Question

Identify major human resources challenges the organization has faced and how they were handled?

Answer 1

Introduction

The advancement in globalization and technology has brought new landscapes for entrepreneurship and transformation even within established organizations. Their vision and mission statements, range of products its quality and delivery, current organizational practices and overall workforce management strategies undergo constant revision and changes from time to time. In accordance with this drastic organizational climate change the human resources within the system also tend to probe into multifaceted challenges. The major challenges faced by organizations in terms of human resources are being discussed here along with their possible/employed management strategies.

1. Change in management

Organizations worldwide are determinant to grow, lead the market/business/ their service to excellent level and to be badged as a key player with multiple outcomes satisfying their consumers. Hence, new partnerships/associates, merging with potential others and acquisition by giant corporates becomes natural phenomena and adaptive strategy for ensuring their existence. But, this sort of initiatives makes the human resource division to face a climate of uncertainty among their workforce. The threat of job loss, employee friendly attitude, revision in policies and decisions are potential challenges aroused in this situation. As a solution, the workforce should be made to convince on the what, why and how of such transition. Overall, there should be (i) routine held meetings, (ii) forming and placing a transition team, (iii) options for providing supplementary learning and training. These alternatives can develop the needed competencies and develop a sense of morale and motivation thereby contributing to organizational success.

2. Attracting and retaining talent

As the organizations change their hemisphere of establishment from one area to another, it should be made a point that the organizational performance is at its optimum level. In order to be there in lead position, the organization require workforce with talent, capabilities, exceptional commitment, critical thinking and those possessing multiple talents. This is a huge task and challenge for human resource as they need to attract, screen, recruit and process such sort of employee category to meet the high-end demands. The steps to hire and include new staffs are extremely challenging, as they should fit well within the organizational structure and are well accommodated with the organizational outcome that is being visualized in advance. Multiphase screening, targeted interview etc are potential tools employed in this type of scenarios.

Apart from the strategy of new recruits, it is also advisable and wise to retain potential talents within the organization. As these employees are already in tune with the organizational culture, its objectives, policies, guidelines and values, they require only additional training to sharpen their capabilities. Retaining the employee can also contribute morale building and developing a positive work culture within the system.

3. Workforce training and development

To ensure quality in services/products the middle and lower level employees needs to undergo routine training. These sessions further to contribute to organizational effectiveness as there will be minimal wastage, reflect core professionalism and optimal product outcome in terms of quality and industrial standards. The challenge here is to (i) plan training, (ii) organize training (which area to focus) and (iii) ensure participation. These hurdles can be managed by providing engaging training content, developing a point system for attending the session and provision of certification. The usage of online platforms/applications (apps), simulation appliances is also applicable as it is more outcome oriented and have less operational costs.

4. Compensation and employee benefits

In lieu with the organizational advancement, maintaining the workforce satisfaction is also a major human resource challenge. The wages, allowances and packages require revision from time to time, in order to maintain good employee profile, decorum and professional commitment. The organizations have introduced credit point system for maintaining punctuality, for good reporting and documentation credentials, adherence to safety policies etc. These points may be converted to extra income in addition to the usual salary. Designing employee benefits schemes in case of workplace accidents, insurance coverage, health and wellness check ups are schemes that contribute to tax relaxation to the organization and offer open hand support to individual employee.

5. Adapting to innovation

The introduction of new technology to an organized organizational environment is always challenging. The employees always feel uncomfortable as they perceive these ‘software’s and hardware’s’ a source of trouble for their existence and routine functions. This unwelcoming attitude may critically affect the organization, as they need to compete others who already installed these updates. They can even fall back in the market due to this. Blending timely with advanced innovation is a key factor in organizational success. Hence, the human resource should be made aware off on the need of affiliating to such innovation, as its vital for organizational existence.

Communication plays a key role in this arena, as clear information transferred appropriately from the top-level management ensures employee compliance in adapting the innovation. Communication through material (video, flyers, brochures) brings more acceptance and understanding towards the innovation.

Conclusion

In addition to the above mentioned leadership issues, compliance to organizational policies, workplace diversity etc are also major challenges faced by human resources division. Only the most important challenges as per the literature and evidences has been depicted above.