition, opportunity, work load, respect, relationship and financial matter. They was reviewed paper on Regina (2016), told that Work, place of work, Life Balance, Training, Technical Support, Communication are affect on satisfaction of Job on every cases. Ratna and Kaur, (2016) tolds that. Work was done at virtual network. Author LaShawn Johnson (2016) told that there were millions of people work in alternative locations outside of corporate offices; such type of work had many different names that are telecommuting, mobile office, teleworking, working from or at home or other, alternate work location, that are in flexible work arrangements. They found that relationship between level of telecommuting, gender, age, and employee job satisfaction that means age, gender, and level of telecommuting can predict job satisfaction in employee. Author reviewed paper of Jindan Zhang (2016), change of communication with employee can be significantly predict job satisfaction of employees. According to author Kelley (2015) virtual working hours, Flexible or Alternative Work Schedule Policy or terms, virtual communication, Telecommuting Policy and quality of life is important for virtual employees in any environments. Allied Telecom (2015) paper told that virtual workforces help businesses in the modern world. Many employees like flexibility of work. Author Sneha, Shailaja (2014) paper told that Job satisfaction role was important in organization. It can help performance, productivity and increasing turnover of organization. Kathryn, Michael (Nov 2010), in article told that telework and job satisfaction link connected with work-life conflict, info exchange, Quality of Info, Stress from interruptions, general policy and politics. They studied on Nicholas (2010) in article there was found impact of the physical environment morale, the stress and morale, the relationship with management on job satisfaction. Brie Weiler Reynolds, (2011) in blog told that tele’ means “distance”; Teleworking can be referred to working from a distance. Venktesh (53312) told that organization factors- salary, promotion, company policy; work environmental factors – supervision, work group, work condition; work itself- job security, variety, interest of work; and personal factors Age, Tenure, personality are sources of job satisfaction. Author Dawn H. Coveyduck (April 1997), thesis told that Demographic variables was predicted feeling toward the organization. Finally Author concluded that there are important Job satisfaction Factors of employee who work in virtual workplace that is Place, Work, Time, Stress, Gender, Age, Experience, Immediate superior, Relationship, Communication, Technology, Payment, Policy, Security, Responsibility, Personal, dependency, Guidance, Achievement, Traveling, Social, Status, Trust, Feedback, Help, Psychology and Law.  (B.3) Mr. M D Mohite ^{3 12} (16 Feb 2019), presented on ‘Human Resources Management in Media & Entertainment: Review’ in International Conference  On “Advanced and Innovative Practices in Commerce & Management, Science, & Technology, Humanities, Languages and Their Role in Achieving the Exponential Growth” reviewed and presented various article. Author was reviewed paper of Costello, Oliver (2018) told that there  must needed in media companies of accepting SHRM with focusing recruitment, performance, retention policies and procedures it will helps in competitive environment. Archana Verma (2018) told that managing people in film industry in modern days was very complicated because of modern employee. Present industry used technology such film production employee’s management software, marketing, distribution software applications will helps in Management in modern employees. This can helps satisfied at work. Gautam Gupta (2018) Mantra, Meditation helps refresh your body and mind, Focus on your breathing helps relaxation, take relax at lunch break and writing a gratitude note can increase mental strength to both employee and employer;  mindfulness can play a decisive role in HRM.  Sandeep (2017), paper shown that, the role of human resource management are changing by time requirements. There were seen new challenges in competitive market. Modern HRM can rethink the terms of the current trends at all levels. Sayed, Charles (2017), told that M & E companies facing various challenges in attract, develop and retain talent. Author suggested HR organizations must require develop, align the people strategy which can be fit your company overall objectives. Harrish (2017), modern HRM must focused on creating and implementing talent management strategy. This is important in HRM practices are attractive schemes, training program, reward & recognition program, attract good talent and modern think will helps in HRM. Stanley Chibuzo Opara (2016), in thesis of Exploring Human Resource Management Practices- An empirical study of the Performing Arts companies in Australia; author was told that personnel management approach characterized by short-term, reactive, ad hoc, and mainly administrative and compliance-based HRM practices. They concluded by studied from various industry advertising, architecture, design, fashion, film, galleries, photography, wider culture industries etc. The creative industries were made up of different types of employees working in the various sectors. The situational constraints were important in HRM. Pankaj Tiwari (2012) paper told that Human resources were main source of achieving competitive environment. Internal factors like organization size, org structure, business strategy, HR strategy, past