Human resources is a dual advocate for both the employer and employee, so that duality carries over into HR's strategic development of goals and objectives. The ideal for employers is having an HR team that identifies goals that benefit the organization, but not at the expense of its workers. Goals related to employee relations, salaries and wages, workplace safety and employment processes are an essential element of HR management.
Sustaining an adequate and equitable compensation structure is a primary goal for HR because it has implications for employee retention, job satisfaction and talent acquisition. For an established organization – meaning it's not still in the startup phase when the executive team is basing compensation on projected earnings – the company's budget is a factor in determining wages. The objective is for HR leadership to propose competitive wages for the labor market that don't exceed the organization's budget.
A common goal among HR staff is strengthening the employer-employee relationship, which encompasses myriad activities. Demonstrating the credibility of HR staff, addressing employee issues as soon as they surface and ensuring that employees have a safe work environment are just some of the objectives under the umbrella of strengthening the organization's relationship with its workforce. An effective employee relations program is necessary for many of these duties, plus support from executive leadership in modeling behaviors and actions that gives employees assurance that the company is committed to fair employment practices.
Minimize Workplace Injuries
Workplace injuries can be costly, so the goal of both private and public employers is to reduce the cost of workers' compensation insurance through minimizing workplace injuries. Also, an organization's business reputation can be tied to how often workplace injuries occur; word gets around about unsafe working environments. For many employers, preserving the company reputation is also a goal connected to workplace safety.
Many HR departments move from transactional recruitment and selection processes to strategic talent-acquisition programs. Talent acquisition is another primary goal of HR because the quality of the workforce depends on how effective the company is at recruiting and retaining talented staff. Although hiring the best and the brightest is a goal for many HR leaders, objectives that support that goal include maintaining a knowledgeable recruitment staff, streamlining the selection process, and creating a comprehensive orientation and on-boarding program.