With the passage of time, the importance of human factor in the
accomplishment of organisational objectives has increased considerably because of increasing competition and globalisation of management. Now a days, the people at work are considered the most important factor of production and sewices in organisation from the point of view of management.

In the rapidly changing management scenario, HRM has an important role to play The success of HRM is dependent on proper recruitment and selection of employees and executives of an organisation. If an organisation fails to select the right person in right place, it suffers as long as those persons stay in an organisation. Moreover, the quality of service is strongly influenced by the R&S process of the concerned organisation. The present study attempts to review the value-added and non-value added activities within the recruitment and selection process. It also highlights the strategic manpower planning of an organisation, training and development programme, performance appraisal, compensation and reward system and industrial relations etc. that interfaces with R&S process. Finally this paper suggests some policy measures for improving as well as long term success of the R&S process in HRM through initiating necessary changes of the concerned organisation.