According
to Daniel & Metcalf (2001), recruitment is part of the over-all management
function of staffing that serves a major role player in ensuring that company
strategies will be implemented. According to Drucker (1992), as he said that
“every organization is in competition for its most essential resource:
qualified, knowledgeable people” (Drucker 1992). Recruitment is defined as the
process of discovering, developing, seeking and attracting individuals to fill
actual and/or anticipated job vacancies (Sims 2002). It has three general
purposes: to fulfill job vacancies; to acquire new skills; and to allow
organizational growth. There are several factors which influence recruiting
efforts namely: organizational reputation, attractiveness of the job, cost of
recruiting, recruiting goals and recruiting philosophy (Sims 2002). Selection
is the partner of recruitment in HR planning. It is a critical process for the
organization because good selection decisions ensure the company of their
financial investments in their employees (Dean & Snell, 1993). Recruitment and
selection has an important role to play in ensuring worker performance and
positive organizational outcomes. Accurate
employee selection decisions have never been more important to organizational
success. Organizations need quality staff that can operate in an environment of
increasing complexity and change. Also, in a business environment where
intellectual capital increasingly represents an organization’s currency of
trade, it is people that create and sustain an organization’s competitive
advantage.

Hiring
the wrong person for the job can be costly. The time and expenses associated
with long term financial and non-financial and implications of hiring the wrong
person make finding and hiring the right person critical. Traditionally,
organizations focused on identifying and selecting people based on their skills
and experience as it makes sense if one can find person who has the right set
of skills and has done a similar job. therefore, this practice of human
resource management has a great affect on organization performance as to put
the right person with right skills at right place if organization put wrong
person then it will face loss.

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Compensation and reward
and Organizational performance:

According
to Dessler (2005) defines compensation as all forms of payments or rewards
given to employees which arise from their employment. According to Shezad et al. (2008),
did a study on impact HRM practices on perceived performance of university
teachers of Pakistan. It was hypothesized that compensation, promotion and
performance evaluation practices are significantly and positively related to
perceived performance of university teachers of Pakistan. Compensation and
promotion practices were found to be significantly correlated with perceived
performance of university teachers of Pakistan. Performance evaluation practice
was found to be insignificantly correlated with the performance of university
teachers of Pakistan. According to Milkovich & Newman (1999) “compensation
refers to all forms of financial returns and tangible services and benefits
employees receive as part of employment relationship. Many researchers revealed
the importance of compensation in motivating employees. According to Bohlander,
Snell and Sherman (2001) narrated that compensation benefits have great
importance in human resource management by providing reward to their employees
against their efforts.

Compensation benefits are very effective to energize and
guide employees in achieving their desired goals. Money can be used to motivate
employees for different reasons. One can be motivated by providing them basic
necessities of life. High-performance companies understand the importance of
offering awards and incentives that gives effective and outstanding work. It
has great importance to motivate and is effective methods of reinforcing
company expectations and goals. Compensation has great impact on employee
performance and employee performance has great impact on organizational
performance.

 

Training and Development and Organizational
Performance:

Training and development
demonstrates a commitment to keeping employees on the cutting edge of knowledge
and practice. Creativity and innovation also trigger the performance of employees
and facilitated by organizational culture which training and development
programs provide. According to Tushman and O’Reilly (2002), stated that
organizational culture lies at the heart of organizational norms that reflects
the influence of organizational culture on creativity and innovation. It also
plays an important role in creating such an environment that enables learning
and innovative response to challenges, competitive threats or new
opportunities. Thus, creating and influencing an adaptive culture is one of a
manager’s most important jobs and which training and development programs avail
the opportunities (Daft, 2010).

It is very
necessary for the organization to design the training very carefully. The
design of the training should be according to the needs of the employees. Those
organizations which develop a good training design according to the need of the
employees as well as to the organization always get good results. It seems that
Training design plays a very vital role in

the employee as
well as organizational performance. a bad training design is nothing but the
loss of time and money. On the job training helps employees to get the
knowledge of their job in a better way.

 

Performance
Appraisal and Organizational performance:

Performance
appraisal takes into account the past performance of the employees and focuses
on the improvement of the future performance of the employees. It gives the
staff the opportunity to express their ideas and expectations for the strategic
goals of the company (Mullins, 1999). Employees can find what is expected from
them and what the consequences of their performance are. Ideally they receive a
fair and analytical feedback for their performance (Derven, 1990). Performance
appraisal helps to rate the performance of the employees and evaluate their
contribution towards the organizational goals. It helps to align the individual
performances with the organizational goals and also review employees’
performances. Besides, enhancing motivation appraisal is about involvement in
the ‘big picture’ – responsibility, encouragement, recognition for effective
delivery and effort (Malcolm and Jackson, 2002). Performance Appraisal is a
motivation for the employee, who performs well in the present to go on doing so
and in the future (Derven, 1990).

Performance
evaluation is the part of performance management which concern with performance
of employees. Performance evaluation can be defined as the procedure to
evaluate the past and current performance of an employee related to the
performance standards. In other words, Performance appraisal is the procedure
through which an organization measures the total input of employee to the
organization during a specific period of time. 

Therefore, put the right person at right place is very
important and to retain talented employees with organization it is very
important to reward them and also provide platforms to teach them updated
skills  as well as provide them feedback
of their performance as to aware them about their performance. As employees are
assets of organization and have great role in organization performance. Human
resource practices has great impact on organizational performance.