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What’s it: Human resource objectives refer to the purposes the company wants to achieve through its human resources department. They outline what the human resources department should focus on. In addition to aligning with the objectives in other business functions, they must also embody the objectives above them, the business objectives.
Excellent human resources are the key to building a competitive advantage. Therefore, managing them requires effective and efficient planning and implementation. If done correctly and successfully, everyone contributes maximally to the company. In addition, they are also happy working in the company and motivated.
Why the human resource objectives matter
Several reasons explain why human resource objectives are essential. First, they provide a focus on what we should develop going forward through the human resources department. It forms the basis for developing programs and plans to empower employees.
Second, setting important objectives for higher employee engagement. Employees feel motivated through various programs we develop to achieve human resource objectives.
Third, employee retention is higher. People are happy working in the company. They feel we value them. It makes them reluctant to leave the company. As a result, employee turnover is lower.
Fourth, good objectives lead to higher compliance. When employees feel valued and motivated, they volunteer to comply with company rules and policies. There is no reason for them to deviate.
Fifth, setting objectives helps us improve the company’s overall performance. Investment in human resources is the key to building competitiveness. When employees are motivated, they are more productive. Thus, we get more output at a more efficient cost.
Motivated employees are also important to help us realize our vision and mission. They support the strategies we develop and work towards achieving the targets we set for them. They also contribute to innovation within the company.
Key human resource objectives
There are several human resource objectives. They are all developed by us to maximize employee contributions, both individually and in groups. They include:
- Employee composition
- Employee engagement
- Talent development
- Training
- Diversity
- Value alignment
Employee composition
We need adequate resources to support and implement the strategy. And our needs continue to change over time according to business growth, the competitive strategy we develop, management policies, and leadership styles.
For example, business growth doesn’t just require more employees; it also requires the appropriate composition of their skills and competencies.
A suitable employee composition is essential to create a pleasant work environment. Apart from that, it also keeps employees motivated and reduces problems like:
- Workload build-up
- Delays in customer service
- Rushed and poor quality work, and
- Inability to accept new challenges
Employee engagement
Employee engagement is vital to ensure employees are motivated to work hard at all times. And therefore, it increases productivity. Finally, high engagement helps us fulfill the vision and objectives we build.
Often, increasing employee engagement goes beyond motivation, training, appraisal, and compensation systems. However, it may require broader empowerment. For example, we involve employees in business management and decision-making processes.
Or, we involve employees in developing tactics at the departmental level. Then, they can apply their ideas, skills, and knowledge to solve problems in the department and contribute more to it.
Long story short, employee engagement is not only related to routine tasks or work. But, it requires space for employees to play a broader role.
High involvement makes employees more attached to the company. They are also more responsible for their roles and work hard to help the organization achieve its objectives.
Talent development
Talent development varies between companies. Their policies determine how they do it.
For example, in some companies, talent development may be more narrow. They rely on training and motivation. Both programs focus on a few talented people. They are considered valuable for them to develop to contribute more. Thus, talent development only focuses on them.
This approach is inexpensive and gives quick results. However, focusing only on talented people might sacrifice the majority, creating jealousy and demoralizing others.
Therefore, in some other companies, talent development focuses on everyone in the organization, from the lowest level to the highest. This allows everyone to maximize their contribution by exerting their best ability.
Training
Human resource objectives recognize that training is crucial for equipping employees with the necessary knowledge and skills to excel in their roles. By providing ongoing workforce development, companies empower their employees to perform their duties more effectively and efficiently. This translates to significant benefits for both the organization and its workforce.
While training requires an initial investment, companies view it as a strategic decision with a strong return. Improved employee proficiency leads to increased operational efficiency and productivity. This translates to higher output and profitability, ultimately generating a greater return on the investment in training.
Beyond the bottom line, training programs also serve as a powerful employee motivation tool. By offering opportunities for professional development, companies demonstrate their commitment to their employees’ growth. This fosters a sense of accomplishment and confidence, leading to a more engaged and satisfied workforce.
Diversity
Human resource objectives prioritize fostering a diverse workforce. Diversity goes beyond just ticking boxes; it encompasses a wide range of factors, including race, ethnicity, gender, sexual orientation, age, experience, and background. By actively recruiting and retaining a diverse talent pool, companies unlock the power of a richer talent tapestry.
This diversity of perspectives, skills, and experiences fuels innovation and creativity. Diverse teams are better equipped to tackle complex problems from multiple angles, leading to the development of more innovative solutions. Imagine a marketing team with a global mindset – they can understand the nuances of different cultures and tailor campaigns for broader market reach.
Additionally, a diverse workforce allows companies to reflect better the communities they serve and build stronger relationships with their customers. This can lead to a significant competitive advantage in today’s globalized marketplace.
Furthermore, fostering diversity strengthens a company’s employer brand. Top talent in today’s job market actively seeks out workplaces that embrace inclusivity. By demonstrating a commitment to diversity, companies position themselves as attractive employers, attracting and retaining the best and brightest minds.
Value alignment
Human resource objectives also emphasize ensuring strong value alignment between employees and the organization. An organization’s values represent its core principles and beliefs that guide its behavior.
When employees share these values, they are more likely to be intrinsically motivated, engaged, and committed to the company’s success. They become strong advocates for the organization’s mission and take ownership of their roles.
HR initiatives that promote value alignment go beyond simply listing the company’s values on a poster. Effective strategies include clearly communicating these values throughout the employee lifecycle, from the recruitment process to ongoing performance reviews. Integrating these values into company culture through leadership behaviors, team interactions, and recognition programs further strengthens alignment.
A strong sense of value alignment fosters a positive and collaborative work environment where employees feel a sense of belonging and purpose. They understand how their individual contributions align with the organization’s bigger goals. This translates to a more cohesive and productive workforce, ultimately driving superior business results.
