Effects of HRM Practices on Employee Performance

Problem Statement

Human resource management is the art of managing employees in a firm or any other institution. The efficiency and success of employees depend on the practices put by the HR department. These practices include recruitment and selection, compensation and remuneration, promotions and disciplining (Armstrong et al., 2014). These practices directly affect the conduct and behavior of the employees. If these practices are favorable, then their delivery is positive. However, if the practices are not favorable, then the work of the employees can be catastrophic. All institutions primarily depend on employees to achieve their goals and objectives. Therefore, it goes without saying that a happy workforce will deliver as expected and thus the management must effect favorable practices. The shareholders too are interested in the performance because they are directly affected by the overall performance of the firm. We can take two practices for a thorough study. Taking remuneration practices as the research problem. Various firms remunerate employees based on various criteria. Some of these criteria may be the duration of an employee in the workplace, seniority of an employee, level of education and special skills of an employee (Armstrong et al., 2014). It simply shows that there are no specific standards for designing remuneration. These methods call for proper integration of all these criteria to get a satisfied workforce.