Managing Human Resources in the Digital Age

This collection of articles and books provides insights into various aspects of human resource management (HRM). The texts explore topics such as managing growth in the Indian software industry, strategic assets and organizational rent, HR strategy formulation, implementation, and impact, as well as the psychology of talent management. Additionally, the resources discuss cultural standards in Bosnia and Herzegovina, the impact of HR management on state government IT employee turnover intentions, effective HR management systems, and managing human resources in Asia-Pacific. The texts also touch upon issues for HR teams, health and safety regulations, and strategic management theory.

STRATEGIC HRM

Table of Contents
Introduction..........................................................................................................................................3
A. Identifying major human resources challenges...........................................................................3
B. Human resource practices and strategies to reduce issues..........................................................6
Conclusion............................................................................................................................................8
REFERENCES.....................................................................................................................................9

INTRODUCTION
Strategic human resource management is a process which helps in handling all staff
members working in the firm. It also aids in gaining long-term objectives and goals which the
organisation want to achieve. Further, strategic human resource management includes functions
like recruitment, selection, retentions and training of employees in the organisation (Stredwick,
2013). The present report introduces challenges and issues of human resource which are suffered by
HR division of various enterprises in United Kingdom. In addition to this, it also describes the
various suggestions to resolve these issues in the corporation.
A. Identifying major human resources challenges
UK organisations faces many human resources challenges which are represented below the
paragraph.
 Employees turnover- Generally UK is also developed country in the world. There are many
employees turnover problems in various sectors. Due to this issues, many organisations face
these complexities in Britain. Staff members leave the job due to desire of higher income
from the corporation. There are many organisations which provides very lower salaries to its
staff members (Hoque, 2013). In addition to this, many firms obligate the employees to do
overtime work without any extra remuneration. Further, they do not provide bonus as well
as promotion on basis of skills. So These reasons oblige the employees to leave the job from
the organisation. As a result, Human resource department of companies face problems in
their operations in UK. It affects the efficiency and performance of firm in the market (Kim,
2012). For example, Star woods hospitality organisation faces human resources issues due to
their ineffective HR policies in the nation. Generally, management of hotel puts extra work
load on its assistant managers in order to provide better services to consumers. In addition to
this, Enterprise does not provide extra pay and non financial rewards to its managers. These
HR policies also frustrate the its employees and oblige them to leave job. Due to this
reasons, management of Star woods suffers with human resources issues in the nation. This
thing is created bad impact on the performance in the market.
 Technological- These problems are produced so many HR challenges for companies in the
United Kingdom. Mainly, these issues take place due to higher changes in technological
work such as alteration of software and working pattern. So staff members reveals their
resistivity against the technological modification in the organization. In addition to this, it
creates bad impact on working of HR division in order to manage their operations in the
enterprises. Further, company suffers with human resources issues in respect of management
of staff members (Beadles and et.al., 2015). This procedure also generates bad effect

regarding its performance on the company in United Kingdom. Many UK companies have
suffered these kinds of technological complexities. For example, Acorn computer firm has
faced these technical problems during the major modifications in working style and software
which affects activities of HR department in the nation.
 Union issues- It is major issue for manufacturing and hospitality corporations to handle
lower cadre employees which generate severe problems for HR division to manage overall
operations. Union issues create very bad impact on the production efficiency of company.
In addition tot this, it also generates heavy loss of property, machine as well as equipments
for organisation. These type of complexities can be produced through many reasons like
special requirement of workers, accident and operating hours issues which creates
complexities for HR department to manage overall production in the organisation (Varma,
and Budhwar, 2013). For example, Tata chemicals Europe faced union issue due to special
demand of workers in the plant which affect its manufacturing of chemicals in the United
Kingdom. Organisation suffered with heavy loss due to shortage of material for selling in
the Britain. In addition to this, HR department of Tata consumes so much time to remove
these issues by considering maximum demands of workers in the country.
 Health and safety issues- Health care and security of employees is a big issues for the
corporations in Untied Kingdom. Mainly, small and medium size companies of UK do not
utilize appropriate Health and safety rules and regulations which are created for security of
staff members by Government for all firms in Britain. These things produce issues for
Human resource division to handle their activities during severe accident cases of workers
in the plant (Snell, Morris and Bohlander, 2015). Further, this department also suffers with
legal issues to consider all policies and rules of health and safety of employees as well as
lower grade workers in United Kingdom. Whenever any heath and security issues happen in
the plant, Human Resource division face with these complexities to meet requirements of
staff members and legal rules and regulations of the government in United Kingdom
(Bamberger, Biron and Meshoulam, 2014). For example, Holland and sherry suffered with
health and safety problems due to use of inappropriate health and safety polices in the plant.
This thing created many legal obligations for the firm. Worker and employees of
organization produced resistance regarding these policies in the organization. In addition to
this, government of UK also applied many legal charges against Holland and sherry firm
due to utilization of inappropriate health and safety policies in the plant. This reason also
generates many HR issue for managing production of clothes in the nation.
 Recruitment and Selection- Organisations of United Kingdom face with recruitment and

