Human Resource Management is a critical function in both the corporate and public sectors. The process addresses several operational objectives, including recruitment, providing proper training to the employee, selecting the employee, assessing the employee, motivating and maintaining a proper relationship with the employee, and ensuring the welfare and health of the employees in the organisation ... [Show full abstract] through laws enacted by the relevant state and country. Human resource management is the process through which an organisation makes use of its limited skilled staff. The fundamental goal is to make the most use of the organization's existing human resources. One of the primary goals of human resource management in the firm is to offer employees with a good working environment. The actions that promote the employee's dignity and growth in the organisation are referred to as the quality of work life. It enables employees to collaborate inside the organisation and the activities, adjustments, and improvements required for goal achievement, improving quality of life, and increasing organisational effectiveness. The purpose of this paper is to discuss the effects of human resource management on organisational performance and development. In recent times, organisations have focused not just on employees for work-related aspects, but also on an employee's overall well-being. Human resource management is comprised of four major functions they are Human resource acquisition, development, maintenance, and motivation. These are the fundamental elements or critical stages that assist an organization in achieving its objectives. It is a truth that the employee's life cannot be compartmentalised and that any disruption in the employee's personal life will disrupt the professional life as well. As a result, human resource management works for the overall growth of the employee by minimising stress and providing a healthy work environment.