The excerpt from "Repositioning the human resources function" by Schuler RS ​​suggests that in the future the human resource management function it could reach the same importance as other functional areas within a company. To fully discover the future direction of human resource management and whether the function will have the same level of importance as other functional areas, it is necessary to examine the areas mentioned by Schuler. Areas within human resource management that need to be examined are performance management, recruitment and selection and talent management; Current human resource management issues may also have an effect on the future direction of the functional area. Armstrong (2009) defines human resource management as a comprehensive and coherent approach to the employment and development of people and which can be considered a philosophy of how people should be managed, which is underpinned by a number of theories relating to behavior of people and organizations. When Armstrong discusses “people behavior,” meaning employees within an organization, he supports Schuler's excerpt about how “properly motivated and engaged employees can add immeasurable value to an organization's bottom line.” There are a number of objectives within the human resources function. management that are vital to the organization and its development. These include supporting the organization in achieving its objectives, contributing to the development of a high performance culture and ensuring that the organization has the right staff it needs, creating a positive relationship between management and employees and encouraging ethical approach to people management. These objectives are set... in the middle of the paper... in line with new needs and to develop overall performance. Feedback on roles, analyzing strengths, building on them and agreeing on areas for improvement are all steps required in this phase, from which any new ideas are then developed again and continued into the planning phase. Human resource management has been highlighted as the practice that will help organizations win in the future and that performance management is a key strategic contribution to this. Directing employee behavior towards organizational goals and monitoring their behavior to ensure that goals are achieved are just two ways in which employee job performance can be improved. Deming's plan-do-check-act model is a great example of how performance management can continue to grow in the future and give the organization a competitive advantage.