Human Resources Challenges: Current and Future Issues
According to the author, Human Resource is the “practices and policies needed to perform the personnel aspects of a managerial job” (Dessler, 2011, p. 2). Generally, HR focuses on state and federal laws as well as company responsibilities such as staff benefits and payroll and the hiring or termination of employees. In addition to concentrating on the workforce of a company, the HR manager works cohesively with other members of management. Usually collaborations with other managers lead to the development of strategic planning for training or advancement of company objectives.
Current Challenges of Human Resources
In the past HR job responsibilities consisted of a basic role of dealing with employees and administrative assignments. For example, human resource managers primarily concentrated on calculating personal and sick days of workers and payroll. However, times have changed many HR specialists have various roles to perform and departments to operate. Usually, these individuals must balance their enthusiasm for the workforce as well as the organization who is their employer. Nevertheless, when fresh challenges arise and organizations must implement new programs or procedures the HR manager is the first to usher in the tide of change.
Some of the current challenges faced by HR are the efficiency of human resources, leadership development, and organizational change management. The first challenge of an HR professional is organizational change management. Organizational change is a process in which an organization undergoes a transition or transformation. Usually during this transitional period, factors that are internal and external can affect the processes of an organization. Even though change presents a huge challenge for all individuals, the cause can stem from technological advances, crisis management, or modifications in organizational culture.
As organizational change focuses on technology, task, structure, and most importantly people it is very essential to have an HR manager capable of being a champion for change. There are various reasons why employees tend to resist change. According to the author, this resistance can come about from “self-interest, low tolerance for change, differing assessments for the need of change, lack of understanding or trust in management” (Baack, 2012, Chapter 10.4). No matter the reason for the resistance an HR supervisor can assist in facilitating change by executing specific task. For example, opening the channels of communication or executing store meetings can alleviate the fear and uncertainty of workers by providing the motives for the change.
In addition to having open dialog the HR manager can create training opportunities, which can help employees, adjust to their new roles. This training also aids in the next challenge that is leadership development. An HR specialist can assist in this process by...