Challenges of human resource management
The rapidly transforming business landscape means that there are currently many human resource management challenges which will continue to evolve for years to come. What might these challenges be and how could these challenges be anticipated , mitigate and managed?
Human resource management has confronted a huge challenge as the transformation of the business landscape has changed over the years. The management activities are quite challenging as the mainstream human resource process is changing and human resource department has to mould their activities accordingly. The changes are influencing the workplace environment and also improving the systematic optimization that maximizes the resources. The process includes the change in Organizational technical challenges, organizational internal challenges, socio economic challenges and global challenges are the major challenges for the organization and proper mitigation and managing process needed to be taken for controlling the processes (Brewster 2017). The main purpose of the essay is to identify the challenges of human resource management.
Organizational Technical Challenges
As the industries are changing their facets so improvement of the technology sector is needed to make some profit for the organization. Technological enhancement is a crucial activity that enhances the business opportunities that will be received by the effective use of technologies. The technological changes and implementations are key factors of organizational development (Cascio 2018). Most of the technological challenges are important and renewal of themin every day human resources is important too.
Anticipated
Visual and augmented reality is the key challenges for the organization as the person make their own view in case of augmented reality. The advanced machine learning is one of the factors that effectively used in the human resource management. The recruitment process and training and development process are effectively important for employees and in most of the cases, the learning process is associated with the technological process (Bratton and Gold 2017). The challenges that are anticipated in the organization are needed to be mitigated for the development of organization. Technological challenges are anticipated by the old tools and technologies used in the company.
Mitigated
In case of technological challenges advanced machine learning or the virtual augmentation needs to be less in number. This is quite influencing that good amount of money has been saved through the process but the personification of person is not judged. The experienced employees are not sometime habituated with the new technological process, so the company needs to understand that and allow them to do some quality work manually or the process they are familiar with.
Organizational Technical Challenges
Technical challenges can be mitigated by the use of better technological process and also need to use the tools that can easily understand the problem places. If the organization is relying on the old tools in case of technological development then situation will not evolved and that is the key concern for the development. The process can be managed by the effective use of improved tools and processes.
Organizational challenges impacted on the small or medium scale business and these business processes is important for the development of the organization. The revenue generation and cash flow process, competition all these processes are important in that section all in case of organizational confrontation all the persons related to the organization are in menace zone.
Anticipated
The compliance of laws and regulations are the first organizational confrontation that organization will face if any case of amendments and lawsuits has been changed (Jiang et al. 2012). The change in management is also important in that case and that impact on the employees bonding and relationship with the previous managers. The implementation of leadership development program is important as 36% of companies are facing problem regarding leadership (Ehnert and Harry 2012). The confrontation of workforce training and development is another major confrontation that lower level employees need to attain for their positional development and that process is not encouraging or understandable for everyone and become brazen out the situation for the company.
Change in organization goal and objective will mitigate the problem. In some cases, employees are unable to reach the desire mark set by the organization. In that situation necessities should be tainted in the course of next release. The same product or different adaptation of the product through which customer pleasure can be gained is the best way to mitigate the organizational challenge.
The situation can be managed by the effective use of administrative help. The entire decision-making things are formulated by the executives. So it will be important to have this process and that is the reason better chances of managing the earlier situation will come in that process. The manageable situation has come if employees’ problem is noticeable by the management and they work over it.
The global challenges are also threatening the advancement of business and all the human resources strategies are important to restore in that case. The adaptation of hiring or retention strategies is important for the development of the business. In case of global challenges, different style and scheduling along with the shifting responsibilities are the concerning aspects of business and change in a global manner will help to maintain the global understanding also. The workforce planning and cross-cultural aspect is the concerning aspect of the global business (Jiang et al. 2012). Employees are from different backgrounds and different mindset but the influence of doing organization productivity is the major aspect for them also. The risks and opportunities are key factors in the organization and the corporate social responsibilities are important in that case and sometimes it becomes a confrontation for the human resource management.
Anticipated
The organization sometimes shifts the service industry and move in another service sector like agriculture to telecommunication. This is the process most of the companies mold their service process for the development of the business. The market practices are different in all the cases and more competitive nature is persisted in that case(Jackson, Schuler and Jiang 2014). The global competition in an economy is important and through the process extensive nature of the production and aggravated economic development.
The training and development process is the crucial aspect that used to implement for the mitigation of cross cultural communication. This is one of the global challenges and that can be mitigated by the use of training and development process issued for the employees by the administration.
The process can be managed by the application of sending representatives from a company to another nation. If the particular employee manages through the situation then the situation can be manage in proper way. The managing process is for the cross cultural management. In case of productivity management on job and off job training is also important for the development of work culture of the employees.
In case of social demographical challenges, most of the employees are experienced and that is quite useful for the organization, on the contrary, the factor of aging is the concern issue for the development of a business. They are not quick enough to work in the workplace due to their aging problem and that is the reason demographical challenges are needed to be mitigated by the organization (Buller and McEvoy 2012).
The post-production age in social structure is the key challenges that confronted by the organization. Employee rights are the major issue in social cases and highly ethical behavior is expected in that situation and that is the concerning aspect that influences the long-term business acceleration and that needs to be mitigated by the employees. Age management and retirement is also an important process that needs to be implemented in the proper way for the development of a business (Renwick, Redman and Maguire 2013). However, the part-time process, individual flexible work time or conductingcareerthrough systematic workforce is the concerning aspect of this process and violation of this can make challenges for the socio-demographical factor.The global challenges are socio-demographical business rotation and cross cultural confrontation is the key process of this. The socio-economic challenges are anticipated by the demographical process of maintaining need for special age group and gender group process.
Mitigated
The change of laws and regulation is not effective enough in all cases so maintenance of law for the organization development is important. Change in law and impact of it in the organization needs to be valid and effective for the development of employees also. The cross-cultural and communication challenges are the key process in business and that is the reason most of the organizations implement new processes and technologies for the development is important. The socio demographical changes and the ageing problem is crucial in some cases so company need to take some young people and then train them under the experience one so that less productivity imposed over the company due to those aged people are come up by the affectivity of young and energetic new employees.
Economic challenges can be managed by the use of delivering budget and make proper use of organizational audit. The segmentation of money in important and so as the business administration process that controlled by the executives. The situation can be managed by the use of segmenting money at the right place.
Conclusion
Therefore it can be concluded that there are different challenges in the human resource process so effective identification and mitigation of these processes are important in that case and that will develop the positional stats of the organization. Organization effectiveness and recruitment of skilled local labour is the key confrontation of management and those challenges actually curtain the organization activity. The learning and development planning is the key matter that makes dome challenge in business and human resource management antagonized some challenge that effects on the organization.
References
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy. In Policy and practice in European human resource management (pp. 22-35). Routledge.
Buller, P.F. and McEvoy, G.M., 2012. Strategy, human resource management and performance: Sharpening line of sight. Human resource management review, 22(1), pp.43-56.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Ehnert, I. and Harry, W., 2012. Recent developments and future prospects on sustainable human resource management: Introduction to the special issue. Management revue, pp.221-238.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), pp.1-56.
Jiang, K., Lepak, D.P., Hu, J. and Baer, J.C., 2012. How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of management Journal, 55(6), pp.1264-1294.
Jiang, K., Lepak, D.P., Han, K., Hong, Y., Kim, A. and Winkler, A.L., 2012. Clarifying the construct of human resource systems: Relating human resource management to employee performance. Human resource management review, 22(2), pp.73-85.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource management at work. Kogan Page Publishers.
Renwick, D.W., Redman, T. and Maguire, S., 2013. Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), pp.1-14.
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