This research paper analyzes the issues and challenges in human resource management and provides solutions to attain competitiveness. It discusses the lack of experience, dedication, and organizational skills among young workers. The paper also explores diversity management and strategies for effective HRM.
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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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1HUMAN RESOURCE MANAGEMENT Executive Summary The research paper on the human resource management in the present century will analyze the issues and challenges also it will put forward the solutions to attain competitiveness. Technology has implemented a great change into the methods of production, the process of recruitment and the training techniques of an organization. It is now up to the personnel of the HR to work accordingly to their own functions. In this paper the issues and challenges which are confronting today in an organization is discussed and analyzed with relevant theories. The recommendations and conclusions are provided at the last of the paper.
3HUMAN RESOURCE MANAGEMENT 1.0 Introduction The modern business organizations will not beable to perform effectively without the useoftheproperuseoftechnologiesintheirbusinessprocesses.Therefore,itisthe responsibility of the human resource department in order to maintain the and train the work force and check what are the basic requirements for the human forces in order to achieve the competitive advantage of the business in present century. Due to the rapid changes in the business world the HR manager is facing a variety of issues and challenges that how they can best manage and put forward their effort in finding out ways in solving the issues and challenges. The aim of the report is to explore the concepts and different of diversity and inclusion in a business organization. It will also help to strengthen the youth workers in the organization. It will enable the readers to learn from the approaches and methods which are used in youth work, as well as used in other sectors of work. The report will put further research work in order to see how these changes can be applied and adapted in order to fulfill the needs f the youth workers. Therecommendationandconclusionofthereportwillhelpthereaderstogain knowledge on the different tools, methods and other techniques which are used by the human resource managers in order to manage the diversity as well as interacting successfully despite finding out the difference. Diversity There are many definition of diversity referring t the involvement of the young workers in an organization. One of the most useful definition among them is given by the authorBerman, (2019) who describes that diversity means understanding that each and every member working in a particular organization is unique. Recognizing the individual differences of the members
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4HUMAN RESOURCE MANAGEMENT working in the particular organization there can be a difference in the dimension of race, sexual orientation, physical abilities, religious beliefs, political beliefs, ethnicity, socio economic status and other ideologies. Diversity Management Diversity management can be best defined as the active and conscious development for a future oriented, managerial and communication process, which is driven by strategic value and the proper use of certain kinds of differences as well as similarities as a potential in an organization. The process aims to create and add value to the organization (Banfield, 2018). 2.0 Discussion 2.1 Issues The major problems which are faced by the human resources in context to the younger workers in an organization are given below: 2.1.1Lack of experience The older generations are much experienced as because those people did not used to receive everything from their parents. They were present in the workforce for decades, which has let them seen every millennial to which they can relate to.Leroy and Stobbeleir, (2018)definesthatthe young workers lack the experience which the older workers have in the organization. They are inexperienced in overcoming rough challenges and will be continuing to do so.Berman, (2019) alsoexplainsthatthe older workers in an
5HUMAN RESOURCE MANAGEMENT organization are always present in inspiring the younger employees in order to perceive through the rough times and reach to the topmost positions in an organization. 2.1.2 Dedication The young workers in an organization does not always boom up with the benefits of incentive.Banfield, (2018)definesthat the older workers working in an organization are always trying to give their best, arrives to work before time, accomplishes their daily goals and sometimes reach beyond their working limits. This makes them an ideal mentor for the younger workers in the organization. 2.1.3 Organizational skills The younger workers present in an organization are not aligned to in accomplishing their goals.Xiang, Hansen, Pisaniello & Bi (2016)definesthat in most of the cases the young workers does not know about that how being organized is the best way in order to make sure that the things are done in a proper manner.Bailey and Mankin(2018)explainsthat theydonotsticktotheorganizationsuccessstructurewhichmakesthempretty unorganized. 2.2 Practices Development of human resources is pretty essential in any business organization, if the organization is likely to be dynamic and growth oriented in the long run. Unlike the other resources used in an organization the human resource development department in an organization has diverse and unlimited potential capabilities. The potentials ca be used in order to create a climate which will be capable of continuously identifying and bringing the surface of work nature and the use of capabilities of the members working with the
6HUMAN RESOURCE MANAGEMENT organization.Bogers, (2019)definesthatthe aim of the human resource development is to create a working climate in the workplace where the techniques can be developed in the recent years in order to benefit the working environment and bring improvement to the tasks which follows certain principles. The concept of human resource development was first introduced by Leonard Nadlaer in the year of 1969 where he had defined the human resource development as a learning experience which an organization can use for a specific time. It is thus designed in order to bring the possibilities of behavioral change in the organization. The human resource development has certain functions which are related with the diverse issues facedbytheorganizationrelatingtotheworkingoftheyoungworkersinvarious departments.Varghese,Bi&Pisaniello(2018)explainsthattheHumanResource development develops the moral and capabilities of each and every young workers working in the organization. They are also dedicated in improving the capabilities of each of the young workers in their relation to the present role. It also improves the relationship between the young workers with their superiors and brings collaboration among the different units and department present in the firm The Human resource Development also aims in improving the training and development opportunities for the diverse employees in the organization.Bhutta& Hussain (2018) definesthatthe training and development of the diverse employees increases the job satisfaction and morale among the employees. It also helps in increasing the motivation of the employees. It also aims at increasing the efficiencies in the process which results in a financial gain to the organization. It increases the capacity of the diverse employees to adopt the new technologies and methods implemented.Hughes & Brown (2018) alsoexplainsthat it thus helps in the development of the company image and creates goodwill which increases
