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1.0 Preface Human resource management involves a wide variety of activities which is including analyzing a company’s competitive environment and designing jobs so a firm’s strategy can be successfully implemented to beat the competition. This, in turn, required identifying, recruiting, and selecting the right people for those jobs which are training, motivating, and apprising these people by developing competitive compensations policies to retain them, and grooming them to lead the organization in the future and thus, the list goes on. In Human Resource Management, the organization firms the connection between staff and operational resilience by using the performance management program as a way to acculturate staff to their resilience roles, environment and responsibilities. Job analysis includes these roles and responsibilities, which are enforced by the organization by their inclusion in annual goal setting.
The organization specifically establishes acceptable performance behaviors and measures compliance with these behaviors on a regular basis as part of the performance management cycle. As a result, the organization inculcates a resilience-aware and ready culture that is essential for supporting the resilience process and the organizational mission. Here, clearly in human resources management also seeks to ensure that the organization’s human resources do not pose additional operational risk to the organization when they voluntarily or involuntarily quit from once employment. Changes in employment can have significant effects on operational resilience by potentially disrupting the contributions of staff to the productive capacity of services.
It identifies the need for human assets to be managed to achieve strategic goals. This reduces the need for external recruitment and makes maximum use of existing talent. (1984) describe the four functions of the cycle as follows: “Performance is a function of all of the human resource components: selecting people who are best able to perform the jobs defined by the structure. There are several simple examples like the business may grow into new markets. There may also be external changes in the labor market. staff may retire or be promoted or leaving gaps which need to be filled follow the goal of one organization needed. Enterprise has a policy of promoting its managers from within its existing workforce. it also plans for changes that will affect its future staffing needs. The HRM function not only manages existing staff.2. This is a cost-effective way for a business to manage its people. train and develop staff and where necessary to discipline or dismiss them. HRM monitors all of these things in planning recruitment strategy. motivating employees by linking rewards to high levels of performance. employees at Enterprise achieve promotion within the company and reach their full potential. 2 . meaning that there will be fewer skills available or too many in a particular area. Motivation and rewards are important but only as a means of achieving the organizational mission and goals. Devanna et al. Besides. such as Enterprise moving into Franchise or the company may use new technology which requires new skills such as global positioning equipment like once in time the company might be use video conference as method to do meeting or discussion between the company or department.0 Role of Human Resource Management The purpose of Human Resource Management (HRM) is to hire. and developing employees to enhance their current performance at work as well as to prepare them to perform in positions they may hold in the future. This places the HRM function in a central role in the business because all managers use this expertise to acquire staff. Or. This means the business must recruit people with the potential to grow.” The four function of the cycle as follows based on strategic control. This is known as workforce planning. Through effective training and development. organizational structure and systems put in place for managing people. appraising their performance to facilitate the equitable distribution of rewards.
religious beliefs. HR professional can’t ignore these challenges rather they ought to be line to design and execute innovative mechanisms of developing skills and competencies of human resources to prepare them to accept the emerging challenges.0 Competitive Challenges and Human Resource Management Human resource line as parts of managers are facing many challenges in present business scenario like Globalization workforce diversity. geographic location. Globalization refers to an extension beyond national borders of the same market forces that have operated for centuries at all levels of human economic activity (village markets. retain and nurture talented employee.3. Workforce Diversity “Dimensions of workplace diversity include. 3. sexual orientation. marital status. languages. practices. military experience. politics and legal systems. urban industries. All these challenges increase the pressure on HR managers to attract. The challenge and problems faced of workplace diversity can be turned into a strategic organizational asset if an 3 . HR managers have a challenge to deal with more functions. There are several major challenges that can be highlight in human resource management. management styles. ancestry. physical abilities/qualities. work ethics etc. Growing internationalization of business has its impact on HRM in terms of problems of unfamiliar laws. It means that world trade and financial markets are becoming more integrated. perspectives and views to their work.” Thomas (1992) The future success of any organizations relies on the ability to manage a diverse body of talent that can bring innovative ideas.2. and work experience. income. educational background. globalization is the process of denationalization of markets. or financial centers). ethnicity. 3. parental status. competitions. but are not limited to: age. attitudes. Globalization At a political and economic level. more heterogeneous functions and more involvement in employee’s personal life. gender. technological advances and changes in political and legal environment change in information technology. race.1.
