Group members- Mirza Yunus Abdullah (1731614)

(0168601008) Syeda Habiba Bakht (1822036)

Ahmed Ullah Rasel (1610197)

Tauhidul Hoque Nirob (1610194)

Group no.- 12

Submission Date- 6/1/2022

Submitted to- Shafiqul Alam

Course- HRM 390 (Strategic HRM)

Modern businesses have to deal with relentless and ever-changing changes. Challenges posed by
rapidly evolving markets and customer growth standards, demand to decrease lead time, adaptation to
emerging technologies and so many other problems. The organs of the organization in this
competitive realism, HRM organizations, in particular, have a more significant role to play.

Organizations have recently been forced to implement new methods and logics that the traditional
thought mentality and behaviors are obsolete. It is necessary developing and implementing
appropriate HR plans and strategies for organizations policies to create a creative, competitive and
smart human pool the success of a corporate organization is based on the quality of its use. With peak
satisfaction, its consistency and talented workers.

Technical developments produce problems that human resource managers must face as technology
progresses. The staff of an enterprise needs to keep up, or the corporation risks being left behind as
tech-savvy rivals step in.

Some challenges may include:

Resistance to Change: Changes in technology can result in anxiety and even resistance among
workers, as with any change in the workplace. Technical developments can be seen directly as risks
by workers who feel that a software or device that can do the job cheaper or quicker would replace
their positions within the business. Developing methods to overcome this resistance to change is
crucial to the position of the manager of human resources. This begins by assuring workers of their
importance and significant position in the organization and by encouraging them to see the
technology as a help that does not impede their work. For example, if you see the manufacturing
industry, due to automation a lot of people has been replaced by machines.

Dealing with Workforce Shortages: Even as unemployment is at record high levels, in many
sectors, there is a lack of skilled employees. As a result, it is also difficult for human resources
administrators to locate staff who are adept at using modern technologies. For businesses, this means
two things: they need to prepare their existing workers to keep up with technological advances and
they need to inspire and enable hires they bring on board to be the best they can be to use new
technology. In order to keep the talents of workers young, human resources should also promote
further education programs, training days, conferences and seminars. For example, nowadays when
you look for a job, in most areas you will see in the job specification they will have requirements like
the candidate must have computer skills and be proficient in excel and many more. This is why they
require u to have the skills beforehand so that they save time and cost.

Training: Providing preparation and resources to staff who want to keep up with technological
developments not only benefits the company, it also helps staff who follow this path to feel like they
are an integral part of the company. By recognizing the key areas of the organization where training
is required and providing either on-site programs or promoting training opportunities for workers
off-site, the human resources manager will face this challenge head on.

Managing information: In handling information and maintaining the protection of information,

human resource managers have a crucial role to play. As technology progresses within an enterprise,
the privacy and security issues associated with such technological improvements often do so. The
challenges faced by human resources in this field are including personnel training on how to protect
data and avoid violations of privacy to keep business information secure. Communicating with
technology suppliers and staying up to date with the company's technological aspects are crucial
ways for managers of human resources to understand and face this challenge. Also, for example, if a
laptop is mistakenly left at an airport, or paper-based forms are lost, the personnel data of an
organization may be revealed. In a spreadsheet or a file cabinet, storing employee information may
spell disaster. All your data can be securely processed by a cloud-based, automated HR technology
platform, where it cannot be flooded, burned or stolen. For example, the HRIS which stands for
human resource information systems. The purpose of this is to integrate HR activities with
information technology. It helps with data entry, tracking and managing for human resource, payroll
and accounting etc.
Cumbersome recruiting and onboarding: The first experience of a prospective employee
with your company is usually filling out an application and standard HR forms after reading the job
announcement and summary. If the process is paper-based and slow, your business can not measure
up in contrast, as all your rivals offer the ease of online applications.

Much worse, you might lose large amounts of revenue if your HR technology makes hiring
time-consuming and inefficient, so positions are open longer than absolutely necessary. Or, you
might miss the best applicants, who are disappointed with your method and have moved on to
looking into your competitors company.

Reference: https://smallbusiness.chron.com/techniques-manage-change-organization-162.html

https://www.insperity.com/blog/hr-technology-challenges/