Challenges And Strategies For Human Resource Management

The Importance of Human Resource Management

Human resource management is one of the pillars of the organization in which any organization gets established. Human resource management is the department which deals with the humans. Human resource is the department which brings the right people at a right time, which helps the organization to achieve its goals smoothly (Noe, Hollenbeck, Gerhart and Wright, 2006). Human resource keeps the employees motivated enough towards work to achieve better productivity in the organization. It is a very critical task to handle people in such a manner that better results can be achieved and it is an on-going process which every organization has to do (Bohlander, Snell and Sherman, 2007).

Every organization has required managing human resource employee to protect the employees of the organization from such issues (Foster, 2014).

 In the ensuring part, there will a detailed discussion on Human Resource Management, its challenges and five strategies by which challenges can be curbed out.

Human resource management is to manage the humans/employees in such a manner that everyone is motivated towards work and all are able to achieve the goals laid down by the organization which helps the organization to run smoothly and it could be the best place to work (Marchington, Wilkinson, Donnelly and Kynighou, 2016). Human resource management is an asset to the organization as the success and failure depend on them as bring right people at right time is very crucial for the business and Human Resource does that (Wilton, 2016). Human resource management is an on-going process which helps the organization to grow. Human resource helps the other department in managing the coordination and cooperation required at every level. It helps every department to work smoothly and together. It helps the employees in learning new policies and procedure of the companies and Human resource ensure that it is understood by everyone. It helps in conducting trainings, sessions which helps the employees to improve their skill set (Collings, Wood and Szamosi, 2018). Human resource is not an easy job hence they do face a number of challenges associated with it which are explained below (Storey, 2007).

• Cope up with Management changes – Business works in the dynamic world, changes do happen in course of time and business has to changes their rules, regulations, policies, and procedure accordingly which helps the business to grow at faster pace and it can take first mover advantage and use its benefits over the competitors.
• Training and Development – It is one of the crucial tasks which Human resource does and it is not an easy task as it involves the cost associated with It is required at every level of organization. At times, it is very difficult to get the approvals.
• Retention – Retention is a process wherein an employee is retained by various measures such as monetary or non-monetary. Employees are an asset of the company and to retain them at right time is a very crucial task for Human resource team. Retention of employees implies that companies have a balance between the culture & payouts (Bratton and Gold, 2017).
• Recruitment – It is also an important activity for the Human resource as bringing right people at the right place is very important which helps the organizations to grow at faster pace and results of the organization can be achieved in more efficient and effective manner. When the right people are hired then the cost for hiring employees repeatedly reduces which helps the Human resource and operations to run smoothly and cost-effectively.
• Health and safety – It come first when we are dealing with the humans as health is wealth and when our employees are healthy and fit to work in good working conditions then the organization can achieve results at a good pace and more efficiently.
• Diversity – Organization works with different kind of individuals who have different religions, beliefs, and ideals. Everyone should be treated as one and on the same page which gives others motivation of being equal to others. Human resource ensures that this is maintained and respected by all employees as better results can be achieved. By maintaining this organization reduces the discrimination, part, which is a self-de-motivating, factors which hamper the growth of the organization. Employees should be made aware of their rights so those if any wrong thing is happening they should report at same time and resolution can be provided (Wood, 2015).
• Discipline –For each employee, it is necessary that everyone should be disciplined enough that it should not hamper anyone. Everyone should be aware of the things that are right and wrong, employees should be aware of what all things to do and what not to. All employees should work legally and ethically. For dealing, such issue human resource does take a certain session and create awareness programs so that everyone is aware of what all are his task, duties, and limitations in which employees have to work. When a Human resource is dealing such issue, each thing is documented so that it can be referred for the future purposes.
• Employees queries – Human resource is the first point of contact when it comes to any issues related to payroll, salaries and so on to the face value of the company and they should act in a mature manner so that entire issue is listened and then worked upon. The senior authority should clarify all the doubt of the employees, that employee is satisfied that my query has been answered in correct Timelines should be fixed for each query and the employee should share the progress of the same so that he is kept in the loop and he is aware of what all things are happening. Human resource ensures that all employees are aware of the SPOC (single point of contact), therefore the query can be raised in correct channel and to correct individuals (Jackson, Schuler and Jiang, 2014).

• Cope up with Management changes – To do this clear communication is the key, which Human resource needs to maintain in order to make changes according to the need of the hour. All the changes, which are happening in the organization, should be made aware of employees in terms of seminar, meetings, and hurdles.
• Training & development – To do this identify the possible resources in our organization which can be moved to the next level identify the training, need and identification for those employees and plan all the training plan accordingly therefore, better results can be achieved as training involves cost which at times if difficult to manage. By adopting such strategies, the employee feels motivated and become loyal to the organization.
• Retention – To do this Human resource need to create good policies for the employees so that talented employees are retained. It may be monitory, non-monitory. The policies should be lucrative enough so that the best resources are not moved out of the organization. At times, proper concealing of the employees helps them to retain.
• Recruitment – Through recruitment procedures, organizations select the experienced employees that a talented pool is there for the business to run smoothly. Finding right employees at right time is not an easy task but having a good communication and network of the Human resource helps to get good employees for the organization and it reduces the pain of hiring employees repeatedly as it involves time, money and patience (Bailey, Mankin, Kelliher and Garavan, 2018).
• Diversity – With the help of diversity, human resource need to work as one team and ensures that each of the religion is respected and understood by the one another, which give wider horizon of thinking and at a time beyond the imagination. It can help in thinking out of the box, which helps both employees and organization to grow and have a cutting edge over competitors (Brewster, 2017).

Conclusion

Human resource management is dealing with the humans, which seems very easy until we see the depth of it as more the humans involve more the things become tricky and complicated wherein Human resource management is necessary for every organization whatever the level may be. Effective Human resource management determines the growth and sustainability of the organization in this competitive world and it gives an upper hand towards the competition. Human resource is one of the crucial department and pillars of the organization which helps the organizations to build upon it and adhere to it. Human resource is the first point of contact for any employees for any kind of issues, queries and so on, to deal with each issue differently, requires skills and experience so that corrective measures can be achieved within timelines and impact should be left behind if any wrongdoing is happening. Human resource management can be effectively done by communicating with employees in various ways so that employees should not feel that human resource is not approachable. Human resource ensures that whatever the concerns are highlighted, the identity of the employees is kept a secret so that it can work on the issue, not on employees. 

References

Bailey, C., Mankin, D., Kelliher, C. and Garavan, T., 2018. Strategic human resource management. :  Oxford: Oxford University Press.

Bohlander, G., Snell, S. and Sherman, A.W., 2007. Human resource management. USA: South–Esetern College Publishing Thompson Learning, pp.27-54

Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. London: 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).

Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical approach. In Human Resource Management (pp. 1-23).

Foster, E.C., 2014. Human resource management. In Software Engineering (pp. 253-269). Apress, Berkeley, CA.

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.

Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource management at work. 6^th ed. London: Kogan Page Publishers.

Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2006. Human resource management. Australia: China People’s University Press.

Storey, J., 2007. Human resource management: A critical text. Australia: Cengage Learning EMEA.

Wilton, N., 2016. An introduction to human resource management. Sage.

Wood, J.F., 2015. Meeting the Challenges of Human Resource Management: A Communication Perspective. pp. 69-72.