genders. Like this. 3. especially in the global arena. It is the duty of human resource and industrial relations executives to fully examine the implication. New technology creates unemployment and in other hand. the mixture of talents of diverse cultural backgrounds. It is the responsibility of Human Resource manager to anticipate the changes and prepare organization to face them without any breakdown in its normal functioning. technological change brings difficulties and challenges in organization. ages and lifestyles. Changes in Politics Contact Changes in political and legal environment means changes in political parties and rules regulation due to which new laws are come and you have to follow all laws while doing business. an organization can respond to business opportunities more rapidly and creatively. 3. Furthermore. Many changes taking place in the legal and political framework within which the industrial relation system in the country is now functioning.4. which must be one of the important organizational goals to be attained. a shift we refer to as moving from touch labor to knowledge work. 4 .organization is able to capitalize on this melting pot of diverse talents. In this situation organizations have to change it technology. of these changes and brings about necessary adjustment within the organization so that later utilization of human resource can be achieved. Technological Advances There is a challenging task of adapting workplace to rapid technological changes which influence the nature of work and generate obsolescence Advanced technology has tended to reduce the number of jobs that require little skill and to increase the number of jobs that require considerable skill. there comes scarcity of skilled manpower.3.
HR must first determine what training is necessary and then implement training measures to ensure all workers can keep up with technical changes. Proper performance evaluation system and proper career development plans should be used in the organization to reduce professional mobility. this creates yet another challenge for human resource managers. 5. Human resource managers must also determine when it may train existing employees. attraction of employee. job satisfaction. On the other hand. training of employee. they have to face lot of problems like retention. Motivate Professional personnel more and more so that do not change organization more frequently financial motivation is not always required and you can motivate through non financial motivation like encouragement. A basic knowledge of the characteristics of people in organizations surely enhances the skill of HR managers. As training and development is generally the realm of the HR department.0 Conclusion To conclude that it can be said that HR practice is becoming more and more challenging day by day. To reduce mobility of professional personnel HR people have to motivate them from monetary and non monetary techniques. dealing with different cultural people. And it might be that technical changes in the workplace often require the implementation of additional training for workers.4. Every person in an organization is fundamentally different from everyone else.0 Overcome the Human Resource Management Challenges In order to overcome the problem that might be facing in any human resources company there are many ways to do such as cross cultural training of HR personnel so that they understand other cultural people. and when it must search for new workers to fill technical positions within the organization. managing work force diversity. technological and informational changes to overcome with these challenges training (Cross cultural training and technological and informational training) is necessary of HR people. Managers must 5 . In order to gain some insight into the subject of individual and situational differences in behavior and the concomitant problems associated with them in organizations it is necessary to always take a look at the organizational man or what we refer to as people in organizations.
recognize that these differences exist and therefore attempt to understand them if they are to be successful in optimizing the resource in people. 6 .
M (2010).E.pdf Srivastava.edu. Principle of Human Resource Management. South-Western. (2001).N (2012). PUBLIC ORGANISATIONS IN NIGERIA.F. The Emerging Challenges in HRM. and Tereseviciene. and Agarwal.nuc.ng/nucsite/File/ILS%202012/Social%20Science/65th%20Inaugural%20Le cture%20%20Prof%20Fab%20Onah. Baltic Journal of Management Volume: 5 7 .References Bohlande. Cengage Learning Onah. Available online at http://www. ISSUE 6. Zuzeviciute.V. The role of a human resource manager as a facilitator of learning: Some evidence from Lithuania. and Snell (2013). INTERNATIONAL JOURNAL OF SCIENTIFIC & TECHNOLOGY RESEARCH VOLUME 1.
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