Challenges of Human Resource Management in Rapidly Transforming Business Landscape
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This essay analyzes the challenges faced by Human Resource Management due to rapidly transforming business landscape. The challenges include change management, leadership development, HR effectiveness measurement, and workforce diversity. Strategies to deal with these challenges are also discussed.
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Running head: HUMAN RESOURCE MANAGEMENT Human Resource Management Name of the Student Name of the University Author note
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1 The term Human Resource Management can be defined as the strategic approach to effectively manage the employees of an organization so that the business can gain a competitive advantage in the local as well as global market. The HR department is particularly responsible for overseeing recruitment, training and development, employee benefits design as well as the performance of the employees. The rapidly transforming business landscape means that there are currently many human resource management challenges which will continue to evolve for years to come. In spite of the fact that the restrictions due to the recession are not over yet, HR departments of Organizations are recognizing the need for developing strategies to retain workforces. For this, several organizations are implementing strategies to develop their training and development programs. In this essay, several challenges associated with the HRM due to rapidly transforming business landscape will be analyzed and evaluated. As a result o local and global advancement along with fluctuating economy, several changes are taking place rapidly that in turn is resulting in a significant number of HR related issues. According to a survey, top 10 HRM issues due to the changing landscape include change management,Leadershipdevelopment,HReffectivenessmeasurement,organizational effectiveness, workforce diversity, recruitment and availability of skilled employees, succession planning, learning and development, employee retention and finally, health and welfare of the employees (Brewster, Mayrhofer and Farndale 2012). Amongst the mentioned challenges, 4 chief Human Resource Management challenges have been discussed in the following paragraphs. Change Management Change management is referred to the systematic approach to dealing with the transformation or transaction of the goals, processes and technologies of an organization. Approximately 48
2 percent of the HR departments of Companies across the world are found to be suffering from is Change management challenges (Story et al. 2014). When it comes to change management, the most common challenge faced by the HR department includes the resistance of the employees to widespread organizational changes. Majority of the employees finds it difficult to adapt them with the new system that has been implemented by the management either for enhancement of the yearly revenue or to cope up with the changing demand and economic condition of the consumers. Moreover, team leaders and managers often tend to implement impose new rules and regulations on the employees. As a result of this, employees may feel pressurized and as a result, massive employee attrition may take place. For instance, in the year 2017, a huge amount of employee retention has taken place as a result of changing internal environment of McDonald's (Brewster 2017). Hence it can be understood that change management is a major challenge for the HR department. However, in order to deal with the above-mentioned issue, the HR professions should implement the below-mentioned strategies. Firstly, HR professionals should maintain consistency and transparency while communicating with the employees about the changes. This will help the employees to understand the requirements for which the changes have been implemented by the management. Along with that, effective and transparent discussion about the changes will also allow them to understand their benefits due to change management in the long run. Effective communication will also help the HR department to understand the specific issues faced by the employees and hence they will be able to develop effective measures to eradicate the issues. Secondly, since employee engagement gets highly reduced during change management, the HR departmentshouldtakeinitiativetodevelopateamapproach.Thisincludesemployees’ perspectives from a variety of departments and levels. Finally, in order to enhance the efficiency
3 of the employees to cope up with the changing internal environment of the organization and develop competency to deal with it, HR professionals should provide effective training to the employees. Leadership Development The mentioned factor is the second biggest challenge of the Human Resource management. This is because; leadership development requires having a critical strategic initiative. According to researchers, 35 percent of the organizations are suffering from various issues associated with Leadership development (Varma and Budhwar 2013). Changing landscape has resulted in excessive competition among organizations which offers similar types of products or services to the consumers. As a result of this, recruiting efficient leader has become highly difficult for the HR professionals. Moreover, due to high competition, HR professionals are compelled to conduct quick interviews. All these issues are resulting in recruiting inefficient and unskilled employees as well as leaders. Since leadership skills of managers are highly crucial for the overall progress of an organization, recruiting supervisors who lack leadership skill is not only causing employee attrition but is also imposing a harmful effect on the reputation and revenue of the organizations. Another challenge faced by the HR department includes lack of capital to invest in leadership development.Lack of leadership development results in loss of revenue for a company. For instance, the current CEO of Apple Co. Has set the standard for financial performance of the organization so high that it has become difficult for the team to meet the standard (Hashim and Hameed 2012). As a result, investors are found to be lowering their estimate of the value of Apple.Considering the fact that a majority of the developed countries
