EMERGING HR CHALLENGES IN 21st CENTURY
One of the critical activities for HR
managers is the HR planning. Concerning the HR functions of the twenty first century,
the companies have altered from “behind the scenes” to becoming the critical differentiation
in businesses.
The foremost function of HR is to locate
the people with needed expertise for the progression of a company (Miller &
Cardy, 2000). We recognize
that all people is different from every other. so that you can pick the cream of
talented people out of the entire pool, it is extremely crucial for twenty first-century
managers to broaden their view of judging human beings on the basis of their beginning,
lifestyle, values, and many others.
The companies today are having heterogeneous
team of workers; managing the culture wherein humans have different mindsets and
putting throughout the cultural values is certainly a challenging project. The HR
managers need to increase this type of tradition that supports these changes due
to the acquisition and mergers in the twenty first century. (Williams,2003).
Every organization has to adopt new
and latest ways for satisfying its people, this will help to control the rate of
turnover (Henson, 2007).
Due to the advancement of technologies
and many other reasons, people nowadays prefer to work from home. With the flexible
work arrangements, the HR professionals need to monitor regularly the successes
in numerous tasks and challenges faced during the period.
People regularly give up jobs in the
event that they do not find an appropriate balance between private lives and professional
responsibilities. as a result the manager has to work to keep away from such situation
and they need to help employees in finding right work-life balance (Kossek, 1998).
The development of any industry is pretty
impossible without worker cooperation and harmonious relationships (Argyris, 1977)
Conclusion:
in the twenty first century, the HR
has the deal with many challenges like; change management, conflict management,
handling the multi-generational staff, managing 5R’s, workforce diversity, globalization,
striking work-lifestyles balance, succession planning and many others.
It is the duty of HR to increase organizational
performance and effectiveness via including value and gaining a competitive edge
over competitors for a long-time period survival in the complex and highly uncertain
market.
References
J. Miller& R. Cardy, (2000), Technology
and Managing People: keeping the Human in the Human Resources. Journal of labor
Research, vol 21, page 447- 461.
B. Williams, (2003). Speak for yourself?
Power and hybrid in the cross cultural classroom, Journal of College Composition
& Communication, 54, 586-609
R. Henson, (2007). Looming Talent Shortage
Rattles HR Departments. http://www.oracle.com/newsletters/information-insight/humancapitalmanagement/jan-07/talent-shortage.html?msgid=5306226,(accessed on 19th November 2020 at 9pm)
E. Kossek & C. Ozeki,(1998), Work-family
conflicts, policies, and the job satisfaction relationship, Journal of Applied Psychology
83(2):139-149.
C. Argyris &D. Schon, (1977), Organizational
learning: A theory of Action Perspective, Addison-Wesley, Reading, MA.
I think the above mention restions are more applicable in modern context and same time if you see now a days all world passing a covid -19 situation, in this as a HRM team in a organization there are having the challenge of the safety of employee ,setting a working security in working pales this are all so been a new challengers for HRM that they never expected
ReplyDeleteCompanies should focus on how to improve employee retention by addressing real requirements of its workforce. It is not an easy task to staisfy every level in the same way so that there should be a strong HR strategy through which these issues are captured and addressed with tailor made solutions to overcome each of them systematically.
ReplyDeleteThe author has described well on Challenges of HR in the century.
ReplyDeleteThe HR function helps managers to know how to use these resources through strategic hiring, employee development, appropriate use of rewards, and assistance in managing the constant changes and cycles that organizations go through. HR can help the organization in a number of ways, including boosting employee productivity and preparing the organization for change.
Rapid social change has also been accompanied by changes in the relationship between the worker and the job. Some of the terms used in descriptions of the traditional work environment are stress, worker alienation, boredom, and job dissatisfaction. Many high-tech firms such as Intuit, Google, SAS, Genentech, and salesforce.com, in order to remain competitive, have implemented non-traditional work environments that foster openness, flexibility, and autonomy.
Business environment is ever changing and this topic gives a far sight analysis.
ReplyDelete