Systematic Literature Review on Human Resource Management Effect on Organization Performance

ABSTRACT


Introduction
Efficient HRM enables managers to make plans and hire skilled staff, at the same time it helps employees find meaningful work with avenues for career development. The key objective of HRM is to increase employee performance and improve organizational performance through investment in HR (Jacob & Bajama, 2022). Human resource management is a systematic analysis of human resource needs in order to ensure that right number of employees with necessary skills are available when they are required (Khancharovna, 2022). The reason of using human resource management is to find out how many employees do the organization have, what kind of workers do the organization have, how an organization should use their available resources and how can the company stay and maintain its workers (Susanto & Rambano, 2022).
The level of performance of an organization can determine the productivity of the organization. Therefore productivity means the rate of output, degree of result and success which is directly related to profitability and turnover (Usmani et al., 2022). This research study covers the possible literature review of Human Resource Management on Organisational Performance in a systematic way. Management makes control possible, which is, comparing contractual outcome with performance standards and taking corrective action if variable exists. Lastly, human resource management function include staffing, that is acquiring qualified and appropriate number of workers for an organization, to determining and acquiring other resources and proper allocation of these resources (Bieńkowska et al., 2022). In addition, coordination of activities of all members and parts of an organization is another major purpose of human resource management in order to boost production and performance (Huettermann & Bruch, 2019).

A. Statement of the Problem
One of the most serious problems facing organizational worldwide is the acute shortage of qualified resources (Katou et al., 2021). The problem of inadequate skilled manpower could be traced to a number of factors which include the colonial administrative policies which gave the local population more opportunity to develop (Danilwan & Dirhamsyah, 2022). Some of the problem identified in previous literature by the human resources planners is as follows: Management of fund, funds kept for the proper management of the organization is always converted to their private pocket by the top management (Jacob & Bajama, 2022). As a result of lack of motivation money of our expertise has gone to a board where they will be paid and live in a comfortable house with all kinds of fringe benefits (Anwar & Abdullah, 2021).
The rate of labour turnover is increasing because of lack of facilities in our higher institutions, irrelevance of the educational curriculum to the need of the economic (Bizri et al., 2021). One of the problems facing business organizations is the shortage of qualified human resources as a result of poor management (Usmani et al., 2022). (Ali et al., 2012) (Ali et al., 2012) (Ali et al., 2012) (Ali et al., 2012) (Ali et al., 2012) (Ali et al., 2012) (Ali et al., 2012) (Ali et al., 2012) (Ali et al., 2012) Human resources being the set of individuals that make up the workforce in the organization and makes productivity to take place must be well planned for and must be placed in the appropriate positions in other to be effective (Irani et al., 2022).

Methodology
To achieve above objectives a systematic review of literature based on bibliographic references and grey literature of previously published work have been conducted. The search strategy was adopted as per the method of Casino, et. al.(2019). In this search relevant bibliographic references were obtained from books publishing serious research outcomes from Sage, Taylor and Francis (Routhledge), Springer and other relevant publishers.

Result and Discussion
Research journals (full text and abstracts) were obtained from e-database like Emerald insights, Science Direct (Elsevier-Scopus), Jstor, Springer Journal Archives, Sage Journals, Search EBSCO Host and Google Scholar, ResearchGate and Academia.edu. Search was also conducted on Amazon, and online catalogue search was conducted on National Library of India, American Library, British Council Library and National Digital Library of India. Grey literatures including published documents were identified through electronic search using Google Scholar, moreover newspapers, white papers and websites were explored, and other searches were done using referenced works of relevant articles causing snowball effect. The search and inclusion strategy are shown in Figure 01 below and the criteria for short listing and inclusion of documents is shown in Table 01 with PRISMA method.

Conclusion
The purpose of this review was to view the trends in human resource management studies within the past four years and see how commentary on human resource management writing has changed and is still changing. It is clear from the research reviewed that evaluative commentary is very immersed and widely practiced throughout human resource management in today's organizations. Along with this, it is also clear that the field of human resource management studies just in regards to the types of human resource management that researchers receive on their writing is varied and continues to be studied and analyzed in order to most benefit human resource management researchers and society at large. Corrective vs. evaluative human resource management literature review is still being debated, though, and continues to be problematic in the discourse human resource management and even human resource management writing as seen in reviewed studies. This field of human resource management inquiry is very important as at its center is a concern with helping researchers become better writers. Helping researchers become better writers and getting researchers to see the importance in growing as independent writers is also extremely important in our current society with declining research budgets and liberal arts losing popularity and funding.
To fill the existing gaps using future research present systematic literature review contributors provide short and succinct reviews of 25 key researches on human resource management. Each systematic literature review on human resource management identifies the strengths and gaps in present research knowledge, maps out the important intellectual boundaries for on human resource management field, and outlines current and future research agendas and how these will be addressed. For starter researchers, present study delivers a clear and comprehensive overview of available evidence on human resource management. Moreover, systematic literature review also helps identify research gaps in our current understanding of a field of human resource management.