Challenges in People Management and the Role of HRM
The current corporate climate is in continual upheaval. Globalization, technological improvements, and altering workforce demographics all provide substantial problems for firms in managing their most precious asset: their employees. This discussion will look at the present barriers to successful people management and how Human Resource Management (HRM) strategies may help managers overcome these challenges. It will also look at the strengths and problems that a hypothetical Human Resource Manager (HRM) may face while carrying out their duties.
What are the current challenges in managing people and how can HRM help managers overcome these problems?
One of the most critical issues in human resources is attracting and keeping top talent (Senyucel, 2009). Skilled individuals are in great demand, creating a competitive talent acquisition environment. Traditional recruiting tactics may no longer be effective, necessitating the use of novel initiatives by HR professionals and managers to attract and engage potential applicants, particularly from diverse backgrounds.
Furthermore, managing a multi-generational workforce poses distinct obstacles (Merlevede, 2014). Baby Boomers, Generation X, Millennials, and Generation Z each have unique work styles, values, and expectations (Merlevede, 2014). Leaders must overcome these variances to create a unified work atmosphere that maximizes everyone’s contributions.
Technological improvements are another key influence on people management. Automation and artificial intelligence (AI) threaten to eliminate some occupations, necessitating investments in employee reskilling and upskilling projects (Senyucel, 2009). Furthermore, the expansion of remote work involves the creation of new tactics to keep employees engaged and productive in a virtual environment.
The Role of HRM in Overcoming Challenges
Human Resource Management plays a critical role in supporting managers in managing these challenges. HR can help managers acquire, develop, and retain top personnel by implementing strategic talent management initiatives (Merlevede, 2014). These programs may include redesigning recruiting techniques to target diverse talent pools, leveraging data analytics for targeted candidate sourcing, and creating attractive employer branding campaigns (Lys, n.d.).
Furthermore, HR may lead training and development programs that provide workers with the skills they need to flourish in an ever-changing workplace (Merlevede, 2014; Senyucel, 2009). These programs may address industry-specific demands while also bridging generational skill gaps, ensuring that the workforce is prepared for future difficulties.
HR may help with managers to develop effective communication protocols, deploy performance management tools, and design virtual team-building exercises to retain employee engagement and cultivate a strong company culture (Senyucel, 2009).
Personally, if you were a Human Resource Manager, what’s the biggest strength you would bring the role? What would your biggest challenge be?
I think my biggest skill is my ability to build good and collaborative connections with employees and managers at all levels of the business. I was leading a department that consists of web developers in my previous company in Osaka, Japan. According to my experience, effective communication, active listening, and a genuine concern for employee well-being can help to build trust and transparency (Lys, n.d). This solid basis enables open conversation about difficulties and the joint creation of solutions.
However, handling corporate politics and change management provide substantial hurdles for HR practitioners (Senyucel, 2009). I think HR managers must traverse complicated internal dynamics and be capable of pushing for strategic initiatives that may meet opposition from established interests inside the firm. Furthermore, the requirement to match employee demands with company goals necessitates a high level of strategic thinking and negotiation ability.
Conclusion
Finally, managing people in today’s business poses several obstacles. Globalization, technology improvements, and a multigenerational workforce necessitate a proactive approach to people acquisition, development, and engagement. Effective Human Resource Management techniques may provide managers with the skills and support they need to build a vibrant workforce capable of managing change and meeting corporate objectives. While problems such as negotiating organizational politics and executing change management are unavoidable, an HRM with good communication, relationship-building skills, and strategic thinking may be an invaluable tool in driving a business to success.
References
Lys, B. (n.d.). What is HR? Retrieved from https://peoplemanagingpeople.com/
Merlevede, P. (2014). Talent Management, A focus on Excellence (Chapters 1–2). Bookboon.
Senyucel, Z. (2009). Managing Human Resources in the 21st Century (Chapter 1). Bookboon.
Note:
This article is written based on University of The People Human Resource Management (BUS 5511) written assignment by Fristy Tania Sato in April 2024
