What are the HRM challenges in 21st century those Lafarge Holcem

Cement ltd. may will face and What are the Findings from these??

Step 1
HRM challenges in 21st century those Lafarge Holcem Cement ltd. may will
face :

1. Change Management: Change management is one of the most difficult

tasks that a business faces. Changes in technology, like any other
change in the workplace, may be perceived as a threat, causing anxiety
and even resistance among employees. In this instance, the HR
department should seek out ideas and methods to reassure employees
of their value and significance inside the company.
The most crucial aspect of this is the revolution in technical support, as
well as the lack of technical labour or leadership in the required
timeframe. People in Bangladesh are less concerned about keeping
themselves up to date and training for future needs. As a result, LHBL
will face a significant struggle.
2. Leadership Development: Leadership development must be a vital
strategic goal for human resource management, since it is the second-
largest difficulty. HR specialists are supposed to provide the necessary
structures, processes, tools, and perspectives in order to make the best
selection and development of the organization's future leaders.
Leadership development has been identified as a critical strategic
initiative in ensuring that the right employees are retained, that the
organization's culture supports performance from within to gain market
position, and that managers are equipped to take on leadership roles of
the future at Lafarge Holcim HRD.
3. Talent Retention: In the future, talent retention may be the most
difficult human resource task. At work, employees respond according to
Maslow's Hierarchy of Needs. They look for more meaningful value at
work after they are safe and well paid, therefore they change jobs.
4. HR Effectiveness Measurement: This profession, like many others in
business, must be able to monitor outcomes in terms of transaction
management as well as beneficial impact on the bottom line. According
to the WFPMA, “using metrics to measure success is the beginning of a
shift from considering HR as solely an administrative job to viewing HR
as a true strategic partner within the organisation.” “In fact, the next
section reveals that poll respondents feel organisational performance
will be a significant future concern for HR, reiterating HR's vital role as a
strategic partner to management.”
Step 2
Findings :

A company's human resources department is its backbone and serves as the

organization's functional centre. It is involved in every part of the business and
functions both in the foreground and behind the scenes.
We now recognise, at the end of the twenty-first century, that investing in
human capital will give larger returns than investing in any other capital.
According to studies, the human component of an organisation accounts for
around 80% of its value, hence effective Human Resource Management is
critical.

However, as time passes, human resource management will undoubtedly

encounter some of the most difficult obstacles and restrictions.
Many firms have internationalised their activities in the last two decades,
resulting in the international labour movement, which has resulted in
significant difficulties related to human resource management.
LHBL should constantly be prepared for future difficulties, and they follow
good HRM protocol, which sets them apart from other cement companies.

Step 1
Lafarge Holcim Limited company is operating uniquely in Bangladesh,
evidently establishing the business separately from the rest of the cement
corporations and other businesses in Bangladesh.

This company is producing high-quality cement and is the only entirely

cohesive cement plant in Bangladesh.
Step 2
Countries like Morocco, Venezuela, India, China, and Turkey propose
substantial longstanding growth potential that’s the reason this company has
capitalized profoundly in newly industrializing nations. In order to gain a
noteworthy market share, Lafarge Holcim has used a globalization strategy in
every single nation by obtaining one or more cement manufacturers. 

 The Lafarge Holcim Cement Ltd may face HRM challenges in the 21st
century:

1. Lafarge Morocco is the more efficacious corporation in its sector from a

customer viewpoint than others basically for the reason that it makes better
products and delivers good quality services. But, from the employee’s outlook,
the accomplishment of Lafarge, Morocco is identified by a blend of the
process of handling human resources and services presented to customers.
So the management has to be strong from the inside and the operations need
to be very effective.

2. Lafarge Holcim has a petite and predominantly supply chain in charge of

sourcing, and approx. 112,000 suppliers are from the local marketplace. It is a
challenge for them with their large environmental footmark where business
follows are not well structured.

3. Lafarge Holcim at a constant pace grows new business models that help in
waste challenges. To address such challenges continuously is a big difficulty
for the company as well as for HRM.

What are the HRM challenges in 21st century those Lafarge Holcem
Cement ltd. may will face and What are the Findings from these??

Lafarge Holcim Limited company is operating uniquely in Bangladesh,

evidently establishing the business separately from the rest of the cement
corporations and other businesses in Bangladesh.

This company is producing high-quality cement and is the only entirely

cohesive cement plant in Bangladesh.

Countries like Morocco, Venezuela, India, China, and Turkey propose

substantial longstanding growth potential that’s the reason this company has
capitalized profoundly in newly industrializing nations. In order to gain a
noteworthy market share, Lafarge Holcim has used a globalization strategy in
every single nation by obtaining one or more cement manufacturers. 

HRM challenges in 21st century those Lafarge Holcem Cement ltd. may will
face :

Lafarge Holcim is the more efficacious corporation in its sector from a

customer viewpoint than others basically for the reason that it makes better
products and delivers good quality services. But, from the employee’s outlook,
the accomplishment of Lafarge, Morocco is identified by a blend of the
process of handling human resources and services presented to customers.
So the management has to be strong from the inside and the operations need
to be very effective.

Lafarge Holcim has a petite and predominantly supply chain in charge of

sourcing, and approx. 112,000 suppliers are from the local marketplace. It is a
challenge for them with their large environmental footmark where business
follows are not well structured.

Lafarge Holcim at a constant pace grows new business models that help in
waste challenges. To address such challenges continuously is a big difficulty
for the company as well as for HRM.

