Objectives of HRM

The primary objective of HRM is to ensure the availability of competent and willing workforce to an organisation.  The specific objectives include the following:

1)  Human Capital:  assisting the organisation in obtaining the right number and types of employees to fulfill its strategic and operational goals.

2)  Developing organisational climate: helping to create a climate in which employees are encouraged to develop and utilise their skills to the fullest and to employ the skills and abilities of the workforce efficiently.

3)  Helping to maintain performance standards and increase productivity through effective job design; providing adequate orientation, training and development; providing performance-related feedback; and ensuring effective two-way communication.

4)  Helping to establish and maintain a harmonious employer/employee relationship.

5) Helping to create and maintain a safe and healthy work environment.

6)  Developing programs to meet the economic, psychological, and social needs of the employees and helping the organisation to retain the productive employees.

7)  Ensuring that the organisation is in compliance with provincial/territorial and federal laws affecting the workplace(such as human rights, employment equity, occupational health and safety, employment standards, and labour relations legislation).  To help the organisation to reach its goals.

8)  To provide organisation with well trained and well motivated employees.

9)  To increase the employees satisfaction and self actualisation.

10)  To develop and maintain the quality of work life.

11)  To communicate HR policies to all employees.

12)  To help maintain ethical policies and behaviour.

The above stated HRM objectives can be summarised under four specific objectives: 

• Societal Objectives:  Seek to ensure that the organisation becomes socially responsible to the needs ansd challenges of the society while minimising the negative impact of such demands upon the organisation.  The failure of the organisations to use their resources for the society's benefit in ethical ways may leed to restriction.
• Organisational Objectives:  It recognises the role of HRM in bringing about organisational effectiveness.  It makes sure that HRM is not a standalone department, but rather a means to assist the organisation with its primary objectives.  The HR department exists to serve the rest of the organisation.
• functional Objectives:  is to maintian the department's contribution at a level appropriate to the organisation's needs.  Human resources are to be adjusted to suit the organisation's demands.  The department's value should not become too expensive at the cost of the organisation it serves.
• Personal Objectives:  it is to assist employees in achieving their personal goals, at least as fas as these goals enhance the individual's contribution to the organisation.  Personal objectives of employees must be met if they are to be maintained, retained and motivated.  Otherwise employee performance and satisfaction may decline giving rise to employee turn over.