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Environment Trends Human Resource Challenges

1.

BusinessEnvironment Globalisation and

increased competition

Managing a global workforce.

Ensuring availability of employees who

have the skills for global assignments Focussing increasingly on employee

productivity to ensure competitiveness.Ensuring legal compliance when

conducting business abroad.Mergers and

acquisitions

Managing employee insecurity during

mergers

Ensuring continued employee productivity Developing H initiatives to manage

employee moraleDownsi!ing Managing organisational relationship with

survivors "employees who stay with the

#rm$ Managing morale and commitment of

survivors %roviding outplacement services or

relocation for employees who lose &obs. %roviding personal and family counselling

to employees who lose their &obs2

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Changing Nature of

Work 'ndustry and

occupational shifts

Managing workforce with (e)ible working

patterns Focussing on competencies during hiring

process Designing incentive*based compensation

Developing proactive employee

development programmes +echnological

advancements

Managing a virtual workforce

Managing employee alienation Developing training modules and

conducting programmes to provide

employees with required skills etraining current employee to manage

obsolescence %roviding work*life balance initiatives

,utsourcing Managing employee concerns about

losing &obs due to outsourcing Managing employee morale and

productivityFle)ible work

arrangements

Managing the loss of organisational

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control over work Developing programmes for motivating

the (e)ible workforce Developing ways of ensuring commitment

of the (e)ible workforce to the #rm

3.

Demographic,Societal an

Workforce !rens-orkforce Diversity

- Workforce

composition

- Workforceavailability 

Devising customised H strategies for

hiring retraining and motivating

employees belonging to di/erent

generations Developing lifestyle*driven perks for the

new generation employees Developing work life programmes

Ensuring the availability of skilled talent

to ful#l organisational needs

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Environment Trends Human Resource Challenges

0ging population and

workforce

Finding replacement for retirees

Managing the demand*supply gap for

quali#ed managerial talent due to a largeretiring workforce

Developing mentoring programmes to

ensure the skills of e)perienced managers

are passed on to new managers. everse mentoring 1 in technological

advancements etc ,bsolescence training and retraining of

older employees Managing retirement policies

2onducting programmes to retain

e)perienced employeesEducated and

knowledge workforce

Ensuring the continued supply of trained

manpower  +raining new hires

%artnering with universities and

developing academic initiatives to meet

pro&ected shortage of skilled manpower  +raining employees in computer skills

communication skills and customer

handling skills Emphasi!ing re*training and development

activities-omen in workforce   3trategi!ing to attract and retain

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educated and skilled women workers 2onducting programmes for women who

opt for career breaks %roviding facilities such as creches

(e)ible working hours etc.

2hanging familystructures

Developing work*life balance programmes

Global workforce   Developing diversity training programmes

Developing H initiatives directed to

workforce diversity 'dentifying and training e)patriate

managers for overseas assignments Developing equitable pay plans for

individuals working in di/erent countries2ontingent

workforce4workforce

(e)ibility

Developing systems to motivate the

temporary workforce and elicit

commitment from them Helping the temporary employees to

quickly adapt to the organisation to reach

their full potential "

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Changing Nature of

Emplo#ment

$elationship

,/ering challenging &obs to employees

Managing rewards for enhancing

employee performance %roviding opportunities for enhancing

skills through training development and

educational programmes

Developing programmes for employeecommitment

5nderstanding value di/erences across

di/erent employee groups and

customi!ing H programmes