Talent Management Assignment on Challenges faced by an HR today

Submitted By P. Pranavi 10M030

The major issues & challanges faced by HR Manager are:

Health & Welfare, retirement, change management, compensation, Employee rewards, HR effectiveness measurement, HR technology selection & implementation, industrial relations, Leadership development, Learning and development, Legal/Regulatory compliance, M&A integration/restructuring, Organizational effectiveness, Outsourcing, Staffing: mobility of employees, Recruitment and availability of skilled local labour, retention and succession planning.

Health & Welfare of the employees is a big challenge. If health of the employees of an organization is sound, they are able to perform well.

Change Management represent a particular challenge for personnel management staff, as this expertise has generally not been a consistent area of focus for training and development of HR professionals. An intensified focus on training may be needed to develop added competencies to deal with change management.

Leadership development also proves to be a big challenge HR professionals continue to wrestle with understanding the best ways to keep people in the pipeline and develop leaders for future succession planning. HR professionals are expected to provide the essential frameworks, processes, tools and points of view needed for the selection and development of future leaders. Across the globe leadership development has been identified as a critical strategic initiative in ensuring that the right employees are retained, that the culture of the organization supports performance from within to gain market position, and that managers are equipped to take on leadership roles of the future so that the organization is viable in the long term.

Measuring HR effectiveness is an interesting new top three focus for HR as it highlights the profession's need to meaure results - not only in terms of transaction management but also in terms of driving the business. HR professionals have been questioned in the past regarding their business acumen. Utilizing metrics to determine effectiveness is the beginning of a shift from perceiving HR's role as purely ad administrative function to viewing the HR team as a true strategic partner within the organization.

Compensation has moved down the list of perceived challenges while organizational effectiveness is expected to play a larger role in the years to come. Where HR departments have traditionally focused on measuring their own effectiveness, there is an evolving recognition that they can provide organizational

value by measuring the effectiveness of the entire business organization. The shift is significant as it represents movement from simply counting the numbers hired to dertermining the ROI of collective and individual hires on a long-term basis. Going beyond measuring turnover, this new approach considers bad turnover and good turnover along with the overall cost of replacement hires. Compensation is one of the top three issues including mergers & acquisitions, the invention of new systems for human capital management and global competition.

Another important challenge is time allocation. Of the total hours worked by HR Department what percent of the total time would be allocated to each of these roles. Almost one-quarter hours worked in were devoted to a strategic business partner as a partner with senior and line mangers in strategy execution, helping to move planning from the conference room the the market place. Bureaucracy can also be a problem, presenting "the need to consider doing things differently in order to eliminate bottlenecks and red tape." Looking forward, empowerment of local managers is seen as a priority issue.

Challenges faced by an HR Attracting Technical Talent

Although the nation's jobless rate remains high at 9.1%, demand for technical workers such as engineers continues to outpace supply at many companies. To attract top tech talent, some HR departments are taking their pitches to the classroom.

Controlling Your Brand

HR professionals say managing a company's image has become ever more challengingand importantin the age of the Internet. Job candidates can easily use the Web to check out a company's financials, culture or even the boss before deciding to take a job, and they are doing so in increasing numbers, according to Steve Cadigan, vice president of talent at businessnetworking site LinkedIn Corp.

Keeping Up Communication
To better connect with younger workers, many companies are increasing their presence on social-media platforms.

In addition to using sites like Facebook and LinkedIn to connect with potential recruits, accounting firm Ernst & Young LLP recently created a Facebook page called Ernst & Young Connects, where more than 5,400 employees can share experiences and opinions about things such as the intern program, the chairman's values or updates from the managing partner.

Creating Opportunities
When times are tough, it can be a challenge to keep employees engaged. Many companies are trying to boost internal opportunities, so workers feel they aren't stuck.

