Key objectives of Human Resource Management in an organization

Human Resource Management generally aims at attracting and selecting the right people for the right job. This involves analyzing job requirements, developing job descriptions, sourcing and attracting the best candidates, assessing their qualifications and suitability for the job, identifying weather the chosen candidate would fit into the working culture of your organisation and mainly the cost benefit which would fall in-line with the organisations bottom-line. Productive human resources gives a common direction of efforts towards the vision to be achieved, creating a team spirit and aligning the goals of the individual with the common and general interest of the company (Khader&Ridha, 2021)

Here are some of the principal objectives of Human Resources Management (HRM) in an organization -

Training and development:

Figure 01

HRM aims to enhance the skills, knowledge, and abilities of employees to improve their job performance & productivity. This involves identifying the type of training needed on an induvial basis, designing & delivering the most appropriate training programs and providing opportunities for career development & growth taking into consideration the latest and most cost-effective options. Training and development is a buzzword that refers to an organizational trend to improve person and group performance in the workplace (Amer Hani Al-Kassem, 2021).

Performance management:

 

Figure 02

HRM aims to ensure that employees perform their job responsibilities effectively & efficiently. This involves setting performance goals and objectives, providing feedback in a manner that employees would take it a positive way, coaching, conducting performance appraisals, and rewarding high-performing employees in a measurable manner. Performance management system effectiveness (PMSE) is the measure of alignment between employee and organizational objectives (Armstrong, 2015).

Compensation and benefits:

 

Figure 03

HRM aims to provide competitive compensation and benefits packages to attract and keep talented employees. This involves developing and implementing compensation structures, benefit plans, and incentive programs that are fair, equitable, and aligned with the organization’s goals and budget. Organizations those who have a good compensation and benefit facilities they are more productive than others because they study and knew the secret key of motivation and retain the employee (Latham and Ernst, 2006).

Employee relations:

 

Figure 04

HRM aims to create a positive work environment that promotes employee engagement & satisfaction - which is the key for retention. This involves developing and enforcing policies and procedures that comply with labour laws, addressing employee grievances/concerns, fostering effective communication and collaboration among employees and managers Employees are regarded as the most valuable element in an organization. They contribute immensely to the growth and development of any organization (Hagos and Zewdie ,2018)

Conclusion -

 Figure 05

The objectives of an effective HRM department of an organization is to ensure that it has the right people, with the right skills & abilities, in the right positions, having the right mind set and at the right cost and the ability to create a work environment that is conducive to employee productivity, engagement, and self-satisfaction which would bring out the maximum capacity of employee which would benefit both organisational growth and the employee parallelly.

References

Khader, H. A., &Ridha, N. A. (2021). The effect of management by objectives on improving job performance:(An exploratory study of a sample of Iraqi international airports). Review of International Geographical Education Online, 11(8), 1822-1836

Available at : https://kalaharijournals.com/resources/201-220/IJME_Vol7.1_214.pdf

[Accessed 25 March 2024]

 

Dr. Amer Hani Al-Kassem. (2021). Significance Of Human Resources Training and Development on Organizational Achievement. PalArch’s Journal of Archaeology of Egypt / Egyptology, 18(7), 693-707

Available at: https://archives.palarch.nl/index.php/jae/article/view/7793

[Accessed 25 March 2024]

Armstrong M. (2015). Armstrong’s handbook of performance management: An evidence-based guide to delivering high performance (5th ed.)

Available at : https://books.google.com/books

[Accessed 26 March 2024]

 

Latham, G., & Ernst, C. (2006). “Keys to Motivating Tomorrow’s Workforce”. Human Resource Management Review, Vol. 16 , pp.181-198

Available at : https://d1wqtxts1xzle7.cloudfront.net

[Accessed 26 March 2024]

Brhane, H., & Zewdie, S. (2018). A Literature Review on the Effects of Employee Relation on Improving Employee Performance. International Journal in Management and Social Science, 6(4), 66–76.

Available at : https://www.academia.edu/38377948/A_Literature_Review_on_the_ Effects_of_Employee_Relation_on_Improving_Employee_Performance

[Accessed 27 March 2024]