What are the Functions and Objectives of Human Resource Management?

Growing organisations need specialised employees in each department to support productivity and business growth. Human resource management is a popular term for employees' leadership and development.

The need for HR arose when concepts such as motivation, organisational behaviour, and selection review began to take shape. Human resource management involves developing and managing programs aimed at increasing the effectiveness of an organisation or business. However, HR can help in areas unrelated to direct sales and marketing of an organisation's products. Talent management involves overseeing everything related to managing an organisation's human capital.

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What is Human Resources (HR)?

Human Resources (HR) is the division of a company responsible for finding, screening, recruiting, and training job candidates. Moreover, it also manages employee benefits programs. HR training plays a key role in helping organisations cope with the rapidly changing business environment and the growing demand for skilled employees in the 21st century.

What is Human Resources Management?

Human resource management is the planning, organisation, management, and control of the procurement, development, compensation, integration, retention, and separation of human resources to achieve personal, organisational, and social goals.

What are the main objectives of HRM?

The primary objective of Human Resources Management is to hire the best people and maximise their skills and time to reach the end goal. Moreover, to increase organisational growth. So a lot is going under the hood to make Prime functions run optimally. However, they are Salary, Engagement, Performance, and Attendance. Below, we discuss the five main goals or functions of human resources management that can help you motivate, improve, and retain your workforce.

Five main goals of human resource management

1. Determine structure and control productivity

One of the main goals of HRM is to control productivity through workplace effectiveness. To achieve this motivation, HRM defines goals and outlines how to achieve them.

However, it is necessary to define work policies and ethics to organise an organisation clearly. To manage productivity, HRMs help recruits the best talent for vacancies and improve resources with appropriate training, workshops, and seminars.

2. Allows for seamless coordination and harmony

Each individual brings a set of interpersonal qualities and values. Moreover, many have different opinions and values, and at some point, they become a source of conflict. Even the slightest disagreement over political views can disturb the harmony. However, coordination between different departments and within each department must be ensured. Therefore, HR's goal of promoting seamless coordination and harmony is not a picnic and should always be vigilant.

3. Ensuring employee satisfaction

Undeniably, when employees are dissatisfied and satisfied with their work environment, compensation and benefits, this is reflected in their performance. Therefore, HR professionals need to keep employees satisfied with the organisation. However, a disgruntled employee needs to contribute optimally. Consequently, you must develop and implement strategies to keep your employees happy. Moreover, rewards and recognition in work environments, incentives, team outings, movies, dinners, etc., should be planned to strengthen bonds and increase happiness. However, all this is done to align the employee's individual goals with the organisation's.

4. Improved employee performance

Measuring employee performance through KRA is another important goal of HRMs. HR departments need to measure employee performance to keep employees engaged and their productivity skyrocketing.

Moreover, frequent feedback and rewards help employees stay focused and improve their work. However, it is also beneficial for evaluation because you do not have to rely on data rather than memory.

5. Promote inclusivity in all aspects

Creating an inclusive workplace is an everyday occurrence. Goals may seem relatively new, but they've been around for years. However, it got little attention in the past. HRMs must work to end pay disparities based on caste, creed, and gender. Moreover, there should be no bias when it comes to hiring. It's time for LGBT to be normalised as the dominant gender. If they deserve the status, they should get it.

Gender recognition training should be conducted, and employee behaviour should be checked.

Functions of human resource management

HRMs include many other essential features. Human resource management is all about the people in your organisation.

(1) Managerial Functions:

Planning:

A plan is a predetermined procedure. The plan is future-oriented and indicates the direction of future business activities. Forecasting is an essential element in the planning process. Other manager functions depend on the planning function.

Organising:

The organisation is the process of determining the structure and distribution of work. Organising, therefore, means giving each subordinate a specific task, setting up departments, delegating authority to subordinates, establishing authority and communication channels, coordinating the work of subordinates, and so on.

Staffing:

TO is the process by which managers select, train, promote, and retire subordinates. However, this includes determining who to hire, recruiting potential employees, selecting employees, setting performance standards, rewarding employees, evaluating performance, advising employees, and training and developing employees.

