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Whereas operations management is about doing the job, human resource management is about the people doing the job. Part of the responsibilities of human resources management is to oversee the recruiting of new employees, interviewing, and the hiring of employees who fill the need of the organization and add positively to the work culture and environment. They also serve as a go between for employees and the organizations management. Their processes involve ensuring staffing issues are handled appropriately and fairly, advising managers on the organizations policies and administering employee services. There are four primary principles referred to as the Harvard Map. They help to determine how human resource strategic management affect the three stakeholders: employees, the organization and the community that the organization belongs to (Beer & Walton, 1985). They are Commitment- employees have to commit to the organization and the organization commits in return investing in them providing training opportunities and performance evaluations as well as goal setting activities. Competence- this is provided through training and orientation to upgrade and improve employees skill set and knowledge of the job. Cost Effectiveness- human resource departments don’t generate any funding so they get held to a higher standard of
