Challenges in Employee Retention
Human resource is one of the key elements or the core of the organizations which helps in building up of the reputation and goodwill of the organization which helps the employees of the organization to know and utilize their right effectively (Bratton and Gold, 2017). Hence, in doing so Human resource needs some strategies with themselves to cater to the need of the current as well as for the future aspect. Human Resource strategy can be defined as the bridge between the human resource and objectives/ goals of the organization. All employees should work for the vision and mission of the organization and they have to align with them to achieve the results more effectively (Bailey et. al., 2018)
As organizations are working under the dynamic environmental conditions, which include changes, innovation, a faster pace of work, effective utilization of resources and Flexibility. The prime activities of the Human resource are to select, recruit the right person for the right job, train them and improve the skill set of the employees moreover ensuring that employees are pleasant in working with the current organization (Albrecht et. al., 2015). Implementing of human resource is not an easy piece of cake as involves a lot of hard work and experience in doing so as they have to keep monitor the activities that are running currently within the organization as well as cater the need of future. At times, it has been observed that when a new strategy is being introduced within the organization employees tend to retaliate more and they are not ready for the changes easily. The role of human resource becomes even tough as changes with system are being gone through is due to the needs and requirement of the future which organization has planned (Shields et. al., 2015). They have to make sure that employees are not hurt in implementing the same they need to provide all the necessary information which is required on the table and show that with these changes these are the benefits which employees and business would be getting. There might be a situation where not all the employees understand the severity of the changes, hence Human resource need to have some other plan in place just to make them understand the current situation so that business as a whole can accept the changes which are being introduced in the system (Purce, 2014).
The department of human resource face challenges in recruiting as well as retaining their employees in the company as retention and recruiting constrained the market. Most of the organization at a global level dealing as well as facing with more knowledgeable and experienced employee is leaving their workplace and hiring from a smaller pool of capable folks. The companies face the challenge of “war for talent” due to the reason of getting more opportunities for the employees in the market, which cause a decrease in the retention ratio of their employees in the organization (Jackson, Schuler and Jiang, 2014). The motivation in the workplace is one of the essential aspects as it influences people to work in a more efficient manner, which helps to attain the targets of the company. For motivating employs, HR manager needs to complete their requirements to satisfy them, which is one of the challenging tasks. Every individual in the organization has different needs and requirement. It would be tough for HR to satisfy their need at a greater level in the fluctuating market (Brewster, Chung and Sparrow, 2016). It creates hindrance in implementing the HR strategy in the organization, which greatly affects the performance of the company at a greater level. Moreover, the globalization influences a significant portion of the economy as well as it greatly affects the free flow of trade among the countries. Most of the companies are globalized which create hurdles for the HR manager to implement their strategy at a global level due to the reason to handle each of the locations and make the strategies accordingly. HR faces a couple of issues in handling the employee at a global level, which causes a lack of communication among them (Stone and Deadrick, 2015). While implementing the strategies, the HR would face the issue of adoption among the employees which create main hurdles in the organizations. In the changing environment, the HR manager faces the challenges of new technology.
Challenges in Motivation
The employees resist changing their working pattern. It would tough for them to adopt new technology in the organization. The HR mainly faces hurdles in providing training to them and increase adaptability among them. Mostly, the HR manager fails to implement strategies for providing training to the employees for new technology (Brewster, Mayrhofer and Morley, 2016). Sometimes, the HR department also faces challenges in adopting new technology in their regular routine that cause failure in implementing strategies. In the global market, the HR manager needs to keep their eyes on any changes in the compliances with law and regulation, if occurring at the global level. Therefore, the Hr manager would face challenges in handling the changing law while implementing any strategy in the organization. In addition to the business grows their strategies, the structure, as well as internal processes, grow with it. Some staff in the organization has a hard time coping with these changes, which create a challenge for the HR manager to motivate those employees to adopt changes that decreased productivity as well as morale during a period of changes in the organization (Jackson, Schuler and Jiang, 2014).
