Organisational Objectives and HR Function in Contemporary Organisations

This article discusses the main organisational objectives that the HR function is responsible for delivering, including staffing and performance objectives. It also explores how these objectives are evolving in contemporary organisations, with a focus on strategic alignment and employee engagement. The article emphasizes the importance of managing HR in a professional, ethical and just manner.

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Contents
Organisational objectives..............................................................................................................................2
Staffing objectives.....................................................................................................................................2
Performance objectives.............................................................................................................................3
Employee engagement..............................................................................................................................3
Evolving in contemporary organisations.......................................................................................................4
References.....................................................................................................................................................6

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Question- Give examples of the main organisational objectives that the HR function is responsible
for delivering and briefly explain how these have evolved/are evolving in contemporary
organisations. In your answer, provide a brief justification for managing HR in a professional,
ethical and just manner.
Organisational objectives
In the current era, the Human resource management of the company is responsible to meet the goals of
the organisation relayed to HR. Some of the examples related to the objectives of the organisation that
HR function is responsible are given below: -
Staffing objectives
An objective related to the staffing is to ensure effective operations of the business. HR of the company
ensure that their organisation have enough employees to perform the operations of the company. The
objective of staffing involves proper scheduling, building skills among employees and cutting cost.
 Scheduling: - HR is responsible for scheduling the employees so that the shift can be covered in
order to perform the task which is essential for running the business operations effectively. To
meet the obligation, the HR needs to hire the employees so that they can give their services in
both day and night shift. Along with this, sometimes the company get the profit to complete the
set amount of work for which they need to schedule the most efficient workers which helps them
to complete the project quickly and effectively (Gartenstein, 2018). The responsibility of HR lies
in hiring the person and then scheduling the best effective employees.
 Building skills: - HR of the company ensures that they are able to build the skills among the
current employees working within the organisation. This will help the employees to work out of
their comfort zone which enables them to learn, maintain, and grow within the organisation. This

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will helps them to perform the diverse tasks which will help the company as their productivity
will increase.
 Cutting costs: - The HR of the company is also responsible for managing the budget of an
organisation. This is the reason HR is responsible for managing for cutting the cost due to which
they offer the low packages to their employees within the organisation (Gartenstein, 2018). Along
with this, they need to schedule the employees in the shift of organisation.
Performance objectives
The performance objectives are one of the major organisational objectives that are kept by the company
to maintain the operations effectively. HR of the company contributes in maintaining the performance of
the company in some ways which are given below: -
Customer focused objectives: - The employees should be experienced enough to manage the quality of
customer experience. Moreover, they should treat the customers like a king because they are the one who
is offering the reason to the company to grow.
Employee-Growth Objectives: - The employees have certain growth objectives in the organisation that
are linked with the goals of organisation. The employee’s objective can be in terms of personal
development, good incentives, a higher position which will be fulfilled when they can meet the
organisation (Fontana, 2018). This objective works as a motivation for company.
Employee engagement
HR of the company performs the function in which they ensure that the employees are engaging in the
activities that are performed by them. The engagement can be within the team and within the
organisation. Generally, the gap between the upper and lower management takes place which can be
managed by the HR by conducting effective communication among the employees (Marchington et al,

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2016). This communication can be developed with the help of seminars, meetings, games and some other
activities.
Evolving in contemporary organisations
In the contemporary organisations, this has been found that functions that are performed by the HR to
meet the organisational objectives are evolving. In the current era, HR is performing their roles
effectively for which they are making use of the strategic alignment.
HR uses the business partnering which was not possible earlier but with the evolution, this has been
developed. This partnership can take place with the consultants who can share the skilled employee's
profile to the HR so that they can select the appropriate employees within the organisation. This will help
the HR in managing and scheduling the staff at the right location that helps the HR in building the skills
and also cutting cost (Armstrong & Taylor, 2014). In the strategic partnering also the HR needs to act
professionally for which they have to search for the benefits of the company informing the strategic
partnership with the other person. Moreover, the legal obligations with the conditions need to be clear
between the two parties and needs to be in the contract.
Further, the performance objective needs the internal strategy which needs to be formed by the HR of
company. The HR needs to ensure that they need to keep the employees motivated by providing the extra
benefits to customers in terms of incentives, salaries and many other (Bratton & Gold, 2017). Along with
this, the HR of the companies needs to conduct the performance appraisal in which they can receive the
hike in salary as well as in the promotion. This strategy will help the employees to work effectively
which helps in meeting the organisation goals that is to satisfy the needs of customers. It is a must for the
companies to follow the ethical guidelines in which they have to treat each and every employee equally
which is must for the organisation (CIPD, 2018). This has been found generally that most of the HR and

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manager favour some of the employees while performing the appraisal which leads to the partiality.
Therefore, the HR needs to be professional and fair with the employees while doing the appraisal of
employees which is must to conduct and meet the objectives of the organisation (Ingram, 2018).
Strategic alignment is the extent to which the employees try to understand the goals of the company and
their contribution to employees with the way it gets fits into and how it contributes. In the contemporary
organisation, this has been considered as the crux of improving employee engagement. The turnover of
employees will decrease and they will put efforts to work better to meet the goals of the company. HR
ensures that their organisations are implementing strategies like coordinate alignment and develop the
mindset with capabilities. The alignment in which the HR is getting involves the need to be done
ethically and professionally. This means that there is a need to fulfil the legal obligations that are required
in the involving into the strategic alignment (CIPD, 2018).

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References
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice.
London: Kogan Page Publishers.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. United Kingdom:
Palgrave.
CIPD. (2018). Business ethics and the role of HR. Retrieved from:
https://www.cipd.asia/knowledge/factsheets/business-ethics
CIPD. (2018). The HR role. Retrieved from: https://www.cipd.co.uk/knowledge/strategy/hr
Fontana, P. (2018). Examples of Key Performance Objectives. Retrieved from:
https://smallbusiness.chron.com/examples-key-performance-objectives-57206.html
Gartenstein, D. (2018). Objectives of Staffing. Retrieved from:
https://smallbusiness.chron.com/objectives-staffing-11150.html
Ingram, D. (2018). The Importance of Ethics in Human Resources. Retrieved from:
https://smallbusiness.chron.com/importance-ethics-human-resources-12780.html
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource management
at work. London: Kogan Page Publishers.