Human Resources Planning & Development

Human resources is fully defined as the overall knowledge, skills, innovative abilities, talents and aptitudes expressed in an organization’s workforce in conjunction with the principles, attitudes, approaches and values of the persons involved in the running of the organization. This is therefore the aggregate of all depicted inherent abilities, knowledge and skills gained via experience reflected in the talents and aptitudes of the employees in the firm. Human resources are by nature multidimensional. (Armstrong, 2003, pg. 39).
It is vital to investigate the objectives of Human Resource in the attainment of any organization’s goals. Objectives are chiefly the pre-determined goals in an organization towards which all employees direct their efforts. So as to generate maximum profits, organizations must acquire human resources commonly referred to as labor. There is therefore a need to manage and direct these resources towards the goals of the firm else the core objective of the firm shall fail. Further, management must meet the basic needs, values and aspirations of the employees. Having considered this, the objectives of Human Resource management in an organization are as follows.
First, the firm must create and continuously motivate an able workforce which efficiently and effectively fulfills the desired needs of the organization even in the face of diverse challenges. This can only be achieved only if the optimal organizational structure and desired working conditions are met in the workplace.
Secondly, a human resource management methodology must securely integrate individuals and groups in the organization through proper co-ordination with the person’s and groups goals and those stated by the organization. This facilitates the creation of opportunities in which the individual or group can develop in order to match with the growth of the organization.
Thirdly, so as to achieve organizational goals, the management process that has been put in place must satisfactorily utilize the workforce. This can be promoted by first satisfying the workforce itself so as to ensure maximum output which can be done by intrinsic rewards such as equitable salaries and monetary incentives or extrinsic rewards such as social security, prestige, recognition, status and other employee benefits. Further, employee morale and management-employee relations can boost productivity if conditions and facilities are continuously improved. This can be carried out through offering training and development programs such as workshops.
Fourthly, a proper human resource process must recognize and contribute to the reduction of related social evils such as under-employment, un-employment and income and wealth distribution inequalities through the equitable provision of employment to women and minority groups. (Bratton & Gold, 2003, pg. 45) Finally, a human resource management process also aims at providing a platform through which employees can express themselves and be heard without the fear of victimization. By so doing, the organization is able to solve employee problems and come up with grievances and further grow via the important views aired by the employees.

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