The features of Human Resource Management are:
(i) It is concerned with recruitment, selection, and development of employees.
(ii) It ensures that every employee makes his maximum contribution to the achievement of organisational goals.
(iii) Human resource personnel acts as an important link between managers and workers. 

Staffing is the responsibility of all managers because it is a continuous process.Every manager at all levels of an organisation is responsible for effective planning and execution of the staffing function.However, the scope of staffing is different in different organisations.In small organisations, all managers perform the staffing function.But in large organisations however, it is a function of all managers but a separate Human Resource Department may be created.

Internal sources of recruitment suffer from the following advantages:
(i) Employee motivation Promotion to a higher level motivates the employee for better performance and leads to satisfaction of employees.
(ii) Simple process  The process of selection and placement becomes simpler, as the background of the candidate is already known.
(iii) Facilitate training  Transfer from one job to another facilitates training of employees.
(iv) No induction training  Employees selected from within the organisation do not need induction training.
(v) Filling deficiencies It helps to fulfill the deficiency of one department with the surplus of another.
(vi) Inexpensive  Recruitment from internal sources do not require much time, money and effort.

Importance of Training and Development
Training and development help both the organisation and the individual in the following ways:
Benefits to the Organisation
The benefits of training and development to an organisation are as follows:
(i) Training is a systematic learning, always better than hit and trial methods, which lead to wastage of efforts and money.
(ii) It enhances employee productivity both in terms of quantity and quality and leading to higher profits.
(iii) Training equips the future manager, who can take over in case of emergency.
(iv) Training increases employee morale reduces absenteeism and employee turnover.
(v) It helps in obtaining effective response to fast changing environment.
Benefits to the Employee
The benefits of training and development activity to the employees are as follows:
(i) Improved skills and knowledge due to training lead to better career of the individual.
(ii) Increased performance by the individual helps him to earn more.
(iii) Training makes the employee more efficient to handle machines, thus, less prone to accidents.
(iv) Training increases the satisfaction and morale of employees.

Selection is the process of identifying and choosing the best person out of a number of prospective candidates for a job.
A well-organised selection process of personnel involves the following steps.
(i) Preliminary screening  It helps the manager to eliminate unqualified or unfit job seekers, based on the information supplied in the application forms.
(ii) Selection tests    An employment test is a mechanism (either a paper and pencil test or an exercise) that attempts to measure certain characteristics of individuals. These characteristics range from attitudes, such as manual dexterity, to intelligence, to personality, etc.
(iii) Employment interview   Interview is a formal, in-depth conversation, conducted to evaluate the applicant's suitability for the job, Through an interview, an interviewer seeks to obtain maximum information about the interviewee and the interviewee seeks information about the job and the company.
(iv) Reference and background checks  Many employers request names, addresses and telephone numbers of references for the purpose of verifying information and gaining additional information of an applicant.
(v) Selection decision  The final decision has to be made from among the candidates, who pass the tests, interviews and reference checks.
(vi) Medical examination  After the selection decision and before the job offer, the candidate is required to undergo a medical fitness test.The job offers is given to the candidate, who is physically and mentally fit for the job.
(vii) Job offer  The next step in the selection process is issuing job offer to those applicants, who have passed all the previous hurdles.It is made through a letter of appointment to confirm his acceptance and communicating to him the reporting date and time.
(viii) Contract of employment  When a candidate accepts the job offer, the contract of employment is made, which is in a written form and includes job title, duties, responsibilities, date when continuous employment starts and the basis for calculating service, rates of pay, allowances, hours of work, leave rules, sickness, grievance procedure, etc.

Selection is the process of identifying and choosing the best person out of a number of prospective candidates for a job.
A well-organised selection process of personnel involves the following steps.
(i) Preliminary screening  It helps the manager to eliminate unqualified or unfit job seekers, based on the information supplied in the application forms.
(ii) Selection tests    An employment test is a mechanism (either a paper and pencil test or an exercise) that attempts to measure certain characteristics of individuals. These characteristics range from attitudes, such as manual dexterity, to intelligence, to personality, etc.
(iii) Employment interview   Interview is a formal, in-depth conversation, conducted to evaluate the applicant's suitability for the job, Through an interview, an interviewer seeks to obtain maximum information about the interviewee and the interviewee seeks information about the job and the company.
(iv) Reference and background checks  Many employers request names, addresses and telephone numbers of references for the purpose of verifying information and gaining additional information of an applicant.
(v) Selection decision  The final decision has to be made from among the candidates, who pass the tests, interviews and reference checks.
(vi) Medical examination  After the selection decision and before the job offer, the candidate is required to undergo a medical fitness test.The job offers is given to the candidate, who is physically and mentally fit for the job.
(vii) Job offer  The next step in the selection process is issuing job offer to those applicants, who have passed all the previous hurdles.It is made through a letter of appointment to confirm his acceptance and communicating to him the reporting date and time.
(viii) Contract of employment  When a candidate accepts the job offer, the contract of employment is made, which is in a written form and includes job title, duties, responsibilities, date when continuous employment starts and the basis for calculating service, rates of pay, allowances, hours of work, leave rules, sickness, grievance procedure, etc.

Internal sources refer to recruitment from within the organisation.Sources of internal recruitment are:
(i) Promotions
(ii) Transfers
Internal sources of recruitment suffer from the following advantages:
(i) Employee motivation Promotion to a higher level motivates the employee for better performance and leads to satisfaction of employees.
(ii) Simple process  The process of selection and placement becomes simpler, as the background of the candidate is already known.
(iii) Facilitate training  Transfer from one job to another facilitates training of employees.
(iv) No induction training  Employees selected from within the organisation do not need induction training.
(v) Filling deficiencies It helps to fulfill the deficiency of one department with the surplus of another.
(vi) Inexpensive  Recruitment from internal sources does not require much time, money and effort.
Limitations of Internal Sources
Internal sources of recruitment suffer from the following limitations.
(i) No fresh talent    Recruitment from internal sources does not bring fresh talent into the organisation.
(ii) Lethargic employees   When employees are sure of time-bound promotions, they become lethargic.
(iii) No competitive spirit   Competitive spirit among the employees may get hampered.
(iv) Reduce productivity   When employees are transformed frequently to different jobs, it results in reduced productivity.
(v) Not available to new enterprises   A new enterprise cannot avail the benefit of this source.

Internal sources refer to recruitment from within the organisation.Sources of internal recruitment are:
(i) Promotions
(ii) Transfers
Internal sources of recruitment suffer from the following advantages:
(i) Employee motivation Promotion to a higher level motivates the employee for better performance and leads to satisfaction of employees.
(ii) Simple process  The process of selection and placement becomes simpler, as the background of the candidate is already known.
(iii) Facilitate training  Transfer from one job to another facilitates training of employees.
(iv) No induction training  Employees selected from within the organisation do not need induction training.
(v) Filling deficiencies It helps to fulfill the deficiency of one department with the surplus of another.
(vi) Inexpensive  Recruitment from internal sources does not require much time, money and effort.
Limitations of Internal Sources
Internal sources of recruitment suffer from the following limitations.
(i) No fresh talent    Recruitment from internal sources does not bring fresh talent into the organisation.
(ii) Lethargic employees   When employees are sure of time-bound promotions, they become lethargic.
(iii) No competitive spirit   Competitive spirit among the employees may get hampered.
(iv) Reduce productivity   When employees are transformed frequently to different jobs, it results in reduced productivity.
(v) Not available to new enterprises   A new enterprise cannot avail the benefit of this source.