selection issues due to higher discrimination on the basis of religion and colour. There are
many private and public corporations which create problem for them in the nation. These
things create complexities to hire skilful candidates in the firm. They also create bad impact
on productivity of company in UK (Sheehan, 2013). For example, management of ASDA
also faces this issues due to their inappropriate recruitment and selection activities in retail
market. HR division of organisation discriminate its candidates on the basis of religion,
physical abilities as well as colour. Due to these reasons, company can not select effective
candidates as comparison of its rivals like TESCO. This process also produces complexities
for HR management to manage its operations in the ASDA.
 Training- UK corporations face training issues in various sectors. This thing creates
problems to manage HR operations regarding training activity of new and present candidates
in United Kingdom. These issue are generated through ineffective trainer and their activities,
shortage of monetary funds as well as inappropriate skills of candidates in the organisations
of Britain. In addition to this, organisations do not implement training rules which are
formed by governance due to shortage of monetary funds (Hill, Jones and Schilling, 2014).
These things create issues for HR division of companies to manage its operations in various
departments. Due to these reason, management of corporation is unable to train its
employees in systematic manner which generate adverse impact on performance and
efficiency of staff members. It also spoils image of company in the market of United
Kingdom. There is one reason which produces problems for HR issues for company. Due to
modern environment, technology changes are occurred very fast in the UK. This thing also
generate training requirement for employees in the UK. It also requires many monetary
funds to implement training. This process generate HR issues to manage training issues in
the company (Boxall, 2013). For example, Ikea has faced this kind problem. Due to reasons,
HR department of firm has suffered with many complexities in the United Kingdom.
Generally, corporation does not train its executive in order to save monetary funds. So
employee’s could not give their performance in a appropriate manner. Many staff members
had to do work again due to lack of knowledge in their area. As a result, HR department of
IKEA faces allocation of their employees in work load time. This thing also produces severe
issue of organisation in order to handle human resource operations in United Kingdom.
 Discipline issues- These problems are also found in small and medium level organisation in
United Kingdom. This thing also affect the working of HR department in corporation. It also
generates mismanagement of staff members in work within enterprise (Hong and et.al.,
2013). To determine these complexities, HR management has to provide their efforts to find

out specific reason which consumes so much time of them in the company.
 Employee’s queries- It is most common problem which are occurred in every organisation.
Each organization suffer with salary, promotion as well as bonus related issues which
generate so queries in mind of employees. These problems also create problems for HR
department of organisation in United Kingdom (Agrawal, Khatri and Srinivasan, 2012).
Human resource managers have to put extra efforts to solve these queries of employees
which affect their overall working in the firm. In addition to this, They have to identify the
those reasons which are created these queries. This process consume so much time for HR
managers in the organisation. These things also create problems for Human resource
department in the corporation (Amit and Schoemaker, 2012). For example, TESCO retail
organisation has faced these problem which also affect its working and HR operations in the
market.
 Leadership Development- Ineffective leadership produce issues which are created higher
problems for human resource managers of the firm. It is generated due to lack of strategic
abilities and capabilities of managers and leaders in the enterprise. In addition to this, it
produced so many complexities for employees to manage their daily operations. These
reasons affect the efficiency of staff members in the organisation because they do get right
guidance from manager to manage their work (Wilton, 2013). Due to this reasons, they do
not complete their work before deadline which affect performance of the company. These
things created issue for HR department in order to solve them in the company. For example,
Small and medium scale of United Kingdom faces these type of problems in the nation.
B. Human resource practices and strategies to reduce issues
Organisations of UK can use many HR practices and strategies to reduce problems in United
Kingdom.
Strategies and HR practices for health and safety issues
Organisations of UK can adopt many HR practices and strategies to overcome from heath
and safety issues. Mainly, corporation should develop their infrastructure of plant in a appropriate
manner which can help the workers and staff members to leave plant very fast in order to save their
life in the adverse circumstances. In addition to this, management of UK organisations can use
boards and tags to alert workers and employees from dangerous machines and equipments in the
plant (Dries, 2013). Further, companies can use proper rules and regulations of heath and safety
which are made by government of United Kingdom in order to save life of staff members and
workers in the firm. Management of organisation should also provide medical insurance policies to
its employees which can contribute effective role for them to take claim of any type accident in the

nation. It is represented below the table.
Rules and regulations Description
The Management of Health
and Safety at Work
Regulations 1999
This rule is used to identify and assess the risk in the company. It
oblige the firm to hire to develop team for determining the hazards in
the plant. This process can also help workers and employees to save
its life in the firm.
The Workplace (Health,
Safety and Welfare)
Regulations 1992
This policy also compels the organisation of UK to follow many
aspect like ventilation, proper lighting, heating and workspace. In
addition this, it also obligate the firm to consider following factors
such as staff facilities, safe passageways for emergency conditions,
prevent slipping as well as tripping hazards for the staff members in
the plant (What are the main health and safety regulations, 2016).
The Health and Safety
(Display Screen
Equipment) Regulations
1992
DSE act also oblige the firm to provide particular facilities to
employees for their eye test in a regular time intervals who work
regularly on computers or any other equipments. It also provides
reliability to staff members to get aware about their health in the
nation.
The Personal Protective
Equipment at Work
Regulations 1992
PPE rules and regulation also give strict instructions to company to
use of protective goggles, mask and gloves and proper body suit for
workers and employees at hazardous places in the plant which can
help them to save its life from any type of accidents in the plant.
The Manual Handling
Operations Regulations
1992
Manual handling act compel the organisations to use automatic lifting
machines to lift hazardous chemicals and other things instead of
workers and employees which helps to reduce accidents of them in
the plant.
Strategies and HR practices for recruitment and selection
UK organizations can use many strategies and practices which can aid to decrease the
recruitment and selection problems of human resources. Companies should not discriminate the
applicants on the base of religion, age sex, physical incapabilities as well as colour in United
Kingdom. This approach can help the organisation to hire effective and skilful candidates which can

