Objectives of human resource management

The primary objective of HRM is to ensure the availability of a competent and willing workforce to an organization. The specific objectives include the following:

1)       Human capital: assisting the organization in obtaining the right number and types of employees to fulfill its strategic and operational goals.

2)       Developing organizational climate: helping to create a climate in which employees are encouraged to develop and utilize their skills to the fullest and to employ the skills and abilities of the workforce efficiently.

3)     Helping to maintain performance standards and increase productivity through effective job design; providing adequate orientation, training,. and development; providing performance-related feedback, and ensuring effective two-way communication.

4)       Helping to establish and maintain a harmonious employer/employee relationship

5)       Helping to create and maintain a safe and healthy work environment

6)       Developing programs to meet the economic, psychological, and social needs of the employees and help the organization retain the productive employees

7)       Ensuring that the organization is in compliance with provincial/territorial and federal laws affecting the workplace (such as human rights, employment equity, occupational health and safety, employment standards, and labor relations legislation). To help the organization to reach its goals

8)       To provide the organization with well-trained and well-motivated employees

9)       To increase the employee's satisfaction and self-actualization

10)   To develop and maintain the quality of work-life

11)   To communicate HR policies to all employees. 

12) To help maintain ethical policies and behavior.

The above-stated HRM objectives can be summarized under four specific objectives: societal, organizational, functional, and personnel.

Objectives of HRM

Figure 1.2: Objectives of HRM

1)           Societal Objectives: seek to ensure that the organization becomes socially responsible for the needs and challenges of the society while minimizing the negative impact of such demands upon the organization. The failure of the organizations to use their resources for society’s benefit in ethical ways may lead to restriction.

2)           Organizational Objectives: it recognizes the role of HRM in bringing about organizational effectiveness. It makes sure that HRM is not a standalone department, but rather a means to assist the organization with its primary objectives. The HR department exists to serve the rest of the organization.

3)           Functional Objectives: this is to maintain the department’s contribution at a level appropriate to the organization’s needs. Human resources are to be adjusted to suit the organization’s demands. The department’s value should not become too expensive at the cost of the organization it serves.

4)           Personnel Objectives: it is to assist employees in achieving their personal goals, at least as far as these goals enhance the individual’s contribution to the organization. Personal objectives of employees must be met if they are to be maintained, retained, and motivated. Otherwise, employee performance and satisfaction may decline giving rise to employee turnover.

Table 1.1 HRM Objectives and Functions

 

	HRM Objectives	Supporting Functions
1.	Societal Objectives	Legal compliance  Benefits Union- management relations
2.	Organizational Objectives	Human Resource Planning  Employee relations Selection Training and development Appraisal Placement Assessment
3.	Functional Objectives	Appraisal  Placement  Assessment
4.	Personal Objectives	Training and development Appraisal Placement Compensation Assessment