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HR Objec tives and S t r a t egies
Pages 1 5 9 - 1 6 6
Human Resources: A common term for the personnel function within a business. HR
professionals like to see their role as being central to the overall goals and policies of the
A big part of HR management is the management of people that are already part of the
business. This includes tasks such as:
Designing Jobs: This can greatly impact motivation and peoples effectiveness. Poor job
design may fail to utilise people to their full extent.
Reward Systems: This will impact employee behaviour. For example, a commission system
will push sales but may not motivate staff to complete tasks that do not lead to sales.
Training Programmes: Informing employees of developments, developing skills or
helping staff enter new roles.
Communication: These may include bulletins from managers, newsletters, meetings or
consultations with unions.
In all businesses, someone needs to be responsible for HR management. This is often an
employees direct line manager who will control all the HR needs for their team of people. In
bigger companies, there will be a HR department that will deal with more of the paperwork and
guide line managers on how to deal with HR issues.
An organisations HRM objectives will most likely focus on the following aspects:
The desired level of staffing and skills: The HR function is responsible for making sure the
business has the right number of people at the right time with the right skills. A lack of
appropriate staff can negatively impact customer relations and result in poor quality work
whereas a correct staffing level will result in the business fulfilling the expectations of
Productivity: HR can measure the output per employee. Effective people management will
lead to more motivated staff, a better organised workflow and employees who have the
necessary skills. Being more productive means being more competitive so there is a huge
pressure on HR to increase the productivity of employees.
Cost Targets: All businesses work within constraints and it is up to HR to ensure that they
are getting value for money from each and every employee so as to keep costs to a
Employee Relations: Relations often depend on the quality of communication and trust
between people and this often depends on the communication mechanisms that exist
within the organisation. It is vital employer/employee relations are good as it impacts
employees openness to change, their levels of motivation and their willingness to
contribute ideas and innovate (Kaizen?).
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Hard or Soft?
The above, is a question that many managers have to decide which answer they want to be.
Hard and Soft are two different HR management styles. Starting with Hard HRM, this involves:
· Regarding employees as a necessary but unwelcome cost.
· Believing people add little value to a company.
· Managers who decide the best way of doing things.
· Directing and controlling employees.
· Jobs that are small and simple, requiring little skill.…read more