ASSIGNMENT

Submitted To :
Ma’am Farva Saeed
Submitted By :
M. Asad Ali
Roll No :
28 (Mor)
Assignment Topic:
HR Challenge and Opportunities

GHAZI UNIVERSITY
DERA GHAZI KHAN
Q1: Discuss the various Human Resource challenges faced by HR managers in
today's world? Give examples.

Human Resource (HR), which is the epitome of today’s corporate world, gains focus,
momentum, and importance in relation to the success of an organization such as business
competition with the employer. While organizations, in the past, have focused on major
challenges such as income, competition, and economic instability, the HR aspect makes its value
clear in the long run; there has been a lack of prior attention.

With the changing nature of business and industry, HR is now more focused on many
organizations, small or large, because people are the most important asset of the organization and
have the potential to influence its growth and success significantly.

Human Resource Management (HRM) includes creating appropriate roles and opportunities,
organizing staff recruitment, ensuring continuous training and development, promoting sound
performance management, providing profitable and profitable frameworks, keeping new legal
and compliance information, and providing economic protection and stability.

1. Competition (attracting and retaining good talent)

Competition is not only the most important factor in business engagement with
customers but it is also a powerful and intimidating factor in HR. It is very difficult for small and
medium enterprises because they need to compete with big names and brands while hiring talent.
The challenge is not limited to employment, but extends beyond staff retention and offers
appropriate benefits, promotions, opportunities, and workplace. Solution: Marking a strong
employer plays an important role in attracting good talent to your organization. With the
emerging effect of social media and forums such as Glass door and Google, it helps to build a
strong and positive brand presence on these platforms, because your potential employees know
anything and everything published here. Working in Corporate Social Responsibility (CSR)
services is not an obligation but a right for many employers to give back to the community. This
inaction helps to set up an emotional platform for inmates who can be employees and employers.
In addition, having a well-organized ride system helps combat the initial challenges of an
employee's experience in the new workplace, such as communication problems with strangers,
who you can talk to about problems, concerns, or questions, unfamiliar job roles, team members
or manager who is not enough, etc.

3. Compensation and Benefits

With the cutting edge competition in today's corporate world, it will be difficult for
organizations (especially small and medium enterprises) to keep up with the compensation and
benefits offered by big names. Hiring and retaining becomes very difficult. The rising cost of
benefits, training, taxes, and other human resources poses an additional threat to the progress and
success of organizations. The latest benefits offered, in addition to attractive compensation
packages, make it a challenge to keep up the pace so that you can be a tough fighter with the
wanted employers

4. Change Management

Changes in the organization are inevitable in a fast-paced, corporate world. These

changes can be in architecture, savings, geography, process, management, or technology, which
ultimately has a major impact and pose significant challenges to HR. HR faces major challenges
of declining employment and satisfaction, insecurity, recruitment, etc. Employees who are
unable to adapt to change can lead to failure or death of the organization. Failure to adapt to
change can be due to a variety of factors, such as staff resistance to change, lack of necessary
skills and training to adapt to change, sudden but serious changing needs, etc. It is therefore
important for the organization to anticipate, plan / predict, and communicate change. Solution:
The most important practice of change management is certainly to predict and prepare your
employees for that. Not everyone is open to sudden change. Each task will take a different
amount of time to adapt to changes of any kind. It is therefore important to communicate, clearly
and openly, about change, the need for change, the benefits of change, etc.

5. Continuous learning and sequencing

Skills and further learning are essential for the growth and success of work in an
organization. Nowadays, with the increasing demand for business, organizations are finding it
difficult to expand their learning and development environment and to keep pace with the
growing demands of employees, of downtime. With the need for rapid growth and advancement,
sequencing and growth of all employees equally becomes increasingly difficult. With lower
positions at the top, the ability to create interest and attraction in those positions and provide
more opportunities is a major challenge for HR.

7. Diversity

While having a good amount of diversity is a blessing in the organization and a good
thing to be proud of, from an HR point of view, organizations face challenges in managing this
diversity by age, gender, nationality, nationality, etc. It is a great challenge to consider the needs
and experiences of employees of different ages, genders, nationalities, or nationalities. In
addition, maintaining employee engagement and promoting effective communication between
employees from different backgrounds is difficult and leads to employee disagreements and
maintaining relationships.

