Human Resource Management Challenges and Recommendations

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
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1HUMAN RESOURCE MANAGEMENT
Introduction
The rapidly transforming business landscape means that in the future there might be
various human resource challenges that will evolve in the coming years. According to Purce
(2014), the restrictions of the recession are still prevailing in the business environment and the
companies have realized that they will be required to take steps in order to ensure that there
exists adequate workforce and the organization can carry on its business successfully. The role of
the Human Resource Department has been changing considerably and in the present
environment, the HR Professionals have acted as a counselor, employee advocate, strategist and
much more (Alfes et al. 2013). As the human resource department is a business function, the
effectiveness of the department is primarily based on understanding the key policies and
decisions. There exists various challenges leading to which solutions need to found. The essay
will be discussing the human resource challenges employed and the recommendations for
helping the firm to face the challenges being faced.
Challenges related to HRM
The employee challenges that would be faced by the organizations are many. These
include change management, development of leadership, retention, compensation and research
and development. The first bigger challenge is related to that of Change Management. Change
management is referred to be as a considerably new phase and for this reason there are various
challenges associated with it (Marchington et al. 2016). As the facets of the organization keep
changing, the different organizational members need to be provided with training facilities in
order to ensure that the training is successful in making the different employees understand that
the organizational competencies can be dealt with.

2HUMAN RESOURCE MANAGEMENT
The next challenge being faced by the human resource management is that there needs to
exist leadership development initiatives in the organization. The human resource departments
will be bound to act as a partner of the management and to provide the different employees with
structures,, tools and procedures which are needed in the future of the firm (Cascio 2018). This
strategic initiative can be stated as the process of ensuring that the correct employee is appointed
for the correct organization and there exists enough scope for development in the long run of the
firm.
The next challenge is the challenge of the presence of adequate and efficient measures to
measure the efficiency of the human resource department. There are various indicators present in
order to understand the future in other aspects of the business house but for human resource
department, there needs to be the use of an appropriate measure or a matrix which goes a long
way in determining the role of HR as a role of importance in the organization. It is believed that
when an appropriate measure will be formed, only then the organization `s HR department be
viewed as a strategic partner in achievements of objectives.
According to Grant (2016), previously there were not proper measures present to analyze
effectiveness but now there are various ways in which an organization ca measure its
effectiveness and the movement of simply counting the number of employees to formation of
ROIs has greatly build up the game for the realm of human resources.
The challenge which is related to the compensation of the employees also tends to form
huge problems for the different induvial (Bratton and Gold 2017). In the present problem, one
human resource challenge also remains the inequitable income disparity and the presence of a
glass ceiling for the same. The male employees are given extra preference which leads to the
disparity. Many activists and women have spoken against this in the social media platform and