Objectives of HRM

The primary objective of HRM is to ensure the availability of competent and willing workforce to the organization as well as to meet the needs, aspirations, values and dignity of individuals/employees and having due concern for the socio-economic problems of the community and the country.

The human resource management’s objectives may be influenced by organizational, individual and social goals/objectives.

The organizational objectives consists of, to earn profit, growth and expansion, to survive in the competition, stability and diversification etc. These objectives can be achieved by human resources of the organization.

Therefore human resources are managed and utilize in such a way that, organizational objectives can be achieved.

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Learn about the Objectives of HRM

Objectives of HRM – Societal, Organizational, Functional, Personal and General Objectives

The Human resource Managements, objectives may be influenced by organizational, individual and social goals/objectives. The organizational objectives consists of, to earn profit, growth and expansion, to survive in the competition, stability and diversification etc. These objectives can be achieved by human resources of the organization.

Therefore human resources are managed and utilize in such a way that, organizational objectives can be achieved. The primary objective of HRM is to ensure the availability of competent and willing workforce to the organization as well as to meet the needs, aspirations, values and dignity of individuals/employees and having due concern for the socio-economic problems of the community and the country. HRM objectives are broadly classified into four categories.

(1) Societal Objectives:

HRM is socially responsible for the needs, demands and challenges of the society. All the resources must be utilized for the benefit and in the interest of the society. HRM should follow the rules and laws or legal restrictions imposed by the society. It has to develop and maintain healthy relations between union and management.

(2) Organizational Objectives:

It consist of recognize the role and importance of HRM to bring organizational effectiveness. HRM has to prepare human resource planning, to recruit, select, place, induct, train and develop the human resources, to arrange for performance appraisal and to achieve the organizational objectives like to earn profit, growth and expansion, survival, diversification etc.

(3) Functional Objectives:

It consists of to maintain the department’s contribution at a level appropriate to the organization needs. Departmental functions are carried out by the human resources. To see the functions are performed in time or not.

(4) Personal Objectives:

It consist of to assist employees in achieving their personal goals, such as, higher wages and salaries, job satisfaction, better working conditions, standard working hours, promotion, motivation, welfare facilities, social security and so on. These objectives of employees must be met if workers are to be maintained, retained and motivated. Otherwise employees may leave the organization and join some other organization.

In general the objectives of HRM are as follows:

(1) To achieve the organizational goals by proper utilization of human resources.

(2) To develop and maintain healthy working relationships among all the employees and to adopt sound, desirable organization structure.

(3) To integrate individual and group goals within an organization.

(4) To create opportunities and facilities for individual or group developments according to the growth and development of the organization.

(5) To identify and satisfy individual and group needs, such as fair wages and salaries, incentives, welfare facilities, social security, prestige, recognition, security, status etc.

(6) To motivate the employees and keep their morale high.

(7) To develop and maintain healthy relations between management and employees.

(8) To develop the human assets continuously through the training and development programmes.

(9) To contribute in minimization of socio-economic evils such as unemployment problems, in equal distribution of income and wealth. More employment opportunities for women etc.

(10) To provide an opportunity to employees to participate in management.

(11) To provide desirable leadership and lead the working groups.

(12) To provide healthy hygienic working conditions to the employees.

(13) To retain the workforce by maintaining stability of employment.

The scope of HRM is wider in comparison to personnel management. Since joining the organization till retirement all activities of a worker covers under the HRM. A large number of activities include human resource planning, recruitment, selection, placement, induction, training and development, promotion, transfer, job evaluation, merit rating, compensation, motivation, communication, welfare, social security, safety and health, working conditions workings hours industrial relations and so on.

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Objectives of HRM – 7 Main Objectives

The various objectives of human resource management are as follows:

i. Helping the organization to achieve the goal- Like other departments in the organization, the main objective of HR department is to achieve the goal of the organization by providing committed and motivated employees.

ii. Employing the skills and abilities of the workforce efficiently- Every employee possesses some unique skills and abilities. It is the duty of HRM to understand the various skills and abilities and give them opportunity to employ the same.

iii. Providing the organization with well trained and well-motivated employees- The duty of HRM is to recruit employees and develop them by providing the adequate training and executive development programmes. It helps to groom their career in the best possible way.

iv. Increasing to the fullest the employees’ job satisfaction and self-actualization. Developing and maintaining quality of work life.

