HR Challenges and Solutions Report: Leadership Influence

This report addresses the critical challenges faced by human resource management (HRM) in modern organizations. It emphasizes the significance of people as the core of any organization, highlighting the role of HR in recruiting, developing, and retaining a competent workforce. The report identifies key challenges, including compliance with employment laws, leadership gaps, compensation and rewarding systems, and career training. It suggests solutions such as HR risk management plans, succession planning, job evaluations for fair compensation, and fostering a strong organizational culture. The report also discusses the importance of effective communication channels, including departmental, individual, and general forums, to link HR policies with performance. The analysis moves beyond simple input-output models to explore the 'black box' of HR, considering factors like employee well-being and corporate responsibility, offering insights into how HR leaders can investigate and communicate about the influence of HR policies.

People are significant components of any organization without whom organization cannot
exist. The presence of people is immense as they are the pillars of development that enables the
organization to realize its objectives (Batti, 2013). Human resource management therefore, is a
department that plays crucial role in the success of an organization as it is responsible of
providing sustainable competitive advantage. It can be simply described as a process that assists
the organization in recruiting, selecting and developing a competent staff within the organization
(Batti, 2013). Today, the world of business and organizations is increasingly demanding and
turbulent (Burke and Cooper, 2006). Human resource therefore, faces a number of challenges as
they try to work out formula that would see the business or organize thriving.
The common challenges human resource management faces in any organization includes
and not limited to compliance with the law, this is where the department faces the challenges of
keeping up with the changing employment laws (Aycan, 2001). In deed ensuring that an
organization fully complies with all the employment laws is not a walk in the park. Leadership
gaps, is another challenge human resources department goes through, for instance a vacancy may
come up but the leadership of the organization refuses or delay the plans to fill up the gap due to
unknown reasons (Batti, 2013). Rewarding and compensation, this is another challenge that
troubles many organizations as to how best they should reward or compensate their employee,
Turkey having two-third of its organization with fault compensation systems (Aycan, 2001).
Career training and developed is a fundamental aspect of human resource management but it
comes with some couple of challenges say, lack of effective evaluation scheme for the training
effectiveness (Aycan, 2001). On the other hand some organization after the induction training,
they tend not organize for other training to further equip their employees with new skills (Batti,
2013).

For Human resource to overcome such challenges serious and remedies must be
employing. For the case of legal issues human resource department should develop an HR risk
management plan that will function to minimize sources of risks in order to cut costs of lawsuits
by federal and state organs (Batti, 2013). Leadership crisis can be eradicated by human resource
department through proper and we instituted succession plan. This would involve looking at
capable employees within the organization who can take up the position and spear head the
organization leadership (Batti, 2013). For the case of employee reward and compensation it
advised that human resource department should carry out a regular job evaluation so that there
can be a proper compensation and rewarding system that purely relies on job competency
(Aycan, 2001). Other mitigations to challenges would include between science and tradition,
developing strong internal organization culture among others.
In case of linkages if any between HR policies and performance then proper
communication channels has to be followed. This would include departmental communication,
where HR department communicates to a certain department over the same. They can also do
individual or one on one communication where by specific people or individuals are addressed as
regards to the matter. Alternatively it can be done through a general forum, where all the
employees are assembled in one place and communication to all of them and one specified time.

References
Batti, R.C., 2013. Human resource management challenges facing local NGOs. Technology, 2(4),
pp.87-96.
Aycan, Z., 2001. Human resource management in Turkey‐Current issues and future
challenges. International journal of manpower.
Burke, R.J. and Cooper, C.L. eds., 2006. Reinventing HRM: Challenges and new directions.
Routledge.