Pre-requisites for Achievement of Objectives

Setting up the objectives of an organisation may be the fullest contribution of human resources management for the achievement of the organisatoin of long and short term plans and of the operations of the organisation in an environment of high morale and vitality consistent with profit ability and social milieu with the ethical values of society and with the policies and regulations established by the country’s legislature.

 

To achieve these objectives, the following pre-requisites must be satisfied:

1. Capable people should be picked upon the basis of the qualifications fixed.
2. Individual and group efforts/potentialities must be effectively utilized by providing suitable work opportunities, tools and raw materials, by showing an appreciation of work well done, and by offering better chances for future advancement and training.
3. Willing co-operation of the people to achieve the objectives must be available by creating such feelings as “people work with us” rather than saying that “people work for us”
4. The tasks of an organisatoin should be properly divided in accordance with a sound plan into functions and positions, each indicating clear-cut authority, responsibility and duties, as also the relationship of the position with another.

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1. The goals to be achieved should be specially made known to all concerned in the language best understood by them. Specificity and clarity are both important in defining the objectives. The objectives should also be comprehensive.
2. Since objectives have to be shared by many senior persons in an organisation, a wide-scale enquiry and consolation should be undertaken before their formulation and efforts should subsequently be made to develop a common understanding of the objectives among managers at various levels.
3. The objectives should be clearly defined, failing which a great deal of confusion may-arise. Without clear-cut objectives, the management of organizational records cannot be kept in balance, and the management of one section may interfere with that of another. Moreover, without clear-cut objective, there can be – not standards by which to evaluate the performance of an individual or that of the whole organisation. Again, an absence of objectives often leads to organizational disaster. On the other hand, the refining or revising of objectives is the most fundamental task of all managers at all levels.
4. Suitable monetary and non-monetary incentives, in the form of adequate and reasonable pay-packets, service benefits and security against hazards of life and of employment and against the arbitrary actions of supervisors should be to employees. A properly prepared grievance handling procedure and disciplinary plan should also be available.