Discussion Topic

Discussion Topic
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Discussion Topic
Introduction
In the last few decades, Human Resource Management (HRM) has been referred to as the Personnel Management because of the assumption that it only deals with the hiring processes and paper works. However, the game has changed in the business sector, and the HRM department is currently undertaking an array of responsibilities including, but not limited to, discharge of duties, handling grievances and conflicts within the organization, ensuring the safety of employees and other members of the organization, and other issues involving employees. In this array of duties, there is confusion as to how certain undertakings relate to the organizational performance. For instance, navigating between what is required in training and development, performance management, and compensation and benefits has been challenging. Therefore, this paper mainly focuses on defining and discussing the relationship between the four aspects of HRM duties (training and development, performance management, and compensation and benefits). Further, the discussion highlights the kind of performance enhancement that would motivate me in any organization I work for and how it is linked to the organizational goals.
Training and Development
In any organization, the HRM departments are often in constant pressure maintain superiority in the marketplace by increasing and upgrade the knowledge and skills of their employees and improve the positive work-related attitudes.

Training and development are usually the methods used to attain these specific goals (Cascio, 2018). Training improves the job skills, knowledge and abilities by teaching critical skills in organized group events such as seminars, workshops, and classes while development helps the employees grow in these skills and knowledge through more individualized experiences such as job rotation, mentoring and coaching, and certification process.
Performance Management
Performance management involves the evaluation of the job-related performance of the employees with the primary objective being to improve their performance (Cascio, 2018). One of the most common forms of performance management is the performance appraisals which enable the employer to objectively and accurately measure the individual performances of the employees for documentation and goal-setting processes.
Compensation and Benefits
Compensation and benefits have been used interchangeably for years. But, the term terms refer to different concepts when it comes to rewards in an organization. Compensation refers to the monetary exchange for the work performed paid by the employer to the employee (Cascio, 2018). On the other hand, benefits refer to the value exchange to the workers as part of their appreciation and packages for the work done- it does not involve money.
The Relationship between the Four Concepts
Mostly, the relationship between the four concepts is evident. For an organization to achieve a maximum outcome, the employees must have the required skills and knowledge which are acquired through training and development. The employer then employs performance management to evaluate, based on the skills and knowledge, the employees in a bid to find justification for determining the amount of compensation or kind of benefit the employees deserve. In fact, the salary management program is attached to its pay-per-performance philosophy. For instance, nursing requires a comprehension of specialized skills and knowledge which is acquired through mentoring and training programs. The pay-per-performance system offers compensation based on the number of hours a nurse works, and this is what the employer uses to evaluate the amount justifiably.
Lastly, motivation at work is an essential tool in ensuring maximum performance by the employees. In my case, the type of performance enhancement that would motivate me is working in an autonomous job environment. In essence, I am not motivated by monetary compensation but the feeling of being able to plan my work and create. Therefore, about the overall organizational goals, undertaking a task will depend on whether I can exercise my full creativity and expertise on the field by making my own decisions regarding my work plan. Being able to work in such an environment gives me the satisfaction and confidence to create and maximize my outcome which ultimately improves the overall outcome of the organization and achieve their goals of profit-making.
Reference
Cascio, W. (2018). Managing human resources. McGraw-Hill Education.