HRM Contribution: Efficiency and Effectiveness in Organizations

This essay examines the critical contribution of Human Resource Management (HRM) to organizational efficiency and effectiveness. It explores various aspects of HRM, including strategic HRM, recruitment, talent management, training, and performance appraisal. The essay highlights how effective HRM practices enhance employee performance, contributing to an organization's competitiveness and goal attainment. It discusses the importance of recruiting and selecting competent employees, job analysis and design, talent management strategies, and performance appraisal systems. The essay emphasizes the role of HRM in maintaining a skilled workforce, ensuring employee well-being, and fostering positive employee relations. Furthermore, it addresses the contributions of HRM to business development, emphasizing the need for a well-structured HRM department to drive organizational success. The essay concludes by underscoring the importance of employee management for achieving high production and overall organizational effectiveness. This document is available on Desklib, a platform providing AI-powered study tools.

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Contribution of HRM to Organizational Efficiency and Effectiveness
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10 October 2017

Contribution of HRM to Organizational Efficiency and Effectiveness 2
Contribution of HRM to Organizational Efficiency and Effectiveness
Human resource management is used to describe and define formal systems used for the
management of staff within an organization. The primary objective of human resource
management is the personnel management which entails useful negotiation skills, leadership
qualities and substantial knowledge of the company (Armstrong & Taylor, 2014). It is also
known that human resource management is the heart of every good performing organization
since an organization may never be successful if its human resources are not managed
efficiently. It also aims at developing the employees and the team in which they work. This essay
seeks to examine the contribution of HRM to the efficiency and effectiveness of the organization
by considering various aspects of HRM such as strategic hrm, recruitment, talent management,
training, performance appraisal among others.
In an organization, human resource management has an essential role in improving and
boosting the employee’s performance. For the business to experience outstanding performance,
the strategic objectives and practical policies of the organization are used by the human resource
management to enhance performance. The human resource management practices will always
contribute to the enterprise attaining high levels of competition with other organizations as well
as its competency (Collins & Clark, 2003). Thus for the organization to be more efficient and
highly effective in the market, as well as working towards attaining its goals, having quality as
their priority and working in the line of making a profit, it must have a well-structured human
resource management.
In most cases, the effectiveness of the employees directly relates to the effectiveness of
the organization. Thus the recruitment, as well as selection of well competent, high and quality

Contribution of HRM to Organizational Efficiency and Effectiveness 3
labor force, affects organizational long-term planning, including standard interview, detailed
testing and analyzing of the labor market. The success of all these critical activities is dependent
on recruitment of essential and very crucial personnel. This focuses not only on the job-related
skills and academic credentials of the applicant but also the having the required people at the
required place. Personality and the values of an individual are taken into consideration. If
individuals who hired are qualified, having right behavior and attitude and at the same time are
competent enough, then it is likely that the company will be highly effective and efficient in its
operations (Costen, 2012).
Within an organization environment, for employees to perform their duties satisfactory,
their abilities, talents, and skills acquired should be in line with the job requirements. Failure to
meet such may make the employee not performing their job well, increase turnover rates or even
result in absenteeism. Through the job analysis process, the abilities and skills to accomplish a
given task are determined to learn how to perform duties in a given line of work efficiently by
creating routine and simple jobs. The job design, in this case, aims at meeting the needs of the
employees who wish that they should always be consulted and involved in the process of
decision making to enhance organizational effectiveness as well as their continued advocacy for
both rewarding and satisfactory work (Wood et al., 2012).
Talent management still goes back to effective human resource management. The success
of an organization is always based on having the best managerial skills, attracting more people in
the market as well as retaining the best performing individuals. Companies are aiming at
encouraging talents and managing them effectively. The main aim is to identify the potentials of
individuals, assessing them by various involvements like involving them in developmental
activities, giving them specific but competitive assignments to measure and identify their areas

