Here are 8 primary objectives of human resource management with detailed

elaboration as following -
 Achieve organizational goals
 Work culture
 Team integration
 Training and Development
 Employee motivation
 Workforce empowerment
 Retention
 Data and compliance

 Achieve Organizational Goals - HRM function starts here. One major

HRM objective is to fulfil organizational goals. Utilizing human
resources to achieve business requirements and goals is very
important for an effective HRM.
Organizational objectives include workforce handling, staff
requirements like hiring and onboarding, payroll management, and
retirement. To succeed at the organizational objectives, HR requires
efficient planning and execution. Without a set parameter for goals
and mission and resources, HRM is incomplete. After you know your
resources and planning at the place, achieving HRM objectives is not
so difficult.

 Work Culture - When it comes to handling HRM effectively and

following objectives, employee and work environment are the prior
factors. Work culture plays an important role in defining HRM and
business performance.
An HR manager needs to be active while calling for strategies to foster
better work culture. Automated activities like leave approvals,
reimbursement request acknowledgement, etc. can help you. Quick
operations and empowerment to employees help in creating positive
vibes at the workplace. Developing and maintaining healthy and
transparent relations among team members and teams contribute to
building a good example of work culture. Adopting the right solutions
like employee management software can solve more than half of your
job.
Small steps like short and sound onboarding processes can help build
a good image of the workplace.

 Team Integration - One of the prime roles and objectives of HRM is to

make sure the team coordinates efficiently. Easy communication is
the need for teams at an enterprise. An HR here must ensure a tool to
assist in making the integration easier and smooth.
 The proper connection between individuals is a must to ensure
productivity. To make HR management successful, you need to search
for better integration portals to make data availability easier for
people. Functional objectives like team integration are to produce
streamlined operations and tasks. A right tool like the self-service
portal can bring employees closer to HR folks.

 Training and Development - Workforce being effective and

performing are two important and basic elements to work upon for
achieving your basic objectives at an organization. With proper
training and providing future opportunities, employees feel safe and
organized.
Effective employment is highly dependent upon the training practices.
Providing opportunities to employees is one great step to ensure
workforce management. There might be difficulties such as planning,
scheduling, training sessions, and evaluation of each on-boards. To
lessen the pain, solutions like training management software can help
you with auto-reminders, easy scheduler, reporting, and tracking
capability. The HR manager can ensure effective training practice at
the firm.

 Employee Motivation - The prime objective of HR people is to keep

things on the right path. Keep distractions and negative vibes away.
For this, the employees need to be attended to and kept motivated
throughout. How can HR motivate employees?
Give powers to them. Take their views on things. Involve them in
weekly meets or decisions. Even if it is a fresher, let them join. Keep
the morale always high. Employee recognition like yearly appraisal
based on their performance can also help.
An automated feedback system for performance appraisal
management can keep your employees motivated and ensure
productivity throughout the service. When the employees are satisfied
and fulfilled, nothing else can prevent you from losing your objectives
and goals.

 Workforce Empowerment - Talking about employee motivation,

nothing can work better than empowering them. Empowering them
with tools like ESS (employee self-service) portal can help save HR
efforts too.
With the portal, employees can themselves apply for approvals and
track them through their mobile phones. Be it leave request,
generating payslip, checking PF account, remaining leaves, upcoming
holidays, manager details, or anything, HR intervention is least
required. Now, you no more need to knock on HR’s desk for small
queries.

 Employee Retention - Providing leadership qualities and

opportunities, a healthy working area, and employee retention are
 some prime objectives and deliverables of the HR managers. Keeping
employees retained and motivated needs to be a top priority for HRM.
Other than employee hiring, onboarding, and training cycle, keeping
the employees retained for long is the biggest challenge AKA objective
of the HR people. It often occurs that employees leave the organization
within 2 months of onboarding. It can be due to ineffective training
management or a rough hiring process. Employee experience needs to
be carefully attended. Keeping your employees retained can help
maintain a good state of employee turnover. To keep it stable, the HR
manager needs to learn the best retention tips for business.

 Data and Compliance - Functional and organizational objectives also

include managing company/ employee data and managing
compliances. Managing payroll compliances and keeping the company
out of any penalties or fines is a huge challenge for HR people and
managers.
Even a small error or miscalculation can owe you huge penalties and
even may lose respect. When committing to tasks like employment
and payroll, you need to be careful about laws and regulations. The
objective here is to keep any unwanted claims at bay for smooth
functioning.
Automated software like the HRMS system can help you keep errors at
the side and leave no window for owing any penalty from IRS. It is the
responsibility of HR to follow IRS guidelines and standards for
effective employment at the company. Stay assured of all the legalities.