The employee who is satisfied and happy can give his/her best effort to the organization. HRM helps the employees to realize their potential. It motivates the employees by providing quality of work life.

v. Communicating HRM policies to all employees- All the employees in the organization should know about the HRM policies of the organization. HRM should create ambience for effective communication between various levels of management and between management and workers regarding HR policies, procedures, rules and regulations.

HRM has responsibility to communicate with the outside environment of the organization, by arranging several meetings with clients by organizing workshops and seminars etc.

vi. Assisting to maintain ethical policies and socially responsible behaviour- It is the responsibility of HRM to watch and ensure that organizations manage human resources in ethical and socially responsible manner by ensuring compliance with legal and ethical standards.

vii. Managing change- HRM should flexible enough to adopt new and innovative practices for the mutual benefit of individuals, groups, the enterprise, and the public.

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Objectives of HRM – Top 12 Objectives

The objectives of the HRM function are as under:

i. Facilitating achievement of organizational goals;

ii. Effective and efficient deployment of human skills, abilities, and knowledge;

iii. Providing inspired, motivated, and trained employees;

iv. Communicating HRM practices and policies to employees;

v. Providing scope for creativity and innovation to employees;

vi. Enhancing job satisfaction to employees;

vii. Improving the quality of professional life in the organization;

viii. Creating healthy work relations in the organization;

ix. Operating on ethical policies;

x. Complying with statutory requirements;

xi. To work towards corporate social responsibility (CSR); and

xii. Managing change.

Some of the organizations that have successfully implemented HR policies to effectively respond to the HR-related challenges and in turn contributed to the achievement of HRM objectives are National Thermal Power Corporation (NTPC), Bharat Heavy Electrical Limited (BHEL), Oil and Natural Gas Corporation (ONGC), Tata Consultancy Services (TCS), Infosys, Wipro, Ranbaxy Ltd, Canara Bank, etc.

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Objectives of HRM – 8 Important Objectives

Human resource management or Personnel management works to achieve organizational objectives, integration of employers’ interest and employees’ interest.

While performing these important but tedious tasks, human resource management assumes following objectives:

1. It accomplishes organizational goals by providing, creating, utilizing and motivating its employees.

2. To secure organizational objectives in laying emphasis on securing integration of individual and groups.

3. To create opportunities, to provide facilities, necessary motivation to individual and group for their growth with organizational growth by training and development, compensation, etc.

4. It is the responsibility of human resource manager to utilize its personnel effectively by deploying necessary skills and training to its employees.

5. To increase the job satisfaction and self-actualization among employees to the fullest. It tries to prompt and stimulate every employee to realize his potential.

6. To help maintain ethical policies and behaviour inside and outside the organization.

7. To manage change to the mutual advantage of individuals, groups, the organization and the society.

8. To ensure that, there is no threat of unemployment, inequalities, adopting a policy recognizing merit and employee contribution, and condition for stability of employment.

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Objectives of HRM – Specific Objectives

The basic objective of human resource management is to contribute to the realisation of the organisational goals.

However, the specific objectives of human resource management may be outlined as follows:

(i) To procure right types of personnel for right jobs at the right time,

(ii) To provide right kind of training to personnel to increase their productivity.

(iii) To ensure development of human resources by offering opportunities for learning and advancement.

(iv) To ensure effective utilisation of physical, technological and other organisational resources with the help of properly trained human resources.

(v) To identify and satisfy the needs of individuals by offering various monetary and non-monetary rewards.

(vi) To ensure respect for human beings by providing for their health and safety and also arranging welfare facilities for them.

(vii) To ensure reconciliation of individual/group goals with those of the organisation in such a manner that the personnel feel a sense of commitment and loyalty towards it.

(viii) To achieve and maintain higher morale among employees in the organisation by securing better human relations.

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Objectives of HRM – 8 Major Objectives

The major work of human resource management is to maximize the contribution of human resource for the benefit of organizations. The human resource manager has to face the challenge of attracting the appropriate human resource, enhance its capabilities and maintain them for the future of organization. The manager needs to constantly improve the organizational climate for improving human element’s ef­ficiency thus leading to organization’s competence in this dynamic glo­bal business environment.