Contribution of HRM to Organizational Efficiency and Effectiveness 4
of interest as well as providing training, projects, and mentoring programs. Organizations will
further aim at retaining the highly efficient and potential employees by introducing personalized
career plans, having flexible working hours and routine, having mentorship programs,
appreciating them with financial incentives and stressing on the diversity of working programs
(Kumari, 2016).
In an organization, performance appraisal is essential in the performance of both
employees and organization. This entails assessing and monitoring the performance of the
employee in his or her field and giving a response to both the negative and positive results on
their performance. With this, the employees will always target at accomplishing much of the
positive response and working on the weakness as a result of being motivated and thus boosting
the organization’s performance (Jabeen, 2011). These results will also help in identifying the
best-performing employee in cases of promotion, salary increment for outstanding employees
and even for those who are underperforming and the appropriate action to take (Daley, 2012).
This keeps the employees on toes to perform to their best in their given field of duty. The
company, on the other hand, is aiming at increasing on the employee education. After employees
knowing their negative performance in the appraisal process, they are given the feedback on the
best ways to improve their performance. They are also jointly taught and equipped with new
skills and techniques in addition to a series of training lessons after a while to enhance their
performance (DeNisi, & Sonesh, 2011).
Another key and important function of the Human Resource Management is the
organization, maintenance, and utilization of the organization’s workforce. The employees,
which are the human resources should be put into optimal use and work by coming up with an
involving organizational framework. This will ensure that all the employees are actively

Contribution of HRM to Organizational Efficiency and Effectiveness 5
involved in various activities in the organizations thus improving its efficiency and effectiveness.
The state agencies, as well as the federal agencies, work hand in hand to implement the laws that
govern employees in areas like protection and compensation. This approaches the issues such as
whether the wages and salaries are standard and fare as well as whether the financial incentive
program is in place and taken into account. With this security in the employees, they are bound
to give maximum cooperation in their assigned duties thus making the organization more
effective and efficient (Catlette & Hadden, 2012).
Maintenance of this workforce is very essential. Employees should be guaranteed to good
relations working, safety and health to work with minimum and reduced fears and to have a
sense of job security for maximum and efficient output. Employees’ security safety and health
should be highly considered and incorporate with the federal laws for their protection from
hazards around their working environment. According to employees that feel protected and
secure at work, the place is likely to be more committed to work and are less supervised
(Leblebici, 2012).
An employee relation is another essential factor of human resource management in an
organization. Working with labor unions should be critically considered. This is because they
play an indispensable role on employees’ rights and privileges thus impacting the personnel
programs and policies. This is directly related to the economic status of the organization, and
therefore the involved people should have extensive knowledge of the goals and philosophies of
a union and look for better ways to work with it. Critical considerations should be put in place to
determine the best way to strengthen and empower the personnel policies to do away with the
many problems that are bound to rise up and as a result improve the productivity rate (Burgess,
Connell & Winterton, 2013).

Contribution of HRM to Organizational Efficiency and Effectiveness 6
The organization should consider the best communication skills for effective communication and
relationship. This mostly and in many agencies go back to the information systems established. It
is the human resource to come up with adequate and approved knowledge management to be
able to have a clear and well-defined means of entering and retrieving information. It also has to
ensure that systems available are up to date, innovative and meet the current world and modern
technology.
The other important role of the human resource management to the organization is the
essential contributions in the field of business. The human resource aims and works at ensuring
that all work-related guidelines including those affecting the employees are followed to the later.
As a result, human resource management team is being incorporated into the growing business
processes thus confirming their efficiency in the organizations’ development. The organization’s
performance has also been affected by the new roles brought in by the human resource
department which improves on its performance. Such include home employment commonly
called telecommuting, having all part-time season jobs as well as developing new work
relationships (Bratton & Gold, 2012).
As we have seen from the above discussions, for an organization to work efficiently, the
human resource management must and should be taken as a severe department. This will have a
significant output in the general performance of the organization. The employees will understand
their roles well and work towards attaining the best. As a result, the team will remain competitive
and meet the goals of the company. If the employees are handled well, their services will be
highly efficient in addition to being fit and qualified in their given fields. If the resources in the
organization are put into maximum use, which is efficiency, there will be high production, and it
will be effective and very efficient to the organization.

Contribution of HRM to Organizational Efficiency and Effectiveness 7
References
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Catlette, B., & Hadden, R. (2012). Contented Cows Still Give Better Milk, Revised and
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Contribution of HRM to Organizational Efficiency and Effectiveness 8
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