Objectives and Functions of Human Resource Management:
Good employees are and have always been tight. The demographic and structural change in Germany ensures that qualified specialists will retire in the next few years.
Qualified employees are a decisive success factor for a company. This requires a functioning strategic human resources management. CommercePK explains which functions and goals are assigned to internal and external HR management and what is Human Resource management.
Human Resource Management definition
Human Resource management is the entire area of activity related to Human Resource management, management, planning, and development. Modern human resources management is not a task that a single employee or a single department can handle alone. Rather, it is about starting with the entire management level, involving management, senior employees, and supervisors, and implementing appropriate procedures.
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Objectives of Human Resource Management?
Human resources management has the overriding objective of establishing, maintaining or expanding employee satisfaction. This does not come from pure human friendliness. Countless studies have shown that satisfied employees are less likely to become ill, more productive, creative, and loyal to the employer when the company’s Human Resource management functions well. This often results in lower Human Resource costs, resulting in a higher return on investment (ROI). In addition, these success factors usually, directly and indirectly, contribute to the success of a company.
The objectives of Human Resource management are, for example:
- For example, the right person to the right place
- Economic goals, such as reducing Human Resource costs, improving profitability, and doing more
- Improve social goals, such as job satisfaction, identification, and company climate
- Other objectives, eg compliance with the budgetary framework, generate legal certainty in labor law.
Functions of Human Resource Management?
Human resources management is divided into several basic disciplines. The aim is to select the right employees for the various specialist areas of the company, to recruit them and to promote further developments within the company. An open and experienced corporate culture supports this strategic approach sustainably.
Part of Human Resource management
Human Resource management is divided into the following areas:
- Staff planning
- Recruitment
- Human Resource management and deployment
- Remuneration management
- Human resources development
- Personal controlling
Staff planning
A targeted Human Resource planning is to ensure that the company has suitable and qualified employees at all times. In doing so, the requirements are divided into short, medium and long-term staff requirements.
The procurement of Human Resource
Rarely, a prospective occupation of vacancies is possible. As soon as there is binding information in the context of Human Resource management, new employees are recruited. In the context of the procurement of Human Resource, the search is not only external but also internal. External help for Human Resource procurement is today the rule rather than the exception.
Good Human Resource marketing can support this task. The most important steps in recruiting Human Resource are the creation of job advertisements according to the predefined requirements profile, the applicant management as well as the subsequent Human Resource selection in coordination with the departments.
Human Resource Management and deployment
The Human Resource management and the Human Resource deployment define the contents of the activities. The working conditions under which these must be carried out by the employees are also determined and checked by the Human Resource administration. This applies for the period from the time of recruitment to the last working day. Human Resource Administration must ensure that the defined content matches the qualifications written by new or current employees. Furthermore, working conditions, as well as legal requirements, must be complied with. This contains the following items: for example,
- Workplace safety
- Employee participation
- flexible working hours
- Appropriate work equipment
Remuneration Management
The salary or wage has always been an appropriate tool to find more highly qualified employees and to bind them to the company. The skillful linkage of the pay to the desired and the work to be rendered by the employee are still living elements of remuneration management. In this way, remuneration management promotes the willingness to perform and the goal-oriented actions of the employees.
Human resources development
Human Resource development controls and coordinates all measures that serve the increase in employee competencies. This includes typical activities such as specific training, coaching’s and training and further education programs. In recent years, internal retraining and mentoring have also become established.
The personal control
Even if Human Resource control is ultimately about numbers, data, and facts, Human Resource management must always remember that an employee and colleague always hide behind it. In fact, the activity can be summarized as the need to plan, control and control processes in the field of human resources. This is done using previously defined KPIs (Key Performance Indicators) or key figures.
