INTRODUCTION

The human resource strategy is the one of the business that overall set the plan for

managing where human capital to support it with its business activities. The human resource

strategy can set the ways for all the key areas of human resource, for example performance

appraisal, hiring, development, and compensation. There are many characteristics sets by human

resources strategy and the first is that involves an investigation of the organisation and the

external environment, helps in the organisation and allocation of organizational resources such as

money, time and personnel, it shapes the character and way of human resources management

activities and the main thing is that it takes long process to implement and for example it takes

one year to analysis and implement.

According to the Dowling and Welch. (2004), this roles of human resources management

has to declare through hard and soft approach that everyone is complying with company’s laws

and regulations. Although the hiring the suitable person for the suitable job at right moment,

human resource management is also the responsible for the employee motivation, training,

satisfaction, long term development and retention (Walker, 1994). It is the most important to

endure well skills with not only environmental shifts but also the technological can changes. In

the overall business strategy, human resources management were conveyed based on the past and

the present. It is the result of the company that the company has been achieving in the last past

year and its current situation in internal capabilities. A frequently used tool by human resource

management to arrive at this strategy is the name called SWOT analysis. In the SWOT analysis,

the organisation’s internal are the strength and weaknesses, and the external are the threats and

opportunities are charted. Moreover, strengths that can include the company’s main know how
and know what. These are the, existing brand, marketing channels, production capacity, sales

capabilities and other human capital factors.

CHANGING ROLE OF HRM

In general thinking, human resource management where becoming the more the

part of the team than it past. It been rather than being the peoples those who was sit in their

closed offices, interview the candidates and after that then allow the managers of the department

and executives to handle day by day of operations and human resource management what is now

getting involved in their decision making, and making a involvement to the company as a entire,

rather than only the human resource department. Moreover than that, a good relationship with

managers at all the high or low levels in the company, that can making it to easier for the human

resource department to can involve in other parts of business operations that were including the

assisting in the implementation of many of the policies they once only created. In addition, there

are creativities also to spread the knowledge and experiences within the organisation, lower to

the most ordinary members. The best alternative way to empower them is that to give out human

resources software that can provides an orientation and complete discussion of organisational

rules and regulations.

In the changes in the human resource laws, the department is also becoming

more skillful at providing the house of rules for firing, hiring, discipline and collaboration with

employees, besides that the compensation and benefits, an area that they have pretty much to

manage all along. And as laws as that continue to develop and change, the human resource
department is estimated to become increasingly important in the management and rules and

regulation where required to remain in compliance of each one.

PROJECT MANAGEMENT QUALITY MANAGEMENT

OLD NEW CHANGED

CHANGE MANAGEMENT ORGANISATION
ORGANISATION

HUMAN RESOURCE MANAGENET CORPORATE DEVELOPMENT

 CHALLENGES FOR HUMAN RESOURCE
MANAGEMENT

In the human resources management, there were many challenges especially the

managers who deal with employees in the organisation from changing the backgrounds and

cultures are also increase. The managers are vital to understand that the employees from the

different cultures and backgrounds were bound to have some similarities and differences. From

all these discussions, came to know that passing through different stages employee management

has increased current name human resource management. It has endured extraordinary changes

in the past. In this current situation that the part of human resource management has become

more critical. Especially, the following changes in the organization that can be considered as the

elements for expanding interest in human resource management.

 Technology changes: Technology is clearly change rapidly and the organisations must

maintain the step with technological changes and implement them in the workplace.

Moreover, technology is only the mean to can increase the productivity.

 Changes in political and legal environment: In the changes of the political and legal

environment means that changes in political parties and rules and regulation due to which

new laws are arrive and have to follow all the laws though doing business.
 WORKFORCE DIVERSITY

Workforce Diversity means that the constants or differences that occur among the

employees in terms of their age, gender, cultural background, physical characteristics and

abilities, mental abilities, race and sexual orientation. In human resource management refer that

the different regards in the sense of sex, colour, age, caste, creed, culture, religion and language

etc. In addition, different also regards in the sense of highly educated, mid educated, highly

skilled, mid skilled, low skilled. The dimension of workplace diversity include, but are not

limited and such as age, ethnicity, ancestry, gender, physical abilities or qualities, race, sexual

orientation, educational background, geographic location, income, marital status, military

experience, religious beliefs, parental status, and work experience.( Thomas ,1992). However the

future achievement of any organisations count on the capability to manage a various body of

talent that can bring innovative ideas, standpoints and views to their work. The barriers and

problems faced of workplace diversity can be turned into a strategic organisational quality if an

organisation is able to get benefit from on this melting pot of diverse talents. With the mixture of

talents of diverse cultural backgrounds, genders, ages and lifestyles, an organisation can respond

to business opportunities more quickly and creatively, especially in the global arena, which must

be one of the important organisational goals to be attained. Human resource management were

training employees to be advance their abilities to motivate a group of professional that are

highly qualified but culturally diverse. Others side of that in the human resource, the hr

professional must assure the local professionals that these foreign talents are not a hazard to their

career development. Other than that, the effectiveness of workplace diversity management is

reliant on on the competent balancing act of the human resource manager.

 WAYS TO OVERCOME THE CHALLENGES

 Motivate the professional employees with efficiency and so that do not change

organisation more repeatedly financial motivation is not always required that can

motivate through nonfinancial motivation such as encouragement, training of employee

and job satisfaction.

 Technically changes in the workplace frequently require that the implementation of

training for employees. As the training and development is usually the realm of the

human resource department and this creates yet another challenge for human resource

managers. Human resource must first determine what training is necessary and then

implement training measures to ensure all workers can keep up with technical changes.

Human resource managers must also determine when it may train existing employees,

and when it must search for new workers to fill technical positions within the

organization

 Suitable performance evaluation system and suitable career development strategies

should be used in the organisation to reduce professional flexibility.

 Encouraging sincerity among employees and respecting everybody’s views and ideas.
 CONCLUSION

To conclude that it can be said that human resource practice is the becoming more

difficulties and more challenging day by day. However, the human resource managers have to

face lot of barriers such as attraction of employee, retention, managing work force diversity,

dealing with various cultural people, technological and informational changes to overcome with

these challenges training. To reduce mobility of professional employees, human resource people

have to motivate them from monetary and non monetary techniques. Suitable performance

evaluation system and suitable career development plans should be used in the organisation to

reduce professional mobility.