Aim Of HRM In One Phrase

If I ask "What is the aim of HRM in one phrase, as short as possible?", I don't know what I'll get. So instead, I'll start with my opinion and see who says what.
"HRM aims at improving organizational effectiveness."
I'd like to see your versions :)

Thank you Aung Ko Ko for giving you definition and then seeking comments rather than ask what it should be. The aim depends upon an organisation's operations and ownership. In general one can summarise it as
"Help the organisation to succeed through the best use of all the staff members."

I agree with Mr Simhan
HRM itself defines the purpose of it "Human Resource Management" so....
"A good, better and organised work system in an organization to run business or to achieve the set objective & goals."
HRM is the only one who containing MANAGEMENT and work as individual department apart from the MANAGEMENT of an organization. All department like Finance & Accounts, Sales & Marketing, Purchase & Inventory, QA/QC, Project & Planning are just department but HRD is the only one who is responsible for individual management system and manages all other department and doing work for them (Staffing and other)

Aung Ko Ko appears to be confused in the sense whther he wants to define HRM or wants to asceratin the aim of HRM.A definition is wider in ambit and is a succinct expression of 'what is HRM' where as 'what is the aim of HRM' is a narrower expression of HRM and may spell out a part of the definition.For example, the definition of 'family' implies a relationship and who are in that relationship (who constitute the family) like - Husband, wife children and dependant parents etc.Where is 'what is the aim of the family' is altogether different. If HRM is to be defined, the description offered by Anil Arora is closer to it. If the object is to ascertain the aim of HRM, then Aung Ko Ko and Mr.Simhan are right in specifying some of the main aims of HRM.
other views are also invited.
B.Saikumar
Mumbai

hi HRM??
Could it be..Nurturing H umans;Puncturing R eservations/inhibitions; Culturing M etagoals( beyond individuals/ profits/incentives
SP Joe
Chennai

"HRM is a series of activities which first: enables working people and the organization that uses their skills to agree about the objectives and nature of their working relationship and secondly, ensures that the agreement is fulfilled."
Torrington, Hall, and Taylor (2005)
I'm talking about the aim, the definition's there.
If I may refine that idea of Mr. Sinham a bit, with due respect of course, it would sound something like:
"Organizational success through optimal use of people resources"
So why am I not putting an "its" before the "people resources"? Some organizations get customers to do their job, e.g. some self-service fast food restaurants. I also want to include subcontractors, consultants, stakeholders, peripheral workforce, etc.
Feel free to disagree or refine :)

As MR.AVS said , if democracy is political phylosophy, HRM is a social phylosophy involving processes aiming at all round development of human resources to finally achieve organisational goals in asmuch as democracy intends to achieve political goals.
B.Saikumar
Hr & Labour Law advsior
Mumbai

Thanks for all the insights you've shared on this thread. That which we call a rose, by any other name will smell as sweet. Philosophy, policy, outcomes...it doesn't matter in what terms we describe its aims, it fulfills one very basic fundamental aim of organization: To amplify strengths while making weaknesses irrelevant. No individual is right for every job. No one is perfect. There has to be at least two. So, I recently came up with this aim from which I was blind months ago:
To bring together people in such a way that they could amplify each others strengths while making up for each other's blindsides.
Metaphors
Strength = whatever that collectively makes up sustained competitive advantage of the organization
Blindsides = self-explanatory term which represents all sorts of weaknesses

So far, I read interesting aims of HRM and most of them, I would also agree with.
Yet I have a different view -
HRM is all about managing and engaging your human resource (employees) to the extent that they are satisfied in their jobs, trust their supervisors and managers, and at the same time, the firm or the management reciprocates the efforts of the members of the firm; it is all about managing a two-way communication.

This means there are many 2's in it.
For a start: There were at least two persons.
Second: The relationship takes two parties.
Third: Communication has to travel both ways.
Fourth: The relationship is rewarding for both parties when they get 2 things out of the relationship, namely instrumental rewards(profits, wages) and social rewards, including what is so popularly termed "self-actualization".
Thanks Ankita. It is always too easy to skip the coordination mechanism commonly understood as communication, the breakdown of which frequently if not always results in corporate disasters.
There's a lot to go from here to arrive at a unanimous aim but I strongly feel that we're getting closer and closer.
Regards,
Aung Ko Ko