Why does HRM department designing has relationship to raise employee performance? HRM can be defined as the process of analyzing and managing an organization's human resource needs to ensure satisfaction of its strategic objectives. It is a pattern of planned HR development an activities which affect the behavior of individuals with the intention of enabling organizations to achieve their goals. So, it seems that all HR activities are dependent upon the manager's efforts to formulate and implement the organization strategy as well as it has direct relationship for resulting and developing their employees as well as their behavior, attitudes, brings indirect relationship how to influence and performance to achieve the organization's goals.

Thus, it brings this question: Why and how HRM can influence employee performance? We need to know employee performance is explained with quantity of output, quality of output, timeliness of output, presence attendance on the job, efficiency of the work completed and effectiveness of work completed. Hence, employee performance is the successful completion of tasks by a selected individual or individuals ( team), it is measured by a supervisor or organization to pre-defined acceptable standards when efficiently and effectively utilizing available resource within a changing environment. In fact, performance is about behavior or what employees produce or the outcomes of their work. However, HRD needs have these duties, and duties can influence how employee performs, such as competitive compensation level, training and development, performance appraisal, recruitment package and maintaining morale. So, management ought need to consider how to design HRD these tasks duties or functions issues, what factors will influence how employees choose or decide to perform their behaviors to do their tasks in organizations. It seems that how to design or arrange HRD 's functions which will influence how employee individual performs to do whose tasks daily. Thus, if the organization can design its HRD has effective functions, then it will influence its employees to do more effective performance or better or improved behavioral performance in their organizations. Otherwise, ineffective HRD functions, it will influence how every employee decides or chooses to do ineffective behavioral performance or inefficient productive behaviors easily in their organizations. So, any organizations need to concern how to design their HRD's functions to be useful in order to achieve more effective consequence.