Introduction
Several distinctive and complex challenges put modern HR departments in jeopardy. The elements and decisions that human resource departments must make are a part of the complexity surrounding them. Business executives and their staff have a transforming experience as modern enterprises operate in a market of commerce flooded with new technology, laws, and norms (Collings et al., 2018). An HR department must ensure that all administrative choices, hiring, firing decisions, and other crucial processes are handled successfully and efficiently. The critical challenges facing the HR departments, including Retention and Recruitment, Company Culture, and Legislative Awareness, will be addressed in this paper. Since they contain a company’s foundation and satisfy the demands and expectations of not only customers but also of employees and of the law enforcement agencies that oversee them, all of these aspects are crucial to the success of a business. HR challenges are influenced by a wide range of diverse elements as well. However, the duration and significance of these processes are becoming more apparent.
Recruitment & Retention
A company needs to maintain a strong, cozy, and enthusiastic workplace where everyone is working together to achieve a common objective if it wants to succeed. Organizations’ core is how employees are hired, retained, and later promoted. It relates to a person’s fair labor and expectations for moving up the corporate ladder. One factor potential employees consider when determining whether to work for a company is salary, and they frequently judge it by how egalitarian the compensation structure is (Collings et al., 2018).
Retaining staff members who understand how the company runs and consistently show that they can perform their duties properly is one of the significant issues in HR, though. For instance, in one survey, “recruitment, retention, and motivation” were regarded as one of the top three most important variables affecting personal HR departments by 59% of respondents. Organizations worldwide compete fiercely to attract potential employees because they want to hire the best and brightest applicants (Applegate, 2016). The company’s reputation and its success in the field of public relations are comparable and will be covered more below. For HR departments, effective communication inside and outside of the workplace is crucial since it gives them a selling advantage when trying to recruit skilled workers. Applegate (2016), for instance, highlights the significance of creating a transparent pay structure and assessing if team compensation (i.e., salaries based on group performance) and individual remuneration are compatible (i.e., wages based on individual performance).
Company Culture
There are similarities among some of the most successful corporations worldwide, including Apple, Google, and Microsoft. The companies have dynamic, intriguing, and innovative workplace cultures. Whatever draws customers and potential employees to these environments—bean bags in the lounge, robots strolling around the office, or the Google color letters—could be anything. As a result, one of modern HR departments’ most significant problems is their inability to create a dynamic and attractive office environment. First, by definition, culture refers to a shared pattern that sets one organization apart from another.
In terms of HR, it is the way the company establishes behavioral expectations. Human resources actively contribute to creating a company culture that is receptive to employee demands and promotes a friendly environment (Goodman, 2020). The company will undoubtedly benefit from this environment because it will raise productivity and employee involvement, boosting overall profitability and success. As a result, I think that business culture presents HR with its most incredible difficulty because it is a factor many people overlook in their pursuit of profit.
Legislative Awareness
One of the main duties of an HR department is to be aware of the laws and regulations that apply to a particular industry. The company may assure its customers that it complies with all relevant laws and regulations when producing or providing goods or services by adhering to all applicable federal, state, and local legislation. The extensive review and barrage of new laws and regulations from legislators are one of the challenges HR departments face. For instance, Jerry Brown, a former governor of California, signed Senate Bill 1300 to reform how companies report and handle allegations of harassment (Goodman, 2020). This bill’s liability provisions, which make the companies accountable for the actions of non-workers and encourage companies to weigh external risks when it comes to training employees or non-employees about harassment and accountability, were among its most exciting features.
Female workers, in particular, will support this legislation because it safeguards them from potentially harmful working conditions or retaliation should they report their harassment. Additionally, it is beneficial because it mandates that companies hold thorough training sessions and educational seminars on sexual harassment in the workplace. Because the legislation is a continuous, complex process with uncertain requirements, it can present difficulties for the company (Doyle, 2020). Companies will invest resources to change how their business operates or performs to achieve compliance because failure could result in hefty penalties or liabilities. The state legislature’s move is likely seen as vital by HR professionals, who are also crucial to legal compliance.
Conclusion
The challenges in human resource management are caused by competitive factors already present in the industry and the demand for an urgent response to sustain a competitive advantage. As a result, companies worldwide have experimented with different HR implementation procedures, settings, and designs. The competition has grown fiercer due to contemporary issues, like retention and recruitment. However, it has also opened new channels for companies to advertise jobs and express themselves on social media. Similarly, the Department of Labor will continue to manage the over 180 federal statutes that regulate workplace activities, and legislative challenges will continue to be a constant factor (Doyle, 2020). HR departments must uphold compliance with these laws since it benefits customers and employees and preserves crucial transparency.
In general, the difficulties mentioned above are just a few of the many components that make up the function of human resources. It is impossible to comprehend the discipline’s complexity until one realizes that they are accountable for the management of work and people who do a fundamental activity for the organization. In other words, without a strong and effective HR department, the company would fall apart due to instability, a lack of qualified employees, and different catastrophic situations. However, the tools at our disposal today have made it possible for HR professionals and workers everywhere to reach and connect.
References
Applegate, M. (2016, October 26). Team-Based Compensation vs. Individual. Small Business – Chron.Com.
https://smallbusiness.chron.com/teambased-compensation-vs-individual-17583.html
Collings, D. G., Wood, G. T., & Szamosi, L. T. (2018). Human resource management: A critical approach. In Human resource management (pp. 1-23). Routledge.
https://www.taylorfrancis.com/chapters/edit/10.4324/9781315299556-1/human-resource-management-david-collings-geoffrey-wood-leslie-szamosi
Doyle, A. D. (2020, October 23). Review a Comprehensive List of U.S. Employment and Labor Laws. The Balance Careers. https://www.thebalancecareers.com/list-of-employment-laws-2062282
Goodman, D. G. (2020, November 23). Senate Bill 1300 Training: The New Workplace Harassment Laws in California. EVERFI. https://everfi.com/blog/workplace-training/workplace-harassment-laws-california/
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