The Effect of Human Resource Management Practices

on Organizational Performance

A Research Paper Presented to the Faculty of

Senior High School Department

Our Lady of the Pillar College, San Manuel, Isabela

In Partial Fulfilment of the Requirements 

In Inquiries, Investigation, and Immersion

Miguel, Toni Rose

May 2023
 INTRODUCTION

Literature Review

According to Potgieter and Mokomane (2020), a human resource

management (HRM) department's strategic emphasis can be

summarized as the successful management of teams and individuals

in an organization aiming at competitive advantage and

performance success. As a result, there is increased interest in

researching the role of HRM departments and practices in boosting

organizations' ability to innovate (Engelsberger et al., 2021).

Because of recent organizational transformations (such as

digitization), HRM's role in strategic management has grown (Zhou

et al., 2020), as these practices can provide tools for change

and innovation and support strategic decision-making in

organizations (Sheehan et al., 2016).

Human Resource Management (HRM) is the process of obtaining,

training, and managing human resources. Human Resources

Management includes the concepts and practices that every manager

requires to conduct the "people" or personnel, parts of

management, such as rewarding employees and attending to their

labor relations, health and safety, and justice concerns

(Dessler, 2017). These are some examples:

 Conducting job analysis (determining the nature of each

employee ‘s job)
  Planning labor needs and recruiting job candidates

 Selecting job candidates

 Orienting and training new employees

 Managing wages and salaries (compensating employees)

 Providing incentives and benefits

 Appraising performance

 Communicating (interviewing, counseling, disciplining)

 Training employees and developing managers

 Building employee relations and engagement

Human resources, according to Anand Kumar Choudhary and Dr.

Srinivas Rao (2018), are the total knowledge, skills, creative

abilities, talents, and aptitudes of an organization's workforce,

as well as the values, attitudes, approaches, and beliefs of the

individuals involved in the organization's affairs. Human

Resource Management is the management activity in charge of

actions and decisions that affect the organization's and its

members' relationships.

HRM plays an important role in facilitating transformation.

As a result, various studies have begun to investigate the

relationship between HRM and innovation, specifically behaviors

that lead to organizational creativity. According to Looise and

van Riemsdijk (2004), four components of human resources are

critical for organizational innovation: job design, people,

performance management and rewards, and communication and

involvement. De Leede and Looise (2005) present a model that

links the HRM strategy to organizational outcomes such as

innovation and success, noting that HRM practices that result

from the strategy can lead to outcomes such as creativity,

commitment, and competencies, resulting in organizational

outcomes such as innovation and success.

This study aims to determine the impact of human resource

management practice on organizational performance and to deepen

the theoretical understanding of HRM systems and processes in

Commission on Elections, San Manuel, Isabela.

Statement of the Problem

This research seeks to determine the impact of human

resource management practice on organizational performance.

It aims to answer the following questions:

1. In an organization, what are the responsibilities of a human

resource?

2. What is the importance of having a sufficient human resource

inside the organization?

3. How can human resource affect the innovation of a business

organization?
 The position of human resources staff in a firm is more

significant than most people realize. Human resources not only

handle payroll and leave requests, but they also maintain company

culture and monitor the employee's whole lifespan. In short,

human resources serves as a moral compass for a firm, as well as

maintaining personnel well-trained, satisfied, and productive.

Understanding human resource concerns and solutions can be

essential to a company's success.

The best human resource problem-solving strategies, in

general, take a two-pronged approach. To begin, make a plan ahead

of time. This plan should include programs, training, and other

measures that address workplace issues at their source. Second,

HR personnel must be constantly vigilant. That way, they can

address stickier problems as the government organization grows.

These practices might seem daunting at first, but they are well

worth the effort if they require.

METHODS AND RESULTS

Research Design

This study used a Qualitative Descriptive Design to identify

and analyze the effect of human resource management practices on

organizational performance.

Since the use of mixed methodologies enhances the validity

of findings, expands the body of evidence, and provides more

comprehensive data. The descriptive part of the study, which aids

in identifying patterns, attributes, and behaviors of

respondents, was used in this research. Additionally, it seeks to

comprehend how respondents feel and think about certain

phenomena. The researchers investigated the components of

perceived effects of a fore mentioned phenomenon. It is done so

that the current issue can be understood better.

Research Respondent

Data Gathering Procedure