Impact Of Human Resource Management On Employee Performance

1356 Words3 Pages
bulb-icon

Recommended: Impact of HR practices on employees performance

Organization policies of HRM are considered significant source for determining the impudence and performance of its employees. Management and supervision of Human Resource Management has many forms of prolongation but in organizations the key purpose is to make best use of people capabilities and keep a good relation with them. The world of HR is changing more rapidly than our thought. The competition and challenges between organizations has created the need for basic and essential improvements in HRM (Malik, 2013). HRM and Employee’s Performance Bowra et al. (2012) conducted a research in the banking section of Pakistan to observe the relationship between the employee performance and three Human Resource practices; promotion, performance …show more content…

(2008) has made research on university teachers in Pakistan and found a positive relation between performance and promotion ,compensation but the teachers performance was not correlated with performance evaluation. The key purpose of the research was to improve the teacher’s performance. Malik (2013) has prepared research on telecom sector to look at the impact of HR policies on workers performance with relation to MTS India. A total of 50 candidates were chosen and impact was checked in relation to following policies; career planning, selection, performance appraisal, training, compensation, job definition and employee participation. The end results show that there is a positive relation between HR policies and performance of employees. He concluded that organization must have to pay extraordinary attention to compensation, training, and participation for better …show more content…

Hospital employees were not affected from their assessment system whereas other two practices have impact on performance. Jamil and Raja (2011) has complete research to verify the impact of three Human Resource practices; compensation, promotion and performance evaluation on employee performance of public and private section organizations of Pakistan. Result discloses that performance evaluation and compensation practices were considerably and positively linked with employee performance of both sector (Public & Private) organizations of Pakistan. Except promotion practices were irrelevantly connected with employee performance of both sector organizations. Researchers Wright, Gardner, and Moynihan (2003) was a point of view that if appropriate management system exist than employees performance will also be more extraordinary. Careful concentration to human resource practices will direct to competitive benefits. Sample of 50 business units of food services in Canada and United States was used to examine the impact of practices on performance of units. The results exposed that HR practices and organizational commitment are strongly

Show More
Related

  • The Importance Of Human Resources

    774 Words  | 2 Pages

    Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)

    Read More

  • The Value Of Performance-Related Pay

    1642 Words  | 4 Pages

    Prostik, J. (1996). ‘ History of Teacher Pay and Incentive Reforms’, Journal of School Leadership,6, 3,265-89.

    Read More

  • Human Resource Management Essay

    1806 Words  | 4 Pages

    Nowadays, Good managers are not only effective in their use of economic and technical resources, but when they manage people they remember that these particular resources are special, and are ultimately the most important assets. On this occasion, this report is written to explain the reason why Personnel Management has changed to Human Resource Management and how the functions and roles of Human Resource Department differ from Personnel Department.

    Read More

  • Human Resource Challenges of the 21st Century

    1350 Words  | 3 Pages

    Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. Human Resource Management: Gaining a Competitive Advantage. 7th ed. Boston: McGraw-Hill Irwin, 2010. Print.

    Read More

  • Human Resources at Proctor and Gamble

    1821 Words  | 4 Pages

    Human resource management (HRM) encompasses the activities of acquiring, maintaining, and developing the organization's employees (human resources). "The traditional view of these activities focuses on planning for staffing needs, recruiting and selecting of employees, orienting and training staff, appraising their performance, providing compensations and benefits, and making their career movement and development." HRM involves two aspects:...

    Read More

  • Aldi Human Resource Management

    715 Words  | 2 Pages

    Human Resource Management (HRM) is build from numerous sectors within allowing better efficiency levels to be reached my organisations. Some believe that certain topics such as performance management and rewards are the most crucial topics in HRM. In this essay these areas of HRM will be critically analysed to see why they are the most significant in running a successful operation of HRM in organisations. Performance management is the scheme through which organisations lay down work goals, establish performance standards, allocate and assess work, offer performance reviews, decide upon training and development needs and issue rewards (Briscoe and Claus, 2008). Performance management is a vital tool used in HRM to ensure a similar vision is

    Read More

  • The Impact Of Human Resources Management Globally

    1137 Words  | 3 Pages

    In dynamic, global competitive markets, successful organizations are likely to be staffed with managers capable of adapting to constantly evolving roles, and with the capacity to achieve and sustain optimal levels of performance. The global market place has currently impacted the practice of human resources management in the United States and will continue in the next ten years.

