Human Resource Management And Employees’ Performance

•   INTRODUCTION
• Background Information to the Study

Human resource management is of key importance in almost all organizations. Human resource management has the opportunity to enable organizations to survive, grow, be competitive and profitable (Francis, Oaya & Nagga, 2019). It is the responsibility of the human resource department to ensure that recruits are given to correct staffs, and that staff get appropriate training to ensure that the business meets its aim. According to Francis, et al., (2019), human resources are considered the most valuable and important assets of an organization, but very few organizations are able to fully understand its potentials. Today’s organizations are highly susceptible to rapid change due to globalization, which has made it mandatory for people to acquire new skills, knowledge, and ideas in order for them to remain relevant in the scheme of things in world. It is fundamental that no system can cope with the magnitude of its responsibility without making adequate outlet for its staff development (Francis, et al., 2019).

According to Francis, Oaya and Nagga (2019) Human resource (HR) means having the right number of people possessing the right skills at the right time doing the right thing to ensure that goals of an organization are achieved. It is obvious that no organization can develop without lying downs a solid foundation to manage their staff. Organization development is concerned with promoting the well-being of employee that had been drawn from the pool of people from various aspects of life to bring desired success through the accomplishment of corporate goals and objectives. Human Resource Management refers to the policies and practices involved in carrying out the human resource aspects of a management position including human resource planning, job analysis, recruitment, selection, orientation, compensation, performance appraisal, training and development, and labor relations. (Nor, 2022). HRM also can be defined as a composed of the policies, practices and systems that influence employees’ behavior, attitude and performance. The practices of HRM are defined as ‚organizational activities directed at managing the pool of human resources and ensuring that the resources are employed towards the fulfillment of organizational goals (Nor, 2022).

According to Nor (2022) Human resource practices are organizational tools that can be adopted to attract and retain the best talented employees in order to achieve organizational objectives. Nor (2022) stated that Performance of any organization depends on the performance of its employees and the Successful organizations realized that there are number of factors that contribute to performance but human resource management practice is undoubtedly the most critical one (Nor, 2022). To attract, retain and add to shareholder value innovative, Human Resource Management practices are required to be implemented. In today’s knowledge organizations where value is locked in the heads of the work force, best HR practices only can ensure continued success of business organizations (Nor, 2022).

However, in reality the importance of a human resources department is to be at the service of the whole company. This includes striving to make sure that the organization has engaged and satisfied employees and a culture that is aligned with the corporate strategies and goals (Marr, 2018). These can be achieved through but not limited to the following: Recruitment and selection which helps the process of identifying the need for a job, defining the requirements of the position and the job holder, advertising the position and choosing the most appropriate person for the job; Training and development that aids educational activities within an organization that are designed to improve the job performance of an individual or group. These programs typically involve advancing a worker’s knowledge and skill sets and instilling greater motivation to enhance job performance; Compensation which is a systematic approach to providing monetary value to employees in exchange for work performed. Compensation refers to all forms of financial return, tangible services and benefits an employee receives as part of an employment relationship; and performance appraisal that helps an on-going process which measures employees’ performance individually in achieving organizational goals (Francis, Oaya & Nagga, 2019).

Employee performance is a critical component when it comes to the performance of any organization (Makhanu, Mukanzi & Eshiteti, 2018; Mahando & Juma, 2020). According to Mahando and Juma (2020), effective use and performance of the human resource in any organization will always determine its success. Organizations that do not perform as per the required expectations have employees that are ineffectively and inefficiently utilized. Similarly, employee performance is very relevant for the organization and the individual employee in showing that a high performance in accomplishing a task leads to one’s satisfaction, feeling of self-efficacy and mastery of content (Mahando & Juma, 2020). In addition, high performing employees get to be promoted, get opportunities for career growth get opportunities for career advancement, as well as get to be honoured based on a set of human resource practices as advanced by the organization.

Some of the benefits of HR practices include; giving an overview of an organization’s culture to all employees, acting as an official means to the communication between an organization and a recruit, providing details on terms of employment, forming a basis from which staff is oriented and trained, and also acts as a reference point for managers and staff in future engagements (Mahando & Juma, 2020). A recurring issue in HRM however, is the idea that a certain bundle or combination of HR practices when properly applied, can be a key requirement for the achievement of high performance of the organization (Mahando & Juma, 2020). In addition, the continuing prosperity of a firm is likely to be enhanced by employees who hold attitudes and expectations that are closely aligned with the organizations vision (Mahando & Juma, 2020). On the other hand, employees do require the motivation, combined with other factors to enable them work effectively and achieve the goals of the organizational.