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Objectives of HRM

This document outlines common HR objectives such as employing staff cost-effectively, making effective use of workforce potential, and matching the workforce to business needs. It suggests actions like maintaining competitive pay rates, achieving acceptable staff utilization, minimizing turnover, and ensuring jobs have suitable workloads. The document also recommends workforce planning, effective recruitment, training programs, outsourcing where appropriate, timely communication, and complying with employment legislation to achieve these HR objectives.

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Kaushik Iyer
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134 views1 page

Objectives of HRM

This document outlines common HR objectives such as employing staff cost-effectively, making effective use of workforce potential, and matching the workforce to business needs. It suggests actions like maintaining competitive pay rates, achieving acceptable staff utilization, minimizing turnover, and ensuring jobs have suitable workloads. The document also recommends workforce planning, effective recruitment, training programs, outsourcing where appropriate, timely communication, and complying with employment legislation to achieve these HR objectives.

Uploaded by

Kaushik Iyer
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Whilst the precise HR objectives will vary from business to business and industry to industry, the following are

commonly seen as important HR objectives: Objective Ensure human resources are employed costeffectively Make effective use of workforce potential Match the workforce to the business needs HR Actions Pay rates should be competitive but not excessive Achieve acceptable staff utilisation Minimise staff turnover Measure returns on investment in training Ensure jobs have suitable, achievable workloads Avoid too many under-utilised or over-stretched staff Make best use of employees skills Workforce planning to ensure business has the right number of staff in the right locations with the right skills Effective recruitment to match workforce needs Training programmes to cover skills gaps or respond to changes in technology, processes & market Consider outsourcing activities that can be done better and more costeffectively by external suppliers Get the right number and mix of staff at each location where the business operates in multiple sites and countries Avoid unnecessary and costly industrial disputes Timely and honest communication with employees and their representatives Sensitive handling or potential problems with employees (e.g. dismissal, redundancy, major changes in the business) Comply with all relevant employment legislation

Maintain good employer / employee relations

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