Challenges and Strategies of Human Resource Management

This article discusses the importance of Human Resource Management, its challenges, and strategies to overcome them. It covers topics such as coping up with management changes, training and development, retention, recruitment, health and safety, diversity, and discipline. The article emphasizes the role of effective communication in managing human resources and ensuring employee satisfaction. It also highlights the significance of Human Resource Management in determining the growth and sustainability of an organization.

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uman Resource ManagementH
Student ame( N )
9/1/2018
Table of Contents

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Introduction................................................................................................................................3
Human resource management....................................................................................................3
Challenges of Human Resource Management...........................................................................3
Strategies to overcome challenges.............................................................................................5
Conclusion..................................................................................................................................7
References..................................................................................................................................8

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Introduction
Human resource management is one of the pillars of the organization in which any
organization gets established. Human resource management is the department which deals
with the humans. Human resource is the department which brings the right people at a right
time, which helps the organization to achieve its goals smoothly (Noe, Hollenbeck, Gerhart
and Wright, 2006). Human resource keeps the employees motivated enough towards work to
achieve better productivity in the organization. It is a very critical task to handle people in
such a manner that better results can be achieved and it is an on-going process which every
organization has to do (Bohlander, Snell and Sherman, 2007).
Every organization has required managing human resource employee to protect the
employees of the organization from such issues (Foster, 2014).
In the ensuring part, there will a detailed discussion on Human Resource Management, its
challenges and five strategies by which challenges can be curbed out.
Human resource management
Human resource management is to manage the humans/employees in such a manner that
everyone is motivated towards work and all are able to achieve the goals laid down by the
organization which helps the organization to run smoothly and it could be the best place to
work (Marchington, Wilkinson, Donnelly and Kynighou, 2016). Human resource
management is an asset to the organization as the success and failure depend on them as bring
right people at right time is very crucial for the business and Human Resource does that
(Wilton, 2016). Human resource management is an on-going process which helps the
organization to grow. Human resource helps the other department in managing the
coordination and cooperation required at every level. It helps every department to work

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smoothly and together. It helps the employees in learning new policies and procedure of the
companies and Human resource ensure that it is understood by everyone. It helps in
conducting trainings, sessions which helps the employees to improve their skill set (Collings,
Wood and Szamosi, 2018). Human resource is not an easy job hence they do face a number
of challenges associated with it which are explained below (Storey, 2007).
Challenges of Human Resource Management
 Cope up with Management changes – Business works in the dynamic world, changes do
happen in course of time and business has to changes their rules, regulations, policies, and
procedure accordingly which helps the business to grow at faster pace and it can take first
mover advantage and use its benefits over the competitors.
 Training and Development – It is one of the crucial tasks which Human resource does and it
is not an easy task as it involves the cost associated with it. It is required at every level of
organization. At times, it is very difficult to get the approvals.
 Retention – Retention is a process wherein an employee is retained by various measures such
as monetary or non-monetary. Employees are an asset of the company and to retain them at
right time is a very crucial task for Human resource team. Retention of employees implies
that companies have a balance between the culture & payouts (Bratton and Gold, 2017).
 Recruitment – It is also an important activity for the Human resource as bringing right people
at the right place is very important which helps the organizations to grow at faster pace and
results of the organization can be achieved in more efficient and effective manner. When the
right people are hired then the cost for hiring employees repeatedly reduces which helps the
Human resource and operations to run smoothly and cost-effectively.

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 Health and safety – It come first when we are dealing with the humans as health is wealth and
when our employees are healthy and fit to work in good working conditions then the
organization can achieve results at a good pace and more efficiently.
 Diversity – Organization works with different kind of individuals who have different
religions, beliefs, and ideals. Everyone should be treated as one and on the same page which
gives others motivation of being equal to others. Human resource ensures that this is
maintained and respected by all employees as better results can be achieved. By maintaining
this organization reduces the discrimination, part, which is a self-de-motivating, factors
which hamper the growth of the organization. Employees should be made aware of their
rights so those if any wrong thing is happening they should report at same time and resolution
can be provided (Wood, 2015).
 Discipline –For each employee, it is necessary that everyone should be disciplined enough
that it should not hamper anyone. Everyone should be aware of the things that are right and
wrong, employees should be aware of what all things to do and what not to. All employees
should work legally and ethically. For dealing, such issue human resource does take a certain
session and create awareness programs so that everyone is aware of what all are his task,
duties, and limitations in which employees have to work. When a Human resource is dealing
such issue, each thing is documented so that it can be referred for the future purposes.
 Employees queries – Human resource is the first point of contact when it comes to any issues
related to payroll, salaries and so on to the face value of the company and they should act in a
mature manner so that entire issue is listened and then worked upon. The senior authority
should clarify all the doubt of the employees, that employee is satisfied that my query has
been answered in correct way. Timelines should be fixed for each query and the employee
should share the progress of the same so that he is kept in the loop and he is aware of what all
things are happening. Human resource ensures that all employees are aware of the SPOC