practices, top & line management, politics and; External factors economic changes, technology changes, national culture, characteristics of industry, regulation, actions of compotator,  action of union, globalization affects on HRM practices. Volker, Axel (May 2011), in paper their must need of specific recruitment, learning and training needs in project-based in any industries. Nguyen Hoai Anh, Brian H. Kleiner (2005), told that HR practiced person must hire the right people, Develop people to deliver service quality, Provide needed support systems, retain the best people. According to author Mr M D Mohite, Human resources are the people who work for organization or company. Management department responsible for managing resources related to employees’ the main purpose of HRM is to maximize the productivity of an organization and optimizing the effectiveness of its employees. They suggested that successful Human Resources management practices in Media and Entertainment and other industry; there must be need careful recruitment, selection, extra compensation, new technology use, Team working and flexible job design, enhancing new opportunity of learning - training, involvement of employee, social responsibility, Performance appraisals, trust and securing information will turns benefits to such industry.  (B.4) Mr M D Mohite ³ & Dr R. V. Kulkarni ⁵ (Oct 2017) in his research paper of ‘Job Satisfaction of Employees in Information Technology Industry: A Review’ told that Employees Job or work satisfaction was key part of business and its success depended on systematically management. M D Mohite was defined Job satisfaction which was expresses the amount of agreement between one’s expectation of the job and the rewards that the job provides. They was reviewed various research paper According paper of Madhura, Subramanya, Balaram (2017) told that Yoga practicing professional had less health problem. Fleming (2017) told that employee age and length of tenure at a company was important variable in satisfaction. Singhai, Dani, Hyde and Patel (2016) told that job satisfaction had been emotional, cognitive and behavioural components. Job satisfaction was the collection beliefs and feelings that people have about their current job. Job satisfaction can improve employee performance. Shmailan (2016) found that relationship between job satisfaction, job performance and employee engagement. He was told that various success and failure of any company depended on employees. Dr. Jain & Singh (2013) told that Job Satisfaction was imp a part of life satisfaction. According to this paper employee attitudes typically reflect the moral of the organization. In any area happy employees was extremely important because they represent the company to the public. Modern days there were demands of increases satisfaction among employee Affects Company’s performance. Devi (2013) told that Work-Life Balance had been increasingly important for employers as well as employees. They concluded that unbalancing work life badly affect on job satisfaction. According to research paper there was important factors were Organization Policy, Management Role, Work-life Conflicts, Personal Family Barriers and Family Activities of Work life Balance; these can help the employers in developed itself. Bolake (2013) told by her research that motivation, employee engagement communication in an organization, employee empowerment, and HR Practices important role in management. K Nanjamari (2013) shown that satisfaction levels was independence and fundamental factors. Region affect on level of satisfaction. Business Manager Mr Mohite told that Employers and employees was faced problem of stableness in IT companies. Author concluded that who were HRM practices must understand employees, knows more of them, find proper solution, motivate and train them from expert. It helps both company as well as employee. They further suggested that fresher and experienced employees that understand company’s needs and discus frankly with senior. Wining satisfaction among employee and employer their must implement different technique.  (B.5) Dr. C. S. Kale ⁴ (DEC 2017) in his research article ‘Stress Among the Selected Employees of M.S.R.T.C. in Kolhapur Division’ told that stress can increased problem in organization. Stress in employees occurred feelings negativity, lack of enthusiasm and apathy.  He was reviewed various research articles, papers, books. According to paper of Ali, Mohammadreza (2014), managers and employees’ mental health must be considered for achieving goals and strategies of each institution. It can help reducing the stress of the employees. Article of Anjali (2014), organization take the first step to a healthier life and happier life. Organizations go to another step for making number of other activities to reduce stress. Dr. A. V. V. Siva Prasad (2013) author was feel the corporate jobs was challenging and demanding, stress was daily issue in every organization. Yoga and Budhhist meditation was smart solution to reduce stress. Dr.Vinayagamoorthy, Sangeetha, Bharathi (2014) told that stress free environment easy and enjoyable work occur in the organization. Chand, Sethi (1997) was found the organizational factors as predictors of job related strain; and positive relationships between jobs related strain and role overload, role conflict and strenuous working conditions. Author,  Tracey,  Kay and Lane Andrew article told that for reduce stress there was need increase the use of preventive and proactive coping strategies, thus reducing the need for reactive coping. Muthulakshmi, Dr. Venkatrama (2014) told that human body was reacted two types of stress that means Good & Bad. Good stress keep us motivated and alert while bad stress leads to negative impact. Ms. Kamalpreet (2014) suggested that organization can implement even some new innovative practice for stress reduction activities in any organization. Article of Sajjan, Krupa (2005) Author told that the stress level was higher in under graduate students compared to post graduate students. Lehal (2007) in this article author concluded that job satisfaction public sector executives were better than the private sector executives. Author Dr. Kaur and Kaur (2014) told that employees with high organizational spirituality was more satisfied with their jobs, their quality of work life was better and they experiences less occupational stress. According to Matthews & Desmond (1995) told stress tends to had three effects that it overloads attention capacity, disrupts executive control over selective attention, and disrupts adaptive mobilization of effort.  Meenu, Rishi, Chaudhry (2014) concluded that the problem of stress is inevitable and unavoidable in the banking sector. Employees face severe stress- related ailments and a lot of psychological problems. Employees should adopt some stress management techniques to overcome their stress. Finally author Dr Kale concluded that reduce Stress Level among the Employees by sports activities, enjoying drama competition, Bhajan competition, birthday celebration, Yoga, meditation techniques and family get together arrangement is important. Author Dr Kale suggested that reduce stress of the employee’s organization. It should control on contradictory instructions and improve the working culture of the organization, increment the pay package. It can help them to reduce in stress level. (B.6) Kaur Sandeep ⁶ (Jan 2017) In paper ‘Recent Trends In Human Resource Management’, published 6^th International Conference on Recent Trends in Engineering, Science & Management, 08/01/2017, conferenceworld.in. There were multinational corporations places so that new requirements on human resource managers.  There were needs of employing diversified workforce for every organization. In today’s workers are better educated, more demanding.  Recruiting and developing skilled labour was important for any organization. Author was identified trends which was Globalization and its implications, Work-force Diversity, Employee expectations, Changing skill requirements, Corporate downsizing, Continuous improvement programs, Re-engineering work processes for improved productivity, Contingent workforce, Mass Customization, Decentralized work sites, Employee involvement, Technology, Health, Family work life balance, Confidentiality. According to him the world of work is ongoing changing.  HR is increasingly receiving attention in roles and responsibilities. (B.7) Tiwari Pankaj ⁷ (2012) researcher told that in article Human Resource Management Practices: A Comprehensive Review published in Pakistan Business Review January 2012, by reviewed the various literature on HRM practices that found; HRM practices was affected by external and internal factors. They also told that directly / indirectly affect on other variables – employee’s attitude, relations, performance, productivity. (B.8) Subhash C. Kundu, Divya Malhan, Pradeep Kumar ⁸ (Jan – June 2007) in research article Human Resource Management Practices In Shipping Companies A Study based on  250 observations from 125 shipping companies. They found that two factors namely ‘training and performance appraisal’’ and ‘’hiring and compensation system’ which was very strong practices followed with career development; and Job analysis and HR planning was moderately practiced in such shipping companies. ‘Workforce diversity and flexi-work system didn’t emerge as strong practice in shipping companies. According to author told that there was need of organizations for people and people for organizations.  It would be more difficulty to satisfy in the today’s competitive business or work environment. (B.9) Tushar Bhatia ⁹ (2016) CEO-founder of cloud-based global HR platform Empxtrack in article of ‘Top 10 HR Best Practices’ will help you achieve your organizational or company goals. Author was suggested that be creating a safe, healthy and happy workplace, share internal important information like contracts, sales, new clients, management objectives, company policies, and employee personal data. It helps to people taking interest in your strategic decisions, Awarding provide 360 Degree Performance Management Feedback System, Develop an evaluation system, implement knowledge management supports strategy, be create profiles of top performers , open for Discussions , provide rewards and motivate them. These can helps in HRM practices. (B.10) Teresia Kavoo-Linge ¹⁰ (2015) ‘Application of Modern Human Resource Management Practices by Women SME Owner / Managers in Kenya’ His study explored the application of modern human resource management practices by women SME owner or managers from Kenya; according to his study research objectives, a cross-sectional survey design was adopted by author. Author was found that recruitment, selection methods and rewards was affected employee’ performance most in the SME’s owned or managed by women. They suggested that many women owner or managers do not apply modern human resource management practices. According to him their require lack the capacity to do so. According to his study they identified gaps of management skills and knowledge among the women owner or managers.  

