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Running Head: STRATEGIC HUMAN RESOURCE MANAGEMENT

Table of Contents
1

Introduction................................................................................................................................1

2

Emerging challenges that human resource practioners face in meeting the diverse needs of

the contemporary workforce............................................................................................................1
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Conclusion.................................................................................................................................5

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References..................................................................................................................................5

Altering and corresponding to errands together with lessening workers have put a problem on human resource sections as they fight to transform with the eras. An emerging challenge to human resource practitioners includes succession planning. Therefore. advisers as well as succession organizers to assist inspire organization`s workforce and their devotion. and with it. particularly in the organization of workforce assortment. Therefore. The speedily changing business setting results into the face of several challenges and these challenges will remain to evolve for years to come. 2006). 2014). human resource management is a process of bringing individuals and organization together to make things easy and simple in achieving the goal of each other. 2 Emerging challenges that human resource practioners face in meeting the diverse needs of the contemporary workforce It is noted that the major challenges facing human resources occurs from this elevation of human resource practices to a central strategic function. morals.STRATEGIC HUMAN RESOURCE MANAGEMENT 2 1 Introduction The rises in technology and transformations in the business setting have increased the significance of human resources in the contemporary world. The demands of the current trades are continuously progressing. analysts. Human resource proficient will be teachers. principles. In most cases. as well as devoutness inside their system of government. corporation managers need the . The concentration of the current human resource manager is on strategic workforces’ maintenance and improvement of talents. this implies that the main responsibility of human resource manager is moving from that of a defender and screener to the function of an organizer and change instrument (Miler. Nevertheless. It has to be recognized that succession planning is a key instrument for guaranteeing long lasting organizational enhancements. human resource managers have to move with the developments and act as the enactment upsurge in the number of organizations that have internationalized their activities. Human resource executive also has to endorse and contest for standards. the main challenge for a significant number of organizations is concerned with how to affect a well-made changeover of workforces without distracting organizational stability (Kandula.

these changes in workforce demographics are creating exceptional risk features. For instance. before human resource managers can put together a suitable succession plan. recognizing preparation needs and obligating the capitals to meet them are some of the primary challenges of progression preparation. 2004). which implies lower production of the workers and retirement threats. Another emerging challenge that is being faced by the human resource practitioner includes understanding the subtleties of employee`s qualifications. the range of skills that workers require have not necessarily been offered by customary edifying structures. It is argued that the way these likelihoods perform will define the sum of workforces that corporations will require to attract. whereas others may demonstrate a reduction in productivity because of the decreased energy levels and increased health problems (Tracey. As corporations enlarge and hire beyond boundaries. as well as between states. Therefore. To make even things more difficult. 2003). implying loss of the worker. Demographical drifts outline the transformations in demographics in populaces with time and can offer administrations with understanding into arrays and notify them of the forthcoming arrangement of its staff (Diane. it may result into possible output loss. It is noted that as the definition of work continues to evolve. Major disparities exist between various regions and institutions in individual nations. It is thus recommended that. there is deficiency of normalization in schooling. this makes it difficult for human resource practitioners to evaluate interviewee`s testimonials suitably. Some workers may still be very productive in their late years. they are required to take a good look at the demographics of their workforce. Studies report that the present cut off between the expertise nurtured by education and those they truly require will signify a very substantial hindrance in future. The most apparent factor is that individuals have long lifespan. particularly in an international setting. the necessity for human resource to analyze employment credentials and prudently becomes even more imperative. For instance. This is a risk factor because the aging workforces come with very different organizational challenges. age and productivity may depend on a personal worker and their job responsibilities.STRATEGIC HUMAN RESOURCE MANAGEMENT 3 current information concerning how to make important decisions in order to meet both short term and long-term needs of the workforce. In most cases. It is recognized that for a few departments and companies. The capability to comprehend these .

