Abstract on H.R CHALLENGES

       H.R CHALLENGES

 H.R MANAGER  à A CHALLENGER

INTRODUCTION

                           The advent of the era of Liberalisation and Globalisation with advancements in Information technology has transformed the world around us. It has brought to centre stage the importance of Humanresources, more than ever before. The purpose of Humanresource management (HRM) is to enable appropriate deployment of Humanresources.

                                                      In an increasing number of Organisations Humanresource is now viewed as a source of the competitive advantage. H.R managers become strategic partners in business operations, they are Playing vital role in designing and implementing the H.R strategies for an Organisation. But H.R role is not a easy task,it contains so many challenges. H.R challenges are organizational challenges, because employees act as a core competitive distinguished strategymaker

QUALITIES OF H.R MANAGER

                                     

                                               H.R manager has to totally reorient himself before attempting to address the organizational challenges. some of the skills and qualities required in an H.R manager in the emerging context are discussed below .

          

                             -- STRATEGIC PLANNING

                             -- FACILITATION

                             -- COORDINATION

                             -- BROAD SOCIAL OUTLOOK

                             -- SYMPATHY & CONSIDERATION

                             --KNOWLEDGE OF LABOUR

                             -- ACADEMIC QUALIFICATIONS

                             -- FAIRNESS

                              

   CHALLENGES OF H.R.M  

                                               

                                                                    Today we are living in a changed world, many rules are being rewritten. In this present scenario H.R managers are facing so many challenges, because they  always dealing with people, who are havingvarious mindsets. In the globally competitive economy H.R managers has becoming challengers. The various challenges are as follows:-

                                

·        OUTSOURCING HR ACTIVITIES

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·        HUMAN RESOURCE PLANNING.

·        EMPLOY SELECTION.

·        TRAINING & DEVEOLOPMENT.

·        COMPENSATION.

·        EMPLOY SAFETY & HEALTH.

·        INDUSTRIAL RELATIONS.

·        MAKING HR ACTIVITIES ETHICAL

·        SOCIAL RESPONSIBILITY TOWARDS SOCIETY.

·        BPO.

·        BALANCE WORK WITH LIFE.

GLOBALISATION:-

                                How to face competition from MNCs is a worry for Indian firms. As globalization spreads, more foreign firms are entering Indian market and the challenge Before domestic firms is going to be much more severe in the years to come. Many Indian firms are compelled to think globally, something which is difficult for managers Who were accustomed to operate in vast sheltered markets with no competition either From domestic or foreign firms.

                        Indian firms have large number of foreign nationals working here (or) Indians are being sent as expatriates to other countries, to work in home countries of MNCs. These both tasks has became a challenging tasks to the HR manager,because

         à Indians sent to abroad were attracted by foreign culture, trained differently After posting them in to Indian organizations,they maintaining same culture,it leads a Typical challenge to the HR manager to make them lead a normal working life.

                   à different languages,

                   à different cultures

                                       These create some of the challenges to the HR manager, Due to the efficiency of HR manager only the challenges can be solved.unless there are no Skills in HR manager these challenges can become barriers for successful running of organisation

EMPLOY SELECTION:

                      

                          The selectionof candidates typically follows a standardized process beginning with an initial screening interview and concluding with the final employment decision. The purpose of selection process is to select the most suitable candidate who would meet the requirements of the job.

CHALLENGES ON SELECTION:

 

                           à  EXTERNAL FACTORS

n  Recommendations

n  Political influence.

n  Personal bias

n  Pribing

                         

à INTERNAL FACTORS

n  Cost of recruitment

n  Job analysis

n  Human resource planning.

                These are the some of the challenges faced by HR manager at the time of  Employ selection.

    

SUGGESTIONS:

n  proper HR planning

n  fair and honesty

n  ethical behaviour     

                                                                    By following these practices a HR manager Can successfully overcome his chqallenges.

TRAINING & DEVELOPMENT:

                                       Companies can derive competitive advantage from training and development. Training is two types,they are

           

1.      On the job training.

2.      of the job training.

            CHALLENGES OF HR ON TRAINING &DEVELOPMENT.

n  Higher training costs

n  Need for job redesign.

n  Motivation of employees.

n   Satisfying personal needs.

n    Employ relations.

                                                                        These are some challenges infront of the HR manager.

OUTSOURCING HR ACTIVITIES:

                              Increasingly many large firms are getting their HR activities done by outside suppliers and contracters. Employee hiring,training and development and maintenance of statuatory records are theusualfunctions contracted outside to outsiders.

                                                                  The trend towards outsourcing has been caused by Several strategic and operational motives.from a strategic prespective, HR departments are Divesting themselves from mundane activities to focus more on strategic role. Out sourcing has also been used to help reduce bureaucracy andto encourage a more responsive culture by  introducing external market forces into the firm through the bidding process.

                                               Outsourcing has its negative side.the relevance of HR departments is at stake. If outsourcing is carried to the logical end a firm can do without an HR department.

BALANCE WITH WORK LIFE

                                                    Balencing work and life assumes relevance when both Husband and wife are employed. Travails of a working housewife are morethan a working Husband .. work –life balance is becoming a major challenge to HR manager as more women are taking up jobs to add to finance of their families or to become careerists. In India, working women now account for 15% of the total urban female population of 150 million.

                                                                 Organizations should undertake work-life Balancing programmes,as in their absence both men and women will be exposed To stress,depression and anxiety. Programmes aiming at work-life balance include:

n  childcare at or near the workplace

n  job sharing

n  sick leave policies

n  flexible work scheduling

n  care for sick children and employees.

                      The organizations that have developed

Work-life balance programmes have found happier and more productive employees. There are alsomany companies that still have not investigated,implemented or Experienced with work-life balance programmes. These firms believe that the Work-life balance is a personal problem and not an organisational issue

Conclusion

  In the present scenario HR job is not a easy compare with other jobs . A HR manager should be dynamic an effective to face the challenges and contain skills For overcome that challenges.

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