Human Resources Management: Objectives and Activities
Human Resources Management: Objectives
The objective of human resource management is improving performance and staff contributions to the organization, resulting in having a productive and satisfied staff as possible in the context of an ethical and socially responsible activity.
A) Social Objectives
The contribution of human resource management to society is based on ethical and socially responsible principles.
B) Corporate Objectives
The human resource manager must recognize that its activity is not an end in itself; it is only a tool for the organization to achieve its fundamental goals. The human resources department exists to serve the organization.
C) Functional Objectives
The administration of human resources must also worry about maintaining the contribution of staff at a level appropriate to the needs of the company. When there is insufficient staff, or when you hire too many people, the company is incurring a loss of resources.
D) Personal Goals
Human resource management is a powerful means of allowing each member to achieve their personal goals to the extent that they are compatible and coincide with the organization. So that the workforce can be maintained, retained, and motivated, you must meet the individual needs of its members.
Thus the primary objective of human resource management will be the staff have a productive and satisfied, motivated, re-enchanted, engaged, active participant and attitude.
Personnel Management Guidelines
For personnel management to run uniformly, the various agency heads should be able to:
A) Establish standards and criteria (personnel policies as a basis for the Heads to manage their subordinates).
B) Implement activities in conjunction with specialized staff, and give more leeway for the leaders in their area, such as running services recruitment and selection, training, evaluation and compensation charges, integration routines, dismissals, holidays, etc.
Activities of the Human Resources Administration
A) Planning
When the organization grows to exceed a core number of employees, it implements a technique to predict future staffing needs. This action is called human resource planning. Knowing the future needs of the business is the recruitment, running as an objective to obtain a sufficient number of suitable persons to submit applications for vacancies.
B) Development
It often happens that the new employee is unfamiliar with aspects of the post and core functions of the organization, which is why it requires the induction and training for the job. Taught by developing new activities and knowledge of staff, to ensure their contribution to the organization and to satisfy their legitimate aspirations for progress.
C) Evaluation
The evaluation indicates not only the contribution and reliable human resource activities. Probably a poor performance and widespread throughout the company indicates that it is necessary to modify some activities of the personnel department, for example, selection, training, and development.
D) Compensation
The employee contribution made a compensation which results in the form of wages and salaries, legal stations (such as health, either through Fonasa or Isapre, welfare or AFP) and extra-legal benefits that the company may decide to issue.
E) Control
Even in situations where human resource activities seem to be working satisfactorily, personal departments applying controls to evaluate its effectiveness and ensure continued success.
Selection Process
Once you have a suitable group of solicitations received by recruiting, it begins the selection process.
The overall concept of selection is a series of steps:
- Non-preliminary applications.
- Proof of eligibility.
- Selection interviews.
- Verification of data.
- Medical examination.
- Interview with the supervisor.
- Hiring decision.