Discuss about the Challenges of Human Resource Management for Liberalization.
The modern business environment has started with the era of the talents and has become a main reason for the success in the market in which the organizations operate. The new business environment is further driven by the factors like, liberalization, technological development and globalization. The development related to the technologies in the business environment has developed the world as a connected system. The new business era brings challenges for the modern organizations with respect to the human resource management related activities (Albrecht et al. 2015). The human resource management is thereby faced with new challenges, creation of new models for achievement of the global mobility, competitiveness and efficiency. Globalization has reduced the boundaries between the countries and organizations to a large extent. The human resource management based activities of the organizations have experienced huge amounts of changes in the modern business environment. The global competition has placed immense pressure on the managers and employees (Banfield, Kay and Royles 2018).
The essay is based on the analysis of the various aspects of the human resource management challenges that are faced by the modern organizations. The ways by which these challenges can be mitigated will also be analysed in the essay.
According to, Bratton and Gold (2017), the hugely transforming business environment has caused many challenges in the human resource management activities of the organizations. The challenges can be mainly due to the emphasis on the training and development programs of the employees. The training and development based challenges can cause huge costs to the operations of the company. The various factors that affect the changes that have occurred in the HRM environment are mainly, the integration of the technologies and the improved schemes related to the attraction of the candidates which have helped in the training based activities. The role that is played by the human resource management professionals in the organizations have also changed in the modern era of business. The human resources are considered to be business driven in nature and the effectiveness of the functions thereby depends on the understanding of the corporate direction of the organizations.
As argued by, Brewster, Chung and Sparrow (2016), the HR professionals of the organizations now play the role of a counsellor, coach and employee advocate. The top three challenges that are faced by the human resource managers are as discussed further.
The HR professionals thereby expected to provide the essential processes, structures, tools and the various points of view which are related to the selection and development of future leaders. The development of leadership is identified as the strategic initiative which ensures that the right employees are retained in the organization. The culture of the organization thereby supports the performance within the processes to gain a position in the market. The managers are also equipped to play the leadership roles in the various organizations. The measurement of the HR effectiveness is another major challenge that is faced by the managers. The profession also needs to measure the results that are related to the management of transactions and the positive influence that is has on the business (Brewster et al. 2016).
The metrics of the changes that have taken place in the companies can be used for measuring the effectiveness which is considered to be the beginning of the shift from the role that is played by the human resource managers. The HR team now has to play the role of a strategic partner in the modern business organizations. The main critical issue which is related to the human resource management is the effectiveness of the organizations. The shift that has taken place in the role played by the human resource management is significant as the responsibilities of the department shift from counting the number of employees to determining the return on the investment that is made by the management. The new concept thereby takes into account the concepts that are related to good turnover and bad turnover. Good turnover is related to the loss of the unproductive employees and bad turnover is based on the loss of the productive employees. The HR managers need to keep up with the changing laws that are related to the employment in the organizations. The ignorance related to the employment laws can lead to various lawsuits, audits and the demise of the company as a whole (Jackson, Schuler and Jiang 2014).
The management of the growth of structure, strategies and the internal organizational processes is a major challenge faced by the HR managers. The companies thereby experience low levels of productivity and the morale based on the changing periods. The investment that needs to be made in the development of the lower level employees is a major problem that is faced by the organizations. The companies can find huge difficulties in finding resources which are required for the purpose of training the employees. The employees who are a part of the frontline of the company are considered to be the most hardworking ones and this reduces the amount of time that they can invest in the various training based courses. Changing technologies are also able to pose challenges to the successful operations of the organizations (Kramar 2014).
As discussed by, Meijerink, Bondarouk and Lepak (2016), the human resource department of the company may have face issues based on the management of the changes that have occurred and the ways by which the employees are able to cope up with the various changes. The structure and levels of the compensation that is provided to the employees affect the operations of the human resource department and the managers as well. The budgets of the various organizations related to the compensation that they wish to provide to the employees are a major factor that needs to be taken care by the managers. Another major issue that is faced by the managers is based on the recruitment of the talented group of people. The process of retaining these employees is also important and the HR managers face issues in the modern era based on this particular responsibility. The diversity in the workplace also needs to be maintained in an effective manner which further causes an issue in the operations of the company in the modern environment.
Ways by which challenges can be mitigated
The organizations can measure the effectiveness of the HR department with the help of the appropriate tools that need to be implemented in the various processes. The compliance with the employment laws is also necessary for the small and the large organizations. The HR department is thereby responsible for implementing the processes with respect to the laws that have been formulated. The levels of communication of the HR managers with the employees need to be improved so that they are able to easily adapt to the various changes that are taking place in the organizational environment. The communication of changes can be effective for the organizations to operate successfully in the changed environment of technologies (Purce 2014).
The HR managers of the modern era need to formulate a well-defined reward structure along with the salary based formats so that they are able to connect with the employees in an easier manner. The motivation levels of the employees can also be increased by this step of the managers. The recruitment of the talented pool of employees can be performed successfully with the help of the use of a consultancy firm or a staffing company. This will reduce the burden from the minds of the HR managers regarding the search for the perfect group of employees who will be able to serve the organization successfully (Rees and Smith 2017). The retaining of talented employees can be achieved by the HR managers by creating a positive and motivating working environment which can help the employees to stay in the organizations for a longer period of time. The HR managers need to create a culture in the organizations which is mainly based on teamwork. This culture will be helpful for the employees of the organizations to work in a diverse environment with different types of people (Stone et al. 2015).
Conclusion
The essay can be concluded by stating that the HR managers of the modern organizations face major issues which are related to the proper management of the employees. The issues that are thereby faced by the employees can be mitigated by the various number of ways that have been discussed and analysed in the essay. The HR department is an important part of the organizational processes and this has a major effect on the successful operations of the company.
References
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), pp.7-35.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management. Oxford University Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management. Routledge.
Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G., 2016. International human resource management. Kogan Page Publishers.
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.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource management the next approach?. The International Journal of Human Resource Management, 25(8), pp.1069-1089.
Meijerink, J.G., Bondarouk, T. and Lepak, D.P., 2016. Employees as active consumers of HRM: Linking employees’ HRM competences with their perceptions of HRM service value. Human resource management, 55(2), pp.219-240.
Ones, D.S., Viswesvaran, C. and Schmidt, F.L., 2017. Realizing the full potential of psychometric meta-analysis for a cumulative science and practice of human resource management. Human Resource Management Review, 27(1), pp.201-215.
Purce, J., 2014. The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.
Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international perspective. Sage.
Stone, D.L., Deadrick, D.L., Lukaszewski, K.M. and Johnson, R., 2015. The influence of technology on the future of human resource management. Human Resource Management Review, 25(2), pp.216-231.
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