The major objectives of HRM are as follows:

(a) To ensure that the organization is most competitive HRM should make organizations achieve their goals in the most effective man­ner with the best usage of talent of existing employees.

(b) To attract the most suitable talent available for its organizational structure and regularly motivate them for retention. Picking up the best talent in the industry is a lesser challenge than retaining them for future of the organization. Thus, motivating the employees is a very important objective of HRM.

(c) To improve organizational health. It is very imperative to keep peace and harmony in the organization at all times. A little prob­lem in the atmosphere leads to strikes and lockouts. Therefore, it is the duty of the HR manager to diagnose regularly the atmos­phere within the organization and to create a mutual trust bet­ween management and employees. He should design policies, rules and practices which will boost the confidence of employees towards the organization. This will always take the organization to greater heights.

(d) To record, audit and research the best ideas, opinions and sug­gestions of internal human resource, regulators and other exter­nal stakeholders of the organization e.g. government, trade unions, customers, creditors and others.

(e) To ensure that all HR policies, strategies and programs are well understood by top management, middle management and other levels in the organization. For this, HRM communicates every­thing effectively to all members concerned and looks forward to their feedback.

(f) To take corrective actions where damage has already been done in the existing system. HRM steps up to bring about change agents in the organization for making it more competent organization of the industry.

(g) To maintain employee satisfaction and health by providing them appropriate compensation for the work done by them in the organization. It recognizes the individual needs and keep improv­ing the monetary and non-monetary rewards with the changing scenario in the economy.

(h) To create HR professionals for the future of the organization. HR manager has the responsibility of developing talent within his own department so that when the key persons are not there, there is no dearth of in house resource to manage the company.

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Objectives of HRM – 4 Main Objectives

The following is the listing of these objectives:

1. Societal Objective:

The HRM need be socially responsible to the needs and challenges of society while minimizing the negative impact of such demands upon the organization. The failure of organisations to use their resources for society’s benefit may result in restric­tions. For example, societies may pass laws that limit human resource decisions.

2. Organisational Objective:

Another objective of HRM is to recognize that HRM exists to contribute to organisational effectiveness. HRM is not an end in itself; it is only a means to assist the organisation with its primary objectives. Simply stated, the HRM department exists to serve the rest of the organisation.

3. Functional Objective:

HRM maintaining the department’s contribution at a level appropri­ate to the organisation’s needs. Resources are wasted when HRM is more or less sophis­ticated than the organisation demands. A department’s level of service must be appropri­ate for the organisation it serves.

4. Personal Objective:

HRM assist employees in achieving their personal goals, at least insofar as these goals enhance the individual’s contribution to the organisation. Personal objectives of employees must be met if workers are to be maintained, retained and moti­vated. Otherwise, employee performance and satisfaction may decline, and employees may leave the organisation.

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Objectives of HRM – Principal Objectives: With Competitive Challenges Influencing HRM

The principal objectives of HRM have been highlighted below:

i. To help the organization reach its goals.

ii. To employ the skills and abilities of the workforce efficiently.

iii. To provide the organization with well-trained and motivated employees.

iv. To increase to the fullest the employees’ job-satisfaction and self-actualisation.

v. To develop and maintain a quality of work life.

vi. To communicate HR policies to all employees.

vii. To be ethically and socially responsive to the needs of society.

Competitive Challenges Influencing HRM:

Three competitive challenges that companies now face will increase the importance of HRM practices:

i. The challenge of sustainability

ii. The global challenge

iii. The technology challenge.

For example, to meet the sustainability challenge, companies need to identify through their selection processes whether prospective employees value customer relations and have the levels of interpersonal skills necessary to work with fellow employees in teams. To meet all three challenges, companies need to capitalise on the diversity of values, abilities, and perspectives that employees bring to the workplace.

In other words, HRM practices that help companies deal with the competitive challenges can be grouped into the four dimensions. These dimensions include the human resource environment, acquiring and preparing human resources, assessment and development of human resources, and compensating human resources.