Directing/Leading:

Mentoring is galvanising a group's efforts to achieve desired goals. However, this includes putting subordinates to work, maintaining morale, and motivating subordinates to achieve organisational goals.

Controlling:

This is the process of setting performance standards, examining how actual performance compares to the set standards, and taking corrective action if necessary.

(2) Operative Functions:

Operational functions, called service functions, are related to a particular department. These features are different for each department, depending on the department type. However, from this perspective, the operational function of HRM is concerned with assigning the right people to the right jobs at the right time. Moreover, these functions include HRM procurement, development, compensation, and maintenance.

A brief description of these follows:

Procurement:

It's about having the right people in the correct numbers in your organisation. However, this consists of workforce planning, recruitment, selection, placement, onboarding, or orientation of new employees.

Development:

This function includes activities aimed at improving the knowledge, skills, abilities, and values ​​of our employees so that they can perform their duties better in the future. However, these functions may include employee training, leadership training for managerial development, and organizational development to achieve better alignment between corporate climate/culture and employees.

Compensation:

Compensation functions include determining wages and salaries consistent with employee contributions to company goals. However, this feature ensures fair and equitable compensation for employees within the organisation. Moreover, it consists of job evaluation, payroll management, bonuses, and incentives.

Maintenance:

It deals with employee protection and promotion in the workplace. However, to this end, virus benefits such as housing, medical care, education, and transportation facilities are provided to employees. Moreover, various social security measures, such as reserves, pensions, bonuses, and group insurance, are stipulated.

It is important to note that human resource management's administrative and operational functions run together in large and small organisations. Moreover, having explained the scope and function of HRMs, it seems appropriate to outline the HRM scenario in India.

Some functions other than those mentioned above are:

Recruiting

This is undoubtedly the most popular HR function in business, even among non-HR professionals. It is your responsibility to find suitable candidates to fill the vacancies. However, this is an important task that determines the capabilities of organisations and administrators. The human resources function of an organisation is just as good as its employees, so HR training for managers should pay close attention to the recruitment process. Moreover, recruiting can also be done internally if an employee needs to be promoted to a position that may have been vacant for some reason.

Job Analysis

It is the HR manager's responsibility to define each employee's responsibilities. Moreover, with this in mind, job analysis determines the job duties that make up a particular position and the skills and qualifications an employee needs to fill that position—this process of the mother's job description.

Laying Off Employees

Firing an employee, also known as "attrition," is the process of laying off staff for a variety of reasons. However, sometimes, it's a company's cost-cutting strategy or a necessary process to balance supply and demand for talent.

Staff Placement

This process is commonly known as allocation. This includes assigning responsibilities to employees but can take other forms as well. However, these include promotions, demotions, transfers, and even terminations.

Job Evaluation

Job evaluation is an iterative process that distinguishes between good and bad organisations. It's the process of determining the value of each work for others. Jobs are ranked, categorised, and sometimes compared. Moreover, job evaluation is essential as it determines an employee's attitude toward a particular job.

The future of HRM / What is the future of HRMs?

Change is the only constant, and with recent dramatic shifts in how people and businesses function, not only has the way people have been managed undergone some profound changes, but it will undergo some more.

Given the recent changes, we expect HRMs and their associates to step up to the role of coach and strategic business partner shortly, helping businesses navigate through turbulent times and circumstances.

However, there is an increasing focus on improving the employee experience, sustaining DEI, and strengthening organisations to withstand unprecedented shocks.

FAQs

Q1. What does human resource management mean?

Human resource management refers to effectively and efficiently managing an organisation's workforce. Human resource management aims to attract, manage and retain human resources effectively and efficiently.

Q2. What is the definition of Talent Management?

Edwin Flippo defines HRM as the planning, organising, directing, and managing the acquisition, development, compensation, integration, retention, and separation of human resources to achieve personal, organisational, and societal goals.

Q3. Define your human resource management goals.

These eight main goals of human resource management are (1) achievement of organisational goals, (2) work culture, (3) team integration, (4) training and development, (5) employee motivation, and (6) Employee empowerment, (7). retention; (8) data and compliance.