The Importance Of Human Resource Management

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This study discusses how the various parts of the human resource system is used, aligned and supported in an organization. Those various parts include: job design issues, training and recruitment activities, selection approaches, performance appraisal systems, promotion systems, pay part and general supervisory styles. Human resource management (HRM) according to Ivancevich and Konopaske (2013) is the “function performed in organizations that facilitates the most effective use of people (employees) to achieve organizational and individual goals” (p. 4). It deals with issues and concerns related to employees such as hiring and firing, training and employee motivation, administration, communication, compensation and benefits, performance evaluations and management, health, wellness and the safety of both employees and employers. Regardless the magnitude of the HRM department, it is an analytical factor of each employee’s well being. When it comes to an organization, it is not only strategic, but a comprehensive approach to managing employees, the organizations culture and its environment. Once it is proven effective, it empowers employees to contribute efficiently and productively to the overall direction and goal of the organizations mission. In an organization, the human resource system plays a vital role in “clarifying the firm’s human resource problems and develops solutions to them” (Ivancevich and Konopaske, 2013, p. 7). In order for any organization to be successful and effective, the human resource management (HRM) must be very knowledgeable in all aspects of the human resource department. Different Parts of the Human Resource System Job Design: The first part of the human resource systems this paper will fo... ... middle of paper ... ...systems set up by the organization to regularly and systematically evaluate employee performance whereas the informal part is when employer’s think about the well-being of their employees (p. 257). Research shows that the objectives of a performance evaluation include: promotions, confirmations, training and development, compensation reviews, competency building, improved communication, evaluation of HR programs and feedback (corehr.wordpress.com). In any organization, the overall goal of a performance evaluation is to help. To help what? To help employees understand their role in the organization, to help them maximize their success within the working environment, to help plan their career and to help the organization succeed. Once the employees come to this understanding that performance evaluation is not a bad thing, the organization will turn for the best.

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