Challenges of Human Resource Management

 

 

   Human Resource Management is often associated with many challenges which have been concomitant from volatile nature of Business environment & Prevailing utter competition. On the other hand,  world order is changing in rapid phase owing to socio economic transformation, influx of  New business competitors and technologies in to field have been increased.  because of all factors, surviving in business realm is daunting. Hence,  Business organization have to change It’s strategic plane in order to persist and secure lucrative business opportunity.

   Then, It is the HR manager who have to continuously  prepare company’s  human reserve to undertake  business challenges and thereby preserving  it’s objectives. How ever, Managing and developing of Human  resource in present context is not a desirable, but   have been mired with many challenges. This easy will elicit three main challenges Human resource manager have to   confront.

Resource shortage

Resource gap is a major and ever lasting problem for HR manager as same as for other managers such as finance, logistic, production etc. HR manager also needs resources to execute his task, He needs funds  and time to organize  Training and development program,  conduct performance appraisals, enhance health & safety condition in work place and onboarding etc, and He or she must have a clerical  staff to execute administrative and routine activity in HR department, Then more importantly, there must be HR managerial staff or HR assistant  under him in order to conduct job analysis, performance analysis, Programing training and development etc, the tasks that demands  higher level of academic backgrounds and skills.

However, It is rather difficult to find funds In order to finance afore mention tasks, because Generally  company higher management does not gives priority when allocating funds for Human resource management, instead Higher management is  rather favorable on  direct investments which in turn brings profits to organization with in short term. Howbeit, responsibility of human resource managements have been fallen on HR mangers shoulder. This is a common dilemma for  HR mangers.  

 Job design

Job design is a complex task that HR manager have to do in conjunction with relevant managerial departments. Human resource manager is responsible for supplying Skill full and talented employees as per the relevant branches request, such as finance, commercial, logistics. Then, first step of onboarding process is job design. Under that the relevant positions roles and responsibility is decided. This task have to be accompanied by relevant branches members, or they have to send recommendation and roles and responsibility of relevant position  and what are the academic and other qualification from the job applicants

However, In practical term, Communication between  HR department and Related branch is not taken place correctly, That means relevant job role  is not consistent with the Qualifications that is given by relevant branch, Given Qualifications is not fit to hold the roles and  responsibility of particular Job role, Thence  following the onboarding, it lead to conflict between HR department and other branches, sometimes Other branches blame for HR department  saying that “ HR department have onboarded inappropriate recruiter for  particular job role. Hence it is challenging to Design Job role and relevant set of qualifications  based on conflicting and uncomplete information given by relevant managerial branches.   

Conflict resolving

Conflicts between employees with in  organization is Obliquitous in modern Business context. Owing to complexity in organization structure, chain of command disruption, communication failure, unclear defines roles & responsibility,  rapid policy change  and leadership issues Can lead conflicts between employees or Between employees and organization

Then, It is the Human resource manager, Who is responsible for resolving the problem, However  it is challenging to resolve such a issues  as HR manager have to resolve problems under difficult conditions, He have to consider many factors and adhere many boundaries, he or she have to adhere the county civil & labor law, and he have to apply company standards,  policy and regulations. Some times there may be gaps or in consistency in company policy frame work to resolves particular  problem. Hence, Finally HR manager should be able preserve both parties to Win -Win solution on the same time ensuring the company interest

More importantly, resolving conflict is a delicate things, and it have a long term and profound  impact on employees confidence and relation with organization. It is a nature of employees  that they are searching whether the company maintain a faire policy over them. The way company resolve employees issue is taken by them as a indictor of companies perspective about It’s  employees

Conclusions

HR manager have to play a challenging role with in organization, he dose not have a exception of the impaction on the organization owing to utter  competition  and rapid changes in business sector He or she have to execute technically and managerially difficult task under strict conditions and volatile external environment by using limited resources. Then,  He have to adhere legal boundaries and company standards while performing his tasks such as conflict resolvinges, managing employees relations, compensation,  termination etc, and also he have to usually  relies on other management  branches while performing his takes such as Job analysis, performance appraisals etc which cause to increase the complexity of his role.

Reference

Richard Daniels, 2021, Business Study notes(Online), Human resource management challenges, Available at- https://www.businessstudynotes.com/hrm/challenges-of-hrm/ , [Accessed on  12^th December 2021]

Nikos Andriotis, 2017, Efront (Online), The top 7 HR challenges and how to face them, Available at- https://www.efrontlearning.com/blog/2017/11/top-7-human-resource-challenges-solutions.html, [Accessed on 14^th December 2021]

Shuana Zafar Nasir, 2017, International journal of academic research in business and social science (Journal), Emerging challenges of HRM in 21^st century , Available at- https://hrmars.com/papers_submitted/2727/Emerging_Challenges_of_HRM_in_21st_Century.pdf, [ Accessed on 13^th December 2021]

Williams Olalekan, 2016, Linkedin, Challenges facing 21^st century HR managers, Available at- https://www.linkedin.com/pulse/challenges-facing-21st-century-hr-managers-williams-olalekan , [ Accessed on 13^th December 2021]