The effectiveness of the organization mainly depends on having the right resource at the right place. Whether the resource would be a human (employees) or the machines in the workplace, all need to be right, to meet the organizational goals. The ways by which we can attain the right resource pass through the human resource management.
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Human resource management (HRM), as defined by Bratton, J. & Gold, J. (2003), is “A strategic approach to managing employment relations which emphasizes that leveraging people’s capabilities is critical to achieving sustainable competitive advantage, this being achieved through a distinctive set of integrated employment policies, programs, and practices.”
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As per the definition, we can proclaim that human resource management has not merely handled the recruitment, salary process and relieving, but also to unleash the extreme potential of an organization’s human resource in a more influential level. To brief what the HRMS does in the organization is to attract, develop and retain the capable and willing human resource to achieve the goals of the organization. To attain such actions, functions of the organization relate to staff, training, development, motivation and satisfaction of the employees.
Continuously caretakers of an organization are in search of best ways moving the business to the next phase. The involved ways meet new official conglomeration and strategies. But an important aspect of an organization’s business mission and vision towards accomplishing the peak level of competency and competitiveness would depend on the practices of human resource management whose effective contribution tends to attain profitability, work quality and other intended aims aligned with the mission and vision of the company.
To evaluate the work quality, the term Performance Appraisal is commonly used in the hierarchical structure of the workplace. It is the component in the systematic process of HR management. Since on the behalf of HR professional, the process of performance appraisals start from obtaining the information of the individual employees, it provides the base for next recruitment and selecting new hires, training, and development of existing staff, and motivating and maintaining the quality of the workforce by adequately rewarding the employee’s performance. If the reliable performance system doesn’t lie in the premises, human resource management system degrades, resulting in the wastage of valuable human resources a company has.
Managing staff, training, compensation and performance managements are the tools of human resource management practice, that cast the organization’s act in satisfying the needs. To reap the investment, desired high-quality product and services should meet, employees who willingly want their jobs in the organization interested in the reasonable compensation and reward system and the last one, the organization who want them to contribute and participate in activities and task resembled with environmental issues. basic rules and protocols of human resource management must be connected policy guidelines of the organization on its practices. It needs to emphasize on good corporate culture in order to unleash the extensive capabilities and maintain the positive and conducive work environment.