The primary objective of HRM is to ensure the availability of a competent and willing workforce to an organisation. Beyond this, there are other objectives to specifically HRM objectives are fourfold societal, organisational, functional and personal.
- Societal Objectives: to be ethically and socially responsible to the needs and challenges of the society while minimising the negative impact of such demands upon the organisation. The failure of organisations to use their resources for the society’s benefit in ethical ways may lead to restrictions. For example, the society may limit HR decisions through laws that enforce reservation in hiring and laws that address discrimination, safety or other such areas of societal concern.
- Organisational Objectives: to recognise the role of HRM in bringing about organisational effectiveness HRM is not an end in itself. It is only a means to assist the organisation with its primary objectives. Simply stated the department exists to serve the rest of the organisation.
- Functional Objectives: to maintain the department’s contribution at a level appropriate to the organization’s need. Resources are wasted when HRM is either more or less sophisticated to suit the organization’s demands. The department’s level of service must be tailored to fit the organisation it serves.
- Personal Objectives: to assist the employees in achieving their personal goals, at least in so far as these goals enhance the individual’s contribution to the organisation. Personal objectives of employees must be met if workers are to be maintained retained and motivated. Otherwise, employee’s performance and satisfaction may decline and employees may leave the organisation.