HRM Challenges Essay: Strategic HRM and Planning Analysis

This essay examines key challenges in Human Resource Management (HRM) within organizations, focusing on HR planning. The essay identifies and discusses two primary challenges: employee turnover and technological innovation. Employee turnover is presented as a significant hurdle, with the essay highlighting the difficulties in retaining employees and the importance of proactive measures such as regular employee progress checks and addressing the reasons behind resignations. The essay also explores the impact of technological innovation, acknowledging the potential for advancements while recognizing the challenges associated with ensuring effective technology adoption across the workforce. The essay suggests solutions such as surveys, interviews, and partnerships with technology companies to address these challenges. Overall, the essay emphasizes the integral role of HRM in organizational development and the need for strategic planning to overcome challenges and ensure effective employee management.

Running head: HUMAN RESOURCE MANAGEMENT
Human resource management
Name of the Student:
Name of the University:
Author note:

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Table of Contents
Introduction................................................................................................................................2
Brief discussion..........................................................................................................................2
HR planning challenge 1............................................................................................................3
HR planning challenge 2............................................................................................................3
Conclusion..................................................................................................................................4
Reference list..............................................................................................................................5

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Introduction
Human resource management is a strategic approach that is being taken up by
organisations to develop effective management of employees in the organisation. According
to DeCenzo, Robbins and Verhulst (2016), the Human resource management will help in the
development of the organisation brining in changes in the organisational culture. The prime
function of the HRM is to recruit and train employees. In the recruiting and training of
employees, the HRM comes across various challenges (Real and Percell 2018). The paper
will help to understand the challenges that are being faced by the HRM in recruiting and
performing their function within an organisation.
Brief discussion
The Human resource of the organisation is being established for looking into the
benefit of the employees. In the words of Chelladurai and Kerwin (2018), the HR is one of
the leader of the organisation who plays a major role in the development of the organisation’s
productivity. The HR department is being established in every organisation to ensure that the
employees being hired will help in the improvement of the productivity of the organisation.
in order to ensure that the employees hired will be efficient and effective the HRM of the
organisation takes up approaches like talent management. According to Bratton and Gold
(2017), the prime task that is being performed by the HRM is to recruit and train the
employees. The HR department of the organisation ensures that the employees are being well
trained that will help to work effectively on board. The Human resource has to plan and keep
a check on the employees, which will provide them with a result of the number of employees
to be recruited and the number of employees resigning. In the words of Zoller (2018), the
HRM looks into the safety and security of the employees as well as the organisation.

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HR planning challenge 1
Numerous challenges are being faced by Human resource in maintaining a healthy and
effective workplace. One of the major challenges that is being faced while HR planning in
employee turnover. As it has been mentioned by Stone and Deadrick (2015), it becomes very
difficult for employees to maintain the employee turnover rate. Finding best employees who
will contribute in the effective development of the organisation is a difficult task. Moreover,
retaining the employees and ensuring them improvement is one of the most difficult
challenge that is being faced by the HRM. Employee turnover can be caused due to any
condition. It may be due to downfall of the organisation or lack of security provided by the
employees to the organisation, death of employees or retirement due to age (Armstrong and
Taylor 2019). Hence, it order to ensure that there is effective working in the organisation
without the downfall of the graph of production in the organisation new employees must be
recruited.
In order to ensure that there is minimum turnover in the organisation, the HR must
keep a check on the employees’ progress and have an analysis that will help in estimation of
the employees’ turnover. Keeping a regular check will make it evident to the HRM about the
resignation of the employee. According to Rao (2017), the HRM must also find out the
reason of employee turnover and try to resolve it as early as possible. When a list of
employees will be known to be reigning it will become easier for the organisation to plan. It
is also necessary that the employees must be priorities that will help in being loyal to the
employees. Providing them with safety and security will ensure retention of employees.
HR planning challenge 2
Another major issue that has been identified in HR planning is uncertainty of
innovation in an organisation. According to Zoller (2018), technological development is an
important factor that will help in better development of an organisation. Technology plays a

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major role in the development of working in an organisation. When there will be effective
technological use there will be effective development of the production. However, there will
be issues with the technological development as being certain with the use of a specific
technology may be difficult unless every employee is using it effectively in the organisation.
The technological issues can be a great barrier in the development of the HR planning. It will
prevent in taking greater measures that will be a drawback for the organisation.
In the words of Stone and Deadrick (2015), the innovation or technological issues
may be easily resolved by the organisation with surveys and interviews. Gathering
information from various sources or reviews of people it will be easier to analyse the
effectiveness of the technology in the organisation. Technology is a vital part that will help in
the development of the HR planning. The HRM of the organisation can also try to create
alliance with the companies dealing with technology and ask for trial periods. This will give a
clarity of the effectiveness of the technology as well as the finance of the organisation will
also be retained. Changes in the technological development of the organisation there will be
also changes in the effectiveness as well as employee productivity. This can also reduce the
employee turnover. Hence, with technological development there can be various changes
obtained in the organisation.
Conclusion
To conclude, the HRM is an integral part of an organisation that helps in bringing
various changes in the organisation. The HRM ensures that there should be evident
development of the organisation recruiting effective employees in the organisation. The HR
of an organisation is carrying out numerous functions. Hence, challenges are part of the duty
that is being performed by them. Employee turnover can be improved identifying the issues
that are being faced by the employees in the organisation. providing them with security and

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communication can help in retention of employees. Technological issues can also be resolved
with keeping a check in the innovation taking place.
Reference list
Armstrong, M. and Taylor, S., 2019. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley and Sons.
Rao, M.S., 2017. Innovative tools and techniques to overcome HR challenges globally.
Human Resource Management International Digest.
Real, K., and Percell, H. 2018. Starbucks Corporate Social Responsibility Report.
Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities affecting the future of
human resource management. Human Resource Management Review, 25(2), pp.139-145.
Zoller, B., 2018. Workforce planning: one of the most challenging HR compliance issues for
2018. Strategic HR Review.