Human Resource Management: Objectives and its Major Functions

Human Resource Management: Objectives and its Major Functions

Human Resources Management is the part of organization that is concerned with the ‘people’ dimension. It is a part of general Management that deals with the human aspect. It is a process of acquisition, development, motivation and maintenance of human resources of an organization.

The field of HRM involves Planning, Organizing, Directing and Controlling various operative functions of procuring, developing, maintaining and utilizing a work force in order that-a. The objective for which the organization established are attained as efficiently  and economically as possible; b. the objective of all levels of Human resources are served to the highest degree; c. the objective of the community are duly considered and served. HRM can be defined as the acquisition, retention and development of people in order to meet organizational objectives.

Objectives of HRM:

• To attract good people
• To develop efficiency and skills of employee
• To ensure effective performance of employee
• To change the behavior of employee
• To increase job satisfaction
• For proper/ optimize use of Human Resources
• Coordination among different sections of the organization
• To develop working condition in the organization
• It tries to raise the morale of the employee
• To develop of the sense of mutual respect and trust between management and employees through sound professional relations.

Major Functions of HRM

1. Job analysis: Job analysis is the process of describing the operations, duties and responsibilities of the job. In order to recruit right persons it is necessary to determine in advance a standard of personnel with which interested candidate can be compared. This standard must establish the minimum acceptable qualities necessary for the accomplishment of tasks.

2. Recruitment and Selection: The success of an organization depends upon the team of efficient employees who are chosen out of a number of applicants for the job. Recruitment is a very first step in the employment process, which aim at obtaining and maintaining an efficient staff as a means of achieving project/ program/ organizational targets. 

3. Training and development: To perform the job perfectly, employees provided training (on the job or off the job). To increase the knowledge, skills, abilities and aptitude of employees to perform the competitive tasks an organization needs to plans systematically for the training program. 

4. Performance Management: Performance Management is the process set by organization to ensure all employees are aware of the level of performance expected of them in that role, as well as any individual objectives they will need to achieve to achieve overall organizational objectives.

•   Performance Planning (includes employee goal setting / objective setting)
•   Ongoing Performance Communication
•   Data Gathering, Observation and Documentation
•   Performance Appraisal Meetings
•   Performance Diagnosis and Coaching.

5. Compensation Management: Compensation provided to employees can direct in the form of monetary benefits and/or indirect in the form of non-monetary benefits. Compensation may be direct or Indirect.

6. Maintenance of Human Resources: It includes Compensation, Designing and Administering the Wage and Salary Structure, Grievance Procedure and Handling.

7. Personal well-being: HR has a function in assisting and taking care of employees when they run into personal problems. Personal well-being is about supporting employees when things don’t go as planned. Problems in the workplace and outside can negatively impact employee performance, engagement, and productivity. This, in turn, harms a company’s bottom line. Good personal well-being led by your HR department must work at the level of one-on-one communication with employees, and communication across teams, and companies. For example, a company may offer an employee assistance program by which anyone with mental health issues, can access counseling. On an organization-wide level, the company could hold a mental health awareness day. 

8. Administrative responsibilities: The final function of HR is its administrative responsibility. These include personnel procedures and Human Resource Information Systems. Personnel procedures involve the handling of promotions, re-locations, discipline, performance improvement, illness, regulations, cultural and racial diversity, unwanted intimacies, bullying, and so on. For each of these situations, policies and procedures need to be developed and followed to successfully comply with the requests, or overcome these challenges.