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7HUMAN RESOURCE MANAGEMENT thecompanyinboostingtheinnovationstrategiesandproducts.Thetrainingand development process by the human resource development among the diverse employees mainly constitutes of explanations about how people have a perspectives and views which includes the techniques to value the diversity. The development programs are developed in order to increase the customer service in the increased competition in today’s global market place which makes it very easy for the diverse employees in order to understand and meet the needs of the preferred customers. 2.3 Strategies Diversity management is known to have a process in the roots of the business organizations. It is also holds an important place in the field of youth workers and young workers present in an organization. Young people and workers who are working in an organization should be equipped with the basic amenities which will help to manage and cope up with their work irrespective of the diversity present in the organization.Bailey and Mankin(2018)defines that it will prove to improve the positive communication and interaction among the people who are working in the organization. This will ultimately help the young workers to improve their current situation and bring opportunities for them. Principles of diversity management on the three levels which includes the organizational level, personal level and interpersonal levels are pretty applicable to the young workers in an organization. In all the three levels present in an organization there are decision makers with a diverse background and characteristics and knowledge almost about everything going on in the organization.Little organization has teams and projects, leaders and managers who have the competency to manage the diversity present in their organization.Hughes & Brown (2018)explainsthe HRD makes diverse people more competent than the others. It is dedicated in developing new skills, attitude and knowledge of the
8HUMAN RESOURCE MANAGEMENT person in the concerned organization. With the appropriate HRD program, the diverse people can become more and more committed with their task and job in the concerned organization. The training programs help the company and the diverse employees build trust and build respect Therefore it can be said that the training programs and development process improves the all round growth of the employees which improves the team spirit in various departments of the organization. This helps the diverse people in becoming open minded with the behavior of others. This helps in generating new values. Hence in order to conclude it can be said that the HumanResource Departmentprovide alot of benefitstothe diverseemployeesof the organization. The Human Resource Department can include or change the reward system in order to recognize the skills and abilities of the diverse employees. This is done by various methods like the performance appraisals, financial compensations, and increase in the salary and wage system of the diverse workers or employees.Stückelsberger (2019)definesthat the performance appraisal which is also known as the performance evaluation is a systematic evaluation which consists of a periodic process in order to assess the diverse employee’s job performance and productivity in the organization. The performance appraisals are conducted annually in a business organization. In general it can be said that the performance appraisals elements tell the employee what they have to do more in order to gain a better results in the company.Buengeler, Leroy &Stobbeleir (2018)explainsthe process of evaluation of the employee mainly includes various assessments of how well the employees are performing which is calculated by scaling the rateswhichindicatesthestrengthsandweaknessoftheemployees.Asignificantly underperformingemployeeoftheorganizationcanbeprovidedwithanemployment performance plan which will increase the efficiency level of the diverse employee working in the
9HUMAN RESOURCE MANAGEMENT company. The human resource department can increase the salary structure or the daily wage which is provided to the employee in order to check whether it increases the performance of the employee. 3.0 Conclusion In order to conclude the paper it can be said that a diverse workforce is a reflection of the changing world and marketplace. A diverse work team brings in a high value to the organization. Therefore the Human Resource Management team focuses on matching he needs of the diverse employees working in the organization. Training and developing the employees will impact positively to the organization as because the employee skills contribute to in achieving the objectives and aims of the business. 4.0Recommendation From the following paper it can be recommended that the companies should be clarifying the training and development objectives as well as systematically conduct the training needs and assessments. The participants of the training and development program should also know that weather the training programs which are imposed by the human resource management seeks to raise the awareness of the diversity management and develop a multi cultural skill in the workers of the organization.From the above study it can be recommended that the companies are benefitting from the engagement of the young workers in their industry with an increased self esteem and responsibility (Thamrin, Pisaniello & Guerin 2017). These are the primary reasons for the young workers. These have also lead to an increase in the high rates of work related injuries. Considering all the statements The Committee on the Health and Safety Implication of
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10HUMAN RESOURCE MANAGEMENT the Child Labor should be established which will examine how the working affects the health and safety of the young workers in the organization (Kucherov, Zamulin & Tsybova 2019).
