Human Resources Management and Challenges †MyAssignmenthelp.com

Question: Discuss about the Human Resources Management Challenges. Answer: Introduction In this report, adamantine study has been conducted on the human resources management and challenges faced by employees in the complex business conditions. Organization is accompanied with complex set of activities in which various functions are performed and handled. This report reflects the human resources management strategies which organization should use while handling employees hiring and selecting employees in organization. After that challenges and problems faced by organization while handling human resources management policies and frameworks have been discussed. With the increasing ramification of economic changes and factors of organizational complex business conditions, each and every organization needs to hire human resources management department to implement proper level of HRM policies and frameworks. There are several companies around the globe which are creating core competency by adopting employees oriented organizational culture (Brewster and Hegewisch, 2017). These are the companies such as Woolworth, Wesfarmers, Tesco and G.E. Capital that have created employees oriented organizational culture. Human resource management department is essential part of the complex business organization which make efforts to recurring, hiring and training and development of employees. It is further observed that if HRM department of organization does not perform its work in effective manner then it will not only decrease the overall productivity of organization but also put negative impact on the business functioning of organization. For instance, if a company is having employees strength of more than 100 employees then HRM department of organization will indulged in hiring, training and working program in effective manner (Bamberger, Biron, and Meshoulam, 2014). Furthermore, companies accompanied with complex business functions are more inclined towards setting a separate HRM department. However, HRM department of multination companies are accompanied with several challenges and issues such as communication problems, diversity needs and complex business structure. This has shown that if company could maintain effective hiring and training process then it will increase the efficiency, productivity and team work in determined approach. In the war of talent, human resource strategies are the key pillar for the business success (Varma, 2013). After evaluating the data from primary and secondary sources, it is observed that if company could make its organizational culture more restricted and accompanied by rigid organizational po licies an frameworks then it will put negative impact on employees working and increase the overall employee turnover. Nonetheless, this level of policies and organizational culture is very important to meet the standard targeted output and increase the productivity organization with a view to match with the globalized and ramified economic changes. There are several employees who born approximately between 1980 and 1979 and provide effective services in organization. Employees who are working in organization and related to generation y are more inclined towards working in less rigid working environment. However, employees from this generation y are less motivated for using highly sophisticated technologies and business parts. This level of organizational culture and installing high level of technologies put negative impact on employees and they get demotivated if they do not adapt with these technologies. Therefore, HRM department of organization has to indulge in providing proper level of training and development program for better handling of employees needs and demand in market. For instance, G.E. capital and Woolworth adopted cyber computing enterprises resource planning in its business process (Bud war and Debrah, 2013). It increased the demotivation in their employees working and resulted to high level of employee turnover in the years when these companies adopted cyber computing enterprises resource planning in its business process. Therefore, it could be inferred that if proper level of HRM policies and strategies plans could be made then it will not only increase the overall the productivity organization with a view to match with the globalized and ramified economic changes but also reduce the employees turnover (Sparrow Brewster and Chung, 2016). There are several current and emerging challenges that human resources PR actioners face in meeting the diverse and contemporize workforce. Multigenerational challenges Human resource PR actioners are facing multigenerational workforce problems. For instance, if an organization has more than 200 employees and half of the employees are from generation Y and half of the employees are young generation. It is considered that employees who are young and dynamic are more inclined towards new challenges and use of high technologies. On the other hand, employees from generation Y are more rigid and less inclined towards using sophisticated technologies (Sparrow, Brewster, and Chung, 2016). Therefore, management of this level of complexity becomes cumbersome process for Human resource PR actioners while introducing new HR policies and frameworks in organization. Nonetheless, HR practitioners could implement effective HR policies if they consider employees working behavior, perceptions and values for the betterment of organizations. HR needs to evaluate what kinds of training and development program needs to be implemented for the betterment of organizations working behavior and efficiency of business. However, it becomes hard for the HR PR actioners to implement customized HR polices which could satisfy employees need and demand as per the organizational working structure (Aswathappa, 2013). Attrition and retention of talented employees It is evaluated that Human resource PR actioners has to work as per the directions and instruction received from the top management department. It is considered that if they are not provided proper level of budget and directions to implement standards HR policies then it will become cumbersome process for HR department to manage their work and development of employees in determined approach. In addition to this, experts and experienced staffs are the key pillar of business success (Latham, 2014). Therefore, it is considered that if Attrition and retention of talented employees are not curbed by the management department then HR department has to provide same training to different employees each and every employee. This will increase the overall cost of process system of organization. However, company could decrease the overall attrition and retention of talented employees by implementing proper level of HR policies and implementing proper terms and conditions. Furthermore, each and e very time pursing different employees for the same level of tasks by the HR department also becomes very complicated. HR practitioners instead of struggling with these issues should be more inclined towards developing credibility in peoples working functions. If these attrition and employee turnover problems are not resolved by HR practitioners in timely manner then it will increase the complexity in the implementation of HR polices and employee oriented organizational culture (Marler and Fisher, 2013). Managing benefits and perks programs There are several organizations such as Woolworth, Wesfarmers, G.E. capital and Tesco that have complex business conditions and complex working environment. It is observed that if proper level of HR policy and rules are not implemented by HR practitioners then it will increase attrition, organizational cultural issues and communication gap in employees and resulted to tough implementation of benefits and peers program for the betterment of employees. However, due to complexity of business, employees and top management may face communication issues while communicating with each others. It is considered that if HR PR actioners face communication problems while communicating with employees and management department then it will increase the complexity of business. For instance, health insurance, disability facilities, paid vacations and other perks program could be extensive and program. The main challenging part for HR practitioners is related to implementation of perk and benefits pro gram for employees and evaluate the potential impact of the same by establishment of proper nexus between employees growth and organizational development at large. It becomes complex and cumbersome for HR PR actioners to look ahead the impacts of implemented perk and benefits program for the betterment of organization. Sometimes, Perks and other incentives are given to employees on the basis of their performance and positions (Armstrong and Taylor, 2014). This creates allocation of benefits to employees differently and results to demotivation for employees who get less benefits from organization. These HR practitioners will face trouble in allocating benefits and perks to employees as they know if they allocate benefits to employees on the basis of irrelevant factors then it would create discrimination and demotivation among all the employees of organization. Therefore, it could be inferred that HR practitioners should evaluate all the internal and external factors before implementi ng HR policies and program in determined approach (Woodrow, and Guest, 2014). Conclusion HR polices and program should be set in such a manner by the HR practitioners which will not only establish employees oriented organizational culture but also result to management of employees problems in determined approach. In this report, it is shown that how employers oriented organizational culture could put negative impact on the business organization in long run. Furthermore, it is determined that if company could establish proper level of nexus between their employees welfare and organizational development then it will result to synergy in the usage of resources. References Armstrong, M. Taylor, S., (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Aswathappa, K., (2013).Human resource management: Text and cases. 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Woodrow, C. and Guest, D.E., (2014). When good HR gets bad results: Exploring the challenge of HR implementation in the case of workplace bullying.Human Resource Management Journal, 24(1), pp.38-56.