This document discusses the objectives of human resource management (HRM). It lists 13 primary objectives of HRM including helping establish employer-employee relationships, maintaining a safe work environment, developing employee programs, ensuring legal compliance, helping the organization reach its goals, and providing trained employees. It then discusses the four main objectives of HRM in more detail - societal objectives which consider social responsibilities, organizational objectives which focus on organizational effectiveness, functional objectives to maintain department contributions, and personal objectives to assist employees' goals and retention.

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4. Helping to establish and maintain a harmonious employer/employee relationship.
5. Helping to create and maintain a safe and healthy work environment.
6. Developing programs to meet the economic, psychological, and social needs of the
employees and helping the organization to retain the productive employees.
7. Ensuring that the organization is in compliance with provincial/territorial and federal
laws affecting the workplace (such as human rights, employment equity, occupational
health and safety, employment standards, and labour relations legislation).
8. To help the organization to reach its goals.
9. To provide organization with well-trained and well-motivated employees.
10. To increase the employees satisfaction and self-actualization.
11. To develop and maintain the quality of work life.
12. To communicate HR policies to all employees.
13. To help maintain ethical polices and behavior.
Management has to create conductive environment and provide necessary prerequisites for the
attainment of the personnel management objectives after formulating them. The primary
objectives of HRM are to ensure the availability of competent and willing workforce to an
organization. Apart from this, there are other objectives too. Specifically, HRM objectives are
of four fold: societal, organizational, functional and personal.
Societal Objectives
The Societal Objectives are socially and ethically responsible for the needs and challenges of
society. While doing so, they have to minimize the negative impact of such demands upon the
organization. The failure of the organizations to use their resources for society may limit human
resources decisions to laws that enforce reservation in hiring and laws that address
discrimination, safety or other such areas of societal concern.
Organizational Objectives
The Organizational Objectives recognizes the role of human resources management in bring
about organizational effectiveness. Human resource management is not an end itself; it is only
a mean to assist the organizations with primary objectives.

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Functional Objectives
Functional Objectives try to maintain the departments’ contribution at a level appropriate to
the organizational needs. Human resources is to be adjusted to suit the organizational demands.
The department’s level of service must be tailored to fit the organization it serves.
Personal Objectives
Personal objectives assist employees in achieving their personal goals, at least in so far as these
goals enhance the individuals’ contribution to the organization. Personal objectives of
employees must be met if they are to be maintained, retained and motivated. Otherwise,
employees’ performance and satisfaction may decline giving rise to employee turnover.
Difference between Human Resource Management and Personnel Management
INTRODUCTION
The main difference between Personnel Management and Human Resource Management lies
in their scope and orientation. While the scope of personnel management is limited and has an
inverted approach, wherein workers are viewed as tool. Here the behaviour of the worker can
be manipulated as per the core competencies of the organization and are replaced when they
are worn-out.
On the other hand, human resource management has a wider scope and considers employees
as the asset to the organization. It promotes mutuality in terms of goals, responsibility, reward
etc. that will help in enhancing the economic performance and high level of human resource
development.
In early centuries, when Human Resource Management (HRM) was not prevalent, then the
staffing and payroll of the employees were taken care of, by the Personnel Management (PM).
It is popularly known as Traditional Personnel Management. Human Resource Management
have emerged as an extension over the Traditional Personnel Management. So, in this article,
we are going to throw light on the meaning and differences between Personnel Management
and Human Resource Management.

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COMPARISON CHART
Dimensions Personnel Management HRM
Meaning The aspect of management
that is concerned with the
work force and their
relationship with the entity is
known as Personnel
Management
The branch of management
that focuses on the most
effective use of the
manpower of an entity, to
achieve the organizational
goals is known as Human
Resource Management.
Approach Traditional Modern
Treatment of manpower Machines or Tools Asset
Type of function Routine function Strategic function
Beliefs and assumptions
1. Contract Careful delineation of written
contracts
Aim to go beyond contract
2. Rules Importance of devising clear
rules/mutually
'Can-do' outlook; Impatience
with 'rule'
3. Guide to management
action
Procedures Business-need'
4. Behaviour referent Norms/custom and practice Values/mission
6. Nature of relations Pluralist Unitarist
Strategic
8. Key relations Labor management Customer
9. Initiatives Piecemeal Integrated
11. Speed of decision Slow Fast
Line management
12. Management role Transactional Transformational leadership
13. Key managers Personnel/ IR specialists General/business/line
managers
14. Communication Indirect Direct
16. Management skills Negotiation Facilitation
Key levers