Realistically looking at every organization today, the use of Human Resource Management is unavoidable, regardless whether it is to a profit or non-profit organization. Human Resource Management (HRM) has been defined as “a strategic approach of managing employees relation which emphasize that supporting people’s capabilities is critical to achieving competitive advantage, this being achieved through an distinctive set of integrated employment policies, programmes and practises.” stated by (Bratton and Gold, 2007, p: 7). In another term, (Walton, 1985, p: 16) emphasized that Human Resource Management is “mutual goals, mutual influence, mutual respect, mutual rewards, mutual responsibility”. This stresses mutuality between employers and employees. The main aim of this writing is to focus on the “Importance of Human Resource Management practices towards London Organizing Committee of the Olympic and Paralympics Games (LOCOG)”. London Organizing Committee of the Olympic and Paralympics Games in short “LOCOG” will be led by Sebastian Coe (Chair) and Paul Deighton (Chief Executive). It is based in Canary Wharf along with the Olympic Delivery Authority. LOCOG’s major responsible is to put together and prepare the London 2012 games to deliver on time. LOCOG will also be putting together test events before the Games, overseeing the four-year Cultural Olympic leading up to the Games and recruiting and training volunteers (London Committee, 2011). The legacy embedded in LOCOG is having an equal opportunity, diversity, and inclusion. Practices of the Human Resource Management that relates on building up London Organizing Committee of the Olympic and Paralympics Games are “planning”, “recruitment and downsizing”, “training and learning”, “performance and reward management” and lastly “employee relations and well-being”.

Literature Review

Planning-Strategic Human Resource