Introduction to Setting Human Resource (HR) Objectives

Welcome to the first part of your Human Resource Management journey! You might think HR is just about "hiring and firing," but it is actually much more exciting than that. In this chapter, we explore how businesses set specific goals for their people. Why? Because a business is only as good as the people working in it. Whether it’s a local coffee shop or a global giant like Google, having clear HR objectives helps the business stay on track and keep its employees happy and productive.

Think of a football team: The manager doesn’t just tell the players to "play well." They set objectives like improving fitness (training), finding a new striker (number and skills), or making sure everyone plays for the badge (alignment of values). HR objectives do the exact same thing for a business!


What are Human Resource Objectives?

Human Resource Objectives are the specific targets a business sets for its workforce. These objectives ensure that the people working in the business are helping it achieve its overall mission. Don't worry if this seems a bit abstract at first—it basically means making sure you have the right people, doing the right things, in the right way.

Quick Review: Prerequisite Concept

Before we dive in, remember that Human Resource Management (HRM) is the functional area of a business responsible for recruiting, training, and looking after employees.


The Value of Setting HR Objectives

Setting objectives isn't just a "box-ticking" exercise. It provides several benefits:

  • Direction: It tells managers what they should be focusing on.
  • Motivation: Employees often work better when they know what the goal is.
  • Measurement: It allows the business to see if their "people strategy" is actually working.
  • Coordination: It ensures the HR department is working in harmony with other departments like Finance or Marketing.

The Core HR Objectives (Syllabus Scope)

According to the AQA syllabus, there are six main types of HR objectives you need to know. Let's break them down:

1. Employee Engagement

This is about how "connected" and "switched on" employees feel toward their work and the business. An engaged employee isn't just there for the paycheck; they care about the business's success.
Example: A company might set an objective to "Increase employee engagement scores by 10% in the annual staff survey."

2. Talent Development

This focuses on identifying "rising stars" in the business and helping them grow into future leaders.
Analogy: Think of this like a "Youth Academy" in sports—finding young talent and coaching them to join the first team.

3. Training

While talent development looks at the long-term, training is often about the short-term skills employees need to do their jobs right now.
Example: A supermarket might set an objective that "100% of staff must complete new health and safety training by the end of the month."

4. Diversity

This is about ensuring the workforce is made up of people from all different backgrounds (age, gender, ethnicity, etc.). A diverse workforce brings different ideas and reflects the customers the business serves.
Did you know? Research often shows that diverse teams are better at problem-solving because they look at challenges from many different angles!

5. Alignment of Employee and Employer Values

This means making sure the workers believe in what the company stands for. If a company values "sustainability," but its employees don't care about the environment, there is a lack of alignment.
The Trick: When employees' personal values match the company's values, they are much more likely to work hard without being constantly watched.

6. Number, Skills, and Location of Employees

This is the "logistics" of HR. A business needs to ensure it has:

  • The right number of people (not too many, not too few).
  • The right skills (e.g., you can't run a tech firm with only historians).
  • The right location (e.g., if you open a shop in London, your staff need to be able to get to London!).


Methods of Achieving HR Objectives: Soft vs. Hard HRM

Businesses generally use two different "philosophies" or approaches to reach their HR goals. Understanding the difference between these is crucial for your exams.

Soft HRM Approach

The Soft HRM approach treats employees as valuable assets. It focuses on the "human" side of HR.

  • Features: Two-way communication, competitive pay, opportunities for promotion, and a focus on employee engagement.
  • Analogy: Treating your employees like members of a family. You invest in them because you want them to stay for a long time.

Hard HRM Approach

The Hard HRM approach treats employees simply as resources (like machinery or raw materials). It focuses on efficiency and cost-cutting.

  • Features: One-way communication (top-down), minimal training, "hire and fire" culture, and often lower pay.
  • Analogy: Treating employees like a piece of equipment. You use it when you need it, and if it becomes too expensive or stops working, you replace it.

Common Mistake to Avoid: Don't assume that "Hard HRM" is always bad and "Soft HRM" is always good. A fast-food restaurant might use Hard HRM to keep costs low and stay competitive, while a creative design agency might need Soft HRM to keep their talented staff from leaving.


Summary: Key Takeaways

1. HR Objectives are targets set for the workforce to help achieve the business's overall goals.
2. Key areas include: Engagement, Talent Development, Training, Diversity, Value Alignment, and the Number/Skills/Location of staff.
3. Soft HRM sees staff as assets to be developed (focuses on motivation).
4. Hard HRM sees staff as resources to be used efficiently (focuses on costs).


Memory Aid: The "HR STAR"

To remember why we set HR objectives, think of the word STAR:

Skills (Getting the right ones)
Training (Improving performance)
Alignment (Everyone on the same page)
Retention (Keeping the best people through engagement)