The key Goals of Human Resource Management

The key Goals of Human Resource Management

 

1.     Manpower planning: Manpower planning is the process of estimating the optimum number of people required for completing a project, task or a goal within time in an organization. Manpower planning also includes the details like how and when will new employees be acquired. This whole process is done keeping in view the goals of the organization, the future predictions for business and changing technology trends. This helps the organization be prepared for the future with the correct manpower at their disposal for business prosperity. It is a never ending continuous process to make sure that the business has the optimized resources available when required.

 

2.     Recruitment, selection, placement and Induction of personnel: Recruitment, selection and induction are part of the human resources process to find, hire and train new employees. Without a strategic process in place, human resource leaders might not bring the most appropriate talent into the company. This is sometimes called full life-cycle recruiting. But also in making sure that they are a good fit for the culture of the organization.

 

3.     Training and development of employees: Training refers to teaching an employee new skills to help them improve their job performance and work more efficiently. On the other hand Development refers to the improvement of existing skills. Also, Training and development is a key component of hiring and retaining good employees that will have longevity within your organization. It is a continue learning process and will enhance the level of productivity and boost morale of the employees.

 

4.     Performance Appraisal of employees: A performance appraisal is a regular review of an employee's job performance and overall contribution to a company. Also known as an "annual review," "performance review or evaluation," or "employee appraisal," a performance appraisal evaluates an employee’s skills, achievements and growth, or lack thereof. Companies use performance appraisals to give employees big-picture feedback on their work and to justify pay increases and bonuses, as well as termination decisions. They can be conducted at any given time but tend to be annual, semi-annual or quarterly.

 

5.     Remuneration of employees: Remuneration provides basic attraction to an employee to perform job efficiently and effectively. Remuneration leads to employee motivation. Remuneration refers to the reward or compensation given to the employees for their work performances. Salaries constitute an important source of income for employees and determine their standard of living. Salaries affect the employees’ productivity and work performance. Human resources personnel should closely monitor what employees are paid, making sure they are properly compensated.

 

6.     Setting up policies for the organization: Every organization has specific policies for their employees. It is very important that all employees know and understand these policies through induction training, an employee handbook, and updates reflecting any changes in policy or within the organization.

 

7.     Developing and maintaining motivation for workers through incentives: An incentive provides additional compensation for those employees who perform well. It means additional benefit to an employee in recognition of achievement or better work. Incentives provide zeal in the employees for better performance. Therefore, a hope for a reward is a powerful incentive to motivate employees.

 

 

Please like, share and subscribe

https://www.youtube.com/watch?v=mDpJrJgd3aI

Payel Majumder

HR Professional