Many people believe that training and development is the most important function in effective human resource management. But I think this is not the most important factor, because there are many other factors that we should consider before concluding that training and development is the most important factor. In my report below, we will explain why some people believe that training and development is the most important factor as well as other important factors of effective human resource management. Human Resource Planning The first factor we are going to discuss is human resource planning. Good human resources planning has two parts: the first, strategic human resources planning and the second, operational human resources planning. ==> Strategic Human Resource Planning Strategic human resource planning is important because it connects human resource management directly to your organization's strategic plan. Most medium to large organizations have a strategic plan that will guide them to successfully fulfill their missions. Organizations regularly develop financial plans to ensure they achieve their organizational goals, and while workforce plans are not as common, they are also just as important. Strategic human resources planning is also important from a budgetary perspective because it helps you take into account recruitment costs. , training, etc. In your organization's operating budget. ==> Operational Human Resource Planning If your organization has very strong and good human resource management, it should be reviewed every two to three years to ensure that it meets the needs of the organization and is also compliant with legislation. At the operational level, organizations must also be aware of the interdependencies between operational decisions and HR management practices. Decisions made on an aspect of human health...... middle of paper ...... employee performance evaluation. Written performance standards allow you to compare employee performance with mutually understood expectations and minimize ambiguity in providing feedback. Having performance standards is not a new concept; norms exist whether or not they are discussed or written down. Performance standards identify a benchmark for measuring performance. From the performance standards, managers can provide specific feedback describing the gap between expected and actual performance. There are many effective ways to monitor performance, the most common are: • Direct observation • Specific work results (hard evidence can be reviewed without the employee present). )• Reports and records, such as attendance, security, financial records, etc.• Praise, constructive or critical feedback received from others on the employee's work