Top 12 Objectives of HRM (Human Resource Management)

Human Resource Management (HRM) objectives are the goals set to manage and guide a company’s workforce effectively. The most significant objectives of HRM include work culture, team integration, training and development, employee motivation, workforce empowerment, and retention.

An organization’s human resources are its backbone. They are invaluable assets, as human resources’ skills, talents, creativity, and drive make it possible to accomplish organizational goals. When we talk about the objectives of human resource management (HRM), the first thing that comes to mind is hiring talented and skilled resources for the organization.

But it is not limited to that; the Human Resource Management objectives are categorized into Societal, Organizational, Functional, Personal, and other additional objectives. Let’s first understand the meaning of Human resource management before understanding the objectives of HRM.

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Table of Content

• What is Human Resource Management?
• Objectives of Human Resources Management
• Additional Objectives of Human Resource Management

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What is Human Resource Management?

Human Resource Management (HRM) is a comprehensive process of acquiring, developing, motivating, and maintaining a pool of efficient employees. 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.

Effective HRM encourages employees to work efficiently towards achieving company goals and objectives. Now, let’s understand the significant HRM objectives.

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Top Objectives of Human Resources Management

Societal Objectives

HRM comprises developing programs to fulfil employees’ economic, psychological, ethical, and social needs. For example, compensation and benefits programs, equal opportunity programs, community relations programs, disability employment programs, etc. These programs aim to meet employees’ societal objectives, motivating and retaining productive employees. Societal objectives are important because they help the company become more responsible and sustainable.

Example of Societal Objectives

McDonald’s aims to hire 1 million people from underrepresented communities by 2026. It has several diversity and inclusion initiatives, including unconscious bias training, diversity hiring goals, and employee resource groups. The company commits to reduce its greenhouse gas emissions by 36% by 2030.

By promoting diversity and inclusion, supporting employee development, promoting a safe and healthy work environment, and engaging in CSR, McDonald’s is helping to create a better world for its employees, customers, and the communities it serves.

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Organizational Objectives

One significant objective of HRM is to ensure the availability of the correct number of employees with the right skills at the right place. HRM goals and strategies are designed to optimize a business's performance by effectively managing its employees. These objectives often include attracting and retaining top talent and fostering a positive and inclusive workplace culture.

It enhances employee skills through training and development programs and ensures their well-being and satisfaction. By achieving these objectives, HRM aims to align the workforce’s efforts with the company’s broader goals, promoting organizational success and growth.

Example of Organizational Objectives

A company offering a well-rounded benefits package, including a competitive salary, yearly bonuses based on performance, and additional perks like flexible working hours and wellness programs, is actively working towards its organizational objectives. This approach attracts top talent and nurtures a happy, motivated, and loyal workforce, steering the company towards success.

Functional Objectives

The functional objective of HRM is to prepare organizational policies in compliance with provisional/ territorial and federal laws related to human rights, occupational health and safety, employment equity, labour relations, and employment standards. This helps organizations maintain the quality of work life and ensure ethical employee behaviour. 

Example of Functional Objectives

Walmart meets its functional objectives through various initiatives, including competitive salaries and benefits, training and development programs, and a diverse and inclusive workplace culture. For example, Walmart Academy provides new employees with the skills and knowledge they need to be successful.

At the same time, Walmart Pathways helps current employees earn a college degree without paying tuition. Walmart also offers financial wellness and wellness programs to help employees manage their finances and improve their physical and mental health.

Personal Objectives

The personal HRM objective includes acquiring, developing, utilizing, and retaining efficient employees. This can be possible if employees can accomplish organizational and individual goals. For this, employees should be provided with adequate training and feedback on their performance. This helps employees identify areas for improvement and rectify them. 

Example of Personal Objectives

Microsoft is committed to creating a culture of learning and development for its employees. The company offers a variety of training and development programs to help employees develop their skills and knowledge.

For example, Microsoft’s Microsoft Learn platform offers various free online courses on Microsoft products and technologies. Microsoft also offers various paid training programs, such as the Microsoft Certified Professional (MCP) program and the Microsoft Certified Solutions Expert (MCSE) program.

Microsoft also provides employees with regular feedback on their performance. This feedback is provided through performance reviews, manager check-ins, and peer reviews. Microsoft employees are also encouraged to give each other feedback regularly.

