HRM is useful not only to organization, but the employees working therein, and also the society at large also find it useful. The objectives can be as under:
1. Organizational Objectives:
HRM is a means to achieve efficiency and effectiveness. It serves other functional areas, so as to help them to attain efficiency in their operations and attainment of goals to attain efficiency.
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Acquiring right man for the right job at right time in right quantity, developing through right kind of training, utilizing the selected workforce, and maintaining the workforce are the organizational objectives of HRM. Succession planning is an important issue to be taken up as a contemporary organizational objective.
2. Functional Objectives:
HRM performs so many functions for other departments. However, it must see that the facilitation should not cost more than the benefit rendered.
3. Personal Objectives:
In today’s world there is shortage of requisite talent. Employees are encouraged by competitive firms to change the jobs. HRM has the responsibility to acquire, develop, utilize, and maintain employees.
This would be possible only when the HRM helps employees to achieve their personal goals to get their commitment. Creating work-life balance for the employees is a personal objective.
4. Societal Objectives:
HRM must see that the legal, ethical, and social environmental issues are properly attended to. Equal opportunity and equal pay for equal work are the legal issues not to be violated. To take care of farmers (whose land has been acquired for the factory) and tribal’s (who are displaced by industries and mining companies) are the ethical issues.
The results are clear when these issues are not taken care of. To help the society through generating employment opportunity, creating schools and dispensaries, helping women empowerment are the social responsibility issues.
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FAQs
Ultimately, this will help to improve productivity, performance, and engagement throughout your organization. To sum up, the four key functions of HRM are: Planning, Recruitment and Selection, Training and Development, and Employee Relations.
What are the four main objectives of human resource planning? ›
Human resources planning ensures the best fit between employees and jobs while avoiding manpower shortages or surpluses. There are four key steps to the HRP process. They include analyzing present labor supply, forecasting labor demand, balancing projected labor demand with supply, and supporting organizational goals.
What are the 4 HR outcomes? ›
HR Outcomes
One of the most interesting and possibly best-known aspects of the Harvard HRM Framework is the list of HR outcomes (the 4Cs): Commitment, Congruence, Competence and Cost-effectiveness.
What are the main objectives of HRM? ›
The main aim of HRM is to ensure the right people with the right skills for the right job position in an organization. The main functions of HRM consist of recruiting, training, performance appraisal, motivating employees, ensuring their good health and safety, managing workplace communication, and so on.
What are the 4 core of human resource management? ›
Core HR functions of the human resources department
Employee recruitment and hiring. Collection and storage of employee data. Payroll. Benefits administration.
What is the Big 4 of HR? ›
Big 4 HR is all about HR; our very name shares our connection to 4 main areas of developing businesses through human resources: executive search & recruitment, HR Consulting services, training, team building.
What are the 4 P's of human resource management? ›
In partnering with HR teams to grow their capabilities and influence, we've identified the four Ps of the strategic HR mix: Perspective, Pulse, People, and Partnership. These four Ps give HR the unique ability to be a powerful partner in an organization's efforts to realize the ROI of change.
What are the 4 R's of Human Resource Planning? ›
No single element of the 4Rs will always function perfectly. The CEO and sen- ior executives, with the help of the senior HR professional in the C-Suite, will always need to monitor and, hopefully, make only small corrections to the efforts to effectively recruit, reward, retain, and retire employees.
What are the four fold objectives of HRM? ›
Specifically, HRM objectives are four fold: societal, organisational, functional, and personal. The societal objectives are socially and ethically responsible for the needs and challenges of society. While doing so, they have to minimize the negative impact of such demands upon the organisation.
What are the 4 C's in HR? ›
The Harvard Model of HRM, with its 4C framework, plays a pivotal role in aligning human resource practices with strategic business objectives. Commitment, competence, congruence, and cost-effectiveness are the core outcomes that guide HR policies towards fostering a productive and harmonious work environment.
Human Resources | People Analytics
Talent management systems are generally considered to be consisting of four "pillars:" recruitment, performance management, corporate learning and compensation management.
What is HR management by objective? ›
MBO is an acronym for Management by Objectives. It can be defined as a management system that measures employees' performance against a series of set targets or goals to gauge their overall performance in their role. These objectives are often tied into those set for the overall business or department.
What is the goal of HR? ›
The overarching goal of HR is to help employers build and maintain positive relationships with their employers, and vice versa. These days, HR professionals can choose to be either generalists or specialists. Generalists possess a wide range of skills and can handle multiple aspects of the HR needs at a company.
What are the 4 pillars of HR? ›
Human Resources | People Analytics
Talent management systems are generally considered to be consisting of four "pillars:" recruitment, performance management, corporate learning and compensation management.
What are the 4 C's of human resource management? ›
The Harvard Model of HRM, with its 4C framework, plays a pivotal role in aligning human resource practices with strategic business objectives. Commitment, competence, congruence, and cost-effectiveness are the core outcomes that guide HR policies towards fostering a productive and harmonious work environment.
What are the 4 R's of human resource management? ›
As illustrated in Figure 5.2, the 4 Rs of recruit, reward, retain, and retire the human resource follows the general process associated with the management of any valuable resource.
