The Importance Of Human Resource Management: Improving Employee Performance

An organization‘s success or failure is highly determined by effective and efficient utilization of resources such as human, material, financial, and information resources at its disposal (Oshagbemi, 2000). Particularly human resources are vital for organizational excellence and they act as one of the main factors for achieving anticipated organizational objectives. It is an important factor of production. A well trained and motivated workforce makes it possible to achieve the organization‘s success at ease. Hence, the proper human resource management is a key instrument for achieving the organizational goals. In other words, it is a system of activities and strategies that are focused on managing the success of employees at all levels of the

A successful and highly productive business can be achieved by engaging them in improving their performance. An organization’s growth and success is largely dependent on the way its employees work. It is required to continuously check on the behavior employees having towards its work and the way they are performing their duties. Employees’ performance reflects the efforts of each employee done towards the accomplishment of goals and objectives of the organization as well as their own (Sangeeta, 2015).

Good remuneration has been found over the years to be one of the policies the organization can adopt to increase their workers performance and thereby increase the organizations productivity. Also, with the present global economic trend, most employers of labor have realized the fact that for their organizations to compete favorably, the performance of their employees goes a long way in determining the success of the organization. On the other hand, performance of employees in any organization is vital, not only for the growth of the organization, but also for the growth of individual employees (Muogbo,

In Ethiopia, the technological improvement, economic prosperity, and social change are possible only through an efficient and effective system of public sector institutions. Public organization has been a labor intensive activity. It mostly renders services of various sorts to the community. Public organization is controlled by the government and it is paid by the taxes. It provides a vital service for the country and it is non-profit organization (Tazebachew, 2011). According to Markos (2013), the public sector reform program in Ethiopia has shown some improvements particularly, in the areas of civil service both at federal and regional level. However, the reform program is entangled with different challenges such as lack of accountability, transparency, and low level of HRD. From these challenges HRD is the one that cripples the capacity of the implementation process and participation from the side of different stakeholders in public sector. Abebe (2008), also in his study on human management function decentralization at SNNP revealed that little attention is put on HRD function because of lack of proper training and development in public sectors. Moreover, other empirical study also conducted by Aliyou (2005), in Amhara, Dessie in public sectors in relation to decentralization of human resource management. However, in this study issues like performance