Human Resource Management Specialist
Human Resource Management pertains to the internal organization function concerned with allocating appropriate influence and authority to employees, including their skills, abilities, qualities and performance, in terms of the workplace. It also involves the organization's duty to ensure that all employees, regardless of rank or position, attain and maintain compatible organizational objectives and responsibilities. There […]

Human Resource Management pertains to the internal organization function concerned with allocating appropriate influence and authority to employees, including their skills, abilities, qualities and performance, in terms of the workplace. It also involves the organization's duty to ensure that all employees, regardless of rank or position, attain and maintain compatible organizational objectives and responsibilities. There are five main objectives of human resource management namely: employee development, training and hiring, promoting and encouraging productivity, dealing with personnel problems and ensuring safety. The overall function of human resource management is to support the goals and objectives of an organization by providing the necessary resources, skills, knowledge, and motivation. The discipline has evolved through the years, taking into account the changes in the business environment and the needs of businesses as a whole.

Human resource management explores four main policy areas. Internal HR policies address the task of delegating suitable authority and responsibility to employees, covering employment practices, compensation, work conditions, job security, benefits and other related issues. Workforce management policies include those concerning recruiting, hiring, evaluating, training, and compensating workers, including compensation and performance appraisal; developing promotion and advancement policies; and developing reward systems for employees, including merit systems and career incentives.

Associate Professor Sabre specializes in the areas of human resource management, corporate environments, organizational behavior, coaching and development, organizational leadership, performance management, HR consulting, and strategic management. His research spans various industries and involves a variety of models. His studies have also produced several popular books and curriculum guides. His areas of specialization are workplace training and development, organizational behavior, executive leadership, human resources, information technology, Organizational Leadership, Organizational Development, Performance Management, Technology in Workplace settings, and a number of applied research topics. Additional credentials include master degrees in human resource administration from The Ohio State University and the University of Michigan, as well as certification as an adjunct professor at the University of North Florida.