5. Change Management: Change management is one of the most difficult

tasks that a business faces. Changes in technology, like any other
change in the workplace, may be perceived as a threat, causing anxiety
and even resistance among employees. In this instance, the HR
department should seek out ideas and methods to reassure employees
of their value and significance inside the company.
The most crucial aspect of this is the revolution in technical support, as
well as the lack of technical labour or leadership in the required
timeframe. People in Bangladesh are less concerned about keeping
themselves up to date and training for future needs. As a result, LHBL
will face a significant struggle.
6. Leadership Development: Leadership development must be a vital
strategic goal for human resource management, since it is the second-
largest difficulty. HR specialists are supposed to provide the necessary
structures, processes, tools, and perspectives in order to make the best
selection and development of the organization's future leaders.
Leadership development has been identified as a critical strategic
initiative in ensuring that the right employees are retained, that the
organization's culture supports performance from within to gain market
position, and that managers are equipped to take on leadership roles of
the future at Lafarge Holcim HRD.
7. Talent Retention: In the future, talent retention may be the most
difficult human resource task. At work, employees respond according to
Maslow's Hierarchy of Needs. They look for more meaningful value at
work after they are safe and well paid, therefore they change jobs.
8. HR Effectiveness Measurement: This profession, like many others in
business, must be able to monitor outcomes in terms of transaction
management as well as beneficial impact on the bottom line. According
 to the WFPMA, “using metrics to measure success is the beginning of a
shift from considering HR as solely an administrative job to viewing HR
as a true strategic partner within the organisation.” “In fact, the next
section reveals that poll respondents feel organisational performance
will be a significant future concern for HR, reiterating HR's vital role as a
strategic partner to management.”

Findings :

A company's human resources department is its backbone and serves as the

organization's functional centre. It is involved in every part of the business and
functions both in the foreground and behind the scenes.
We now recognise, at the end of the twenty-first century, that investing in
human capital will give larger returns than investing in any other capital.
According to studies, the human component of an organisation accounts for
around 80% of its value, hence effective Human Resource Management is
critical.

However, as time passes, human resource management will undoubtedly

encounter some of the most difficult obstacles and restrictions.
Many firms have internationalised their activities in the last two decades,
resulting in the international labour movement, which has resulted in
significant difficulties related to human resource management.
LHBL should constantly be prepared for future difficulties, and they follow
good HRM protocol, which sets them apart from other cement companies.

Lafarge Hallsim Limited Company is unique in Bangladesh and apparently sets the company apart from
the rest of the Cement Corporation and other businesses in Bangladesh.

The company produces high quality cement and is the only cement factory in Bangladesh to be fully
integrated.

Countries such as Morocco, Venezuela, India, China and Turkey offer significant growth potential, which
is why the company has benefited greatly from the newly industrialized countries. In order to gain a
significant market share, Lafarge Holsim acquires one or more cement manufacturers using a
globalization strategy in each country.
HRM may face a challenge to Lafarge Hallsem Cement Limited in the 21st Century:

From the customer's point of view, Lafarge Holsim is the most efficient corporation in its field compared
to others, because it provides better products and better quality service. But from an employee’s
perspective, Lafarge performance is characterized by the process of managing the human resources and
services offered to customers. Management therefore has to be strong from the inside and operations
have to be very effective.

Lafarge Holsim has a big and mainly supply chain that is responsible for sourcing and approx. 112,000
suppliers come from the local market. With their large environmental footprint it is a challenge for
them, where business is not well organized.

Lafarge Hallsim is constantly evolving into new business models that help address waste challenges.
Constantly tackling this challenge is a big problem for businesses as well as HRM.

1. Change Management: Change management is one of the most difficult tasks of a business. Like any
other change in the workplace, changes in technology can be seen as a threat, causing anxiety and even
resistance among employees. In this case, the HR department must look for ideas and methods to
reassure employees about their business value and significance.

The most important aspect of this is the revolution in technical assistance, as well as the lack of technical
labor or leadership within the required time frame. The people of Bangladesh are less concerned about
keeping themselves informed and training for future needs. As a result, LHBL will face a significant
struggle.

2. Leadership Development: Leadership development should be an important strategic objective for

human resource management, as it is the second biggest problem. HR experts are supposed to provide
the best leaders with the framework, process, tools and vision necessary for the best choice and
development of the organization. Leadership development has been identified as an important strategic
initiative to retain the right employees, the organization’s culture supports performance from within to
achieve market position, and managers are able to take on future leadership roles at Lafarge Holsim.

3. Retaining Talent: Retaining talent in the future can be the most difficult human resource work. In the
workplace, employees respond according to the order of Maslow's needs. They look for more
meaningful value in the workplace after getting paid safely and well, so they change jobs.

4. Human resource efficiency measurement: This profession, like many others in the business world,
should be able to monitor the results in terms of transaction management as well as have a favorable
effect on the end result. According to the WFPMA, "the use of statistics to measure success is the
beginning of a change in HR's outlook, seeing only HR as a genuine strategic partner of the organization
as an administrative task." "Indeed, the next section reveals that survey participants believe that
organizational performance will be an important concern for HR in the future, reiterating the important
role of HR as a strategic partner for management."
Finding:

The human resources department of a business acts as the backbone and functional center of the
organization. It is involved in every part of the business and works in front and behind the scenes.

We now recognize at the end of the twenty-first century that investing in human capital will be more
profitable than investing in any other capital. According to research, the human component of an
organization is about 80% of its value, and therefore effective human resource management is
important.

Over time, human resource management will no doubt face some difficult hurdles and limitations.

Many enterprises have internationalized their activities over the past two decades, leading to the
international labor movement, which has caused significant problems in human resource management.

LHBLs need to be constantly prepared for future problems, and they follow a good HRM protocol, which
sets them apart from other cement companies.