HRM objectives can be further divided into 4 main parts –

1. Social objective - To be ethically & socially responsible for the needs and
challenges of society while minimizing the negative impact of such demands
upon the organization to use their resources for society’s benefits in ethical
ways may lead to restriction.
Example - A court in Chennai has ordered Tata Consultancy Services to
reinstate an employee it sacked in 2015 and pay him his salary and benefits
of seven years in full, DT NEXT newspaper reported. Thirumalai Selvan, 48,
had worked for the information technology company for over 8 years before
being let go in mass layoffs. TCS said his performance was not up to its
expectations.
Selvan, who had a managerial position in TCS, was forced to look for
freelance opportunities after being sacked. He earned less than Rs 10,000
per month working as a freelance software consultant and a real estate
broker. His family depended on savings and his wife’s salary. Adding to
Selvan’s financial troubles were legal hassles. “I would have travelled to the
court more than 150 times in the last seven years,” he told DT Next.
After a tedious seven years, the city labour court ruled in his favour. It
refuted TCS’ argument that Selvan belonged to the managerial cadre and
was not a workman -- someone with a specified skill.

2. Organizational objective - To recognize the role of HRM in bringing

about organizational effectiveness, HRM is not an end in itself but it is only
a mean to assist the organization with its primary objective’s organization.

HUL is looking for the next CEO and MD to succeed Sanjiv Mehta. Mehta
has been CEO and Managing Director of HUL, India’s largest consumer
goods maker company since 2013. He steps down from his role at HUL.
Succession planning enables companies to choose the right candidate for
top-level senior positions. In Hindustan Unilever, some strong contenders
are present internally for the vacant post.

There has been a strong contention in the company between Priya Nair and
Rohit Jawa. Between these two, Jawa is senior and currently is Chief
Transformation Officer for HUL. Nair is the Global Chief Marketing Officer of
the Beauty and Well-being segment of the parent company

HUL spokesperson told, “We would not like to respond to rumours or

speculation at a time when Sanjiv is actively leading the business.” HUL has
established itself as a CXO factory over the years and the spokesperson also
exclaimed “This has been enabled by robust and continuous leadership
development and succession planning process for our key talent and roles.”

3. Functional Objective -To maintain the contribution of department at an

appropriate level organization should fulfil the needs.

Resources are wasted when HRM is either more or less sophisticated to suit
the organizations demands. HR outsourcing is the use of an outside service
to handle some or all of your company’s HR tasks. HR outsourcing functions
include payroll processing, employee benefits administration and other
business needs unrelated to day-to-day company functions.

Outsourcing HR saves time and money, but your employees may prefer
interacting with in-house HR staff. Few resources are more important to
your company than your employees. When you properly tend to your
employees, you improve the daily experience of the people you count on to
execute your day-to-day business tasks.

As necessary as proper employee management is, not every company has

the capacity (or desire) to handle it all in-house. That’s why many business
owners outsource HR. In this guide to HR outsourcing, we’ll walk you
through situations in which HR outsourcing may help, the many kinds of
HR outsourcing functions that third-party HR companies offer, and the pros
and cons of outsourcing HR.
4. Personal Objectives - To assist Employees in achieving their personal
goals, at least in so far as these goals enhance the individual’s contribution
to the organization. Personal objectives of employees must be maintained,
retained and motivated.

NIVEA India is constantly striving to establish itself as a company where

employees are being taken care of and their efforts are being valued, in this
regard, the Indian skincare brand has launched ‘Career Month’ in order to
recognise the employees’ growth and development in the company. This one-
month program will provide valuable insights for their career growth in
future, this program includes various panel discussions, expert talks, in-
depth training sessions, one-on-one sessions with the leadership team etc.
with the hashtag #YourDreamCAREer!

Employees across the entire value chain in India including the NIVEA India
Production Centre, Distribution Centre, India R&D Hub, and the Beiersdorf
global shared service centre will be part of this one-month program. Nearly,
60 one-on-one sessions will be organised over a month for the employer so
that they can take learnings from their personal experiences. About this
one-month program, Director Human Resources, NIVEA India, Uma Raman
said “By anchoring our core values of care, trust, courage, simplicity and
quality, Careers Month is our way of pushing the envelope for our employees
by giving them first-hand access to internal and external industry leaders
and numerous training sessions to help them develop high-quality,
actionable and useful development plans”.