Human resource management is defined as a system of activities and strategies that. Focus on successfully managing employees at all levels of an organization to achieve. organizational goals (Byars & Rue, 2006). Human resources are the life blood of an organization. Despite the advent and application of technology in modern business management, human resources are still relevant and most adaptive resources of the organization. The strategic values of HR stem from the fact that apart from other resources employed in the course of production (land, capital, technology etc) which are passive, human resources are endowed with discretionary decision-making power and thus have competitive advantage over the other resources (Anyim, Ikemefuna & Mbah, 2011).
Besides, HR combines other resources in the right mix to formulate appropriate strategies for the accomplishment of the desired objectives of the enterprise. This essential attribute of HR assists the enterprise to make rightful decisions and respond effectively to the threats and opportunities within the environment of the organization. The management of HR is complex and problematic because the individuals as workers hardly adapt or voluntarily embrace the objectives of the organization, the control of HR programmes and laid down procedures to monitor and ensure that HR policies and guidelines are implemented religiously (Francis, 2011). In reconciling this conflicting interests Human Resources