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(single point of contact), therefore the query can be raised in correct channel and to correct
individuals (Jackson, Schuler and Jiang, 2014).
Strategies to overcome challenges
 Cope up with Management changes – To do this clear communication is the key, which
Human resource needs to maintain in order to make changes according to the need of the
hour. All the changes, which are happening in the organization, should be made aware of
employees in terms of seminar, meetings, and hurdles.
 Training & development – To do this identify the possible resources in our organization
which can be moved to the next level identify the training, need and identification for those
employees and plan all the training plan accordingly therefore, better results can be achieved
as training involves cost which at times if difficult to manage. By adopting such strategies,
the employee feels motivated and become loyal to the organization.
 Retention – To do this Human resource need to create good policies for the employees so that
talented employees are retained. It may be monitory, non-monitory. The policies should be
lucrative enough so that the best resources are not moved out of the organization. At times,
proper concealing of the employees helps them to retain.
 Recruitment – Through recruitment procedures, organizations select the experienced
employees that a talented pool is there for the business to run smoothly. Finding right
employees at right time is not an easy task but having a good communication and network of
the Human resource helps to get good employees for the organization and it reduces the pain
of hiring employees repeatedly as it involves time, money and patience (Bailey, Mankin,
Kelliher and Garavan, 2018).
 Diversity – With the help of diversity, human resource need to work as one team and ensures
that each of the religion is respected and understood by the one another, which give wider

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horizon of thinking and at a time beyond the imagination. It can help in thinking out of the
box, which helps both employees and organization to grow and have a cutting edge over
competitors (Brewster, 2017).
Conclusion
Human resource management is dealing with the humans, which seems very easy until we
see the depth of it as more the humans involve more the things become tricky and
complicated wherein Human resource management is necessary for every organization
whatever the level may be. Effective Human resource management determines the growth
and sustainability of the organization in this competitive world and it gives an upper hand
towards the competition. Human resource is one of the crucial department and pillars of the
organization which helps the organizations to build upon it and adhere to it. Human resource
is the first point of contact for any employees for any kind of issues, queries and so on, to
deal with each issue differently, requires skills and experience so that corrective measures can
be achieved within timelines and impact should be left behind if any wrongdoing is
happening. Human resource management can be effectively done by communicating with
employees in various ways so that employees should not feel that human resource is not
approachable. Human resource ensures that whatever the concerns are highlighted, the
identity of the employees is kept a secret so that it can work on the issue, not on employees.

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References
Bailey, C., Mankin, D., Kelliher, C. and Garavan, T., 2018. Strategic human resource
management. : Oxford: Oxford University Press.
Bohlander, G., Snell, S. and Sherman, A.W., 2007. Human resource management. USA:
South–Esetern College Publishing Thompson Learning, pp.27-54
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. London:
Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
In Policy and practice in European human resource management (pp. 22-35).
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A
critical approach. In Human Resource Management (pp. 1-23).
Foster, E.C., 2014. Human resource management. In Software Engineering (pp. 253-269).
Apress, Berkeley, CA.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic
human resource management. The Academy of Management Annals, 8(1), pp.1-56.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource
management at work. 6th ed. London: Kogan Page Publishers.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2006. Human resource
management. Australia: China People's University Press.
Storey, J., 2007. Human resource management: A critical text. Australia: Cengage Learning
EMEA.

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Wilton, N., 2016. An introduction to human resource management. Sage.
Wood, J.F., 2015. Meeting the Challenges of Human Resource Management: A
Communication Perspective. pp. 69-72.