7. Performance Management and Coordination

While an organization can provide the necessary training and development for its
employees, it is equally important that it be able to track the impact of this training on staff
performance. Performance management and the following related steps, such as performance
improvement plans, become increasingly difficult for business operations and lack of time to
streamline operations. Large organizations also face challenges in helping employees understand
how their job roles and performance indicators fit together and contribute to achieving the
overall goals of the organization.

8. Leadership Development

In its efforts to provide appropriate resources and training venues to its employees, the
organization often ignores the need for training and preparation of leaders in particular. It is a
common misconception that leaders have reached a point where they do not need to learn more
and, if they do, can be achieved through self-study. Leaders are the most important factors that
contribute to the success of an organization and the satisfaction of employees. Lack of self-
discipline leads to conflicts and disputes between employers and employees as well as unhealthy
workplace, thereby affecting a person's character and satisfaction, and ultimately, organizational
goals.
9. Rules (Labor Laws and Rules)

As all labor laws increase for workers, it is a major challenge for organizations,
especially small and medium enterprises, to comply with these requirements. In addition,
because small organizations may not have a department that focuses on HR, renewing policies in
line with changing rules is a big task, and an organization may find itself in trouble if a lawsuit is
filed. These rules and regulations apply not only to employment contracts but also to
employment practices, employee benefits, salaries and the like. In addition, because most of
these actions and rules of gray matter are not gray, accurate interpretation is important in
ensuring adherence, but not excessively on staff.

10. Data Security and Integrity

As the world becomes more digital and employees use cell phones and other such devices
in the workplace, organizations are at greater risk of data leaks and misuse. Prohibiting the use of
cell phones and other such devices in the workplace would not be wise, since it would only make
the organization less staffed. With this, organizations strive to keep their data secure and balance
data security and integrity through employee flexibility and freedom. Employee data leaks and
misuse are just as important as customer data leaks and their misuse. Data leaks affect company
reputation and the future success of the organization. The data security assets and integrity stand
at HR and are not the only IT obligation. Solution: It is the HR's responsibility to manage and
maintain data security while not compromising employee freedom and privacy. The organization
should have a regular study of information security procedures to keep a check on all
departments and its security measures to protect data internally. Employee awareness of data
reliability and performance standards, such as password rules, desktop rules, phishing emails for
sensitive information, etc. In addition, HR should develop strong data protection policies and
procedures to educate employees on a regular basis.

Q2: suppose you are an HR manager of a company, what opportunities can you see
in the market for your company regarding workforce?

1. I will set clear and unambiguous HR goals.

2. I will grow and build an HR team that meets the needs of the business.

3. I will Improving HR team information collected to handle complex and critical issues
arising from business flexibility.

4. I will Building a cohesive and cohesive team to address the various aspects of HR.

5. I will Planed and implemented an effective HR Program that is aligned with the
Business Plan and the organization's overall plan.

6. I will develop staff planning and budget and have a roadmap for employment
allocations.

7. I will implement staff appointments in accordance with the agreed recruitment plan
and business / department heads.

8. I will Kept the ears open and accessible to all employees by contacting staff at regular
intervals to gather information on the job and to take feedback.

9. I will plan and implement appropriate interventions to keep employees motivated.

10. I will act as a business partner and providing dashboards / analytics to business
heads / department heads to help them inspire their team.

11. I will provide staff development assistance and advice to staff / team members to
improve product performance and productivity.

12. I will take adequate measures to retain good employees, as well as potential
employees.

13. I will ensuring the status of the 'Statutory Compliant' at all times.

14. I will Develop “Employee Engagement” programs to keep people together and make
the workplace more enjoyable, rewarding and engaging.
15. I will to pursue an effective learning and development agenda that affects workers
and businesses.

16. I will Evaluate and improve current HR practices to keep pace with external trends
and trends.

17. I will Update HR policies in line with business and organizational needs.

18. I will Keeping and updating the Employee Handbook with all relevant information
and information.

19. I will Design, update and share SOPs for all HR processes.

20. I will conduct periodic staff surveys to integrate job understanding and to plan staff
interventions accordingly to address areas of concern.

21. I will to support and advise business managers to manage their teams effectively to
ensure maximum productivity of employees.

22. I will have an updated database of Job definitions for all organizational roles and
measurable performance indicators for each role.

23. I will Keeping staff records and files for convenience, both online and offline.

24. I will liaise with employees and business heads for better preparation.