CHAPTER ONE
INTRODUCTION
1.1      Background of the study
Human Resource Management is an indispensable function for the both the private and public sector organizations. The process deals with several operational objectives such as recruitment, providing proper training to the employee, selection of the employee, assessment of the employee, motivating and maintaining a proper relationship with the employee and maintaining welfare and health for the employees in the organization through laws created by the concerned state and country. The human resource management is a process through which the organization utilizes their limited skilled workforce. The main intention is to make effective utilization of the existing human resource for the organization. Apart from this, human resource management works in the diverse area like conducting of jobs, planning the employee's needs and recruitment, determination of wages and salaries, resolving the disputes and creating better working and safety environment for the employees (Bowen & Ostroff, 2004). The organization uses their human resource management for the proper utilization of their resources. Furthermore, the department plays an important role in the overall development of the employees for encouraging personal and career growth. Alternatively, it helps in improving professional skills and knowledge of the employees. Human resource management provides quality work life for the employees.
In the early, 20th century HRM is a product of the human relation to movement, when researcher began documenting ways of creating business value through the strategic management of workplace. This was initially dominated by transactional work, such as payroll and benefit administration but due to globalization, company consolidation, technological advancement and further research, HRM now focuses on strategic initiative like mergers and acquisitions, talent management, succession planning, industrial and labour relations, diversity and inclusion.Therefore, the significance of the Human resource management with respect to the organizational performance is evident. Large number of organizations has established their human resource management department and they understand its need in today’s world of business (Cooke, 2005).Thus The overall aim of Human resources management is to establish a high employee performance culture in which individuals and teams take responsibility for the continuous improvement of the business processes and for their own skills and contributions within a framework provided by effective leadership.
1.2      Statement of problem
In the recent times, the organizational are not only focusing on employees for the work related aspects but also focuses on the holistic well-being of an employee. It is the fact that, if the employees life can't be compartmentalized and the disturbance in the life of the employee will disturb the professional life. Hence, the human resource management works for the overall development of the employee by reducing their stress and creating a healthy atmosphere in the workplace.
However over the years, it has been noticed that many organizations have not been able to get the best out of their employee’s as a result of ineffective human resources management some of the factors affecting effective HRM in most organizations are inadequate funding and poor administration of human resources, lack of adequate and viable policies on employee issues, poor implementation of Human Resources plans, policies and procedure. Thus it is against these backdrops that the study is set to examine Importance of Human Resources management in promoting employees performance.