Challenges in Human Resource Management

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Critical Thinking for Managers
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Critical Thinking for Managers
Part one: Speech on the Human Resource Management Difficulties in an Organization
“Ladies and gentlemen, all protocols observed. Good morning? I would like to thank you
for sparing your precious time to grace this occasion to listen to me. I feel privileged to stand
before you to give you what I can a brief, but exhaustive and insightful speech. My topic of
discussion is about the various challenges that are encountered by the management in dealing
with the human resources. As we all know, there is no single organization that can survive
without the employees. It is the workers who are concerned about the day-to-day operations of
the organization. However, the management of the human resources has been proving to be a
very challenging undertaking in many organizations.
Personally, I have done a research and established that there are numerous challenges that
hinder the effective management of the human resources in an organization. First and foremost,
the management always faces a lot of difficulties when it comes to the hiring process. Each
department within an organization is supposed to be staffed by the employees who are trained
and have special skills in performing certain duties (Noe, Hollenbeck, Gerhart & Wright 2017).
That is what the bureaucratic principles of management applied in most organizations require.
However, the problem faced here is that it is not always easy to get the right kind of workers to
hire at each time (Taylor, Doherty & McGraw 2015). The hiring process might be tedious and
lengthy, but still fails to get the right candidate on which the organization can rely upon to offer a
full-time employment opportunity (Brewster, Mayrhofer & Morley, 2016). Having told you
about this challenge, it is now my pleasure to explain to you that such problems can be resolved.
The best way to ultimately address this difficulty is to reorganize the hiring process and execute

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it in the right manner. The management should strengthen the Human Resources Management
(HRM) department and equip with all the financial and non-financial support that it needs to
effectively discharge its duties (Collings, Wood & Szamosi 2018). At the same time, the
capacity of the HRM department should strengthened by seeking for the services of a consulting
firm to help in the organization, coordination, and execution of an effective hiring and
recruitment process.
The other challenge that the organization faces when it comes to the management of its
human resources is the training of the new employees. As a matter of fact it is not practically
possible to hire new employees and assign them duties right away. Instead, what my
organizations do is that, after the hiring process, the entire employee has to undergo a lengthy
on-boarding process part of which requires a rigorous and extensive training and induction
process (Stone & Deadrick 2015). Such processes always appear to be costly because they
require lots of money to be effectively executed. They also consume too much time that would
otherwise be spent doing other important activities. The unfortunate thing is that some of the
employees might choose to quit the organization soon after training. This can cause more
instability and make the process to be unnecessarily costly. In this regard, I would like to suggest
to you that all these issues can be addressed (DeCenzo, Robbins & Verhulst 2016). The
management can succeed in providing a solution to this problem by coming up with long-term
measures. Such measures include the hiring of the most suitable employees who possess the
requisite training, skills, and experiences at the same time once an employee is hired and trained,
he or she must be obliged to commit to serve the organization for an agreed period of time
(Banfield, Kay & Royles 2018). Otherwise, if any of them wishes to quit soon after training, he
or she has to pay the management.