Human Resource Management Issues in Manufacturing Industry

Running head: Human resource management
Human resource management

Human resource management
Introduction
The paper draws the attention towards the problems which are prevailing in any
manufacturing industry. These industries face a major issue of attracting the people to work for
them. Here is the discussion about the key HRM issues that are faced by the manufacturing
industry while attracting and retaining the employees at the workplace. So, there has to be some
solution and recommendation to these issues and challenges are given in the paper. Further detail
of the paper has been drawn below.
In today’s world, the manufacturing industry is an important contributor to the growth of
economy. This industry is the major driving force to run any country and growth in this industry
is reflected in the Gross development profit (GDP) of the country. But now various challenges
are faced by the manufacturing sectors. These are lack of resources which are needed; there are
no or very less chances of technology up gradation, cost of maintenance etc. There is a huge
requirement in these industries for the employees and at the same time these industries have a
potential for creating employment.
Key attracting and retaining issues
It should be noted by Tarique & Schuler (2010), the human resource management of the
manufacturing industries faces various issues while attracting the employees to work for them.
The first drawback is there is no proper strategic planning by the HR department. Many times,
the people do not get to know about the vacancies in the industry and other times the process for
recruitment is not clear. The industry is not well-known and hence these issues arise. There is no
well-planned and pre-planned process due to which there are problems in recruitment and
attraction of employees (Jiang, Lepak, Han, Hong, Kim & Winkler, 2012).
Another drawback is that the industries atmosphere is not at all attractive. The candidates
who need a job do not find the working environment in the manufacturing industries appealing.
There is a lack of positive work atmosphere and gives stress which is sometimes, in fact most of
the times, cannot be compared with any amount of salary they get. Any company which focuses
on its target more than the health and feelings of the employee can never gain name and attract
the employees. Next reason that can be thought of is the gap between the employees and the HR
manager. The HR team has no communication with the workers and they know nothing about
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Human resource management
them (Solnet, Kralj & Kandampully, 2012). This gives a very bad impression about the industry
that the industry does not focus on the needs of the employee. These wrong things promote the
industry with the negative impression and because of these people is not thinking of working in
manufacturing sector. One of the many reasons is that the company does not allow different
workforce to be their part. So, only few people are available and many of them do not join the
company. For example some companies have a policy that maximum age to apply is thirty five
years, then most part of the candidates are automatically cut. The requirement of skilled labors is
not fulfilled (Yang & Konrad, 2011).
There is a severe shortage of the availability of workers, and if they are available then
there skills are not up to the mark or they are not qualified. Another reason that there is no zeal
for people to work in manufacturing industry is the kind of work they do. There are no
challenges for them. The workers have to perform repetitive task every day. This gives an idea to
the candidates appearing for the interview or any joining process of the company that there is no
growth in the industry for them. Any candidate would never apply in such organization when
there is no scope of their progress. Another issue because of which employees are not attracted
towards the business is that there is already huge number of people working for the organizations
(Zanoni, Janssens, Benschop & Nkomo, 2010). In such atmosphere people do not find
themselves in a secure position. They have a theft of their job security. They are not sure if they
will be able to adapt themselves in the atmosphere of the company. There are many persons from
different culture and different background and for them it is not possible to be in an organization
which does not allow them to be following their culture. The Human resource management does
not promote the company in an effective and efficient manner. Due to this reason they lack in
the attracting the employees to work for them. Sometimes the pay- scale is not according to the
work the workers in the industry do. A proper compensation is not provided to the employees
which are repulsive factor if someone takes job in consideration. Discrimination is another issue
that dealt by HRM in the workplace. Due to this reason, candidates do not want to join the
employment in the organization (Dipboye & Colella, 2013).
Unprofessionalism is sometimes a factor for employee attracting issues faced by the
company. The HRM of the company is not at all serious towards its work. In some cases, the
organizations have no HR department (Bos‐Nehles, Van Riemsdijk & Kees Looise, 2013). These
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Human resource management
are some of the situations in which any organization will find itself in a situation where no one is
willing to work with them. Diversity is one of the significant issues in manufacturing industry
that could affect the employee’s ability and potential at the workplace (Hausknecht & Trevor,
2011). An organization is always known for its employees. There have to be some proper
strategies followed to resolve these issues. Some of the steps that can be taken to improve this
situation are further given in this task (Bos‐Nehles, Van Riemsdijk & Kees Looise, 2013).
Along with attracting issues, plenty of retention issues and challenges are managed by the
HRM in manufacturing sector. The biggest issue faced by the manufacturing industry is retaining
its employees. The problem of retention arises due to the ineffective policies made by the
company that the employees have to follow (Allen, Bryant & Vardaman, 2010). The
manufacturing business has opportunities in a large portion of the circumstances. This is because
of the reason that the employees here do not like to stay and subsequently wind up changing their
employments. Landing a position in manufacturing industry is not that troublesome if a man can
pull in the clients and some fundamental aptitudes. These employees do not remain in the
organization for long. Holding a worker in manufacturing segment is a troublesome task (Gupta,
& Shaw, 2014).
The manufacturing area has a noteworthy issue identified with maintenance in light of the
exhausting activity condition and the redundant work given to the representatives. There is no
security for the workers. Another reason is that there is no settled timetable. The business can be
solicited to work whenever from the day. Thus this makes it tricky for them. The maintenance
issue additionally emerges on the grounds of manufacturing division which does not allow any
development of the business. The abilities of the representative are utilized only. No perfection is
picked up by the employees. They do not perceive any advantages and consequently have to
work in the industry for brief day and age. These retaining issues also include ineffective policies
framed by the human resource department that does not appeal the employees and therefore they
do not feel like working with the company (Bryant & Allen, 2013).
Generally manufacturing industries need the employees at extreme but the human
resource manager fails to provide services and facilities like a comfortable working environment,
immediate pay, etc. to its employees which creates problem for the employees to work with the
company (Hohenstein, Feisel & Hartmann, 2014). This in turn becomes an issue of retaining its
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