Additional Objectives of Human Resource Management

Accomplishing Organizational Goals

Organizational goal fulfilment is the starting point of human resource management. Effective HRM depends on using human resources to achieve organizational objectives and requirements. An organization's goals include workforce management and employee needs, such as hiring and training, payroll management, and retirement. To accomplish organizational goals, HRM requires good planning and execution. HRM is useless without setting targets, purposes, and allocations. When you know your available resources and action plan, achieving human resource management objectives is relatively easy.

Work Culture

Employees and workplace culture must be prioritized when managing human resources and achieving goals. Workplace culture plays a significant role in determining HRM and organizational performance.

A human resource manager must be involved when promoting policies that encourage a better workplace culture. Automated procedures like approving leave requests and acknowledging reimbursement requests can be helpful. A quick line of business and employee empowerment contribute to a positive work environment. Establishing and maintaining positive, open relationships between teams and team members is the first step in creating a positive workplace culture. Implementing solutions like human management software could solve more than half of your work. Effective onboarding practices are one example of a small effort that can improve workplace perception.

Team Integration

The significant objective of HRM is to ensure the team is well organized. Effective communication between the company’s different divisions and teams is essential. HR must ensure a solution is available to streamline the integration.

Functional objectives like team integration aim to streamline operations and activities. Effective interpersonal communication is necessary to ensure efficiency. The key to effective HRM is to find integration solutions that simplify user access to data. For example, employees can contact HR staff via the self-service site.

Training and Development

Employee productivity and performance are two essential elements that must coexist for a business to accomplish the objectives of HRM. Employees feel organized and secure when they have adequate training and growth possibilities. Training techniques significantly impact successful employment. Giving employees opportunities is a great way to guarantee workforce management.

Planning, organising, conducting training sessions, and evaluating each onboard might be challenging when working with employees as part of human resource management. Solutions like training management software may ease pain by giving you auto-reminders, an accessible calendar, reporting, and monitoring tools. The human resources manager can ensure that the business has effective training practices.

Employee Motivation

The primary objective of human resource experts in HRM is to keep everything on track. Keep distractions and negative energy at a distance. To accomplish this, the workers must always be looked after and motivated. How can HR motivate staff members?

Give them authority to make decisions, taking into account their perspectives. Invite them to meetings or decisions every week. Let them participate in the business’s essential issues, even if they are new. Continue to be positive at all times. Measures of employee appreciation, like annual performance-based assessments, can also be helpful in human resource management.

A performance management system with automatic feedback can keep your personnel engaged and productive throughout the service. If your employees are happy and satisfied, your company will maintain its goals and ambitions. As a result, effective human resource management is crucial to keep employees satisfied and happy in the company. 

Workforce Empowerment

Empowering employees is a crucial goal of human resource management. Giving employees more control can increase engagement more than anything else. Providing them with tools like the ESS (employee self-service) site for human resource administration can also reduce the need for HR labor.

Employees can self-apply for approvals using the website and track them using their mobile devices. You no longer need to knock on HR’s door for trivial questions. Numerous HR interactions, such as leave requests, payslip generation, PF account checks, remaining vacation time, upcoming holidays, management information, etc., become straightforward.

Retention

Employee retention, along with providing leadership opportunities and chances, is one of the essential purposes and objectives of HR managers. The main goal of human resource management should be to maintain employee satisfaction and engagement.

The biggest challenge or goal facing HR professionals is keeping employees on board after the recruiting, onboarding, and training phases. After two months of joining the organization, employees usually leave. This may be due to a weak management system or a challenging hiring process.

Data and Compliance

Managing compliances and company/employee data are additional organizational and functional goals in human resource management. A significant duty is managing the firm’s payroll compliance obligations for HR managers and professionals and avoiding fines or penalties.

Before committing to hiring and payroll, pay close attention to norms and regulations. To sustain effectiveness, it is crucial to avoid unjustified claims. An effective HR manager ensures that decisions benefit the organization and the hired employee. Even a tiny error in judgment or calculation can lead to harsh penalties and even the loss of respect.

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Conclusion

The objectives of HRM are to recruit, retain, and develop a skilled workforce that aligns with organizational goals. HRM ensures efficient performance, employee satisfaction, and compliance with labor laws. By fostering a positive work environment, HRM enhances productivity and builds a foundation for long-term organizational success.