According to (Bratton and Gold 2003:7) Human Resource Management is “ a strategic approach to managing employment relations which emphasizes that leveraging people’s capabilities is critical to achieving sustainable competitive advantage, this being achieved through a distinctive set of integrated employment policies, programmes and practices”.

In the present day workplace, the theories of Human Resource Management are countless due to its vital role in organisational efficiency, especially in an economy with an increasing movement towards service-based industries. “As the business environment becomes increasingly competitive and complex, knowledge and understanding of the contribution of people and other intangible assets to organisational performance have become critical success factors” (Robinson, 2006:31)

The goal of this literary review is to highlight the significance of organisational Human resource management, in its goal to maintain high levels of efficiency and employee performance within a firm through the following functions:

• Manpower planning,
• Recruitment and Selection,
• Induction, training and development of people,
• Performance appraisal,
• Rewarding people,
• Employer/employee relations.

Manpower planning is the control of people flowing through an organisation, including the expansion and perhaps future streamlining of the firm to enable organisations to reduce future costs and also increase their efficiency by having correct levels of staff with the appropriate skills within the company in order to meet objectives. According to Izabela Robinson (2006:154) “Human Resource Planning is the systematic and continuing process of analysing an organisation’s human resource needs under changing conditions and integrating this analysis with the development of personnel policies appropriate to meet those needs…of the future”.
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