Challenges in HRM in meeting the employee needs

Running Head: HRM STRATEGIES
HRM Strategies
Name of the Student
Name of the University
Author Note

1HRM STRATEGIES
Topic – Challenges in HRM in meeting the employee needs
Introduction
In an organization, the human resource management is a strategic approach to the
management of the people effectively. The HRM strategies help a business to gain the
competitive advantage. The main purpose of the human resource is to maximize the
performance of the employees in order to serve the strategic objectives of the organization.
Hence, HR is primarily concerned with the people’s management concentrating on the systems
and the policies as per the views of Bratton and Gold (2017). The HR department in an
organization deals with the recruitment, performance, appraisal, training and development, the
rewards management and many others. It is also the duty of the HR to be concerned about the
industrial relations, a change in the organization for balancing the requirements with the
practices. Undoubtedly, due to the extensive range of responsibilities, the human resource
managers face variety of challenges in keeping the balance between the employees, the
customers and the organizations (Stone & Deadrick, 2015). They face issues in meeting the
employee needs and the major areas of challenge are the employee retention, the training and
compliance and discrimination and diversity. This essay will focus on these three areas where
the HR practitioners face difficulty in the emerging market. The challenges will be explained
through an organization where I have worked for two years (the organization will be referred to
as XYZ due to privacy concerns).
Discussion
The overall, purpose of the Human Resource is to ensure that the organization can
achieve huge success in every aspect through the people. The human capital is managed by
the HR professionals who take the initiative to implement policies and the procedures. Every
organization should perform the human resource planning in order to identify the contemporary
and future human resource requirements for achieving the goals. More clearly said, the human
resource planning is the method for ensuring that the human resource requirements and the
processes for addressing those requirements (Noe et al., 2017). There are a number of human
resource management challenges which needs to be addressed because it is an essential
function of an organization. The HR challenges can be the environmental challenges, the
individual or the organizational challenges.

2HRM STRATEGIES
The world is rapidly changing and the change has remained constant from several
centuries. The changing environment leads to changing requirement and the organizations must
follow measures to refrain from being obsolete from the industry. The HR department has been
given the responsibility to make adoptive policies to be applied to the diverse workforce.
Another factor is globalization. The whole world is being transformed into the global business
and the main competition is between the foreign and the domestic companies. The competition
has led to the effective workforce lay off(Stone & Deadrick, 2015). The HR practitioner keeps
the organization’s culture global and wider. The evolution of the government legislation is a big
challenge for the HR professionals in an organization. They find difficulty in implementing these
legislations in the organization. However, the major issue is in the handling of the human
resource or the employees of the organization. The employees are one of the most important
stakeholders of an organization.
The HR professionals have found that the employee turnover and the employee
retention is probably the most serious challenge in the workforce management. Almost 47 % of
the HR leaders have found that the employee retention and the turnover can create a massive
problem for a particular organization. The employee turnover is caused by the so many factors.
It has been found that the employees leave an organization due to the poor leadership quality of
the leader, less salary as compared to service, lack of proper education opportunities, toxic
workplace environment, lack of work life balance and many others (Sekiguchi, Froese & Iguchi,
2016). Employees leave because of the excessive workload, when the management does not
give an employee significant recognition, the staff members are not given sufficient power for
making decisions, when the management does not give clear briefs and clear guidelines as
expected by the employees. There are other reasons too. In the XYZ Company, it has been
observed that the employees are leaving because of the excessive work pressure and non-
flexible working hours. The organization is facing difficulty in addressing the customer demands
as there is less number of employees. The employees are the real resources of a company and
their motivation extremely matters for enhanced production and development of an organization.
When they under huge pressure and restrained under a fixed working time, they lose the agility
and motivation to work further.
The human resource challenge in dealing with diversity, workplace discrimination is
another significant issue. Evidently, each year brings changes in the workplace, the society, the
government, culture and technology which proves to be challenging for the employees to adjust
with. In order to keep in terms of the contemporary market conditions, the business