Objectives and Functions of Human Resource Management - HRM Reference Notes

Human Resource Management

Objectives and Functions of Human Resource Management - HRM Reference Notes

Objectives and Functions of Human Resource Management (HRM)

Objectives of HRM:

Organizations procure and manage various resources including human to attain the specified objectives or goals. Thus, HR are managed to divert and utilize their resources towards and for the accomplishment of organizational goals. Therefore, basically the objective of HRM are drawn from and to contribute to the accomplishment of the organizational goals. The other objectives of HRM are to meet the needs, aspiration, values and dignity of individual employees and having due concerns for the socio-economic problems of the community and the country.

The objectives of Human Resource Management (HRM) are as follows:

  1. To create and utilize an able and motivated workforce to accomplish the basic organizational goals.
  2. To establish and maintain organizational structure and desirable working relationship among all the members of the organization.
  3. To secure the integration of individual or groups within the organization by coordination of individual and group goals with those of the organization.
  4. To create facilities and opportunities for individual or goal development so as to match it with the growth of the organization.
  5. To identify and satisfy individual and group needs by providing adequate and equitable wages, incentives, employees benefits and social security and measure for challenging work , prestige, recognition, security and status.
  6. To strengthen and appreciate the human assets continuously by providing training and development program.
  7. To provide facilities and conditions of work and creation of favorable atmosphere for maintaining stability of employment.

Human Resource Management Functions:

The functions of HRM are as follows:

  1. Human Resource Planning: HR planning is a forecasting the need and availability of manpower in an organization. It is prepared by HR departments in consultation with other departments. The demand for manpower is estimated on the basis of expansion or contraction of current and future business operation whereas manpower supply is determined by the internal and external availability of people.
  2. Job Analysis: It is the basic function of HRM. It collects the job related information to make job specification and job description. Job Analysis helps in formulation manpower planning, recruitment and selection and other HR decisions.
  3. Recruitment and Selection: HRM recruits the potential employees. Recruitment is a process of identifying the prospective employees, stimulating them and encouraging them to apply for the particular job in an organization. Selection is made from the list of potential employees after recruitment. Selection involves the process of reviewing application blanks, organizing interviews and test and informing candidates.
  4. Training and Development: It is needed to build the skill, ability and to motivate the employees. HR department provides training and development program to the employees as per the organizational need. It assesses the training needs and determines the type of training and development program.
  5. Performance Appraisal: It is the process of evaluation employees’ performance related strength and weakness. Performance is measured against criteria set previously. This function helps in determining pay, promotion and also in taking disciplinary action.
  6. Compensation and Benefits: Compensation and Benefits are the monetary reward provided to the employees against their effort to work. They are the major tools to motivate the employees in an organization. Thus, HR manager must design them in effective manner to attract qualified and skilled manpower at work.
  7. Health and Safety: Every organization has to take care of its employees’ health and safety. Working place must be clean and safe enough to perform the work by employees. Higher risk and pollution de-motivate the employees at work. Thus, HR managers should highly concerned on this matter
  8. Employee Relation: HR mangers must maintain harmonious relation between management and employees. Any issues or grievances arise in an organization should be handled constructively through discussion, negotiation etc.
  9. Record Keeping: HR department keeps and maintain the record of employees and retrieve whenever it is necessary. The records include application form, medical records, employment history, absence etc. This function helps in promoting as well as to take disciplinary action to staffs.



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