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Objectives of HR
Human Resources » Organizational Reforms

Chrm Message From: mishram Total Posts: 24 Join Date: 27/03/2009
Rank: Executive Post Date: 20/07/2009 15:37:39 Points: 120 Location: India

Dear All,

I wanted to have views on what u consider as objectives of a HR function and how would you measure it ?

Thanks in advance

Chrm Message From: Jyoti Rani Total Posts: 67 Join Date: 27/03/2009  
Rank: Manager Post Date: 22/07/2009 08:12:43 Points: 335 Location: India
My learnings and understanding about HR till now,

1. Organisation's development by having competant work force = HR caters this by having strong recruitment strategy which focuses not only on skill match, also right mindset, correct attitidue.

2. Congenial organisation for workforce to work with = Good HR adminstration with systemetic processes and policies, good perfomance management system (PMS), retention system, manual guide for employees, good compensation matching with industry with all basic standards and legalities, recreational activities to unwind self from fatigue levels, work life balance activities.

3. Alignment of organisational and workforce objectives = this is very important, needs to be translated in good mission and vision of company, for this strong PMS is very important, which will address to all attrition issues also, exit analysis, stay interview, any medium which gives feedback to organisation.

Please upgrade me with other member with your views and understanding for the same.

Chrm Message From: anandsharma Total Posts: 27 Join Date: 27/03/2009  
Rank: Executive Post Date: 22/07/2009 15:45:55 Points: 135 Location: India

Dear mishram, jyoti & friends,

At this stage of my life i have very clear and strong views on the objective of HR , as far
as i am concerned there is just one :

1.making the workplace more competetive by empowering people with responsibilty and commesurate authority rather than a comfortable place.

whatever is required to acheive this objective needs to be done i would not want to list all of them down as they will not be objectives of HR but procedures of attaining the above mentioned objectives.

and about quantifying, YES absolutely it needs ot be quantified, for HR no longer is to be seen as a cost center , we are the backbone of the company and every activity either originates or terminates at HR directly or indirectly. To start with if HR does not facilitate the hiring of the right people in any other department how will those departments ever acheive their so called quantifiable numbers.??? so everytime a department which has quatifiable objectives acheives a goal we at HR need to be gievn a certain percentage of the points. This way we shall be forerunners of acheivers in the numbers game.

I am aware of the fact that if everyone runs after the numbers certain key issues which need attention will be ignored that is why i have suggested the above approach. it is somewhat akin to a home wherein the father goes out to earn and a mother keeps the home , both of which are equally difficult time consuming taxing and stressful jobs , in some cases more so for the mother who has to do it all by herself without social company as compared to the father. So do we say that the father is doing a better job because he brings home a pay packet at the end of the month? How would he have had the energy to work and earn if the mother had not sent him healthy home cooked food everyday? have we thought about that. That is exactly what is happening nowadays, all this talk about strss , burnout , worklife and personal life balance , violent children etc, what do you think is the reason for all this , very simple THE MOTHER AND FATHER BOTH ARE RUNNING AFTER THE NUMBERS. they have been caught in the circle of quantifying their contributions. Why did this happen , it hapened because of continuous neglect of the mother function and building up of the perception that the father function which is more quantifiable is more important . This approach drove the mother to do the same and now look at the consequences.

so i very strongly believe that HR needs to be left alone to do its job , yes quantification is neccessary but pls do not make it so obvious that we end up being the mothers who went to work driven by non appreciation of the wonderful and supporting function which they used to perform.

hope that i have made sense and that i have typed what i wanted to actually communicate as all these metaphors just poured in. I would like to discuss this further with anyone who is interested and maybe i could gain a different perspective .



Chrm Message From: ayeshaa Total Posts: 36 Join Date: 27/03/2009  
Rank: Executive Post Date: 22/07/2009 15:47:09 Points: 180 Location: India

As everyone will agree, the main objective of the HR should be to facilitate the Organization to achieve its objectives through its people. But we may not be able to measure this as the company results cannot be attributed only to its HR initiatives. So, the main objective can be broken down in to smaller, measurable goals viz;

- number of grievances
- Employee turnover
- % of employee training needs getting satisfied number of rewards given for outstanding performance / team work
- Responsiveness to employee queries (for eg; a goal that any employee-query will be responded to with in 2 days time)
- Number employee benefit schemes introduced and many such things.

Chrm Message From: abhijeet_rawat Total Posts: 27 Join Date: 27/03/2009  
Rank: Executive Post Date: 22/07/2009 15:48:41 Points: 135 Location: India

Hi Mishram

I would look at the role of HR in any Organzation with a more macro perspective

The cardinal points around which all HR activities/ systems / initiatives and Processes weave are :

a) Culture Building

b) Competency Building

c) Communication enhancement.

You will see that all the HR activities that we undertake in any form achieve either of the three above mentined objectives.



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