Goals of HRM

Goals of HRM

Name:zhilang liu, kai chen , zhaohui xu

Group: DC4A

Institution:

Goals of HRM

Executive Summary

A change in the management information systems in the organization needs to be reviewed for improved performance and proper decision making within the company. The disorganization in the company leads to poor decision making and the loss of money and time in the company. The poor decisions made affect the company performance and also outs the company at the bottom when it comes to the competitiveness among its competitors.

Scientific management is considered a managing science that entails decision making. In order to achieve a particular objective, scientific management utilizes what is convenient and also tries to envisage what is not controllable or convenient. The methodology adopted in this research is empirical research. Through this method a researcher acquires the knowledge and information needed through direct or indirect understanding. The research revealed that management information systems is a process in which managers plan, organize, control and initiate operations within a business. The systems used in an organization ensure towards the efficiency of the large systems within the organization for maximum performance. The management information systems used in an organization vary from one organization to another. The variation is dependent on the nature of the organizational operations, organizational priorities, size of business and other salient factors. Management information systems are interdependent. An organizations success is usually determined by the decisions making. The recommendations issued after the research is that an organization should have a proper integrated Management Information System which helps the decision making of an organization as information is relied on time and it is accurate for efficient decision making

Introduction

Human resource management is a function within an organization that majorly deals with recruitment, management and the provision of the necessary direction to all members of a particular organization (Arup, 2008). This is one particular element of an organization that is characterized by one fundamental role of managing an organization’s workforce, sometimes known as the human resources. It is usually the human resources department in each and every organization that substantively determines the success of the organization. With the mandate of managing all the necessary work force that an organization operates on, it is ultimate that the human resources management department remains the fundamental department in determining the success of any particular organization.

In effecting the management of employees in an organization, human resource managers ensure that they oversee all the various employees’ relations within the organization, which includes the aspect of their terms of work, their salaries, hiring of new employees and the determination of all the employees’ objectives in relation to their performances. A good human resource management strategy therefore ensures that employees are well satisfied with the job environment; the employees are well rewarded and compensated for their performance. Through this, the employees will work hard to ensure that the goals of the organization are achieved.

Basic Goals of HRM

In every organizational setup, the HRM has three main objectives. First HRM usually involves selection of various options which must usually be consistent and hence help promote the particular organization’s cooperate strategy. This occurs within certain fundamental roles that human resources is expected to accomplish in ensuring that the objectives set by an organization through the various developed strategies are in actual sense accomplished or fulfilled (Boxall and Bartram, 2010). The second goal is providing commitment security by ensuring that stronger cultures are built. Through the building of stronger cultures, employees are expected to provide their best in their various roles and responsibilities, a prospect that fosters success in the various business operations. The final basic goal of human resources is that which involves achieving flexibility and the environment that would enable proper adjustment in the event that there are rapid changes resulting from various instances of globalization or other attributes of similar manner (Arup, 2008).

Even though the above remain the main the basic goals of human resource, there are several major goals that are derived from the above three, with each having substantive role and responsibility it addresses to effect the changes that are synonymous with this particular department in an organization in ensuring that the organization attains all its objectives and aims as designed through the developed strategies (Boxall and Bartram, 2010).

Goals of HRM

The seven major goals of HRM in an organization include designing of various performance incentives, boosting of employee morale, increase of accountability within the organization, development of leaders through developing the various leadership skills and attributes, increase of organizational learning, ensuring that the organization goes through a process of effective recruitment and staffing and increasing efficiency in the different operations of the organization (Dessler, 2010).

Designing Performance Incentives

Performance is the sole attribute of each and every organization whose main purpose to satisfy its clients and establish success in its operations. In order for performance to be done effectively, all the employees in the organization need to participate in their various capacities. Through the contributory factors of the performance management, various benefits in the organization and the employee incentives, an organization can grow from just a small enterprise to a great profitable company. However, in order for this to be achievable, there are certain measures that need to be put in great consideration in a manner that would ensure that all systems go according to plan and all strategies implemented as they are developed.

Understanding of the effectiveness of the incentives by managers is the key factor in ensuring success for this particular goal. Appropriate understanding by the managers of various departments in an organization determines the manner in which each aspect with regard to strategy is tackled (Arup, 2008). Through understanding of the various incentives by the managers, it is easy to make a substantive decision on whether to work with the already existing programs or develop new incentives that are success oriented in line with the organization’s objectives. Regardless of the direction taken, the main target is to come up with a combination of programs and incentives that work hand in hand in ensuring that the levels of employee performances are of desirable measures.

On the same aspect, it is essential that for effective employee performance, all employees in the organization should be given definite roles and responsibilities that are aligned to their capabilities and power (Parry and Tyson, 2010). This is one fundamental consideration that must be made by the human resources’ department in ensuring that the performance of every employee is up to the desirable standard as per the organization’s desires. Effective performance ensures success for an organization.

