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Abstract This paper is a critique on research by Jiang et al. (2012). It looks at the different sections of the study through a critical lens. The analysis examines the connection between Human Resource Management (HRM) and the outcomes of a company. There is a definite relationship between these two concepts as sound Human Resource (HR) functions improve employee performance as well as the activities within the organization. The study indicates that skills, motivation, and opportunity improvement practices improve the organizational outcomes by increasing staff competencies, employee motivation, operational performance, and financial results of the firm. The findings of the study are essential as contemporary organizations can implement them to have a competent and motivated workforce, which is effective in achieving organizational goals. Furthermore, this research makes various assumptions, and some of these include the hypothesis that skill, motivation and prospects enhance human ca...
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