Effective management of human resources depends on refining HRM practices to changing conditions. Hence the need to look at other important issues that can motivate people to give their best in a dynamic and ever-changing environment.
i. Personnel records: Personnel records such as papers, files, cards, cassettes and films are maintained to have tangible record of what is actually happening in an organisation and to formulate appropriate HR policies and programmes (based on historical records, actual experience and future trends) from time to time.
ii. Human resource audit: Human resource audit refers to an examination and evaluation of policies, procedures and practices to determine the effectiveness of HRM. Personnel audit (a) measures the effectiveness of personnel programmes and practices and (b) determines what should or should not be done in future.
iii. Human resources research: It is the process of evaluating the effectiveness of human resource policies and practices and developing more appropriate ones.iv. Human resources accounting (HRA): It is a measurement of the cost and value of human resources to the organisation. Human resource management is said to be effective if its value and contribution in any organisation is more than its cost.
vi.Human resource information system: HRIS is an integrated system designed to improve the efficiency with which HR data is compiled. It makes HR records more useful to the management by serving as a source of information.
