Introduction
The human resource management of an organization is done by the human resource management department. Job design, job analysis, human resource planning, recruiting, selection, induction, performance of an appraisal training and development, career management, pay management, welfare management, employee movements, discipline management, grievances handling and labor relations are the functions of HRM.
The human resource management process of an organization is not an easy task and is constantly faced with various challenges and problems. The main problems faced today are technological changes, disciplinary problems and difficulty in recruiting and retaining employees. This blog explains how the HRM department successfully finds solutions to those challenges and what principles they use for that.
Challenge 1 : Technological changes in the organization
Description of the Challenge
Nowadays, many organizations are making technical changes such as introducing new technology systems to replace outdated systems, switching to automation, installing artificial intelligence related tools, and integrating new software. But the resistance to adapt to this change has become a big challenge for organizations due to the lack of employees who have the ability and skill to handle these improved new technologies and the fear of employees to use the new technology.
Analysis using relevent HRM theory/best practic
The best theory for technical development of employees is "Training and Development" theory.Under this theory, employees can be trained for advanced technical development through the following process.
1.Identifying technical training needs of employees
2.Planning related training programs
3.implementation
4.Evaluating success
Below are some different models that we can use in using the training and development theory to solve this challenge.
- ADDIE Model
- Kirkpatrick's Model
- Change in managment theories
*Lewin's chanage management model
*ketter's 8 - step change model
*ADKAR change model
Proposed HRM Strategies to address the challenges
1.Providing new technical training and development to employees
2.Recruiting experts in handling technologies while hiring new employees
3.Implement strategies to reduce employee resistance by explaining the benefits of new technology.
4.Providing mental relief to employees by informing them that digital transformation is not a problem for their job security and that it will only make work easier.
5.Implementation of workforce skilling and retraining programmes
Impct of these strategies
Employee well-being engagement
1.Creating a group of employees with a good mental state by having confidence in job security and reducing mental stress
2.Improving physical well-being by simplifying business operations through new technology, enabling employees to work efficiently without too much pressure
3.Gaining new knowledge and skills through training and development increases the professional level, and being able to take up new opportunities leads to professional well-being.
Organizetional performance
1.As employee performance increases, organizational performance also increases
2.Increasing the stability and growth of the organization
3.Digitization becomes easier and more successful due to reduced resistance of employees to technology change
challenge2 :
Controversial issues among employees occupy a special place in human resource management today. The reason for this is that human resources are the most abundant resource today. Since this human resource is a living entity, various problems arise and disciplinary problems among employees frequently occur. Controversial issues among employees frequently arise in the organization. These problems arise when engaging in group activities, seeking advice from other employees, and under the influence of higher-ups.
According to the Human Resource Management Act, measures such as verbal warnings, written warnings, dismissal, dismissal without pay, and job transfers are used to resolve this problem.
Strategies we can adopt for this include developing positive attitudes towards the organization among employees, direct supervision by human resource managers, obtaining their opinions and suggestions from upper management during team activities, providing employees with a good understanding of the organization, and ensuring that senior officials in the relevant sections and departments work well with their employees.
Difficulty in recruiting and retaining employees.
Recruiting is process of finding and attracting suitably qualified people to apply for employment.
Retaining employees refers to the strategies and practices organizations use to keep their valuable employees and reduce turnover.
Analysis using relevant HRM best practice.
- Best practice for Recruitment.
Clear job description and expectations.
properly informing the candidate about the real nature of the job, the things to be done in the real role, and all the responsibilities of the job. Required qualifications presentation of salary job duties during the interview process.
- Best retention strategy.
Competitive Compensation and benefits.
The organization acts to fulfill the financial and other needs of the employees by providing health care, retirement benefits, bonuses, etc., improving their salary and benefits.
Proposed HRM strategies to address the challenge.
Recruitment
- Multiple sourcing channels: Use multiple sourcing methods such as job boards, social media, recruitment agencies and employee referrals to expand the talent pool. This approach helps attract candidates from diverse backgrounds and skill sets.
- Employer Brand: Build and maintain a strong employer brand that emphasizes company culture, values, work-life balance and opportunities for growth. Showcase this brand on your website, social media and during interviews.
Retention
- Recognition and Reward Programs: Implement a formal recognition system that acknowledges employees' achievements and contributions through financial rewards, promotions or public recognition.
- Employee Development and Career Pathways: Provide opportunities for continuous learning, skill development and career advancement. This can include mentoring programs, training, leadership development and clearly defined career development paths.
- Employee Engagement: Foster a culture of open communication, feedback and inclusion. Regular employee surveys, team building activities and engagement initiatives help employees feel valued and connected to the company.
Potential impact of these strategies
- Strengthened and Better Employer Brand
Increased attractiveness to prospective candidates, higher quality applicants and a positive public image.
Stronger employer brand, more attractive to top talent and improved recruitment effort.
2. Enhanced employee satisfaction and Engagement
Higher employee morale improved productivity and a stronger sense of commitment to organization and increase a positive work environment.
Conclusion
Nowadays, many organizations are tending to do their work using new technology. But it has been difficult to adapt the employees of the organizations for this. It is clear to us that it is more appropriate to use the theory of training and development in human resource management for this purpose. Conflict among employees is a common problem in organizations. According to the Human Resource Management Act, this can be controlled by verbal, written warning, transfer and dismissal. And the employees should understand well about the organization and how the employees should work. Employee retention in organizations has become a major problem. This is affected by the basic problems of not having enough salaries and promotions for the employees. This situation can be avoided by providing sufficient salaries and promotions compared to other organizations.
Organizations are greatly affected by difficulties in recruiting employees. This situation is caused by a shortage of skilled workers, limited resources and competition to hire skilled workers. Here it is important to expand recruitment, create a good image of the organization to employees and maintain financial stability.
Today, the use of machinery has increased, but machinery cannot do all the work in organizations. Therefore, human resource is very important for the work of organizations. Without human resources, organizations have no future. Therefore, by managing that human resource well, it makes it easier for organizations to reach their future goals.
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