Challenges Facing by HR Department.

 

Figure 01: HR challenges

The practice of recruiting, hiring, assigning, and managing personnel is known as human resource management (HRM).

 Frequently, HRM is referred to as just "human resources" (HR).In order to accomplish the organization's objective and uphold the culture, HRM practices are responsible for managing the workforce. (Zenefits, 2018)

Humans are, as we all know, incredibly complicated and challenging to manage. Human resource management has become even more complex as a result of globalization and digitalization, with factors like social media transparency, software updates, and the distant nature of international teams.           

This will make managing human resources tough and present several issues. Here are seven difficulties that human resources professionals will face in the organization.

1.   Competition for Top Talent

1     

Figure 02: Competition for top talent

The best talent requires discretion, time, and a ton of effort to attract and keep. This is why the difficulty with human resources is so high on the list.

Team must be aware of the demands of the position and the company in order to draw in the ideal candidates.

But organizational culture continues to adapt as work demands and roles change. The task becomes challenging because of these obstacles.

HR must therefore come up with new strategies to solve these challenges, such as

·       Using platforms that are regularly used

·        based on ability and skill

·        based on the industry

·         by adhering to technological surveys

HR may recruit fresh, innovative employees to help the firm meet its goals and objectives by using the methods listed above.

2.Managing Sexual Harassment Issues Effectively

 Companies will need to find a way to ensure that their workforces are educated on exactly what constitutes sexual harassment, says Lisa Barrington, a workplace and employment strategy coach and public speaker with over 25 years of experience.

Sexual harassment refers to unwanted sexual advances, solicitations for sexual favors, and other verbal or physical acts of a sexual character.

If an organization followed these guidelines, it may get over this problem.

·       Establishing a secure environment

·       Educating all staff members on what constitutes sexual harassment

·       Encouraging victims to come forward

Then it will assist with motivating employees to achieve company goals and make them feel more at ease

 

Figure03: Managing Sexual Harassments

3. Gracefully and easily accepting change

Change can take on different forms and affects our surroundings, competition, clients, and workplace. But Humans are notoriously terrified of change. As a result, one of HR's frequently occurring issues is the significant task of preparing employees for change.

In addition to maintaining employee morale, contentment, and cooperation during change, human resources are also in charge of regularly up skilling staff to suit the shifting needs of the company.

These activities will aid in changing the workforce appropriately.

·       An excellent place to start is to regularly and openly communicate before

·       During, and after periods of change.

·       Give adequate notice of impending changes and offer instruction in both hard and soft skills

Following the aforementioned actions:

 Employees will feel more comfortable, secure, and capable and will be more willing to embrace change if training is provided on the hard and soft skills HR need to cope with the shift.

This will be incredibly helpful for the company's global operations and ongoing growth

4. Building Multi-Functional, Multi-Generational Teams

Globalization. Impact every industry, everywhere in the world

According to Rick Lepsinger of leadership development company On Point Consulting, "many firms are attempting to construct teams of employees who integrate not just a range of particular business responsibilities, but also multiple generations of workers - Gen X, Gen Y, Millennials, and Baby Boomers.

" The benefit of these cross-functional and cross-generational teams is that they bring together a variety of perspectives, which can foster creativity. (Lepsinger, R. Darleen, R. 2106)  

We must learn to value each generation's distinct preferences, routines, and behaviors if we are to reap the rewards of a generationally diverse workforce.

How to Lead a Team with Different Generations:

·       Openly express your preferences.

·       Maintain limits.

·       Play no favorites.

It concludes with courtesy and comprehension. Progress is made toward the end.

Figure 04: Building multi functional teams

5.   Developing tomorrow's leaders

Not every team member performs at the same degree of proficiency. Because of the strained relationships, the majority of staff quit the company. That's why it's so important to find and cultivate brilliant, motivational leaders.

Grooming current employees for leadership roles is ineffective when future leaders keep quitting, which happens frequently in a workforce with a high millennial representation.

 

Because of this, this is currently the most significant HR challenge.

 

Regular training sessions and a clear career path can help an organization develop the most brilliant and innovative team leaders.

Figure 05: Attention for management

According to Lepsinger, R. Darleen, R. (2106)  "the enormous numbers of highly talented and experienced people departing the industry are expanding the gap that businesses are already confronting between their available talent pool and their needs-inhibiting growth."

 6.     Technology Management for HR

6.   Learning and managing quickly changing technology continues to be a problem for HR professionals worldwide, from automating offer letters to assessing interviewer comments to onboarding new hires. And a recent Sierra-Cedar poll indicated that as competition between IT suppliers heats up, HR professionals will soon see even more personalized HR technology. (Zenefits, 2018)

        

Figure 06: Technology Management

7.    Managing Non-Traditional Work Arrangements

As Nikos Andriotis, (2017) describes workers of today demand the choice of employment beyond a standard 9 to 5 office job. 20–30% of people throughout the world who are of working age participate in some kind of "independent" job arrangement, according to a recent McKinsey study report. There's little doubt that non-traditional work arrangements like flextime, reduced workweeks, job-sharing, and telecommuting are testing traditional HR roles.

These may consist,

v  putting into practice the onboarding of non-traditional employees

v  controlling a range of work hours

v  offering continuing instruction and payroll completion to workers with varying schedules and compensation

v  creating an organizational culture for a prospective global workforce

 

After considering the aforementioned difficulties, the HRM team may overcome them by implementing the ideas listed below.

ü  embracing change with grace and ease

ü  Developing the leaders of tomorrow

ü  fostering a culture of continuous learning

ü  Managing diversity with a local emphasis

ü  obtaining the top talent

ü  Consider the health and safety

ü  Creating a Great Workplace Environment

 

References

Zenefits, (2018) 7-challenges-facing-hr-departments [Online]. Available at https://www.zenefits.com/workest/7-challenges-facing-hr-departments-2018/  Accessed on 12^th November 2022

 Nikos Andriotis, (2017) top-7-human-resource-challenges-solutions [Online] Available at https://www.efrontlearning.com/blog/2017/11/top-7-human-resource-challenges-solutions.html Accessed on 12^th November 2022

Lepsinger, R. Darleen, R. (2106)  Virtual Team Success: A Practical Guide for Working and Leading from a Distance Available at https://books.google.com.sg/books?hl=en&lr=&id=XuCSJcauTcIC&oi=fnd&pg=PR11&dq=Rick+Lepsinger+of+leadership+development&ots/  Accessed on 12th November 2022