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Evaluation on Human Resource Management Systems

In conclusion, organisations have been able to employ the above-mentioned Human Resource Management systems successfully and this is why it has succeeded in achieving its objectives and goals. It is evident from the above discussion that these HRM systems are crucial in organizations. However, they have some drawbacks. The recruitment process for instance cannot be entirely depended on since some methods used cannot exactly tell the individual’s nature and skills.

The organization recruitment, working conditions and compensatory system that an organization offers to its employees may also affect the recruitment process. For instance, if the business has a bad reputation people will not apply to work and this affects its objectives and goals . There is also high competition in the job market and this is a challenge to organizations. Performance appraisals have also not been embraced by many employees and it has therefore been a challenge to the line managers. The appraisal system is complex and time- consuming to implement.

Currently, the performance appraisals that have been put in use are poorly constructed and are not effective. This means this system is not constant; it is subject to criticism and changes depending on the changes on the business environment. While compensation can be important to a business, it is also risky because some individuals themselves with other individual. Linking pay and performance because it may take more time and resources to implement and the employee may exploit loopholes that may exist.

Finally, all these systems are necessary if any organization has to talk about development and achievement of goals. Human beings need to be managed and the above system cannot be isolated from Human Resource Management.


Armstrong, M, Human Resource Management Practice, London and Philadelphia, 2006. Brown, A, Organization Culture, Trans-Atlantic Publications, 1998, pp 11 – 12 , 431. McKenna, E, & B NIC, Human Resource Management: A Concise Analysis, Financial Times Prentice Hall, 2002.