Some of the factors such as multiple generations, ethnic as well as cultural difference create diversity in the workplace which is continual challenges for most of the business. It has been analysed that the challenges that occur with a more varied workforce including an prospect that the population of Latino will be largely represented in the 2010 Census, an increase in conflict among different minority groups as well as between minority/majority groups, and diverse issues outside of race (education, age, gender, sexual orientation, EPA/SPA status, etc.) create hurdles in developing or implementing strategies in the organization (Kavanagh and Johnson, 2017). HR manager would face challenges in handling such employees with a different culture that generate hurdles while implementing the strategies in the organization. The poor coordination within the management also results in creating hurdles in implementing the strategies by the HR department within the organization. Most of the employees in the organization are impassive towards the execution of the strategy as well as exert no enthusiasm in taking part (Bell, Bryman, and Harley, 2018).
Human Resource strategies also depend on the structure or size of the organizations and levels could be in places accordingly. There are various departments working in an organization, which needs coordination and cooperation with each other to fulfill the aims and objectives of the organization. Within Human resource, there are several divisions, which also need coordination with each other for being a successful organization. Human resource helps the employees in gaining their knowledge and enhancing their skill set to another level so that they can be utilized well, what companies are expecting out of them (Banfield, Kay, and Royles, 2018). Multiple training programmes, co-curricular activities help them in boosting up their confidence which enhance their performance.
Human resource strategies are designed in such a manner that all the resources are utilized efficiently and effectively more over the quality of work can be derived from the employees so that customers can be happy and when customers are happy or pleased that the organization has lot more opportunities for growth and recognition. Strategies should be designed in such a manner that we are exceeding customer satisfaction as we are seeing that competition is getting tough day by day. Companies need to see the future needs and desire well in advance so that they are ready for the changes which are going to happen instead of pushing resources at last very moment which could be a disaster move and competitors could take over the market (Wallensteen, 2018 )
Challenges in Globalization
Human resource should use the past data to analyze the future requirements so that whatever the mistakes or limitation was there it should not come forward again and it should learn from the past so that future could be bright. Human resource should adopt new methods, strategies; approach into the business so that best practices can be implemented. Human resource strategies should be communicated well in advance so that everyone can absorb them easily and if any queries or improvements are required it could be done immediately and effectively.
The HR manager should establish a healthy relationship with external sources such as CPCC. It would help the company to fill a training gap as well as provide a more comprehensive training program. The HR can also explore an alternative method of delivering training to their employees which will help them to implement the strategies in an organization in an effective manner (Marchington et. al., 2016). The HR should provide organized, structured training plans for the employees to reduce their anxiety and allow them to become a more productive team member. The HR should help the departments in developing the job description that offers variety as well as opportunities for the employees to become engaged and try to show interest in the actives done by the HR. The HR should provide the resources to help the supervisors as well as staffs with their emotional and physical complicated which would help in improving the communication among them in an efficient manner (Nankervis et. al., 2016). The HR need to establish a relationship with department management and with employees focusing on providing services of HR rather than policy compliance that help the HRM to communicate with their employees in an effective manner. The HR should implement a diversity-training program in an organization, which helps in creating a culture of teamwork and respect that keep the work environment positive, and productive that would help the HR to cope up from the challenges of diversity in the workplace. The company should reconsider HR policy and practices which will help to motivate as well as satisfy the employee of the organization in effective as well as efficient manner. The HR should provide better orientation, job training, development as well as supervision in order to help the new employees and develop commitment with interest for long-term employment. The employees of the organization need well thought orientation and development plans that help them, to build competence at a higher level and keep them engaged. It would help in increase retention ratio of the employees in the organization. These are the certain ways to cope up from the challenges faced by the HR in the global market which would help them to implement effective strategies in the organization (Head and Alford, 2015).
In the above text, it can be concluded that human resource management (HRM) plays a vital role in the development as well as the success of the organization. However, in the recent scenario, it has been analyzed that the HR manager faces certain challenges in the global as well as in the local market. In the recent, the ratio of employee turnover is high in a comparison to the past scenario that causes challenges for the HR to implement strategies in the organization. The HR also faces challenges in fluctuation in the global market as well as changes in law and compliances which they need to cope up for implementing the strategies in the organization. The HR needs to take certain steps to cope up from the challenges faced by them within the organization. They require developing the communication gap between the workers and them to develop any strategies. Meanwhile, the HR should also provide effective training to their employees to motivate them and increase the ratio of retention. The HR needs to focus on the policies and procedures that would help them to resolve such issues in the organization.
References
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Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O’Leary, P., Robinson, J. and Plimmer, G. (2015) Managing employee performance & reward: Concepts, practices, strategies. Cambridge: Cambridge University Press.
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