HRM Goals
HRM GOALS
HRM has three basic goals, which contribute to achieving management objectives:
First goal is integration of HRM in two senses: integrating HRM into an organization’s corporate strategy, and ensuring an HRM view in the decisions and actions of line managers.
Integration in the first sense involves selecting the HRM options consistent with (and which promote) the particular corporate strategy. The option is determined by the type of employee behavior expected (e.g. innovation) needed to further the corporate strategy.
Second goal of HRM is securing commitment through building strong cultures.
Third goal of HRM is to achieve flexibility and adaptability to manage change and innovation in response to rapid changes consequent upon globalization.
The principal objectives of HRM:
To help the organization reach its goals.
To employ the skills and abilities of the workforce efficiently.
To provide the organization with well-trained and well-motivated employees.
To increase to the fullest the employee’s job satisfaction and self-actualization.
To develop and maintain quality of work life.
To communicate HR policies to all employees
To be ethically and socially responsive to the needs of society.
HRM helps an organization and its people to realize their respective goals:
At the enterprise levels:
1) Good human resource practices can help in attracting and retaining the best people in the organization. Planning alerts the company to the types it will need in the short medium and long run.
2) It helps in training people for challenging roles, developing right attitudes towards the job and the company promoting team spirit among employees and developing loyalty and commitment through appropriate reward schemes.
At the individual level, Effective management of HR helps employees thus:
1) It promotes teamwork and team spirit among employees.
2) It offers excellent growth opportunities to people who have the potential to rise.
3)
HRM has three basic goals, which contribute to achieving management objectives:
First goal is integration of HRM in two senses: integrating HRM into an organization’s corporate strategy, and ensuring an HRM view in the decisions and actions of line managers.
Integration in the first sense involves selecting the HRM options consistent with (and which promote) the particular corporate strategy. The option is determined by the type of employee behavior expected (e.g. innovation) needed to further the corporate strategy.
Second goal of HRM is securing commitment through building strong cultures.
Third goal of HRM is to achieve flexibility and adaptability to manage change and innovation in response to rapid changes consequent upon globalization.
The principal objectives of HRM:
To help the organization reach its goals.
To employ the skills and abilities of the workforce efficiently.
To provide the organization with well-trained and well-motivated employees.
To increase to the fullest the employee’s job satisfaction and self-actualization.
To develop and maintain quality of work life.
To communicate HR policies to all employees
To be ethically and socially responsive to the needs of society.
HRM helps an organization and its people to realize their respective goals:
At the enterprise levels:
1) Good human resource practices can help in attracting and retaining the best people in the organization. Planning alerts the company to the types it will need in the short medium and long run.
2) It helps in training people for challenging roles, developing right attitudes towards the job and the company promoting team spirit among employees and developing loyalty and commitment through appropriate reward schemes.
At the individual level, Effective management of HR helps employees thus:
1) It promotes teamwork and team spirit among employees.
2) It offers excellent growth opportunities to people who have the potential to rise.
3)