HUMAN RESOURCE PRACTISE EFFICIENCY
IMPACT OF IMPLEMENTATION HRMS IN TENAGA NASIONAL BERHAD (TNB)
-THE CASE STUDY-

Abstract
Although there is no official link connecting organizational performance and HR practices, there is still that link. It does not matter the lack of a physical connection, so as long as the connection does exist. Firstly, managing people the right way helps any organization achieve improved performance over time. When organizations manage their people well, the organization's performance itself will also improve over time. But if organization wants a more tangible basis for measuring HR performance and efficiency, then here are some commonly used metrics for that purpose.
HR management starts with selection and recruitment. When a company has vacant positions, it will look for applicants for that position, in the hopes of finding the best one to suit the job. The measurement dimension to look out for here then is the level of sophistication that the processes of recruitment are at. Are the selection and application processes up to par? Do they come with appropriate psychometric tests? Does the department make use of clear criteria when it comes to selecting qualified people from its pool of applicants? Are the interviews as structured as they should be?
The next process to look into is induction and training. Induction is the process of officially introducing newly hired employees into the company or the organization. Metrics here would still pertain to the sophistication of the processes being used. A relevant metric here would be the duration of the programs used for induction and training. The effectiveness of the procedures, meanwhile, can be an effective metric as well. This can be measured via the use of targeted surveys. Of course, the trainees would be the ones to take these surveys.
The last process to look into is performance