HRM Challenges and Solutions

This assignment analyzes the role of HRM in a professional services firm, using KPMG as a case study. It discusses the advantages and disadvantages of internal talent development, the importance of stress management in the workplace, and the challenges HR will face in the next five years. The assignment also proposes solutions to these challenges, including training, evaluation, and legal compliance.

Table of Contents
INTRODUCTION...........................................................................................................................1
1. Job advertisement for a professional position in a reputed company.....................................1
2. Advantages and disadvantages of internal talent & effective way of developing it...............2
3.Role of HRM in monitoring and preventing stress in the workplace......................................3
6.Main challenges for HR in the next 5 years.............................................................................4
Some possible solutions..............................................................................................................5

INTRODUCTION
This assignment contains the job advertisement in a reputed company with a specified
selection criteria and also describes the advantages and disadvantages of developing internal
talent. At last the role HRM plays in monitoring and preventing stress would be discussed with
the solution and challenges that HR will face in next 5 years.
1. Job advertisement for a professional position in a reputed company.
KPMG one of the giant name in professional service and audit requires Data Analytics
Manager. In Australia, the firm has long experience in providing their clients with professional
advise on audit and tax related matters. The firm also meets unique needs of fast growing small
business organisation. The firm currently operates in 154 countries with more than 2 lacs
employee's around the world.
Job summary
As a manager in the data analytics team you will work with global leaders, law firms
and other profitable and non profitable organisation, to formulate functions and framework
using data and driven solutions. The data analytical team is full of energetic and talented
members who are ready to tackle any challenge. We are seeking to add a manager to this team
who will manage the members and will provide a path to the team so as to fulfil the main goal
of the organisation.
Location
Melbourne, Australia
Job Responsibilities
 Collect, organise and apply company statistics and general data in order to improve the
efficiency of our clients. Present them with the collected information on monthly basis.
 Draft clear and concise report to meet the clients need and expectation within the agreed
contracts.
 Utilise technology driven solutions in assisting clients current market situations.
 Provide job training and instruct the junior staff about their job profile and helping them
in innovating new ideas so as to reach the organisations pre set goal.
Selection Criteria
 A written test would be conducted consisting questions about data analysis and
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management theories followed by personal interview.
 A candidate must posses minimum 3 years experience in data analytics field with large
professional consulting environment.
 Degree holder with accounting, finance, mathematics, business or other related field.
 Must have leadership capabilities, including the ability to manage a team of junior staff.
Why you choose us
The company offers a rewarding career for its professional employee's who works with
them to fulfil its organisational goal. We deliver diversity of thought among employee's which
strengthens relationships and deliver benefits among them. We are consistently recognised as
the employer of the year in providing best possible working environment. The firm provides
with the best possible pay to our employee's so they can live a luxurious life. This is an exciting
opportunity to be the part of this firm and enable your career growth. You can apply for this
profile by submitting your resume to the companies given address and through mail also.
2. Advantages and disadvantages of internal talent & effective way of developing it.
Balancing between training current employee's and recruiting new staff is a difficult task
for any organisation. Recruiting new staff takes lots of time and is slow process. While
recognising internal talent includes knowing the internal capabilities of the current employee's
of the organisation and promoting them for the new job role. Some advantages and
disadvantages of developing internal talent are discussed below:
 Advantages
 It takes very little time to hire someone with the specified capabilities for the job role.
 It will help the company to effectively do the job and if internal employee is
promoted for the role then it will motivate the employee's morale towards the
organisation.
 Its less risky as you know the person whom the organisation is hiring.
 It is cheaper as the process is internally done it will lead to cost reduction which
happens at the time of recruitment of external satff.
 Disadvantage
 It could cause to internal conflicts among the internal employees as other employee's
who are interested for the job role are elected and will get demotivated.
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 It will lead to hiring of two person as the employer is promoting one person to other
role and the position left has to be filled by the employer again.
 It will lead to limit the options available in the market as the organisation is hiring
from internal source.
Transforming the organisation to develop internal talent should be seen as longer vision
of the organisation. It helps the organisation to retain the employee's with them. The
development of internal talent in any organisation can be done through:
Creating the culture of recognising internal talent: Top mangers of the organisation
should create a environment which promotes internal talent. They should recognise the
