Major Objectives or Philosophies Underlying HRM and Their Involved Activities - Essay Example

This has led to the development of human resource management as a branch of organizational management. This paper investigates the main objectives of organizations’ human resource management and involved activities for achieving the objectives.   

There exist different objectives of human resource management and organizations’ priorities over the objectives may vary depending on their overall objectives and their environments. One of the major objectives of human resource management is to develop a personnel base that is motivated and has the necessary potentials and to maximize such human resources towards achieving organizational objectives. This identifies the role of the branch of management in ensuring a healthy and productive workforce. Creating a workforce with the required potential for meeting the objective involves activities such as recruiting, selecting, and training employees. While an informed employee selection ensures skills and personalities towards meeting job demands, activities such as rewarding and recognizing employees together with providing favourable work environments achieve a motivated workforce that can achieve organizational goals effectively. Human resource management also aims at developing and sustaining a “suitable and sound organizational structure” with a subsequent goal of good interpersonal relationships towards teamwork (Geet and Deshpande, 2008, p. 1-20). The desired integration also aims at alleging individuals’ goals for ensuring focus and effectiveness in organizational ventures. In order to achieve such unity and cohesion, human resource managements ensure activities that promote “belongingness, team spirit” and personal contributions to the organization (Geet and Deshpande, 2008, p. 1-20). Activities such as bonding retreats, seminars on the benefits of interpersonal relationships, and focus groups to identify possible barriers to organizational cohesion are therefore essential (Geet and Deshpande, 2008).

Human resource management also aims at developing a work environment that sustains employees’ morale and promotes a “value system and environment of trust and mutuality of interest” (Geet and Deshpande, 2008, p. 1-20). Activities towards a favourable work environment include matching job descriptions with employees’ abilities, offering technical and emotional support, promoting honesty, and appreciating among members of an organization. The management department also aims at training its personnel and promoting their education for increased potentials. These target development of new knowledge and skills among employees in order to meet changing operational environments that may be internal or external. Orientation of newly recruited or promoted employees is one of the involved activities in achieving the objective.

This can be achieved by reporting on organizational progress to employees to assure them of the organization’s continuity, and developing employment contracts with long-term consequences such as long-term contracts or renewable contracts (Geet and Deshpande, 2008).

There, therefore, exist different human resource objectives and different activities for achieving the objectives