Human Resource Management Practice

Table of contents

Introduction…………………...………………………………………………P.3

Recruitment and Selection Literature Review…………..……………………P.4

Performance management Literature Review …………………………….…P.7

Recommendations…………………………………………………………...P.10

Conclusion…………………………………………………………………..P.12

References………………………………………………………………….P.13

Introduction
As every organization consists of people, it is very important for the organization to be able to manage their people effectively and efficiently. Therefore, every organization has a division or department that manages this people-related issue. The department is usually called human resource department and the way organization manages their people is called Human Resource Management (HRM).
There are around 4.3 million SME's including 3.1 million sole-traders or partners with no employees, and they are the driving force behind a large number of innovations and contribute to the growth of the national economy through employment creation, investments and exports. Smalls firms, (0-49 employees) represent 99.3% of all UK businesses, and over 51% of all UK economic activity. Only 26,000 medium sized (50-250 staff) and 6,000 large firms (250 or more staff) exist in the UK and represent the other 49% of the economic activity (www.dti.gov.uk/statistics). Due to the nature of SME's, each individual employee would represent a substantive part of the workforce, thus increasing the importance of every single Human Resource decision (Bacon et al, 1998).
This essay will discuss the recruitment and selection processes by using the existing theories or models. This essay will then analyze how performance management can help achieve the organizational objectives by tackling the “Minder Microelectronics Case Study”.

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Recruitment and selection
Literature review
Recruitment and Selection are vital processes for a successful organization, having the right staff can “improve and sustain