Efficient management of employees in any given organization calls for adequate planning as well as development. The personnel vested with powers to undertake people management, has got a status that links him or her with interpersonal relations, and access to any relevant information. This in turn acts as an aid when strategizing, making relevant decisions, and systematically implementing actions (Waldron, et al). The scope of people management is based on constant familiarization of employees of the mission, goals and policies of the organization, channels of vesting authority and delegation of duties, prioritizing and revision of goals due to dynamics in the demand or economy, establishing a reliable and respectable communication in the organization, carrying out the reward scheme of the organization, and streamlining the accountability of the employee to the organization or community.
Michael (1995) argues that, performance management consists of five major components. These components include: motivation of employees, effective performance appraisal, well structured promotion guidelines, extensive guidance and counseling, and effective poor performance address. According to The Association of Business Executives (n.d), strategic approach is the most effective way of developing people in order to achieve the desired performance. Human Resource Development (HRD) is concerned with the organization goals and objectives, and development of the personnel that is required to undertake the performance. HRD takes a keen care of staffing needs. This entails recruitment of well skilled people, analyzing the various jobs in the organization, and carrying out effective planning for the success of the employees.
Motivation is a key factor for improved performance in an organization. HRD is thus very effective in stipulating and strategizing on the best reward scheme that will motivate the workers (Lindner 1998). In most cases, the reward scheme is more internal than external in all situations. On the same note, the motivation goes hand in hand with job evaluation. This basically looks into how well was the job performed, the difficulties experienced, and what needs to be improved for a better performance of the job. Further, motivation carries the element of performance appraisal. This measures the degree to which the set objectives of the job being done was met.
HRD meets the various needs of their employees. These needs include: employee development, employee retention in the organization, and the relations of employees. Employee development is extensively concerned with the skills that employees possess. HRD therefore carries intensive training to ensure that their employees possess the relevant skills and knowledge that are useful to their jobs. This ensures that employees are competent in all what they do in their work stations. Employee retention on the other hand calls for HRD to provide a clean and safe environment for employees to work....