Boosting Employee Morale

Employee morale has a direct link to their performances. Businesses and organizations are places that combine individuals of different diversities and cultures. The manner in which an organization handles the different cultures and diversities remains the most fundamental aspect with regard to how an employee is affected. It is crucial that for an organization to attain success through the performances of the different employees, then it is fundamental that the employees remain positive at all times in all the activities they engage themselves in within the organization. Respecting the differences that every employee has is very important as a contributory factor to effective performance in the various duties. This can effectively and efficiently done through setting of appropriate employee objectives by the human resource management department that guarantees employee’ respect for each other (Wright, 2007). Through this, employee morale is boosted hence ensuring effective performance.

Even though it is very difficult to satisfy each and every employee in an organization, it is appropriate that they achieve at least some level of appreciation from the work they do. To achieve this, the human resource management department has the sole mandate of designing and adapting to various organizational priorities and appropriate condition under which the employees operate in a way that will make them always remain positive towards their job. One way through which this is usually done in most cases is through recognizing the different achievements and success that each and every employee has achieved. This according to Equal Employment Opportunity Commission (2010) About EEOC: Overview, Authority & Role.

Other than this, there are numerous methods that can be used to effect this and it is usually up to the human resources department to come up with other creative means through which employee and staff morale can be boosted. People usually perform to their best when they are positive about what they do. This makes them give their best, a necessary condition for achieving success.

Increase Accountability

The best and effective way through which employee or staff performance is rated is through analyzing the outcome of what he or she does. Each and every staff in an organization should always be up to task of the responsibilities that are bestowed in their hands. Increasing accountability is a major concern for an organization that has strict objectives to meet. Increasing accountability is done through various means. First, it is done through ensuring that employees’ priorities are aligned with the goals of the organization. Once this is determined, it is fundamental to ensuring that the daily operations of a particular employee contribute towards the success of the organization. This is one means of increasing accountability.

Accountability can be increased through encouraging employees to set SMART goals. Setting of specific, measurable, achievable, results oriented and time bound is very effective in this perspective. Through the analysis of these goals, the human resource department is able to measure the level of accountability for each employee and determine appropriate adjustments that can be done to make it more effective. The employees should also be able to exhibit desirable behaviors or in some instances known as metrics, when help the HRM department in making evaluations of their employees (Dessler, 2010).

Develop Leaders

Since each and every organization is determined to grow to the next level of business line, it is essential that they develop the various skills and qualities that are required for the next generation leadership. With the current aspect of technological developments becoming a major contributory factor to the success achievement of organizations, it is patent that the young generation be accorded the opportunity of developing the leadership skills and qualities most essential for the making of this particular aspect and perspective a reality (Kaplan, 2003).

One effective and most promising way through which this could be done is through organizing of various seminars and workshops for various individuals who are seen to posses certain measure of attitude and attributes necessary to achieve the appropriate leadership skills in them. From a different point of view, organizing of such projects happens to be another way through which the morale of certain employees can be boosted (Boxall and Purcell, 2008). This would put some urge into enhancing performances for different employees to ensuring that they attain certain level of performance that guarantees leadership.

Through development of leadership skills from the employees in one way through which they increase their chances of handling more responsibilities which to a greater extent is more beneficial to the organization as the various individuals will be capable of handling more responsibilities a factor that ensures that efficiency within the organization is made certain. With regard to other HRM policies, multi-skilling can be done to employees to remove narrower job classifications, could go a long way in developing of leadership skills from staff.

Increase Organization Learning

The human resource management has the sole mandate of ensuring that there is substantive increase in learning in the organization, an attribute that ensures all the relevant measures are taken into consideration with the rapid changes that occur within the organization and the broader market scope. The aspect of creating a learning environment in an organization is more than just the human resource department offering of learning and training activities for the members of staff. Creating a learning environment is to bring about all factors of development within the organization into consideration which would ensure that the organization develops certain unique ways of conducting business from the usual means known to all (Arup, 2008).

Having such an idea is hard to put into practice, and requires definitely proper and effective strategies in place. Establishing a learning environment ensures that the employees are able to come up with new ideas and ways through which things could be done. Increased learning environment creates the possibility of innovation and invention among employees in response to the changes occurring in the market platform. This is one absolute way through which an organization will be able to stand strong against its competitors in the market arena and attain success and increased productivity in its operations.

Learning ensures that people use their different talents and gifts creatively to come up with new strategies aligned for the success of the organization.

Effective Recruitment and Staffing

The success of an organization starts all the way from the particular individuals it chooses to put in as its employees. Recruitment of staff is one of the major goals of the human resource management department in an organization (Boxall and Purcell, 2008). Determining the most effective individual to work in a position in an organization is the most crucial part of the recruitment process. This is one part that various organization usually go wrong, which end up recurring in the poor results obtained from the various performances contributed by the employees.

