Examples of Human Resources Goals & Objectives

The aim of HR is to focus on human capital and organizational success. Human resources are designed to maximize the productivity and the performance of an individual.

Due to the fact, that new employee hiring is connected with high costs and certain risks (for example, not being the right replacement), organizations always try to minimize staff member turnovers.

So, one of the crucial parts of HR is to ensure employee liability and productiveness and to grow a business through staff management.

Examples of human resources have the ability to demonstrate how HR activities and strategies impact your company’s development.

5 Examples of Human Resources Goals & Objectives

Employee Engagement – The relationship between a company and the staff is called employee engagement and it’s an essential part of HR.

An individual who is enthusiastic about his work plays a vital role in further development of a company’s reputation and authority.

So, creating a positive atmosphere (for instance, using team building activities) at your workplace is heavily linked with organization’s overall productivity.

Furthermore, A brand with ‘high’ employee engagement will definitely outrun those with ‘low’ engagement.

Compliance – Mostly, the importance of human resources and compliance issues are overlooked.

However, fixing and aligning organization’s policies to fully comprehend with government laws is directly connected to maintaining a safe work atmosphere.

In order to achieve this goal, using file audits to assess the equity of compensation is a must. Audits guarantee workforce diversity by proving that the organization represents its customer base and market it serves. 

In addition, If a brand suffers from compliance issues, the HR department will definitely hinder the company.

Turnover and Retention – One of the greatest challenges that an HR leader could face is keeping the staff satisfied.

Turnover is a process of replacing existing employees with the new ones.

Consequently, enticing qualified applicants, motivating the existing crew and stimulating long-term commitment are pragmatic factors for achieving goals concerning turnover and retention.

Note, that there are four types turnovers:

  • Voluntary – This is a self-willed turnover when an employee decides to leave the company. The reasons of voluntary turnover may be better job opportunities, employee conflict or the lack of career development opportunities.
  • Involuntary – When an organization decides to dismiss an employee from his post, is called involuntary turnover. Low performance may result in this type of turnover.
  • Functional – When an unproductive employee leaves the company, functional turnover lessens the amount of paperwork that must be prepared to remove the unwanted team member. Therefore, Instead of proving that an employee is useless to the brand, they understand their decision to leave
  • Dysfunctional – Apart from the functional turnover, dysfunctional is when a high performing employee decides to leave. Dysfunctional turnover can be a huge problem for an organization, because it’s not only costly, but has the potential to reduce the authority of a company.  Though, turnover isn’t always negative. For example, when an organization finds a more suitable replacement for a specific position.

Employer of Choice – Human resources is a key success factor of improving a brand’s public image; hence, creating an employer of choice is an integral part of an attentive HR department.

Improving employer-employee relationships and providing compensations, interesting packages and investing in employees happiness are fundamental ways to achieve certain goals.

Executive Membership – Giving the opportunity to join a higher level suite is an important part of HR objectives.

Higher level leadership includes posts like the chief executive, operating and financial officers, that take decisions affecting the company’s viability as a profitable enterprise.

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