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Purpose and scope of HRM.
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The objective and scope of HRM are discussed in this document.
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ObjectivesSocietal Objectives
• Human resource management's societal goals make the company morally and socially
accountable for the problems and expectations of society while minimizing their
detrimental effects on the company. This is particularly important because the society
may impose restrictions on the organization's ability to operate effectively if it does not
use the resources of society in an ethical manner.
• Therefore, human resource management offers a means through which the organization
may employ the resources of society in a way that is advantageous to both society and the
business.
Organizational Objectives
• The organizational goals of HRM acknowledge that it is a tool for assisting the
organization in accomplishing its goals. It acknowledges that one of the roles of human
resource management is to boost an organization's effectiveness by locating and
supplying the ideal candidate for a position inside the company who will help the
company accomplish its goals.
• Therefore, the Human Resources Department exists to serve the needs of all other
organizational departments.
Functional Objectives
• The functional objectives of Human Resource Management define the Human Resources
Department's responsibility in ensuring the right level of contribution to the organization.
The demand for Human Resources is determined by the organization's needs.
• If the Human Resources Department is more or less sophisticated, there is resource
waste. The Human Resources Department's level of service should be adjusted to meet
the demands of the company.
Personal Objectives
, • Human Resource Management's personal objectives assist workers in reaching their own
aspirations. Workers' personal goals should be kept, maintained, and fostered. This will
guarantee that staff are pleased, which will decrease employee turnover.
• Employee happiness will suffer as a result, as will their performance, which may increase
employee turnover.
Scope
Human Resource Planning (HRP)
• This is the initial and most important step. The process of planning in the HR department
is related to the evaluation of manpower, including the count of employees, the number
of open positions, and analysis of employees to determine whether there is an excess or
shortage of staff in any department, as well as developing plans and procedures to deal
with the situation appropriately.
• Recognizing the need for staff in the future is also helpful. Additionally, it denotes a
connection between the supply and availability of workers in relation to a company's
goals. So that they may identify the most qualified employees for the company.
Analysis of Job
• Job analysis is a crucial part of HRM since it serves as a foundation for hiring,
developing, and retaining workers. Every position is examined so that a suitable
individual may be found to carry out the necessary responsibilities and activities
effectively.
• Job analysis gives a detailed picture of the nature of the job, the talents and skills needed
to accomplish the job, as well as the tasks and commitments of the employees to the job.
Job Evaluation
• The job evaluation establishes the basis for calculating pay and salary. Every task and
activity carried out inside an organization is assessed and examined in order to determine
its significance in achieving the goal of the business.
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