Human Resources isn't a thing we do. It's the thing that runs our business."
- Steve Wynn
How do businesses motivate employees and cultivate their work culture? How can businesses ensure that all employees are coordinated? The answer to these questions revolves around setting human resource objectives. Setting human resource objectives is essential for businesses as they help them increase their overall performance.
Human resource objectives definition
HRM objectives are goals that the human resource department sets to manage and develop the employees of a company. These objectives may include attracting and selecting the best candidates, providing training and development opportunities, and ensuring fair compensation and benefits. Essentially, HRM objectives aim to align the workforce with the goals and objectives of the organization.
Human resource objectives are goals the business aims to achieve through its human resource department.
A retail store sets an HRM objective of reducing employee turnover by 50% within the next year. To achieve this objective, the HR department develops strategies such as improving employee benefits, and offering training and development opportunities. By achieving this objective, the store is able to reduce recruitment and training costs and maintain a stable and engaged workforce.
Human resource objectives examples
Now that we understand the value of human resource objectives, let's take a look at some more specific examples of the types of objectives human resource managers may set:
- Reduce employee turnover rate by 20% in the next year
- Increase employee engagement by implementing a recognition and rewards program
- Improve diversity and inclusion in the workplace by increasing representation of underrepresented groups in hiring and promotion decisions
- Develop a leadership training program to prepare employees for future management roles
- Implement a flexible work arrangement policy to improve work-life balance and reduce burnout among employees
- Increase employee productivity by providing opportunities for skills development and career growth
These are just a few examples of the types of human resource objectives that organizations may set to improve the management and development of their workforce.
Main objectives of human resource management
The main objectives of human resource management are:
- accomplishing organisational goals
- enhancing positive work culture
- training and development
- employee motivation
- team coordination
Accomplishing organisational goals
One of the main aims is to fulfil the company’s goals. For an effective and efficient HRM, it is important to utilize human resources to accomplish the company’s requirements and objectives. In order to be successful in achieving organizational objectives, HR needs an efficient plan and implementation.
Work culture
When it is about managing human resources efficiently and following goals, employees and the environment in which they work are important factors. The HR managers must be active in creating strategies to facilitate enhanced work culture.
Training and development
With effective training and offering future opportunities, employees are more organized and they feel comfortable and safe. Effective employment is greatly associated with training practices. Therefore, offering such opportunities will be a good step for the management of the workforce.
Employee motivation
A major aim of HR is to keep things in the correct direction and keep diversions and negativity away. In order for this to happen the employees must be encouraged and motivated the whole time.
Empowering employees
In order to motivate employees, there is nothing better than workforce empowerment. This can be done with the help of tools such as a portal of employee self-service that will also save HR efforts also.
Team coordination
Another main objective of Human Resource Management is to ensure efficient team integration. Human resources should provide a tool that facilitates easier communication and makes coordination smoother.
HRM functions and objectives
A functional objective is to uphold the contribution of different departments that are meant to support the organization in achieving its objectives. A well-developed business will distribute its activities in various business functions such as finance, sales and marketing, administration, production, etc.
While every functional area needs special expertise, their activities are not working in isolation. It is important to recognize how the activities of these functional areas are linked with each other.
Functional objectives of human resource management
HRM functional objectives refer to the specific goals and tasks that human resource management aims to achieve in order to effectively manage an organization's workforce in all departments.
Typically, there are four functional objectives of the HRM:
Recruitment and selection
Training and development
Performance management
Employee relations
On the other hand, non-functional objectives of HRM refer to the broader goals of human resource management that are not directly related to managing the workforce. These objectives may include improving organizational culture, promoting diversity and inclusion, and ensuring compliance with legal and ethical standards. We talked about these goals earlier.
Human resource acquisition
One of the functions of human resource management includes setting acquisition objectives. Human resource acquisition involves the hiring of individuals to help a company achieve its goals. It comprises the activities from HR planning to placement.
HR planning
The objective is to plan for a suitable HR policy in the company and attempt to formulate it.
Recruiting
The objective is to attract, hire and retain skilled individuals and it is the most fundamental function of human resources. There are numerous components such as creating job descriptions, interviewing people, making offers, and negotiating salaries.
Selecting the most efficient individuals =
Another most significant objective is to acquire efficient employees from various sources. Not just that, selecting human resources is also a vital element of HRM.
Orientation
This is a preliminary step in the process of new employee integration. The main objectives are:
To win employee commitment
Lower the anxiety level
Support in understanding the expectation of the company
And communicate what he/she anticipates from the job and the company.
Placement
The objective here is to properly guide the employee so that he/she is motivated to perform their tasks.
HR Acquisition objectives, Vaia
Importance of human resource management
Human resource management is important because it ensures that organizations are able to attract, retain, and develop the right talent.
By having effective HRM practices in place, organizations are better able to create a positive work environment that promotes employee satisfaction and engagement. This in turn leads to improved productivity and profitability.
Furthermore, HRM plays a crucial role in ensuring compliance with legal and ethical standards related to employment practices. This includes ensuring fair and equal treatment of all employees, as well as maintaining confidentiality and data protection.
Overall, the importance of human resources lies in its ability to
- maximize the potential of an organization's workforce,
- create a positive work environment,
- and ensure compliance with legal and ethical standards.
Human Resource Objectives - Key takeaways
Human resource management is the administration of human resources.
Human resource management mainly denotes managing employees and recognizing their needs to maintain an optimistic work culture.
The co objective of HRM (Human Resource Management) is to effectively manage an organization's workforce to achieve its strategic goals and objectives
Some of the objectives of HRM include accomplishing organizational goals, work culture, training and development, employee motivation, empowering employees, and team coordination.
Objectives of HR acquisition are planning, recruiting, selecting the most efficient individuals, orientation, and placement.
A functional objective is to uphold the contribution of different departments to support the organization in achieving its objectives. Functional goals of HRM are:
- Recruitment and selection
- Training and development
- Performance management
- Employee relations
It is important to recognize how the activities of the functional areas are linked with each other.
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