It is clear that there is an important shift in the end purpose of HRM it has to focus more on delivering than simply doing. Its responsibilities, roles and competences have evolved over time.

Storey (1992) developed a classificatory matrix model of HRM, David Guest (1997) based his model on behavioral, performance and financial reward aspects, and Dave Ulrich (1997) launched his business partner model of HRM.

Torrington et al (2009) developed his School of Thought on HRM activities. He states that managing people in organizations comprises of specific objectives which he classified under four headings:

(1) Staffing Objectives, (2) Performance Objectives, (3) Change Management Objectives, and (4) Administration objectives.

Describe what Torrington wants to justify when he mentions these four objectives?

State how far they really play important roles in the management of Human Resources and that of the organization?

No. of words 1500 - 2000