Objectives and Functions of Human Resource Management

Human Resources Management

“HRM is the function performed in organization that facilitates the most effective use of people to achieve organizational and individual goals”. This article explores the objectives and functions of HRM and also it tells about the activities of HR.

HR, along with financial and materials resources, contribute to the production if goods and services in an organization. Physical and monetary resources, by themselves, cannot improve efficiency or contribute to an increased rate of return on investment. It is through the combined and concerned efforts of people monetary and material resources are harnessed to achieve organizational goals. But these efforts, attitudes and skills have to be sharpened from time to time optimize the effectiveness of human resources and to enable them to meet greater challenges. This is where HRM plays a crucial role. Corporate, Professional, Social and National are the four levels of significant Human Resources Management

Objectives of HRM:

Objectives of HRM are given below

  • To improve the service rendered by the enterprise to society through building better employee morale, which leads to more efficient individual and group performance. Thus, HRM seeks to manage change to the mutual advantage of individuals, groups, the organization and society.
  • To establish in the mind of those associated with the enterprise – employees, shareholders, creditors, customers and the enterprise is rendering the best service of which it is capable and distributing the benefits derived fairly and contributing to the success of the enterprise.
  • Thus an organization can identify and satisfy individual and group goals by offering appropriate monetary and non-monetary incentives.
  • To employ the skill and knowledge of employee efficiently and effectively that is to utilize human resources effectively for the achievement of organizational goals.
  • To enhance job satisfaction and self actualization of employees, by encouraging and assisting every employee to realize full potential.
  • To provides facility and condition of work and creation of favorable atmosphere for maintaining stability of employment.
  • To develop and maintain a quality of work life which makes employment in the organization a desirable and social situation.

Functions of HRM:

Functions of HRM are given below

  • Training and development
  • Organization development
  • Human resource planning
  • Selection and staffing
  • Personnel research and information system
  • Compensation/Benefits
  • Employee assistance
  • Union/ Labor relations

Activities of Human Resource:

The HR activities are given below

  • High performance work practices
  • Equal employment opportunity
  • Staffing
  • Job Description
  • Job Analysis
  • Human Resource Development
  • Job training
  • Leadership
  • Performance
  • Compensation and Benefits
  • Health, Safety, Security
  • Employee and Labor Relation

Innovative Human Resource Management for Employee Productivity

Progressive and innovative managers realize the importance of increasing motivation and satisfaction among employees to boost their output. More than just pay incentives, worker output can be increased by providing tailor-fit benefits to meet their needs and motivating them with the quality of work life.

Increasing worker motivation and satisfaction can promote better productivity, produce effective, efficient and loyal workers, boost higher quality of work and make them stay longer in the business.

The nature of motivation and effectiveness among employees is the way by which modern human resource management is done. In fact, there is a direct relationship between progressive human resource management and effective management, which includes a work environment that is conducive towards achieving the goals of the company as well as the employees.

Moreover, the success of your management is determined by your knowledge and skill in evaluating and identifying issues and concerns affecting employees as well as your ability to handle and resolve them with the help and satisfaction of workers. Several factors need to be considered such as whether your workers know how you gauge and judge their performance; educational and training programs to encourage and promote personal development; trust and confidence on the knowledge and capabilities of your employees; opportunity to allow your employees to make decisions and an open, honest and free communication with them.

Not only can these factors promote worker productivity, it can also help address or avoid problems with the management and employees as well.

Achieving good, quality employee performance depends on how much opportunity you provide them for their individual growth and achievement as well as recognition, responsibility and reward.

Remuneration is a primary reward you can give to your employees. Once the pay and benefits are properly established, it is important to use other ways to further boost your workers’ output. Increasing employee productivity is mainly based on recognizing their desire to perform better on the job, assume responsibility as well as to aim higher and succeed. Moreover, the quality of work life also includes making your employees a part of the decision-making process.

However, there are instances when productivity may lower among employees who enjoy higher pay and more benefits. And not all worker productivity and motivation issues are solved by fat paychecks and promotions. Workers may even become more efficient with fair pay commensurate to performance.

Providing tailor-fit benefits to meet the needs of employees is an important part in boosting the quality of work life among employees. Doing so can maximize labor costs that go to the worker as well as the return without necessarily increasing overhead and operating expenses. For instance, instead of recruiting, hiring and training new employees, which can involve more time and money, you can motivate your existing employees by giving them opportunities for career growth and development such as training and enhancement. Efforts to satisfy individual needs in your employees with flexible benefits help reinforce motivation. It may even be more valuable to an employee than just a mere pay raise.

Remember that needs vary from one employee to another and factors such as age, education, experience, martial status, family size, job fulfillment determine the appeal of a benefit. There should be proper planning, consultation, training and implementation in order to achieve positive results.

Scope of Human Resource in Management

The human resource is an area which is still to be explored, the microscopic vision, indeed would make it the most desirable future market in the employment base. HR is how an individual’s creative skills, knowledge and aptitude and approaches are obtained. And in turn, we define a human management as managing of “human relations” in an organization, with a view to picture the best within an employee for development of organizational objectives and goals.

The scope of a management education, in the field of human resource, probably has great potential, in terms of the creative talent, attitude of handling relations in the inter- and intra – organizational levels.

It’s an integral part of management of any firm, where working together of an employee and the employer is as important as the healthy work environment among the employees.

A human resource specialist can work in the following areas:

• Personnel management

• Organizational behavior and change.

• Management training and development

• Resolution of conflict and their management.

• Potential appraisal and feedback counseling etc.

As the world is emerging into one big global market, need of a HR manager is indispensable. A business house needs a department of its own, to handle the needs of the employees, in three different sectors, namely, welfare, development and empowerment of each one.

A human resource executive mainly works for the employee and the company as a whole. He acts as a mediator, and also takes out the potential worker from a decent employee to get the organizational demands on the track.

Human resource personnel can take a company to a greater height and develop it brick by brick, as a strong institution for business with ways of growth and its sustenance.

Therefore, the scope of Human Rights in today’s world is immense and flourishing. And as everyone knows, a human can never be supplemented with machines; this great resource’s management has a tremendous scope in the global market.