ISSN : 2454-2415 Vol.

7, Issue 4, April, 2019

‘Human Resources Management Practices in Modern World’

Maheshkumar Devendra Mohite,

(Master of Philosophy)
| Management Consultant | Website: www.maheshkumarmohite.com | Email: md.mohite@yahoo.com |
| Reside: A/P Nej, Talk- Hatkanangale, and Dist: Kolhapur, Pin 416110, INDIA (MH) |
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Abstract: mission and objectives of each are met. It is a

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,
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

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International Journal of Innovative Knowledge Concepts, 7(4) April, 2019
 ISSN : 2454-2415 Vol. 7, Issue 4, April, 2019
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
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International Journal of Innovative Knowledge Concepts, 7(4) April, 2019
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
 ISSN : 2454-2415 Vol. 7, Issue 4, April, 2019
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
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International Journal of Innovative Knowledge Concepts, 7(4) April, 2019
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
 ISSN : 2454-2415 Vol. 7, Issue 4, April, 2019
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
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International Journal of Innovative Knowledge Concepts, 7(4) April, 2019
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 6th 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
 ISSN : 2454-2415 Vol. 7, Issue 4, April, 2019
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:
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International Journal of Innovative Knowledge Concepts, 7(4) April, 2019
(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,
 ISSN : 2454-2415 Vol. 7, Issue 4, April, 2019

mission for or in organizations, personal, within organizations. M-WCE & M-BCE are smarter
organization. It did by using one-way, two-way, employee or worker so try to understand them and
multi-way assignment” (2) Modern Human full fill his or her requirements in modern
Resources (M-HR) is bringing clarity, simplicity, organizations. (D.4) In case of ideal candidate or
enhancing, maintaining, capturing, assigning & student or person; Think about why they are ideal;
caring human in personal, organisation and within find out his or her satisfaction, ask them about want
organisation. M-HR aim is trying to full fill help from our organization. In case of hired
requirement of employee, employer, upcoming employee; ask about hired candidate relative,
candidate and unselected candidate.” (3) “Modern friends and try to maintain relation with them; find
Human Resources Management (M-HRM) is a new external work, worker and employee source.
process of bringing people, employee, employer, There is such need in today’s M-HRM practices.
unselected candidate, organisations and other than (D.5) With my (author*) personal experience, I
organisations together so that the goals, mission and suggested that by implementing such think and
objectives of each are met. M-HRM focusing adding new modern own technique that results
systematically, effectively manages, maintain, growth in organization as well as human being.
control, develop human”. It was designed to
(E) CONCLUSION:
maximize employee performance for organizations
and country (4) “Modern White Collar employee This research is on initial stage study of research
(M-WCE) & Modern Blue Collar employee (M- which is useful to every reader. Regular HRM
BCE) both have advanced, multi skill, multi work focused on Recruiting and staffing, Compensation,
doing ability people. They are mentally as well as benefits, Training, learning, Labor, employee
physical strong” relations, Organization development and involves
strategic as well as comprehensive approaches. In
(D) SUGGESTION:
the Modern Human Resources Management (M-
(D.1) Modern Human Resources Management HRM) should add and implement new modern
Practices should be focus modern think, ethics and technique will secure Modern Human Being in
policy. It helps to see overall growth in individual modern world. It helps to develop individual,
person, organizations, other than organization and organizational and country growth. Candidates will
human being. M-HRM should be managing people sure about job and organizations creating strong
or human being, useful people or not useful people bridge lifelong relation with present, old &
in Modern environment which will benefit upcoming candidates or employees. Modern HRM
organizations, people & culture. (D.2) before 2019, practitioner can rethink about overall growth with
researcher shown that HRM practitioner holder was considering human being, organizations & country.
focused on employee & organisations growth. Now M-HRM practitioners are thinking each and every
a day’s Modern HRM practitioner need to rethink person & organizations.
about dual and overall growth. During M-HRM
(F) ACKNOWLEDGEMENT
practices it must be thinking positively with before-
after selection of candidate, rethink about Present study we are understood previous HRM
unselected or not hired candidate side by side boost practices. Modern Human Resources Management
organizational, country people growth. I am sure is different than earlier HRM. There is need of
organizations understand candidate and they hired implementing new modern technique, process and
each and every candidate on trial basis. (D.3) M- concept of Human Resources Practices in Modern
HRM practitioner should maintain long time World
relationship with candidate and organization for
growth of that person and company or
.
(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

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& 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
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