Objectives and Functions of Human Resource Management
Functions of the Human Resource Management.
The human resource management function deals with the management and welfare of employees in their place of work. This department primarily focuses on the employees’ development management, recruitment, and welfare.
The human resource function is essential for ah good overall performance and growth. Businesses need people, and nothing happens without people; output must be produced; tasks must be completed, and people are required to do this.
People are a business resource; an important resource of the business and department is needed to ensure that the people are being looked after their aspirations are being met, feel secure, feel safe, and are motivated. Therefore, HRM function is an important one.
The human resource department should ensure that the working environment is safe and suitable for employees. It’s imperative that the employees feel safe at work because the management is taking every step possible to ensure their safety.
That could be guards on machines, or the physical environment in which they’re working the quality of the are delighting conditions, so, as much as possible has been done to ensure that the employees feel safe in work.
They must also ensure that the organizational goals are achieved through the efforts of the employees. The organization sets goals, and goals could be to grow by a certain percentage in the next year or to innovate a product or market a new product in some area or achieve some strategic objective that’s been set out.
The Human Resource Management department tries to get the workforce onboard and get them to achieve those objectives. Therefore, the HR section’s function is to motivate and look after the employees, but motivate them to achieve the organization’s goals.
Human Resource Management Responsibility.
It is the responsibility of HRM to recruit and hire, maintain, develop, and finally manage the organization’s exit.
The organization recruits appropriate workers, workers with particular skills and abilities. HRM goes through the hiring process, getting the workers into the job. It tries to maintain the workers by offering incentives and motivations and good morale, a good sense of community and involvement, and develops the workers through training programs and interviews them at the end to see what their experiences were and see where improvements could be made.
They try to develop motivation through suitable rewards, maybe monetary there might be remuneration, but it could also be an acknowledgment that the people are doing a good job.
The HR Department should also provide employment training opportunities for the employees.
This could be in house training programs related to the work training in terms of the skills explicitly required to do two employees’ tasks. This could be looking after particular types of machinery or efficiently using a record in the stores or using the office’s computer system looking at new software, whatever it is.
When there are training opportunities, most employees feel that they are being developed. It is important to maintain the morale of the business people.
People like to have a pleasant life and pleasant in the sense that they enjoy what they’re doing enjoyable in that they have got colleagues and friends and made new friends, and they’re motivated.
They’re spending a large part of their lives making something they want to work in a supportive and friendly environment. So, the HRM department should undertake whatever means it sees as desirable in promoting morale within the workplace and,
The HR department should look at monitoring government legislation and making sure government legislation is being implemented. This could be related to sex, discrimination, health and safety issues at work—there are many government legislations pertaining to a business.
The HR department’s function is to be up to date with ease to ensure adherence to them. Therefore, the role of the HR department is extremely important in the overall management of the business.
Job analysis is establishing a job requirement as a part of the HR function. It’s finding out what the job will entail, the task, the responsibilities to skills, the experiences, and the necessary qualifications to meet the job requirements.
Development of a job description is simply describing the job and looking at the person’s specifications.
Personnel characteristics that are suitable for the job description. What sort of person should attempt to do that job? What characteristics should the person have, what experiences should they have, and what qualifications or skill sets should they have?
Person quality specifications are looking at the attraction of working in the organization and the job satisfaction that the work will give.
Job attraction and Job satisfaction. It’s important that the HR section knows what the job is, knows what the attractions of the job is, what sort of person would be best suited for this job so that people reading a job description see whether they should apply or not know whether that particular job will attract them or not.
Job analysis to make sure that everyone is clear about what jobs entail the job description and the characteristics that are best suited to take on that particular job.
Personnel management relates to people management within an organization. Personnel management aims to provide a framework for assisting and developing, and maintaining the individual’s employment.
The personal management functions could be related to recruitment and selection, developing the right working environment, maintaining good employee relations, and developing useful training courses.
It’s traditional and routine administrative tasks. It ensures that the tasks necessary to be completed to have a workforce are completed, for example, payroll and issues surrounding the employees’ payment.
Again, it looks a payroll and parts of employment law that are relevant.
Employee motivation is partially dependent on rewards such as pay in bonuses and compensation packages.