For the high performing organizations, one of their most important objectives is to ensure that the recruitment process and staffing is always done in the most effective way. To effectively carry out this exercise in certain instances, they usually develop a mechanism of outsourcing in which they acquire the services of another organization best placed in this line of duty to help in making the choice of the most qualified and competent individual for various positions that they fill. It is the mandate of the HRM to develop policies that govern the mechanism used in making such choices (Dessler, 2010). The human resource management therefore has the goal of ensuring that all individual brought into the organization are better placed to take the organization to the next level through the excellent performances of the recruits.

Other than the effective and efficient recruitment process, the human resources management also has a goal of properly staffing the recruits into positions that best fit their abilities and capabilities regarding the roles and responsibilities that are delegated to them. Having the right and qualified people in the right positions is one means through which effective performance is determined and hence an overall success of the organization.

Increase Efficiency

Proper recruitment and staffing process by having the right people in their right job positions only ensures the effective operation performance of the organization. The human resource management department in organizations also has another goal of increasing efficiency in the operations of the organization. Efficiency involves checking the very minor details of a particular thing and determining all the possible means through which it can best fit in the bigger aspects and attributes with the sole objective of not having good results but the best achievable by the organization Bolton (2010) Improving the Performance of employees in an organization.

Efficiency can be improved through various means depending on the direction a particular human resource management takes up the strategies developed in attaining and achieving the goals and objectives of the organization. In certain instances some HRM departments eliminate the aspect of job duplication within an organization and encourage the development of working partnerships to ensure that whatever is done is the best of what could have been done (Kaplan, 2003).

The human resource department can also develop the criteria of specificity in which departments are made which deal with one particular job responsibility. This has proved to be very effective in many instances in which it has been applied different departments having specific job descriptions to perform in ensuring that every detail of work is extensively checked before any final determination is made on the same.

Efficiency can be improved through regular training activities which must be developed by the human resources department which would then guarantee that employees acquire increasing knowledge on they need to carry out their duties in the organization. This to a greater extent determines the success of the organization as what the staff is able to do results in the outcome of the business.

RecommendationsAn organizations success is usually determined by the decisions making. An organization should have a proper integrated management information system, which helps in the decision making of an organization as information is relied on time and it is accurate for efficient decision making. Regular training initiated by the management will significantly promote employee efficacy in undertaking their duties in the organization. The human resource department should undertake to develop specific criteria that direct employee responsibilities in all the organizational departments. Defining responsibility for each occupation in the organization will profoundly enhance effectiveness in job performance and overall organizational productivity. in management science, changing the management information systems would be recommended for an organization. This is because using management information systems, the organization can improve the company’s performance and general operations as the decision making process becomes easy and efficient. Through management information systems, information and the decision making rights are linked together. This would help the company reduce operating cost of the company and maximize on productivity.

Another recommended step for an organization is redesigning the organizational structure. The redesigning of the organization should be in such a way that the decision makers have the relevant information easily and on time for easy and quick decision making process. The company should also management science techniques that would help in the modeling of the problem in order to make a clear cut decision on the program

Conclusion

From the above perspectives of consideration, it is definite that the human resource management is the main contributor towards the success of an organization. From the various goals that they required achieving as determined by the thesis statement of this particular paper, it is quite distinct that they should have all that it takes to ensure that all the objectives are met. Since it is the department that is concerned with the role of ensuring that the employees carry out their duties in the most appropriate manner in line the objectives and aims of the organization, it is in order that the most competent individuals be given such opportunities of guiding the direction the organization takes.

It is an objective of all aspects that effective formulation and implementation strategies developed for any particular organization through which to carry out its activities are made considering the view of the human resources department as it remains the engine that drives the organization to its success destination (Boxall and Purcell, 2008).

References

Arup Varma,. 2008.Performance Management Systems: A Global Perspective. Global HRM Series.. Chicago: Taylor & Francis, 2008.

Dessler Gary, 2010. Human Resource Management, 10th ed.; University of New York.

Boxall, Peter F., and Purcell John. 2008.Strategy and human resource management. 2nd ed. New York: Palgrave Macmillan,

Wright Patrick M.. 2007. The Oxford handbook of human resource management. Oxford: Oxford University Press, 2007.

Kaplan, Michael. 2003. Advances in human performance and cognitive engineering research. Bingley, U.K.: Emerald, 2003.

Boxall, Peter and Bartram Timothy. 2010. “Analysing The ‘black Box’ Of HRM: Uncovering HR Goals, Mediators And Outcomes In A Standardised Service Environment.” Journal of Management Studies II (2010): no-no.

Parry, Emma, and Tyson Shaun. 2010. “Desired Goals and Actual Outcomes Of E-HRM.” Human Resource Management Journal. Vol. 1 (2010): no-no.

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