In addition, some companies have special issues related to labour – management relations, international human resource management, and managing the human resource function.

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Objectives of HRM – Top 10 Objectives

1. To assess manpower requirements and ensure placement of the right man on the right job.

2. To develop knowledge, skills and attitude of employees in relation to their present and future role.

3. To provide, create, utilise and motivate the employees to accomplish organisational goals.

4. To maintain excellent working relationships among all the employees in the organisation so that they feel a sense of involvement, commitment and loyalty towards the organisation. It is necessary to finalise individual job responsibilities for employees to avoid confusion and too much overlapping of work.

5. To develop better interpersonal and employer-employee relationship in the organisation.

6. To maintain high morale, encourage value system and create environment of trust among employees.

7. To create a sense of belongingness and team spirit among employees and encourage suggestions from them.

8. Continuous renewal of individual capabilities to keep pace with technological changes and to avoid manpower obsolescence.

9. To identify and satisfy the needs of the employees by offering various financial and non- financial incentives in addition to the welfare facilities.

10. To integrate employee-management interests and maintain good industrial relations to achieve individual and organisational objectives.

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Objectives of HRM – Important Objectives of Human Resource Management

Objectives are pre-determined goals towards which individual or group activities in an organisation are directed. Every organisation has certain objectives and every part of an organisation should contribute directly or indirectly for attaining the same. Objectives determine the character and nature of an organisation and serve as the basis for whole­hearted voluntary co-operation and co-ordination among the employees.

As a matter of fact, objectives provide benchmarks or standards of evaluating performance. Objectives of HRM also are influenced by organisational objectives.

The primary or basic objective of HRM is to ensure the availability of a competitive and willing workforce to an organisation i.e. right people at the right time and at the right place and enhance effectiveness of the people employed by adopting suitable measures for the purpose of the attainment or accomplishment of organisational goals.

The above mentioned basic objective generates several other objectives of HRM such as meeting the needs, values, dignity etc. of the employees, proper staffing at all levels of the organisation, training and developing available human resources at all levels, creating high-performing work culture, improving quality of work life, and so on. Thus, the objectives of HRM are derived from the basic objectives of an organisation.

The important objectives of Human Resource Management are as follows:

(1) To create an able and motivated workforce and ensure its effective utilisation to accomplish various organisational goals.

(2) To establish and maintain suitable and sound organisational structure in order to secure integration of employees and groups and to create desirable working relationship amongst them for increasing the organisational effectiveness. For this purpose, efforts are required to be made to create a sense and feeling of belongingness and team spirit by encouraging the employees to make positive and valuable suggestions.

(3) To create an environment that would help maintain high morale and to encourage a value system that would foster trust and mutuality of interests.

(4) To provide training and education for developing human resources.

(5) To provide opportunities for participation, recognition, etc., and for a fair, acceptable and efficient leadership.

(6) To provide attractive incentives, monetary benefits, social security measures and welfare facilities, various non-monetary rewards, benefits, etc., in order to ensure the retention of competent employees.

(7) To adopt such policies which recognise merits and contributions by the employees.

(8) To ensure that there is no threat of unemployment by instilling confidence among the employees regarding stability of their employment.

(9) An organisation has to bear in mind its responsibility towards the society as a whole. The society may not desire to enforce reservation in hiring and the laws leading to discrimination affecting the society badly or if certain organisational decisions have some negative impact on the society, such decisions should be avoided. It should be the objective of an organisation to use the resources for the betterment of the society and the nation.

(10) To develop and maintain a quality work life which makes employment in the organisation a desirable, personal and social situation.

If we want to categorise the above mentioned objectives of HRM that can be done in the following manner:

(a) Personal objectives

(b) Functional objectives

(c) Organisational objectives

(d) Social objectives.

To ensure that there are right people, at the right time and at the right place, maximum employee development, development of desirable working relationships, effective utilisation of human resources are the primary or important objectives of HRM. How can they be achieved?

Obviously, besides many other things, management has to create a conducive environment and provide necessary pre-requisites for attainment of the objectives of HRM. There should be effective utilisation of human resources through proper motivation and changing their attitudes towards the work and organisation. Human resources must be developed to meet the demands of the work effectively.

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