Human Resources Management: Objectives, Activities, and Planning

Human Resources Management

1. Human Resources Department

The Human Resources Department (HR) is responsible for the selection, training, development, and achievement of the professional staff needed to meet the organization's objectives. This includes activities to maximize employee satisfaction and efficiency.

2. HR Objectives

The primary objective of HR is to improve the productive contribution of human resources and, indirectly, the organization. This involves enhancing productivity and quality of work life by incorporating social considerations and minimizing the negative impact of societal demands on the organization. HR aims to help achieve organizational objectives and maintain its contribution to the required level of service. Additionally, the organization should support employees in achieving their personal goals.

3. HR Activities

• Planning and estimating future HR needs.
• Selecting the right people for these needs.
• Orienting and training selected individuals.
• Implementing development activities to ensure employees have the skills to meet objectives and remain valuable.
• Managing organizational growth, including task transfers, promotions, and terminations.
• Evaluating and monitoring to ensure the effective application of methods and objectives.
• Managing worker compensation, including legally mandated benefits.
• Maintaining satisfactory relationships between employees and HR, while addressing individual or collective conflicts.

4. HR Planning

A key strategy is to develop a comprehensive plan that enables the organization to meet its future needs. The stages include:

1. A) Examining the current situation to determine if the existing staff is appropriate for the company's needs.
2. B) Forecasting future HR needs based on the company's growth plans and anticipated attrition.
3. C) Developing a program to meet future HR needs.

To effectively plan, HR must have a clear understanding of employee qualifications. This information is obtained through three techniques:

Analysis of the Workplace

This involves reviewing the tasks that shape the job and the characteristics of the person assigned to it. From this analysis, HR creates a job description, which specifies the objectives of the position, the work to be performed, responsibilities, working conditions, and required training. Then, HR specifies the workplace, outlining the physical, mental, and emotional requirements for the job.

7. Evaluation of Work

This involves defining acceptable job performance levels, evaluating employee performance, and comparing it to make decisions about training, pay, promotion, job changes, and terminations. The objectives are:

• To inform employees of their strengths and weaknesses.
• To inform management to take appropriate steps.
• To motivate workers and determine who deserves higher pay.

Techniques include:

• Evaluation forms (including all evaluation criteria and the level indicated for the appraisee).
• Setting goals to achieve within a specific period.