The degree of success of an organisation depends on the success of strategies adopted by its top management organs. Although this is the case, it is important to note that, performance levels and organisation’s business viability depends on the type of workforce such an organisation has.
Therefore, this makes the human resource (HR) department one of the most crucial departments in an organisation. Due to many changing trends in terms of workforce characteristics, technological innovations, and globalisation, most human resource departments currently face many challenges as concerns formulation of their solutions. This therefore makes it necessary for HRM departments to integrate correct policies in their management systems to ensure they alleviate such challenges.
HR departments play the overall role of ensuring they enhance organisations’ productivity through ensuring such organisations have required workforce, with required expertise and motivations. Although this is the case, challenges faced by these departments hinder goal achievement and innovative practises. Examples of these challenges include negative impacts resulting from economical and technological changes, organisational restructuring, scarcity of qualified and well-motivated employees, globalisation.
Correctly predicting the future of an organisation is one of the most daunting tasks that face most human resource departments. This is because, globally many economies are undergoing through tough times, something that has greatly affected the operations of the HRM department.
This is because, transformations in economies cause alterations to the working and employment patterns of organisations. For example, in most working scenarios currently, the nature of working patterns has undergone many transformations something, which has made most individuals to prefer working in service industries, rather than in manufacturing and agricultural industries. Technology although an important tool for organisational development, has brought forth many challenges to HRM managers.
This is because technological innovations require continuous adoption of new systems and time to time upgrading of employees’ skills. For example, the introduction of computers in the banking industry made many individuals to loose their jobs due to lack of conformity to technology (World Federation of Personnel Management pp. 8-11).
The second main challenge facing HRM is the recruiting and maintaining of quality employees with desired levels of motivation. This is because globally, there are many changes in terms of industrial workforce demands due to the need to beat competitions and increased technological innovations. Success in foreign business environments necessitates an organisation to have a cohort of most qualified employees, with advanced levels of skills that global markets demand.
However, due to many economic challenges that most organisations face, it becomes very hard for the HRM departments to achieve this. On the other hand, the increasing numbers of workers with no specialisation or with common challenge to HRM, primarily because this forces an organisation to incur extra expenses in the upgrading skills or employee training; hence, sometimes acting as a setback to proper management of organisations.
For organisations to have a competitive advantage over other business competitors in the same industry there is need for organisational restructuring, which in most cases results to abolition of some managerial seats or some branches of an organisation.
In addition, the organisational restructuring can necessitate the merging of organisations something, which may cause lose of jobs or out-spacing of employees. This may result in many organisational conflicts or increase in expenditure; hence, causing organisational operational problems (Burke and Eddy pp. 84-90).
In conclusion, due many challenges that are facing human resource departments, there is need for organisations to adopt correct and workable policies that will not only ensure they alleviate these challenges, but also develop mechanisms of dealing with such challenges in case they occur in the future.
Burke, Ronald and Eddy, NG. The challenging nature of work and organisations:
Implications for human resource management. Human Resource Management Review, 16(2) (2006): 86-94. Print.
World Federation of Personnel Management. Survey of global HR challenges: Yesterday, today and tomorrow. 2010. Web. 19 Feb. 2010.