3. Goals of Human Resources Management.

 

3.1. What is Goal in HRM

Goals is the process of establishing specific objectives, rules, and procedures that will aid in employees' understanding of the company's objectives and the proper way to approach their work. Setting goals requires being precise, quantifiable, realistic, achievable, and time-bound. Employees can work towards achieving the organisation's target by adhering to the guidelines provided by the goal setting process.

                                                                         Figure 01
                                                                            Goals
                                                                Source - (Kinni, n.d.)

3.2. Goals of Human Resource Management.

Goals are intended objectives to be accomplished in the future. Serving human society ought to be the fundamental objective of any organisation. If not, the organization's existence is going to suffer or eventually disappear. A company's primary objective is to satisfy people's needs and raise their standard of living. It is impossible for an organisation to satisfy every human need. Consequently, it is important to identify the human need or needs that must be met. Thus, the organisation works to improve the degree of well-being that people enjoy by meeting a particular need or needs of humans. To accomplish the primary objective, the organisation sets targeted goals. One, multiple, or all of the objectives may be established by an organisation. (Henarath H. D. N. P Opatha, 2009) HRM Goals are refers to

• ·         Develop and implement HR strategies that are integrated with the business strategy to support the organisation in reaching its goals.
• ·         Help to foster a high-performance culture. Ensure that the organisation has the talented, skilled, and engaged personnel it needs.
• ·         Foster a positive working relationship and climate of mutual trust between management and employees.
• ·         Promote the use of an ethical approach to personnel management.

3.3 Strategic goals of HRM

The goal of strategic human resource management, or SHRM, is to strike a balance between the interests of owners, employees as a whole, and stakeholders. As a result, when planning HR strategies, an HR manager should keep people in mind as well as the goals and desires of every member who is either directly or indirectly connected to the organisation. The practice of recruiting, developing, rewarding, and keeping employees for the mutual benefit of each employee and the company as a whole is known as strategic human resource management, or SHRM. It also entails a forward-thinking process of creating and executing HR initiatives that directly support significant long-term business goals and address and resolve business issues. ( Ahammad T,2019)

Strategic HRM suggests that, if HRM is a coherent approach to people management, it is carried out in a planned manner that integrates organisational goals with policies and action sequences. The advantages of SHRM are as follows: 

                                                                                Figure 02

                                                                     Advantages of SHRM

3.4 Importance of the Strategic Human Resource Management

HR professionals have both great opportunities and challenges when it comes to strategic planning.   Strategic planning is a part of the HR professional’s job, and nearly all HR leaders in the biggest international corporations participate in strategic decision-making and support the business's strategy team. HR specialists, on the other hand, are rarely involved in organisational or functional strategic planning in many medium-sized and small businesses. Consequently, to fulfil long-term strategic HR goals and be an integral part of the company's strategic planning procedure.( Ahammad T,2019)

 3.5. Key Features of the Strategic Human Resource Management

                                                                            Figure o3

Key Features of   SHRM

 3.6.Impact of SHRM on Organisational Performance

Conclusion

Human resource management works with job holders to fill open positions and meet organisational requirements. To find the best applicant for a particular position, job openings must be located and notifications must be sent out with pertinent job descriptions and qualifications. We evaluate the correctness of the invited applications using the suitable selection procedures for selecting the right person. Those who are selected afterwards receive the necessary guidance to perform the tasks and obligations outlined in the announcement.

 References

Ahammad, T. Goals of strategic human resource management. https://www.researchgate.net. https://www.researchgate.net/publication/361330427_Goals_of_strategic_human_resource_management  (accessed 2023-12-12).

Henarath H. D. N. P Opatha (2009). Human Resource Management. [online] ResearchGate. Available at: https://www.researchgate.net/publication/326183548_Human_Resource_Management. (accessed 2023-12-12).

Kinni, T. (n.d.). A goal isn’t a mission. [online] Strategy+business. Available at: https://www.strategy-business.com/blog/A-goal-isnt-a-mission. (accessed 2023-12-12).

www.youtube.com. (n.d.). Impact of SHRM on Organizational Performance by Vibhuti Mehrotra. [online] Available at: https://www.youtube.com/watch?v=OkOKJY0IOB8   [Accessed 18 Dec. 2023].