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4 like Australia, US and UK, have recently gone through a major recession, it is difficult for the HR department of most of the medium and small scale organizations to invest a reasonable amount of money on the devilment of effective leaders (Dadas 2016). Apart from that, lack of cultural collaboration among the employees also imposes a negative impact on the leadership development. Leaders are at their best when the company culture demands collaboration. Some effective measures to deal with the above-mentioned issues have been discussed in this paragraph. Firstly, the HR department must invest a justified amount of resources in order to provide proper Training to the leaders. Effective leadership training involves exposing the best employeesofanorganizationtoanimmersiveleadershipenvironmentlikeHarvard’s ExecutiveEducationProgram, programs offered by MIT, theKellog’sSchool of Management, Wharton and other top universities (Bardoel et al. 2014). Another strategy that should be followed by the HR professional is to enhance the cultural collaboration within the organization. Considering the fact that communication styles vary widely from organization to organization, one communication style that provides the best result for one organization, may not provide the same result when practised by another organization. Hence, HR professionals should provide training and education to the employees to ensure proper development of communication skills of the employees. Measurement of HR effectiveness Lack of right measurement tools can be considered as another major challenge for the Human Resource professionals across the world. According to researchers, 27 percent of the companies across the world are suffering from lack of effective HR measurement tools. According to the worldfederation,themajorityoftheHRdepartmentsoftheorganizationstillfollows
5 traditionally focused measurement tools to measure their own effectiveness (Sanders, Shipton and Gomes 2014). However, due to rapidly changing consumer demands and financial condition, it is highly important for organizations to measure the effectiveness of the entire business. While the traditional HR measurement tools only measure the number of employees hired as well as their performance, excessive competition and changing the landscape in the business world demands modern HR measurement tools that have the ability to determine ROI of individual hires on a prolonged basis along with the overall cost of replacement hires. Workforce Diversity In this era of globalization, a commendable number of organizations have expanded their business overseas. As a result of that, the workforce of multicultural organizations is comprised of employees with the various cultural background.In spite of the fact that, cultural diversity imposes several positive impacts on an organization, the same factor can is considered to be a major challenge for HRM. In several multicultural organizations like Woolworths and Tesco, employees are often reported to face team conflicts due to miscommunication between the employees. Lack of cultural competence within the employees is another major diversity-related challenge to the HR department (Martín Alcázar et al. 2013). Moreover, existing employees may leave the organization if their personal prejudices prevent them from working with colleagues from a different background. In order to prevent the above-mentioned disadvantages, employees of the organization must be provided with appropriate training and education that will make them understand the importance of cultural diversity in an organization. Moreover, HR professionals should provide training to the employees in order to enhance their communication skill with each other. Apart from that
6 effectiveinternalcommunicationtoolslikeintranetshouldbeimplementedbytheHR department to encourage both formal as well as informal communication within the employees. From the above discussion, it can be concluded that the HRM is facing several challenges due to the rapidly changing business landscape. The four major challenges faced by the mentioned sector includes issues arising from change management, leadership development, lack of HR effectiveness measurement tools and workforce diversity. However, these challenges can be eradicated with the implementation of the above-discussed recommendations. Finally, it can be said that in order to avoid the above-mentioned issue in near future, organizations should invest a good amount of money for the development of the HR department.
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7 Reference List Bardoel, E.A., Pettit, T.M., De Cieri, H. and McMillan, L., 2014. Employee resilience: an emerging challenge for HRM.Asia Pacific Journal of Human Resources,52(3), pp.279-297. Brannen, M.Y., Moore, F. and Mughan, T., 2013, September. Strategic ethnography and reinvigorating Tesco Plc: Leveraging inside/out bicultural bridging in multicultural teams. InEthnographic Praxis in Industry Conference Proceedings(Vol. 2013, No. 1, pp. 282-299). Brewster, C., 2017. The integration of human resource management and corporate strategy. InPolicy and practice in European human resource management, pp. 22-35. Brewster, C., Mayrhofer, W. and Farndale, E. eds., 2012.Handbook of research on comparative human resource management. Edward Elgar Publishing. Dadas, A.B., 2016. Global Strategies for Challenges in Business Management and Impact of FDI in Economic Development: FDI in Retail.We'Ken-International Journal of Basic and Applied Sciences,1(4), pp.175-179. Hashim, M. and Hameed, F., 2012. Human resource management in the 21st century: issues & challenges & possible solutions to attain competitiveness.International Journal of Academic Research in Business and Social Sciences,2(9), pp.44. Martín Alcázar, F., Miguel Romero Fernández, P. and Sánchez Gardey, G., 2013. Workforce diversity in strategic human resource management models: A critical review of the literature and implications for future research.Cross-Cultural Management: An International Journal,20(1), pp.39-49.
8 Sanders, K., Shipton, H. and Gomes, J.F., 2014. Guest editors’ introduction: Is the HRM process important? Past, current, and future challenges.Human Resource Management,53(4), pp.489- 503. The story, J.S., Barbuto, J.E., Luthans, F. and Bovaird, J.A., 2014. Meeting the challenges of effective international HRM: Analysis of the antecedents of a global mindset.Human Resource Management,53(1), pp.131-155. Varma, A. and Budhwar, P.S. eds., 2013.Managing human resources in Asia-Pacific(Vol. 20). Routledge.