The management of employees of an organization is referred to as the Human resource management or HRM. It embraces the concept of employment service and adjudication in accordance with the law, and the company policies (Nooshin Eslami, Hamid Nakhaie, 2011). The main functions of HR management in an organization are recruitment, selection, training, development. Basically, selecting, managing and providing direction to employees who work in that company. It also deals with the processes of benefits and compensation, performance management, motivation and communication.
The research will analyze the concept of HRM and its implementation in organizations, specifically focusing on the role of HR training and development in organizations. There are numerous strategies evolving HRM that many companies apply according to their own core competency and in alignment with their strategies. Therefore, one can assume that HRM strategies differ for every company and at many times one may come across unique type of strategy specially designed for that organization. Moreover, the application of precise HRM strategies implements effectiveness of labor productivity and employee motivation
一个组织对员工的管理是人力资源管理和人力资源管理。它包含根据就业服务和裁决的概念与法律，和公司政策（nooshin伊斯拉米，哈米德nakhaie，2011）。在一个组织中人力资源管理的主要职能是招聘，选拔，培训，发展。基本上，选择，管理和员工在公司工作提供方向。它还涉及利益补偿的过程，绩效管理，激励和沟通。
本研究将分析人力资源管理和组织实施的概念，特别注重对人力资源的培训与开发组织中的作用。有无数的发展战略，人力资源管理，根据自己的核心竞争力，在调整他们的策略运用许多公司。因此，可以假设一家公司人力资源管理策略不同，在几次遇到战略专为该组织的独特型。此外，精确的人力资源管理策略的应用，实现了劳动生产率和员工激励的有效性
