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 are human resource objectives important?

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.

In addition, motivated employees are also important to make it easier for us to realize our vision and mission. They support the strategies we develop and work towards achieving the targets we set for them. In addition, they also contribute to innovation within the company.

What are the main 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. But, it also requires the appropriate composition regarding 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. So, they can contribute more to their department.

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 role. And they work hard to help the organization to 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, only focusing on talented people might sacrifice the majority. And it can create jealousy and demoralize others.

Therefore, in some other companies, talent development focuses on everyone in the organization. They range from the lowest level to the highest. So, everyone can maximize their contribution by exerting their best ability.

Training

Training objectives are essential to ensure employees are updated with the proper knowledge and skills. Thus, they have a better ability to be effective in doing their best in their roles.

Although it costs money, the company considers training an investment. This is because they spend money to get more efficient and higher productivity. Thus, they make more money than they spend on training.

Training can also be a way to motivate employees. It offers employees the opportunity to enhance their professional abilities. Thus, they are more confident in their work and career.

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