131385533 Challenges for Hr Professionals 1

7/28/2019 131385533 Challenges for Hr Professionals 1

1/14

APresentation on Challenges

for HR Professionals

By

Muhammad Amir Mushtaq(EX-MBA-Fall-12-058)


2/14

Coming together is a beginning;

keeping together is progress;

working together is successAnd this is all about Human

Resource Mangement


3/14

Changing role of HRYESTERDAY TODAY TOMORROW

Success factors Business judgment,

Intuition

Information

Strategic Plan

Mission

Flexibility

Agility

Speed

Organizational Style Paternalistic Professional

Empowered

Learning

VibrantEmployees considered

as

Hungry & Defenseless

creatures

Thinking and

ational Beings

Fully evolved, completely

satisfied, mature

human beings

Motivational Methods Driving people through

basic needs

Driving people

through social &

intellectual

needs

People

drive

themselves

Role of HR Provide people with

food, clothing and

shelter.

Motivate by

Provding

effective &

fair appraisals

and

compensation

systems

As a Change Agent

As a Innovator

As a Strategic Partner


4/14

HR Challenges

And in the Process of performance of

all the functions and activities of HRM the

HR professionals have to under go amajor sort of obstacles, referred as HR

Challenges


5/14

HR Challenges

Gender BalanceThe Islamic Republic of Pakistan has always been and

will continue to be committed to gender equality.

Women make up an integral part of our global societyand Pakistan will strive for equality between genders inaccordance with Islam. Our Constitution explicitly statesthat there shall be no discrimination on the basis ofsex, and this is a stance Pakistan has taken. Recentcrimes against women have pushed gender inequalityback into the public attention, and Pakistan is absolutelydedicated to ameliorating these issues.


6/14

HR Challenges

Workplace DiversityThe future success of any organizations relies on the ability to manage a diverse body oftalent that can bring innovative ideas, perspectives and views to their work. The challenge andproblems faced of workplace diversity can be turned into a strategic organizational asset if anorganization is able to capitalize on this melting pot of diverse talents. With the mixture oftalents of diverse cultural backgrounds, genders, ages and lifestyles, an organization canrespond to business opportunities more rapidly and creatively, especially in the global arena(Cox, 1993), which must be one of the important organizational goals to be attained. Moreimportantly, if the organizational environment does not support diversity broadly, one riskslosing talent to competitors.

This is especially true for multinational companies (MNCs) who have operations on a globalscale and employ people of different countries, ethical and cultural backgrounds. Thus, a HRmanager needs to be mindful and may employ a Think Global, Act Local approach in most

circumstances. The challenge of workplace diversity is also prevalent amongst SingaporesSmall and Medium Enterprises (SMEs). With a population of only four million people and thenations strive towards high technology and knowledge-based economy; foreign talents arelured to share their expertise in these areas. Thus, many local HR managers have to undergocultural-based Human Resource Management training to further their abilities to motivate agroup of professional that are highly qualified but culturally diverse. Furthermore, the HRprofessional must assure the local professionals that these foreign talents are not a threat totheir career advancement (Toh, 1993). In many ways, the effectiveness of workplace diversitymanagement is dependent on the skilful balancing act of the HR manager.


7/14

The major Challenges faced byHR Professionals in todays era :-

Changing role of HR with HR working as the Strategicpartner

Requirement of good competence from HRProfessionals

Keeping update with the latest trends in the field of HR

Understanding the impact of Technology on organizationand there by on the human capital

Employee legislations and their effect on the workplace


8/14

Challenges of Recruitment

- The process itself

- Unprofessional attitude of the employees

- No policy or process for the last minute dropout

- Taken for granted attititude of professionals,demandingexceptional hike joining as per own convienience

Manpower scarcity / Skill shortages among theemployees

Retention of the top talent and managing the attritionlevel


9/14

Managing Employee attrition and frequent job changesof the employees

Getting beyond the Multigenerational hurdle

Changed Employee expectations

Emergence of predominantly knowledge workers


10/14

Keeping the Workforce motivated by

- Understanding the Emotional Intelligence level of theemployees

- Keeping a human touch at the work place and improving

the QWL of employees

- By Maintaining a proper compensation and rewardsystem

- By making a proper balance of the work and family life ofthe workers


11/14

Organisational restructuring generating stress andconflict among the workers

Changing workforce dynamics

Management of workplace diversity

Outsourcing of HR activities and its propermanagement

Protecting the top potentials of the organization

Talent retention and development by proper careerplanning programmes


12/14

Measuring the effectiveness of HR programmes and theirrole in organization effectiveness

Assessing the cost and benefit of HR

Doing Succession planning and leadership development

Adaptation of a new, positive and consultative industrialrelations approach

Manging the internal environment of the organisationand building strong organisation capability


13/14

Emergence of trend of Decentralised HR

- Workplace flexibility because of Virtual office

- Emphasis on results and not on no of hours worked

- Trend towards management of cross functional teams

- Management of corporate culture , socialisation,

management of organisational performancein a virtualoutframe


14/14

Thank You

Documents

131385533 Challenges for Hr Professionals 1