Q. what are the objectives of hrm?

Human Resource Management (HRM) is the administration of human resources. It mainly means managing
employees and recognizing their needs to maintain an optimistic work culture. There are many objectives of hrm but
we would focus on the few important ones such as societal objective. Societal objective means creating a positive
work environment for people who work at an organization. These objectives can relate to work culture, compliance
with rules and regulations in the organization's industry and behavioural policies. Some societal HR objectives may
also relate to settling team member disputes and investigating any hostile workplace complaints. A perfect example
of a societal objective could be of TCS. In TCS a person called Thirumalai Selvan Shanmugam was dismissed from job
in the year 2015, he was given a notice period of 1 month, but no kind of compensation was given to him. But as the
INDUSTRIAL DISPUTE ACT OF 1947 a skilled worker in a notice period should be given a retrenchment compensation.
But as o compensation and no termination letter was given in the year 2022, the Labour court directed TCS to
provide him with the salary of 7 years . This happened with not only on a person but many . TCS as accompany
should have solved the problem before hand and could have avoided this problem. The next we will discuss about an
organizational objective HRM has to prepare human resources to accomplish organizational goals. HRM to achieve
the organizational objectives like to earn profit, growth, expansion, survival, diversification etc. via the HR functions
namely planning, recruiting, selecting, placement, induct, train and develop the human resources and to arrange for
performance appraisal of the employees. HRM serves other functional areas, so as to help them to attain efficiency
in their operations and benefit the organization. HR should achieve organizational goals through the proper
utilization of human resources. Succession planning is an important aspect to be taken up as a contemporary
organizational objective. For example the succession plan of HUL which is they have a policy of unlimited sick leaves
which done to build in trust and proper relationship between the company and the employee. Every year on 21 st May
gratitude day is celebrated for the employees who are working day and night for the betterment of the company. By
showing gratitude the workers would feel motivated and happy because their efforts are being given importance.
We would be discussing the functional objective which is HRM performs many functions for other departments
directly or indirectly. HR to develop HRMS to maintain healthy working relationships among all the employees and to
adopt sound, desirable organization structure. HR to oversee whether the functions are performed in time or not.
Create opportunities and facilities for an individual or group developments according to the growth and
development of the organization. Develop human assets continuously through the training and
development programmes. HR outsourcing is a contractual agreement between an employer and an external third-
party provider whereby the employer transfers the management of, and responsibility for, certain HR functions to
the external provider. Many types of HR outsourcing options are available to employers. The options can be as
specific as outsourcing one aspect of one HR function—such as applicant tracking for affirmative action purposes—or
as broad as outsourcing the entire human resource department. The last and important objective is personal
function which is HR has to assist employees in achieving their personal goals, such as higher wages and salaries, job
satisfaction, better working conditions, standard working hours, promotion, motivation, welfare facilities, prestige,
recognition, status, social security leading to employee satisfaction. Strive to provide healthy hygienic working
conditions to the employees. HRM should motivate the employees and keep their morale high.  Every HR should
convert the organization into an engaged workplace by bringing together both engaged employees and engaged
employers. Employee engagement ideas encourage employees to gain confidence in the organization. The proper
example of this is Nivea Career Month Initiative. NIVEA India is constantly trying to “create a workplace based on a
robust foundation of values and culture that maximises employee potential,” says Neil George, Managing Director,
NIVEA India. The Indian skincare brand has launched a one of its kind employee growth and development
programme called ‘Careers Month’ recently. This month-long programme catered to employees’ career growth and
development by providing them with multiple insightful avenues such as expert talks, panel discussions, one-on-one
sessions with the leadershipteam along with in-depth training sessions to help the employees grow and develop
#YourDreamCAREer! The initiative was not restricted to managers alone, it witnessed participation from the entire
NIVEA India team across levels and functions in the company.