HRM and Personnel Management
- It tends to be more administrative and deals with items such as payroll in unemployment law. The personnel management function is focusing on payroll and employment law.
- It’s responsible for managing a workforce as a primary resource that contributes to the organization’s success.
- The HR function is described as much broader in scope than personnel management.
- The primary goal of human resources is to enable employees to work to the maximum level of efficiency.
- Most organizations seem to use the terms HRM and personnel management interchangeably for most organizations.
Core Purpose of HR (Human Resource)
Human resource management is responsible for acquiring, developing, and training staff, acquiring the team, and developing and training staff.
It looks at rewards to facilitate motivation. It looks at pay scales and an overall remuneration and looks at bonuses and looks and wears of motivating the workforce.
It recruits people to the workforce and also looks at their exit from the organization. It interviews them at the end to find out what their experiences were and what went right, what went wrong, and what could be improved upon, making sure that issues are properly closed off now.
The HR function manages the whole workforce, develop and train employees to enhance efficiency and meet the organization of goals.
It has a continuous improvement plan, continually improving the workforce and continually trying to improve employment conditions.
The HR function is an integral part of the organization. It’s necessary to have a well-motivated workforce if the company is going to succeed.
Motivation is depending dependent on workgroups, career opportunities, job satisfaction, and job creativity.
Human Resource Management Objectives
HR objectives are a functional or departmental objective that is driven by the overarching corporate objective.
But the thing with HR objectives is they are probably the hardest ones to align with the corporate objective versus the other departments, such as marketing operations.
Employee Engagement and Involvement
The HR department is to ensure that employee engagement and involvement exists. They want to ensure the workplace has the right conditions, and suitable conditions could be in terms of financial methods (in terms of wages or salaries) or non-financial methods (like health and safety appropriate, or are certain benefits in place). HR should ensure that you have the right conditions so that your employees are motivated. If they are motivated, that will lead to higher productivity because, without motivation, it could lead to higher absenteeism or, even worse, higher staff turnover, leading to additional recruitment costs.
Appropriate Employee Mix
In terms of the objectives, HR should ensure that you have an appropriate employee from the HR perspective mix, but mixed could mean different ways. Like having the right number of employees for your business, or underutilized employees within the company, for example, because then maybe HR wants to have a smaller workforce. Are they in the correct location? Do they have to correct skills? Do they have the appropriate skills for what you want in terms of your business’s strategic focus, or do you have to train them up?
Training can be done at various levels based on the company structure. Perhaps you need to ensure because of new legislation that you have provided companywide training, or it could be on a departmental level to keep your staff motivated.
Again, it could be on an individual level that you provide training for your future managers and leaders, sometimes referred to as talent development.
Talent development is essential to identify, develop and retain your future your absolute best because you don’t want them to be attracted to go elsewhere. It could be part of the human resource team to ensure your absolute best talent stays with your business and helps grow your business.
You might also want to ensure that you have diversity throughout your business regarding the employee mix. Diversity can be various things that could be in terms of gender, religion, age, race, ethnicity, or sexual orientation. If you are a multinational company, you want to ensure that your manager or your border directors are from different cultures.
Different cultures allow them to have different perspectives and specific views regarding future product releases or marketing campaigns. Diversity also brings in particular awareness of the differences in cultures within a particular country that you operate in and that it needs to be different.
Alignment of your HR Objectives with your corporate objectives.
It could be something simple in terms of the corporate objective is cost-cutting, and your HR objective is to have a recruitment fees freeze.
It could be the expansion you’re looking to expand, so you need to employ more. The company needs to increase your levels of recruitment.
But sometimes, it isn’t easy to get this alignment of values, that is, the alignment of function objectives to corporate objectives. Perhaps the organization’s corporate objective is maximizing shareholder value; how do you get a functional objective that makes sense for maximizing shareholder value?
HR needs to align its objectives to meet this; for example, focus on talent or development will mean that you’re developing your talent for the future and that you’re retaining them. They have growing skills and experience, and therefore they allow you as a business.
It is a corporation to make more effective decisions. More effective decisions could lead to higher sales, higher revenue, higher profits, and higher profits lead to more demand for your shares.
And if there’s more demand for your shares, it will lead to a higher share price, which would lead to maximizing that shareholder value.