Human Resource : The Backbone Of Any Business

Human resource is an appellation used in referring to the workforce of an organization or company. Human resource management is involved in the act of putting together employees in an organized manner to assure the objectives of the organization are achieved in a competent and experienced manner. Human resources are the most important services of any organization since they are the catalysts of non-human resources and the medium for developing competitive advantages and sounds of creativity. No organization can exist without a human resources department (Walsh, 2009). A company without an HR department would be reducing its operations and could collapse within a short amount of time.

“Human resource management is defined as a strategic and coherent approach to the management of an organisation’s most valued assets-the people working there who individually and collectively contribute to the achievement of its objectives.” (Armstrong, 2009, p.4). Human resource is the employees within the business, Human Resource Management is the management of the employees and to emphasis what they can bring to the business and monitor how the business can improve. “The overall purpose of human resource management is to ensure that the organisation is able to achieve success through people” (Armstrong, 2009, p.8), if the workforce feel valued, the work performance will be of a higher standard, this in tale can then boost the businesses production.

Measuring performance means when a business will measure the quality of the activities that are passing and the quality of the services provided to the customers by employees. It involves creating a simple, but effective, system for determining whether organizations meet objectives. It’s also a process of collecting and reporting information regarding the performance of an individual, group or organizations. It can

A human resource manager is responsible for employee compensation, recruitment, employee policies, and regulatory compliance. The positions is no longer simply administrative, human resources has become the heart of organizational culture. Human resources help companies make the best of their human capital by hiring intelligently, providing incentives towards retention and creating growth opportunities for the employees. If a company has successful human resource personnel the company stands

In order to protect the organization from discrimination claims and employees from being feeling or being discriminated against it is imperative that the performance management system that is legally defensible (Aguinis, 2013). As the Human Resources director at BFNA there are some characteristics that would be implemented in the performance management process with prevent and to stand against legal claims of discrimination. The performance management system components and standard will be clearly defined and explained to all employees and will be job related and in the control of the employee. This creates transparency and ensures the employees are educated and aware of the system consist of. Procedures will be standardized and align per job

As an organization grows and expands, the human resource department will know that the organization needs to constantly measure performance. Recruiting staff in an organization is very expensive and costly, so the human resource function helps the organization to get recruitment right.

As stated by Peter F. Drucker, “Management is about human beings. Its task is to make people capable of joint performance, to make their strengths effective and their weaknesses irrelevant.” Performance management is essential to achieving an organization 's mission statement and business goals, and also in attracting, retaining, and motivating qualified employees. There are many benefits and reasons why an organization should execute a performance management system. Performance appraisals establish the basis for qualifying, recognizing, and rewarding employee contributions. In this paper, I will discuss what performance management is, the problems with the current performance management system at my organization, how other organizations have succeeded in their performance management system and how I would advise management at my current organization to improve our performance management system.

Human Resource is a governance of organizations employees. A company 's human resources department is responsible for implementing and overseeing policies governing employee behavior and the behavior of the company toward its employees. It is the people in the organization that carry out important work activities. Managers and HR professionals have the important job of organizing people

Human Resources (HR) is fundamental to business performance and has a pivotal role to play in the decision making that enables organisations to operate effectively.

Clardy, A. (2013). A General Framework for Performance Management Systems: Structure, Design, and Analysis. Performance Improvement, 52(2), 5-15. doi:10.1002/pfi.21324

Performance management system is critical in strengthening employer expectations. Study will be made to identify how strong performance management system impacts key HR processes viz compensation and benefits, training and development, recruitment and selection.

The term human resource is defined as a system of activities and strategies that focus on successfully managing employees at all levels of the organization to achieve organizational goal (Niles, 2013). Human resource management is the process of proper use of available limited skilled workforce. The main purpose of the human resource management is to make efficient use of existing human resource in the organization.

Throughout every organization, there is a system set up for effective performance management. It is known that there is a continuous process associated with performance management. In order have success in the process; managers must have extensive knowledge of the mission and goals of the organization. Once the mission and goal is set in place, there should be a cascading effect that trickles down to each employee within the organization. This paper summarizes an article titled “Performance Management Done Right: It’s Not the Form, It’s the Process” (Murray, n.d.) The published article breaks down what performance management actually entails and introduces a variety of ways to implement the tool that helps build

Performance management (PM) is essentially about measuring, monitoring and enhancing the performance of staff, as a contributor to overall organisational performance. Similarly, Aguinis (2007) describes Performance management as a systematic link between organizational strategies, resources, and processes towards the achievements of corporate objectives. He further define Performance management as a “continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning performance with the strategic goals of an organization” (Aguinis, 2009a: p.3). It is worth noting the key elements of performance management in the definitions that is a continuous process and that individual performance should be aligned with the goals of the organization, unlike instances where annually or quarterly nurses fill a form with the supervision of their nurse managers or unit head as a human resource requirement for promotion, which is how nurses performance is evaluated over the years.

The first major function of human resource management is human resource development. Human resource development is essential to every organization. Human resource development helps an organization to improve their employee’s knowledge, skill, and ability. According to Swanson and Holton (2001), human resource development not only combines training and development but it also combines the use of organization development, and performance management to improve employees and organization effectiveness.