Seeking More Referrals

Attracting top talent can be expensive and doesn't always result in a good hire. So some companies are emphasizing employee-referral programs. "If we're going to pay to hire, we'd want it to go to our people," says Ernst & Young's Ms. Altobello. Over the past year, Ernst & Young has reinvigorated its employee-referral program, hoping to increase those hires to 50% of the total, up from 30% in the last fiscal year. While it has kept its bonus program the sameemployees earn anywhere from $1,000 to $10,000referrals tend to be better fits for the company, Ms. Altobello says, adding that they also arrive with a stronger sense of belonging.

HRs own challenges to respond to the business challenges:

Job design Strategic recruitment Retaining talent Employee capability and engagement Performance pay Leadership development Social networking HR measurement and analysis Automating HR processes

Integration of HR applications Being creative Managing change.

There can be many challenges that an HR manager has to face:

# Managing Change: As the organiations are going Global this is one problem faced by many organisations of manging the change in the organisation and how to make people acquanted with the changes.

# Work Culture: Due to acquisition and mergers taking place it becomes important for the HR Manager to develop the work culture.

# Ethics and Values: In the times when we are getting more professional and narcissist, it is very important to have Ethics and values to be in place which also in the long run decides the sustainability of the organisation.

# Managing low attrition rate: More competition also adds to high attrition. Now here is the opportunity for the HR manager to play safe and introduce good retention strategies.

# Balancing work and personal life: Huge responsibility is on the shoulder of an HR Manager to create a balance between the work life and personal life by flexi work hours, paternity leaves( Yes it is what most companies are starting) and vacations are some of the options in hand.

# Stress and Conflict: Long working hours, target pressures, high competition etc adds stress and conflicts in the Organisation. It is the duty of an HR Manager to have proper responses to the stress and conflict before it causes damage to someones' personality.

# Consultative approach: Developing continuous dialogue, open communication, participative decision making is very important for implementing consultative approach. It is an HR Manager who can facilitate such approach to procure participative and democratic culture.

# Restructuring Organisation: As the trend is changing so the organisation structure. The organisation are getting more flatter and simpler.

# Globalisation: Companies are going global due to which the workforce diversity is increasing. Managing these people with different religious, cultural, moral background is a challenging task for the HR Managers in 21st Century.

The HRM challenges are

1. Managing the Vision:

Vision of the organization provides the direction to business strategy and helps managers to evaluate management practices and make decisions. So vision management becomes the integral part of Man management in future.

2. Internal environment:

Creating an environment which is responsive to external changes, providing satisfaction to the employees and sustaining through culture and systems is a challenging task.

3. Changing Industrial Relations:

Both the workers and managers has to be managed by the same HRM Philosophy and this is a daunting task for the managers.

4. Building Organizational capability:

Even in the adverse circumstances the employees have to be made to live in psychological state of readiness to continually change.

5. Job Design & Organizational structure:

Instead of depending on foreign concepts we need to focus on understanding the job, technology and the people involved in carrying out the tasks.

6. Managing the large work force:

Management of large workforce poses the biggest problem as the workers are conscious of their rights.

7. Psycho-Social environment:

Nowadays employees participation required not only in performing job but also in democratizing and humanizing the institution.

8. Employee Satisfaction:

Managers should be aware of techniques to motivate their employees so that their higher level needs can be satisfied.

9. Modern technology:

There will be an unemployment due to modern technology and this could be corrected by assessing manpower needs and finding alternate employment.

10. Computerized Information System:

This is revolutionary in managerial decision making and is having impact on coordination in the organization.

11. Legal environment:

To meet the changes in legal environment, adjustments have to be made to the maximum utilization of human resources.

12. Managing Human Relations:

As the workforce comprises of both educated and uneducated, managing the relations will be of great challenge.

Conclusion:

In spite of all the problems HR Managers are able to overcome all these problems with the support of management and employees. In the current business world managing employees are becoming complex task and this can be handled effectively only by our great HR Leaders.