This document discusses several aspects of human resource systems including rewards and recognition, performance management, and recruitment, selection, and placement. Rewards and recognition programs can encourage employees to work harder and bring in more business if implemented effectively. Performance management involves ongoing communication between managers and employees to accomplish organizational goals. Recruitment involves finding qualified job applicants while selection and placement evaluates applicants to hire the best people for short and long-term organizational needs.

1. Rewards and Recognition
Employee rewards and
recognition system is not just a
positive action towards employees.If
itisimplementedeffectively,itproves
to be an efficient tool in encouraging
the employees to create and bring
business for the company.
Performance Management
Performance management is
the continuing process of
communication between heads and
employees, with the mutual goal of
accomplishing the strategic goals of the
institution or organization.
Human Resource Systems
Recruitment, Selection and
Placement
Recruitment is the process
of searching for and obtaining
sufficient number and quality of
potential job seekers or applicants
to enable the organizationtoselect
the most appropriate people to fill
its job needs.
Selection and Placement is
a process of gathering information
for the purposes of evaluatingand
deciding who should be employed
or hired for the short and Long-
terminterestsof the individualand
the organization. In other words, it
isthe processof gettingthe bestof
most qualified applicants from the
pool of job seekers adjudged to
have potentialforjobperformance.
For those who wants to
apply in an organization will
undergo a job orientation in this
process.
Learning and Development
This aims to improve group
and individual performance by
increasing and honing skills and
knowledge. Learning and
development forms part of an
organization’s talent management
strategy and is designed to align
group and individual goals and
performance withtheorganization’s
overall visionandgoals.Thisinvolve
numerous methodical learning
procedures. Such procedures are
designed by the HR department.
Monetary
(hike in
salary,
bonuses like
PBB, etc)
Non-Monetary
Certificates,
promotion,
letters of
appreciation,
etc.)
*Performance Planning
-establishing goals and objectives,
which will be the target
employees want to reachandwill
mark the desired state they wish
to arrive to
*Performance Coaching
-to provide regular feedback on
performance during the whole year,
and at the same time providing
direction and support, and coaching
employees tomodify performanceand
increase exercise where necessary
*Performance Review
- employees receive feedback.
Feedback should include both
recognition of the employee’s
strengths and discussion about the
challenges that requireimprovement
and more coaching
*Performance Rewarding
- concerned withthe formulationand
implementation of strategies and
policies that aim to reward people
fairly, equitably and consistently in
accordance with their value to the
organization. Giving rewards to the
employees will be a motivation for
them to work harder for the
organization.