Top Three Challenges for HR Professionals and Beyond




CLICK HERE to Search for Info

Herein are mentioned the top three challenges for HR for the new decade commencing 2010. These may change halfway during the period. It is very possible that these three challenges will persist beyond 2020.

Challenges for Human Resource professionals change in accordance with the economic climate, expectations of people, expectations by corporate organizations, changing laws, and so on. It also depends on what is happening or is going to happen in the country, its visions and capabilities, to mention a few that relate to human capital management.

The challenges for 2010 may differ from those in 2011. They differ from those in 2009. These may change in the passing years. These challenges may present themselves in different forms.

Organizations exist and operate in a dynamic environment. Who can predict the potential new challenges, say, in a decade or two?

It is said that "change" is the only thing does not change. This constant change requires appropriate responses that are immediate and specific.

In HR, this mean only one thing: challenges for HR professionals are constantly changing.

Try to identify what these immediate challenges and those in the medium term are.

The following appear as the top three challenges for HR professionals and executives in managerial and supervisory positions.

Employee Retention is one of the top three challenges for HR

The job is not over after you recruit someone to hold a certain position. You need to ensure he or she stays on with your organization. You need to take steps to make that new person committed to both the job and the organization.

You can put in place a working system and environment that motivate and engage your people in performing their jobs more efficiently as well as more effectively. You can implement a fair and equitable reward system to make employees stay for a fairly long time. Turnover is expensive to organizations.

Succession Planning
An effective succession planning starts by recognizing its connection to long term growth and stability of the organization. When you promote talented and capable people, you ensure the future success of your organization.

A good succession plan means selecting people based on merits and not on emotional attachments. Long term growth requires effective employee development programs that answer to the needs of employees and the organization.

This can only mean that you need to have an effective talent management plan.
As the HR Manager you also need to stress the usefulness of good software tools in better performance management and improving succession and career plans.

Playing a Supportive and Sustaining Rolein Business’ Leadership
HR plays a supportive and facilitative role. HR does not operate as an independent organizational function separate from the other functions that are closely connected to the business activities of the organization.

Being an HR person or someone having authority over people, you need to handle well these challenges for HR.

There are other challenges which you need to find out, understand and resolve. One example is leadership.

Doing this will ensure that HR plays its role in the proper order of things for the financial success of your organization. In turn, this helps strengthen the importance of the HR function.






Privacy Policy
Disclaimer
Strategic HR Blog
Follow Me on Twitter



To Home Page