Essay on Challenges Faced by Human Resource Managers

Personally, I believe dynamism is a major challenge to businesses that does not have room for technological advancement, yet technology is inevitable. The rapid changing of business structure indicates that there exist many HRM challenges, which perpetually get advanced annually. Due to the demanding dynamic world, the HR title and task also change. Initially coach, counselor, employee advocate and business strategists, surely it is an incredible profession. Some of the challenges faced by the human resource managers include; change of management, leadership development, and human resource effectiveness measurement (Becker, et al., 1996).

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HR Effectiveness Measurement

I have always known that the human resource departments strive to measure their effectiveness yet they should at least do it by measuring the whole business organization. The question I could ask and what many would ask or what many business stakeholders ask is whether any improvement can take place without the necessary facilities to measure the effectiveness of the HRM. Most business professionals measure the results regarding the transaction management and additionally have some positive impact on the firm. Utilizing the metrics to determine the efficiency at the onset of the managers start of change to administrative task and perceive the work done as strategically exercised within the institution (Hamel, 2008)

Recruitment, Retention, and Motivation

Ideally, human resource managers would wish to retain the existing employees, but due to high demand in the market or many individuals seeking for jobs in the time of economic rise, it makes it a very complicated task and very hard choice to make. During the economic downturn, employees become more open and try to consider other employment elsewhere in the name of greener pastures (Aycan, 2001).

Employers today have to find the jobs that suit their interest and comfort. Companies in most cases needs find new methods of attracting the interest of the through promotional mailings and social media advertisement. This will attract the bad employees to attend job fairs where they can be advised to embrace diversity as well as bring new thins for better output equity plus teaming up together. Without any talent, it could be even more problematic for firms to fill certain vacancies. Moreso during the peak season of high employment, few competent workers would be available to work excellently.

I have known retaining workers is the toughest decision the HR can make, and it continues to be the heighten issue. Companies are forced to offer more regarding benefits packages or rather incentives since there are more people in the job market that have reduced the risk in tough economic times. The employers are advice to consider the merit of pay increase and entry level of the employee to retain them. However, when it comes to a company where all the workers are motivated confronts the HR professionals. A wise HR manager will take into consideration the reason why people leave the job and why others are motivated and are even paid rewards; this will help them in decision-making (Rutherford et al., 2003).

Change Management

Change of the Directorate means every time there are new people in the field. Therefore, the human resource manager needs to offer a little training to maintain the consistency of output and enable the business to move forward. This is the greatest challenge because it is not the HRs focal point of Human Resource professional training and development. The most efficient way to curb this is to offer intensified training to increase competence and to handle the management change, which at some point was difficult to avoid.

Leadership Development

Taking the case of an animal, it will always cause destructions in a new environment before it can fully adapt. That is how a new employee is to a new office. I believe errors are there, but to minimize them the human resource managers are working tirelessly to ensure that they provide enough tools, vital structures, active processes and making consideration I selecting and developing leaders of tomorrow in the company. The statistics show that the greatest controversy is to pick out from the crowd who should be retrenched or the right employee to be retained to maintain the market performance and equilibrium. (Wright et al.1992).

Culture

Culture is what is believed and practiced unchangeably. I do agree that this has significantly affected the organizational performance. The human resource manager does a splendid job in developing the companys culture whether it is customer satisfaction or productivity. Comparatively, great workplaces are that with least workers turnover as compared to the other existing firms so they can consider higher talents or skills that fit the requirement, which is the culture in this case

. The outcome, in this case, is to give high-quality customers work to bring innovation in production that will enable fast selling hence higher productivity and overall financial success.

Conclusion

The human managers are required to make choices and sound decisions despite being faced with challenges. The human resource managers should come up with techniques that will help them to counter challenges faced by the firms they work.

References

Aycan, Z. (2001). Human resource management in Turkey-Current issues and future challenges. International Journal of Manpower, 22(3), 252-260.

Becker, B., & Gerhart, B. (1996). The impact of human resource management on organizational performance: Progress and prospects. Academy of managementJournal, 39(4), 779-801.

Hamel, G. (2008). The future of management. Human Resource Management International Digest, 16(6).

Rutherford, M. W., Buller, P. F., & McMullen, P. R. (2003). Human resource management problems over the life cycle of small to mediumsized firms. Human resource management, 42(4), 321-335.

Wright, P. M., & McMahan, G. C. (1992). Theoretical perspectives for strategic human resource management. Journal of Management, 18(2), 295-320.