    Read More

  • Human Resources: Performance Management

    1303 Words  | 3 Pages

    One of the most important resources of any organization is its employees, the human resource. This makes it very important that these resources are properly managed; so that they thrive and grow along with the organization. People stream defines performance management as “A process for establishing a shared workforce understanding about what is to be achieved at an organizational level. It is about aligning the organizational objectives with the employees’ agreed skills, competency requirements, development plans and the delivery of results. The emphasis is on improvement, learning and development in order to achieve the overall business strategy and to create a high performance work force”. The performance management process involves various stages such as goal setting, skills development, performance measuring against the set goals, mentoring/coaching to enable employees to focus and achieve their goals followed by assessment of performance and any further development plans as required. Let us look at these steps one by one.

    Read More

  • Research Methodology Essay

    1182 Words  | 3 Pages

    The purpose of this research is to investigate on factors which affecting human resources’ effectiveness. This study also examine the relationship that cause the effectiveness of HR. the researcher has chosen to use the cross-sectional studies as the research design to gather data and information to conduct the research. The researcher also use questionnaire as their primary data source as a research method to gather information. Questionnaire is chosen as a tool due to their accuracy and result cost validity.

    Read More

  • History Of Human Resource Management

    1379 Words  | 3 Pages

    Human resource management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. (1)

    Read More

  • History Of Human Resource Management

    1796 Words  | 4 Pages

    Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.

    Read More

  • A Critical Analysis Of Mcdonald's Human Resource Management Strategy

    1309 Words  | 3 Pages

    Introduction A comprehensive Human Resource Management Strategy plays a vital role in the achievement of an organisation’s overall strategic objectives and visibly illustrates that the human resources function fully understands and supports the direction in which the organisation is moving. A comprehensive HRM Strategy will also support other specific strategic objectives undertaken by the marketing, financial, operational and technology departments. In essence, an HRM strategy’s aim should be to capture the ‘people’ part of an organisation and its medium to long-term projection of what it wants to achieve, ensuring that. It employs the right people, those have the right mix of skills, employees show the correct behaviours and attitudes, and employees have the opportunity to be developed the right way.

    Read More

  • The Importance of Performance Appraisals

    1400 Words  | 3 Pages

    Organization is a group of people brought to gather to achieve specific goals. Goals can be achieved if team member are performing well. Performance is the results of activities given to the employees in an organization to be achieved within specific period of time. Evaluating the current performance of employees against past performances and organizational standards is known as Performance Appraisal (Dessler, 2005). Furthermore performance appraisal helps the company know how individual employees are performing and how to improve their performance thus improving the performance of the company (Grubb, 2007). A performance appraisal is propose in which the performance management system in an organizations set work goals, determine performance standards, provide performance feedback, determine training and development needs and distribute rewards as well as evaluating an employee’s job performance during a period of time. The performance of team member is much more than appraising individuals’ works, it is managing the business, so the performance of an employee is influences by the performance of an organization. It is target to achieve the best results for the planned strategic by managing activities of employees. There are many different opinions on the performance appraisals, some organizations do performance appraisals without any aim just follow others., where some organizations do performance appraisals to make sure they have a record of a piece of paper in the employee’s file – they are careless about do corrective action. But successful organizations understand the importance of combining performance appraisals into their performance management process and strategy plan as the success of any organizatio...

    Read More

  • The Importance Of Performance Evaluation

    896 Words  | 2 Pages

    Performance management is used for the basis of promotion, reduction in force purposes (talent management), gives transparency of what an organization is looking for, merit increases, and lastly it provides protection against lawsuits for unlawful termination by keeping written documentation. Performance evaluations are advantageous to both the organization and the employee. A leading advantage of performance evaluations is it gives the employee an opportunity to create and achieve smart goals. Although performance evaluations primary function is to measure whether an employee is a good fit or a bad fit for the organization, its function is so much a broader. Performance management is tool purposely used to motivate employees to examine themselves and determine if they have selected the profession that is best for them; consequently the feedback an employee receives from their superior supports them with increase their knowledge and

    Read More

  • Competitive Advantage In Human Resource Management

    970 Words  | 2 Pages

    One of the causes that influences an organization’s human resource is its strategy. A strategy refers to a plan that in place to guide business operations and activities. The business strategy then provides schedules and activities for the employee, and as a result affects the human resource. The scope is to build on qualifications and capabilities, therefore influences human resource to higher capacity while the unsuitable distribution of tasks may dampen human resource to poor results. Managers in the organization play a significant role in influencing human resource. The type of leadership structure and leadership style implemented by the organization establishes the level of encouragement that a leader and their leadership have on human resource. An ineffective leadership will fail to mobilize human resource into performing required tasks due to poor control of employees. Effective leadership influences human resource management responses to the management’s needs towards competitiveness. Ammi, F. T., & Mushatt, S.

    Read More

More about Impact Of Human Resource Management On Employee Performance

Open Document