The Business Strategy and Objectives of an Organisation

Human Resource Management (HRM) is the function performed in organizations that facilitates the most effective use of people (employees) to achieve organizational and individual goals (Ivancevich 2010). This is why HRM practices should be designed to fit the business strategy and strategic objectives of an organization. HRM consists of numerous activities including equal employment opportunity (EEO) compliance, job analysis, human resource planning, recruitment, selection, motivation and orientation, performance evaluation and compensation, training and development, labour relations and safety, health and wellness. HRM focuses on action in solving employment problems; it is people oriented in meeting individual needs; it is globally oriented and practice throughout the world; and it is future oriented by being concerned about achieving the organization objectives. As a result of recognition of the crucial importance of people, HRM has become a major role in developing strategic plans [i].

The HRM function today is much more integrated and strategically involved and if not instilled in organizations, the goals and mission of the organization would not be reached successfully or effectively, if there is a decrease in employee satisfaction, absenteeism or high turnover rates. Therefore, communication of HRM policies to all employees is needed; provision of training and motivation; reward; increasing to the fullest the employee’s satisfaction and self actualization; developing and maintaining a quality of work life; managing change; and efficiently employing the skills and abilities of the workforce should be implemented.

In addition, for the effectiveness of an organization, the mission and strategy, organizational structure, and HRM is required, as people are the ones who do the work and create ideas that allow the organization to run successfully; whether the organization has the best structure in place or not. People can either limit or enhance

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