 

(C) Discussion:

 

(C.1) M. D. Mohite ² told in his research paper that there are important Job satisfaction Factors of employee who work in virtual workplace that is Place, Work, Time, Stress, Gender, Age, Experience, Immediate superior, Relationship, Communication, Technology, Payment, Policy, Security, Responsibility, Personal, dependency, Guidance, Achievement, Travelling, Social, Status, Trust, Feedback, Help, Psychology and Law. According to review of literature of M. D. Mohite ³ successful HRM practices in Media and Entertainment and other industry; there must be need be careful in recruitment, selection, provide extra compensation, use new technology, must be Team working and flexible job design, enhancing new opportunity of learning - training, involvement of employee, social responsibility, Performance appraisals, trust and securing information will turns benefits. According to review of literature of M. D. Mohite  & Dr Kulkarni ⁵ are told that employees were facing lot of tension in his or her own life. Technology industries was in stress to maintain both employee and employer expectation. Modern environment there was increasing skilled manpower for Information Technology industries. Author was requested to all that is respect fresher as well as experienced employees, care them as a family member and do not expect more from employees without knowing his or her capacity, knowledge, work style etc. Firstly understand employees, knows more, find proper solution, motivate and train them from expert. According to Dr Kale ⁴ told that management without stress will get positive result in HRM practices. Author Kaur Sandeep ⁵ told that HR must increase receive attention in roles and responsibilities.  Tiwari Pankaj ⁷ external and internal factors affects on HRM practice. Author Subhash C. Kundu, Divya Malhan, Pradeep Kumar ⁸ told that there is difficulty in winning satisfaction in the today’s competitive environment. Tushar Bhatia ⁹ told in his article that if want achieve your organizational goals in HRM practice then there must be important safe, healthy and happy workplace, open book management style, performance linked bonuses, 360 degree performance management feedback system, fair evaluation system, knowledge sharing, highlight performers, open house discussions and feedback mechanism, rewards and delight employees with the unexpected. Author Teresia Kavoo-Linge ¹⁰ was recommended empowerment of women must fill the gaps of Management skill & Knowledge through training or the support of consultants. (C.2) Author, Maheshkumar Devendra Mohite*, Research Scholar telling that, (1) Human Resources is assigning people for work or other purpose. They can achieve individually or Group Wise objective, goals, mission for or in organizations, personal, within organization. It did by using one-way, two-way, multi-way assignment” (2) Modern Human Resources (M-HR) is bringing clarity, simplicity, enhancing, maintaining, capturing, assigning & caring human in personal, organisation and within organisation. M-HR aim is trying to full fill requirement of employee, employer, upcoming candidate and unselected candidate.” (3) “Modern Human Resources Management (M-HRM) is a process of bringing people, employee, employer, unselected candidate, organisations and other than organisations together so that the goals, mission and objectives of each are met. M-HRM focusing systematically, effectively manages, maintain, control, develop human”. It was designed to maximize employee performance for organizations and country (4) “Modern White Collar employee (M-WCE) & Modern Blue Collar employee (M-BCE) both have advanced, multi skill, multi work doing ability people. They are mentally as well as physical strong”

 

(D) SUGGESTION:

(D.1) Modern Human Resources Management Practices should be focus modern think, ethics and policy. It helps to see overall growth in individual person, organizations, other than organization and human being. M-HRM should be managing people or human being, useful people or not useful people in Modern environment which will benefit organizations, people & culture. (D.2) before 2019, researcher shown that HRM practitioner holder was focused on employee & organisations growth. Now a day’s Modern HRM practitioner need to rethink about dual and overall growth. During M-HRM practices it must be thinking positively with before-after selection of candidate, rethink about unselected or not hired candidate side by side boost organizational, country people growth. I am sure organizations understand candidate and they hired each and every candidate on trial basis. (D.3) M-HRM practitioner should maintain long time relationship with candidate and organization for growth of that person and company or organizations. M-WCE & M-BCE are smarter employee or worker so try to understand them and full fill his or her requirements in modern organizations. (D.4) In case of ideal candidate or student or person; Think about why they are ideal; find out his or her satisfaction, ask them about want help from our organization. In case of hired employee; ask about hired candidate relative, friends and try to maintain relation with them; find new external work, worker and employee source. There is such need in today’s M-HRM practices. (D.5) With my (author*) personal experience, I suggested that by implementing such think and adding new modern own technique that results growth in organization as well as human being.  