help to increase its efficiency as well as performance in the market (Hirt and Ortlieb, 2012). It is
also helpful to reduce recruitment and selection issues for human resource department in the
corporations of UK.
In addition to this, management of organisation should hire talented, loyal and responsible
leaders or managers. This process can help in selecting skilful candidates without any
discrimination process in the country. This way, organisation can perform better as comparison of
before with help of talented employees in the market. This process can aid to reduce recruitment
issues for HR managers in the organisations (Bamberger, Biron and Meshoulam, 2014).
Organisation should select its staff members from the top institutions of United Kingdom
which can help to hire appropriate candidates. This process can reduce time of HR management in
the United Kingdom. In addition to this, Human resource managers should also check those skills in
candidates which are useful of organisation. This thing can give huge reliability to select skilful
applicants for organisations. With aid of this approach, Organisations of UK can improve their
recruitment and selection process of staff members (Hill, Jones and Schilling, 2014). For example,
There are many corporation like Bentley and TESCO in United Kingdom which monitor
appropriate qualities like technical knowledge, communication, decision making as well as
coordinating skills in candidates in order to recruit them.
CONCLUSION
From the report, it is found that training, recruitment and selection and turnover of staff
members create bad impact on HR operations of corporations in United Kingdom. Further,
leadership development, heath and safety, discipline, employees queries as well as technological
issues affect growth and development of enterprises in Britain. It can be concluded that rules and
regulations of government and other suggestions helps to reduce health and safety issues of
organisations in order to save life of employees and workers. In addition to this, Human resource
practices and strategies for recruitment and selection also contribute effective role for companies to
hire skilful candidates in United Kingdom.

REFERENCES
Journals and books
Agrawal, N.M., Khatri, N. and Srinivasan, R., 2012. Managing growth: Human resource
management challenges facing the Indian software industry. Journal of World Business. 47(2).
pp.159-166.
Amit, R. and Schoemaker, P.J., 2012. Strategic Assets and Organizational Rent. Strategische
Management theorie. 14, p.325.
Bamberger, P.A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Beadles, I.I. and et.al., 2015. The impact of human resource information systems: an exploratory
study in the public sector. Communications of the IIMA. 5(4). p.6.
Boxall, P., 2013. Mutuality in the management of human resources: assessing the quality of
alignment in employment relationships. Human Resource Management Journal. 23(1). pp.3-
17.
Dries, N., 2013. The psychology of talent management: A review and research agenda. Human
Resource Management Review, 23(4). pp.272-285.
Hill, C., Jones, G. and Schilling, M., 2014. Strategic management: theory: an integrated approach.
Cengage Learning.
Hirt, C. and Ortlieb, R., 2012. Cultural standards of Bosnia and Herzegovina: Empirical findings
and implications for strategic human resource management. Journal for East European
Management Studies, pp.205-225.
Hong, Y. and et.al., 2013. Missing link in the service profit chain: A meta-analytic review of the
antecedents, consequences, and moderators of service climate. Journal of Applied Psychology.
98(2). p.237.
Hoque, K., 2013. Human resource management in the hotel industry: Strategy, innovation and
performance. Routledge.
Kim, S., 2012. The impact of human resource management on state government IT employee
turnover intentions. Public Personnel Management. 41(2). pp.257-279.
Snell, S., Morris, S. and Bohlander, G., 2015. Managing human resources. Cengage Learning.
Stredwick, J., 2013. An introduction to human resource management. Routledge.
Su, Z.X. and Wright, P.M., 2012. The effective human resource management system in transitional
China: a hybrid of commitment and control practices. The International Journal of Human
Resource Management. 23(10). pp.2065-2086.
Varma, A. and Budhwar, P.S., 2013. Managing human resources in Asia-Pacific. Routledge.
Wilton, N., 2013. An introduction to human resource management. Sage.
Online
Sheehan, J., 2013. Issues For HR Teams & How To Fix Them. [Online]. Available
Through:<http://www.hrzone.com/community-voice/blogs/jamessheehan/top-10-issues-for-
hr-teams-how-to-fix-them>. [Accessed on 23rd January 2016].
What are the main health and safety regulations, 2016. [Online]. Available Through:
<https://worksmart.org.uk/health-advice/health-and-safety/employer-duties/what-are-main-
health-and-safety-regulations>. [Accessed on 23rd January 2016].