11HUMAN RESOURCE MANAGEMENT References Bailey,C.,Mankin,D.,Kelliher,C.,&Garavan,T.(2018).Strategichumanresource management. Oxford University Press. Banfield, P., Kay, R., & Royles, D. (2018).Introduction to human resource management. Oxford University Press. Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R. (2019).Human resource management in public service: Paradoxes, processes, and problems. CQ Press. Bhutta, Z. M., & Hussain, K. (2018). Impact of Internal Corporate Social Responsibility Practices on Customer Capital with Mediating Role of Human Capital in Education Sector of Pakistan.NUML Journal of Critical Inquiry,16(2), 111-XI. Bogers, M., Foss, N. J., & Lyngsie, J. (2018). The “human side” of open innovation: The role of employee diversity in firm-level openness.Research Policy,47(1), 218-231. Brewster,C.,Mayrhofer,W.,&Farndale,E.(Eds.).(2018).Handbookofresearchon comparative human resource management. Edward Elgar Publishing. Brueller, N. N., Carmeli, A., & Markman, G. D. (2018). Linking merger and acquisition strategiestopostmergerintegration:aconfigurationalperspectiveofhumanresource management.Journal of Management,44(5), 1793-1818.
12HUMAN RESOURCE MANAGEMENT Buengeler, C., Leroy, H., & De Stobbeleir, K. (2018). How leaders shape the impact of HR's diversity practices on employee inclusion.Human Resource Management Review,28(3), 289- 303. Collings, D. G., Wood, G. T., & Szamosi, L. T. (2018). Human resource management: A critical approach. InHuman Resource Management(pp. 1-23). Routledge. Gutierrez-Gutierrez, L. J., Barrales-Molina, V., & Kaynak, H. (2018). The role of human resource-relatedqualitymanagementpracticesinnewproductdevelopment:Adynamic capability perspective.International Journal of Operations & Production Management,38(1), 43-66. Hughes, C., & Brown, L. M. (2018). Exploring leaders’ discriminatory, passive-aggressive behavior toward protected class employees using diversity intelligence.Advances in Developing Human Resources,20(3), 263-284. Thamrin, Y., Pisaniello, D., & Guerin, C. (2017). OCCUPATIONAL HEALTH AND SAFETY AWARENESS AMONG INTERNATIONAL STUDENTS AS A DIVERSE GROUP OF YOUNG WORKERS IN AUSTRALIA. Xiang, J., Hansen, A., Pisaniello, D., & Bi, P. (2016). Workers’ perceptions of climate change related extreme heat exposure in South Australia: a cross-sectional survey.BMC public health, 16(1), 549. Varghese, B. M., Hansen, A., Bi, P., & Pisaniello, D. L. (2018, August). The Impact of Heatwaves on Workers' Health and Safety in Australia: A Multi-City Study. InISEE Conference Abstracts(Vol. 2018, No. 1).
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13HUMAN RESOURCE MANAGEMENT Kucherov, D. G., Zamulin, A. L., & Tsybova, V. S. (2019). How Young Professionals Choose Companies: Employer Brand and Salary Expectations.Российский журнал менеджмента, 17(1), 29-46. Stückelsberger, C. (2019). Faith at work.