(E) CONCLUSION:

This research is on initial stage study of research which is useful to every reader. Regular HRM focused on Recruiting and staffing, Compensation, benefits, Training, learning, Labor, employee relations, Organization development and involves strategic as well as comprehensive approaches. In the Modern Human Resources Management (M-HRM) should add and implement new modern technique will secure Modern Human Being in modern world. It helps to develop individual, organizational and country growth. Candidates will sure about job and organizations creating strong bridge lifelong relation with present, old & upcoming candidates or employees.  Modern HRM practitioner can rethink about overall growth with considering human being, organizations & country. M-HRM practitioners are thinking each and every person & organizations. 

(F) ACKNOWLEDGEMENT

Present study we are understood previous HRM practices. Modern Human Resources Management is different than earlier HRM. There is need of implementing new modern technique, process and concept of Human Resources Practices in Modern World.  

(G) REFERENCE:

1.       Wikipedia (March 2019) open access journal, ‘Human Resource Management_’

2.       Mr. M D Mohite (2 March 2019) presented paper on ‘'Job satisfaction Factors of Employee in Virtual Workplace’ in one day National conference  on  “fostering innovation, integration & inclusion through interdisciplinary practices in management” organized by Management department of CSIBER, Kolhapur, csiber.co.in, linkedin, shareit

3.       Mr. M D Mohite (16 Feb 2019), ‘Human Resources Management in Media & Entertainment: Review’ present paper in one day International Conference  On “Advanced and Innovative Practices in Commerce & Management, Science, & Technology, Humanities, Languages and Their Role in Achieving the Exponential Growth” in collaboration with Shivaji university commerce and management teachers association, Kolhapur & BVD’s Institute of Management  and Entrepreneurship Development (IMED), Pune organized by Shri Venkatesh Mahavidyalaya, Ichalkaranji. | Slideshare, facebook, linkedin, maheshkumarmohite.com, blogs.

4.       Dr. C. S. Kale (Oct-Nov-Dec. 2017),’ Stress Among the Selected Employees of M.S.R.T.C. in Kolhapur Division’, in the RESEARCH JOURNEY’ International Multidisciplinary E- Research Journal : Commerce & Management Vol. 4, Issue 4 UGC Approved No. 40705 & 44117 ISSN :2348-7143, Oct-Nov-Dec. 2017 page number 6 to 10, Swatidhan International Publications, researchjourney.net

5.       Mr. M D Mohite, Dr. R. V. Kulkarni (Oct-Nov-Dec. 2017),’ Job Satisfaction of Employees in Information Technology Industry: A Review’, in the RESEARCH JOURNEY’ International Multidisciplinary E- Research Journal : Commerce & Management Vol. 4, Issue 4 UGC Approved No. 40705 & 44117 ISSN :2348-7143, Oct-Nov-Dec. 2017 page number 14 to 25, Swatidhan International Publications, researchjourney.net

6.       Kaur Sandeep (Jan 2017) ‘Recent Trends In Human Resource Management’, published 6^th International Conference on Recent Trends in Engineering, Science & Management, 08/01/2017, conferenceworld.in.

7.       Tiwari Pankaj (2012) ‘Human Resource Management Practices: A Comprehensive Review’ published in Pakistan Business Review / January 2012 / 120103_

8.       Subhash C. Kundu, Divya Malhan, Pradeep Kumar (Jan – June 2007), ‘Human Resource Management Practices In Shipping Companies A Study’, Delhi Business Review /X /Vol. 8/ No. 1

9.       Tushar Bhatia (2016) CEO-founder of cloud-based global HR platform Empxtrack, ‘Top 10 HR Best Practices’. emeraldinsight.com; JOEPP-03-2016-0028_

10.    Teresia Kavoo-Linge (2015) ‘Application of Modern Human Resource Management Practices by Women SME Owner / Managers in Kenya, published in the ’ journal of language, technology & entrepreneurship in Africa volume 6 1 15

11.    slideshare.net/MaheshkumarMohite/job-satisfaction-factor-of-employees-in-virtual-workplace

12.    slideshare.net/MaheshkumarMohite/human-resources-management-in-media-entertainment

Website blogs referred from Google, shodhaganga, maheshkumarmohite.com*, twitter, facebook