through teamwork with other tasks of the organization. Accordingly. It is realized that managing remote cross border groups has management challenges that the corporate world is still learning to handle. It is true that through such employment challenges that makes it hard for human resource practitioners not to be in a position to meet the diverse needs of the workforce. differences in time are also a problem that can make it hard for the organizational coordination. It is also challenging to manage the risks of global operations. the human resource will be able to also meet the diverse needs of their workers. It is revealed that problematic recruitment challenges by a considerable border. including ingenuity. This is because some workers with lower or limited qualifications are not able to handle some tasks and may be difficult for human resource to know the right job to assign to such people. A case in point is that all associates must feel comfortable using all the different communication technologies. and to the strategy and corporate development function. For positions on the bottom line of the association. Accordingly. It is noted that social relationship may be not as smoother without head-on communication (Alan. despite their clear benefits and growing significance. relate to practical tasks. It is noted that through such understanding. compliance. There are a good number of realworld problems in managing a computer-generated group. A good number of organizations are currently struggling to recruit those with the seemingly erratic ability to lead them through a changeable and competitive outside setting. directors are mainly disconcerted by an absence of lenient abilities.STRATEGIC HUMAN RESOURCE MANAGEMENT 4 differences will enable human resource practitioners to make more knowledgeable employment decisions. together with stagnant educational reform. have prompted a significant number of organizations to fear future skills. 2006). Strategic idea and the capability to handle involvedness were regarded as the most difficult abilities to discover amongst high-ranking managers. as well as good interactive communication. regular societal connections are more demanding to cultivate when . human resource practitioner can upsurge its understanding of credentials and skills set to guarantee employed workers are able of implementing their responsibilities. apparently also the reason why strategic responsibilities are considered so challenging to fill (Bogardus. Studies also reveal that reduction in population because of lower birth rates. especially in some tasks (Hugh. 2011). 2003). Accordingly.

leading to unvarying misapprehensions. Additionally. 2012). Cultural and language misapprehensions. the less often contact makes them harder to resolve. Such alterations span an extensive variety of areas involving approaches toward consultant. collaboration and working hours. in order for human resource practitioners to meet the diverse needs of their workforce. which is such a crucial component in the proper operation of an international team. both within and with potential customers can be very expensive. It is noted that teamwork is very vital to the performance of an organization that it cannot be ignored and left to individual managers. Therefore. . This makes constructing a setting of reliance and support more challenging. They may require support and direction on the way to manage a precise diverse decision-making task from the ones they have encountered with customary located groups. enough monetary resources will have to be allocated to the information and technology infrastructure. It is good to know that workers have their own personal needs that need to be attended to on an individual level. as well as areas that need improvements. When disagreements do occur. thus even leading to huge losses for their organizations. greatly increasing the potential for a breakdown in team cohesiveness (Banfield. A significant number of organizations confess that communication misconceptions have stood in the way of human resource practitioners to achieve or meet the diverse needs of the workforce. this is because it is only through clear communication that the human resources will be able to understand the areas that need to be attended to. they have to accept leadership training in areas such as how to guarantee mutual trust and clear communication within its organization.STRATEGIC HUMAN RESOURCE MANAGEMENT 5 individuals only meet through online means. Differences in culture seem in a wide range of attitudes and values. A recent study discovered that it is ethnic and dialectal variances that extant by far-off the most persistent challenge for virtual group managers.

such challenges contain understanding the subtleties of employee`s qualifications. Studies report that the present cut off between the expertise nurtured by education and those they truly require will signify a very substantial hindrance in future. . Therefore. the study found out that there are various emerging challenges that are making the human resource practitioners not to successfully meet the diverse needs of their workforce. this suggests that the main obligation of human resource manager is moving from that of a guardian and evaluator to the function of an organizer and modification instrument.STRATEGIC HUMAN RESOURCE MANAGEMENT 6 3 Conclusion In conclusion. For example. this makes it difficult for human resource practitioners to evaluate interviewee`s testimonials suitably. The research noted that human resource management is a process of getting individuals and business together to make things easy and simple in accomplishing the objective of each other. It is noted that as the definition of work continues to evolve. Accordingly. the range of skills that workers require have not necessarily been offered by customary edifying structures. Therefore. it is realized that the intensifications in expertise and revolutions in the business situation have increased the significance of human resources in the contemporary world.

and Practitioners. (2011). Managers. (2012). R. M. New York. Miller. CA: CRC Press.Introduction to Human Resource Management. S. Boston. Tracey.STRATEGIC HUMAN RESOURCE MANAGEMENT 7 4 References Alan.The Human Resources Glossary. Hugh. (2003). R. NY: Routledge. D. A. NY: ICFAI Books. (2006). (2006). Oxford: Oxford University Press. Boston. . Third Edition: The Complete Desk Reference for HR Executives. (2004). New York. P.Meeting the Challenges of Human Resource Management: A Communications Perspective: A Communication Perspective. NY: John Wiley & Sons. (2014). Chicago: Cengage Learning. Diane.Fundamentals of Human Resources Management: EBook Edition. Implementing Best Practices in Human Resources Management. Human Resource Management And Organization Development Practitioner Readings. Banfield. Canada: CCH Canadian Limited.Human Resources JumpStart. Kandula. Bogardus. CA: AMACOM Div American Mgmt Assn. New York. P. (2003).Human Resource Management.