The term HRM was defined in the 1900s but over the 1960s it was extensively urbanized. HRM is made up of three terms: Human refers to an organization’s skilled workforce, Resource relates to finite, and management refers to making the best use of the limited resources to achieve organizational goals. HRM is, therefore, the suitable use of limited resources and skilled workforce management to achieve the purpose of the company.
According to the NIPM of India, “Human resource management is the part management concerned with the people at work and with their relationships within the organization. It seeks to bring together men and women who make up an enterprise, enabling each to make their own best contribution to its success both as an individual and as a member of a working group”. HRM is primarily considered employees as an asset and maintains the employees for giving their satisfaction. In this context, employees became human capital. So, HRM looks towards the effective utilization of employees, maximizing ROI (Return on investment), and reducing risk. The objectives of HRM are as follows:
According to the NIPM of India, “Human resource management is the part management concerned with the people at work and with their relationships within the organization. It seeks to bring together men and women who make up an enterprise, enabling each to make their own best contribution to its success both as an individual and as a member of a working group”. HRM is primarily considered employees as an asset and maintain the employees for giving their satisfaction. In this context, employees became human capital. So, HRM looks towards the effective utilization of employees, maximizing ROI (Return on investment), and reduces risk. The objectives of HRM as follows:
I. Societal Objectives: Social objectives mainly look to fulfill the social needs of the employees and their organizations. Social goals include government policies and practices such as equal wages for equal work, similar facilities for all, etc.
II. Organizational Objectives: Organizational objectives deal with the development of the organizations, and it enhances organizational efficiency. This goal includes training and development, recruitment and selection, payroll, etc.
III. Functional Objectives: Functional objectives mainly deal with the HR functions of the organizations. The primary objective is to make accurate use of HR in an organization.
IV. Personal Objectives: This objective helps to achieve the particular goal of the employees. This objective includes the benefits, development, and welfare of the employees, which leads to their satisfaction.
For citing this article use:
- Bhattacharyya, D. (2020). Impact of e HRM on Transactional Functions of HRM An Empirical Study on FMCG Manufacturing Companies Located in West Bengal.
