Module 1
Challenges faced by hrm
1. Recruitment and Selection
One of the major challenges faced by human resource managers is recruitment and
selection. As technology advances, new HR management tools and techniques are
developed. As a result, HR professionals find it challenging to find a suitable candidate who
fits job requirements and adapt to technological changes. They will have to make some
changes in their recruitment methods, including offering new training services to ensure
quality results.
2. Leadership Development
Leadership development is another one of the biggest challenges for HR in 2022. You see, it
is crucial that you nurture employees with leadership skills and help them advance their
careers. This is a strategic initiative that should be handled carefully to retain the best
employees. In addition, HR professionals must ensure they provide essential tools and
structures to select and develop future leaders of their organizations.
3. Managing a Diverse Workforce
Hiring a diverse workforce means that you bring onboard employees with a broader range of
skills and different experiences that can maximize productivity. However, managing such
workers is one of the HR challenges in many organizations. For instance, handling frequent
disagreements and encouraging effective communication between a diverse workforce with
different backgrounds can leave other employees feeling neglected. In this regard, HR
professionals must develop an organizational culture through various team-building
activities.
4. Compliance With Employment Laws
Employment laws keep changing, and it is upto the HR professionals to stay abreast with the
latest laws to avoid audits and lawsuits that could affect your business
performance. Employment laws are regulations that assist in effective hiring, employee
management, and workplace safety.
5. Engaging Employees
Besides talent acquisition challenges, HR departments struggle to keep their workforce
engaged and maximize productivity. You see, as your business grows, you will also alter its
structure, work plan, and even internal processes. Getting your workers to adapt to this
change require effective communication. Let them know the benefits of the changes and
why their input is crucial in taking the business to a higher level. Consider having frequent
meetings and let them know about recent developments. Regular feedback is also essential
to identify areas that need extra attention.
6. Compensation and Benefits
Structuring employee compensation and benefits is another emerging challenges of HRM.
Businesses have to keep up with their competitors to retain the best talent. This can cause a
strain on small businesses that are yet to generate the same revenue large organizations do.
In this regard, HR managers with small payroll budgets should consider employee rewards
programs for the best-performing individuals. Incentive programs can also be a solution to
low salaries and employee benefits.
7. Trade Union Demands
Some trade unions have unrealistic demands that contribute to human resource
management challenges. Therefore, you need to be skillful in handling trade unions that
oppose your company’s policies and procedures. This is so that you can easily reach an
agreement that benefits both parties.
8. Retaining the Best Talent
This is one of the most common challenges of HRM faced by organizations. With employers
competing for the best employees, retaining them requires a structured onboarding plan.
Remember that employee turnover can be costly and have an adverse effect on your
business growth. To maintain the best talent, you should also create a conducive work
environment, provide room for career development, and motivate them to perform better.
9. Maintaining Workers’ Health and Safety at Workplace
HR professionals must ensure that the workplace is conducive enough to accommodate
employees without affecting their health. For instance, if there are types of machinery that
require skills to operate, let the employees know the dangers of using them. Their health
should also be a priority since healthy and safe workers will keep your business running and
growing. Workload and stress levels are also other human resource management issues and
challenges that can be handled by allocating tasks equally and planning for activities that
help manage stress.
10. Organizational Data and Integrity Management
Businesses are becoming more digitized, using electronic devices to manage various tasks.
However, while they enjoy the benefits of the advancing technology, their data are at risk of
leaking into the wrong hands. These challenges for HR people make HR professionals
struggle to secure their companies’ data and maintain their integrity. Therefore, you need to
ensure the data security department is on its toes to secure data. Also, consider
communicating with your employees about data security best practices such as the use of
passwords, phishing emails, desktop rules, etc.
Roles of HR manager
1. Training and development
2. Improve job satiscfaction
3. Promote team spirit
4. Grievenace handling
5. Hr planning
6. Talent management and development
7. Rewards and recognition
8. Industrial relation
9. Hiring ( recruitment and selection)
10. Develop loyalty and commitment
11. Payroll management
12. Employee and labor relations
13. Worker protecetion
Therefore, hrm is about developing and managing harmonious relationship at wp and
striking a balance between organizational goals and individual goals
HRM policies
1. Policies for hiring people
2. Policies of remuneration, promotion, transfer, and layoff
3. Policy for medical assistance
4. Policy regarding housing, transport, uniform and allowances
5. Policy for training and development
6. Policy regarding IR
Scope Of HRM
1. Personnel Aspect
a. Manpower planning
b. Recruitment and selection
c. Placement and induction
d. Training and development
e. Performance management
f. Promotions and transfers
g. Compensation and benefit
2. Welfare Aspect
a. Working conditions
b. Canteens and dining facilities
c. Transportation
d. Medical assistance
e. Housing facilities
f. Recreation and leisure activities
g. Health and safety measures
3. Industrial Aspect
a. Union-management relations
b. Collective bargaining
c. Grievance handling
d. Dispute resolution
e. Joint consultation
f. Labor laws compliance
MODULE 2
#1 JOB ANALYSIS
Job analysis is the process of collecting job related information. Such information helps in
the preparation of job description and job specification.
