Challenges of HRM

Challenges of HRM

CHALLENGES OF HRM

Challengesof HRM

Challengesof HRM

MainPurpose

Thearticle analyzes the challenges that are emerging in the field ofHuman resource management (HRM). The managers today have been facingan array of changes such as technology advances, globalization andthe changes in legal and political environment. The paradigm changesin the role of the professionalism are presented in the journal. Thegreatest challenge is to nurture, attract and retain the employeeswho are talented. The main purpose of the paper is to analyze how thechallenges can be overcome. The challenges can be overcome throughtechnological, cross culture training and informational training ofHR people and employee motivation through diverse techniques.

KeyQuestions

  • What are the emerging challenges?

  • What are diverse techniques through which the employees can overcome the challenges present in the business scenario?

Mostimportant information

TheHR managers have been facing diverse challenges in the presentbusiness environment such as globalization workforce diversity,changes in legal and political system and technological advances ininformation technology. All the challenges increases the diversity inHR managers pressure to attract, nurture and retain the talentedemployee. The HR manager cannot assume the challenges, they ought tobe aligned to execute and design innovative mechanism of thedeveloping competencies and skills of the HR to prepare them inaccepting the emerging challenges. At the economic and politicallevel, globalization is the denationalization of the process ofpolitics, markets and legal systems. That is, the use of the globaleconomy. The globalization is the extension that is beyond theborders of the same market forces that have been in operation Growinginternationalization of business impact HRM in terms of languages,unfamiliar laws, practices, management, attitude and communication.The HR manager has the challenge to deal with more heterogeneousfunctions and involvement in life of an individual.

MainPoints

Thefuture success of organization is dependent on the prerequisite tomanage the diversity of talents that can present innovative ideas,views and perspective to their work. The problem and challenge facedof the diversity in the workplace can be turned into an asset sostrategic to the organization if the organization has theprerequisite to capitalize on the melting point of diverse talents.With diverse cultural backgrounds, lifestyles, ages, genders, theorganization respond to the business opportunities more creativelyand rapidly in the global arena which must be one of the goals of theorganization to be attained. If the organizational environment failsto support, one of the risk is to loss talent to the competitors.

HRmanager thus need to take into consideration and employ a thinkglobal, act global approach in every circumstances. With a populationof about 4 million, the nation strives towards knowledge based andglobal economy. HR management training to enhance their abilitiesfurther must assure the local professionals that the foreign talentsare not a threat to their career development. In diverse ways, theworkplace effectiveness, diversity management depends on the skilfulbalancing of the HR manager.Keyconcept

Thearticle presents the technological advancement where we can see achallenging task of workplace adaptation to the rapid changes intechnology with the influence of work and generating obsolescence.The advance technology has reduced the number of jobs that need lessskills and to increase the number of jobs that need considerableskills, a shift that can be referred to as moving from labor toknowledge. In this situation, the new technology creates unemploymentand on the other hand, there is scarcity of the skilled manpower. Thetechnology brings complexity and challenges to any organization.

Thechanges in the legal and political environment means a shift in thepolitical rules and parties regulations due to the new laws areavailed and one have to follow all laws in conducting business. Mostof the changes that takes place in the political and legal frameworkwithin the industrial relations, the country is now functioning whereit is the duty of HRM and the industrial relation executives toexamine fully the implications of these changes and bring therequired adjustment within the confines of the organization so thatlater HRM utilization is achieved. HR manager has the responsibilityof anticipating the changes and thus make preparation of theorganization to face them void of the breakdown in the normalfunctioning.

Conclusion

Inconclusion, the article can be said to present the HR practices. TheHRM is becoming more challenging each day. They face a lot ofproblems such as attracting the employees, their retention, dealingwith diverse cultural groups, workforce management diversity,informational and technological changes to overcome with thechallenges. The cross culture training and informational andtechnological training is necessary for the HR people. In order toreduce the professional mobility personnel, the HR individuals haveto motivate the personnel from non monetary and monetary methods.Proper evaluation of the system performance and sufficient careerdevelopment plans can be used in an organization to reduce themobility of the professionals.

References

Srivastava,E., &amp Agarwal, N. (2013). The Emerging Challenges in HRM.INTERNATIONALJOURNAL OF SCIENTIFIC &amp TECHNOLOGY RESEARCH VOLUME, 1(6).