Put simply, human resource management (HRM) determines organizational effectiveness.  HRM requires a capacity to identify staffing needs, to recruit individuals—on merit—with the appropriate skills, knowledge and attitudes, to combine those individuals into effective teams, and to manage performance for the best outcomes.  Further, HRM, through human resource development (HRD), requires effective development programs to upgrade skills, and to prepare staff for promotion.  HRD can only be effective when staff training needs are identified through rigorous performance appraisals and/or training needs analysis, and training is delivered in a timely manner.  Such training contributes to effective teams and promotes confidence in the individual.We are familiar with many of the functions of HRM and HRD not least because we have all been exposed to them during our careers.

The extent to which those functions are performed effectively is reflected, for example, in the efficiency and effectiveness of the organization to achieve its goals, the morale, attendance, disciplinary problems, and turnover of staff, and in the response to recruitment for that organization.  Effective HRM/HRD can be measured by the capacity to incorporate individual and team capacities into management systems and culture to improve organizational capacity.  Importantly, responsibility for HRM/HRD does not rest exclusively with HR Sections but is a shared responsibility between management, HR Sections and all staff within the organization.