relationship between talent and organisations performance. It will help the organisation in
acquisition of talent and reduction of recruitment cost.
Reimagining/Restructure human resource: The organisation should
reimagine/restructure human resource as it is the main department for hiring of the employee's.
The human resource department should analyse each and every employee of the organisation as
this will enable them to know the capabilities of the employee and will enable them to select\
promote them internally. The net result of this would be that employee's will feel valued and will
not look at external sources.
3.Role of HRM in monitoring and preventing stress in the workplace
Human resource management refers to the techniques used by the HR department so as to
manage employees in an effective and efficient manner so as to gain competitive advantage in
the nearer future. One of the best example of human resource management is the procedure
adopted by the HR of the company to recruit, train and develop those new workers. In addition to
this it can also be explained as the process of recruiting the right candidate at the right time for
the right job so that they can become a valuable asset for the company in the nearer future. In
every organization there exist some issues and because of which stress take place in the mindset
of the workers. So in order to overcome the stress HR of KPMG plays a vital role in controlling
and preventing stress in the workplace which are explained below:
By conducting Exercise programs: The very first role HR of KPMG company in
reducing stress in the workplace is by conducting exercise programs. One cannot ignore the fact
that exercise is the best way to get relive from stress. Exercise also help in forgetting about the
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workplace stress as they are too busy centring on the peculiar task at hand. Moreover meditation
in motion, is a great technique to clear heads and to solidify a strong team culture. HR could also
think about establishing weekly activities like Basketball, boot camps which will helps the
workers to get fit exercise into employees daily work routine.
Cultivate a healthy and beneficial workplace culture: Having a great workplace
culture is also plays a important role in reducing stress in the workplace. In order to improve
workplace culture HR manager of KPMG company should organize social events away from the
workplace, arranging team building activities and many more. This will help in reducing the
stress in the workplace and to gain competitive advantage in the future.
Improve communication: Effective communication helps in building teamwork,
decision making, problem solving and general office sentiment. It is therefore necessary to build
up clear channel of communication among each individuals within the organization. So its the
responsibility of the HR manger of KPMG company to ensure clear communication between all
and to attentively listen to the brought up issues. Thus, it will help in reducing the stress level in
the workplace and will be helpful to create the feeling of isolation.
6.Main challenges for HR in the next 5 years
There are various challenges that the HR of KPMG company is likely to face in the
upcoming years. The three major challenges are explained below:
To retain and reward talented candidates: One of the major challenge that an HR of
KPMG can face in the coming 5 years is to retain talented and well performing workers. Beside
this it is going to become worse to acknowledge and reward the real entertainer as the market
competitiveness is growing day by day.
Developing future leaders: With increase in the level of competitiveness among the top
performing candidates, HR of KPMG company will face a great challenge in the upcoming 5
years. Increase in the level of employees turnover rate is giving HR manger of KPMG a tough
time to enhance and to implement practice so as to retain employees engagement and to make
them stay for a longer period of time in the future. Thus through analysis it has been founded that
it has become a serious concern in order to build next generation organizational best leader.
Establishing healthy and corporative culture: This has also become a major challenge
for HR manger of KPMG company in the next 5 years. As corporate culture has become one of
the important deciding factors. Increase in the market demands has made companies to work
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more so as to achieve a future growth and as well as to expand and sustain within the volatile
market premises. Thus, it indirectly effect the organizational culture of KPMG company and lead
to clashes or office chaos.
Some possible solutions.
There are some possible solutions with the help of which HR manger of KPMG company
can overcome the challenges that can be faced up in the upcoming 5 years:
Proper training: In order to retain the talented employees within the organization HR
manger of KPMG company should innovate and develop some proper training and development
programmes. This will help them to Enhance their specific skills and knowledge and will result
in achieving the target goal of the company.
Proper evaluation: Secondly,the HR manager of KPMG company can adopt proper and
accurate performance appraisal system of every individual within the company. This will helps
in creating the feeling among the employees that there doesn't exist any biasses while selecting
the leader for the company. This in turn will result in getting the best leader suitable for the
company and will be helpful in accomplishing organizational goal.
Appropriate laws: One of the best solution HR manger of KPMG company can adopt so
as to establish healthy and corporate culture is by making proper use of appropriate laws which
are being established specially for the organization. Some of the laws like: Equity act, Health
and safety act, employment state insurance act and many more. This will also helps in increasing
motivation level within the employees and will result in achieving organizational objectives.
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