A Presentation on Challenges for HR Professionals

By

Muhammad Amir Mushtaq

(EX-MBA-Fall-12-058)

 Coming together is a beginning;

keeping together is progress; working together is success
And this is all about Human Resource Mangement

Changing role of HR
YESTERDAY Success factors Business judgment, Intuition TODAY Information Strategic Plan Mission Professional Thinking and ational Beings Driving people through social & intellectual needs TOMORROW Flexibility Agility Speed Empowered Learning Vibrant Fully evolved, completely satisfied, mature human beings People drive themselves

Organizational Style Employees considered as Motivational Methods

Paternalistic Hungry & Defenseless creatures Driving people through basic needs

Role of HR

Provide people with food, clothing and shelter.

Motivate by Provding effective & fair appraisals and compensation systems

As a Change Agent As a Innovator As a Strategic Partner

HR Challenges
And in the Process of performance of all the functions and activities of HRM the HR professionals have to under go a major sort of obstacles, referred as HR Challenges

HR Challenges
Gender Balance
The Islamic Republic of Pakistan has always been and will continue to be committed to gender equality. Women make up an integral part of our global society and Pakistan will strive for equality between genders in accordance with Islam. Our Constitution explicitly states that there shall be no discrimination on the basis of sex, and this is a stance Pakistan has taken. Recent crimes against women have pushed gender inequality back into the public attention, and Pakistan is absolutely dedicated to ameliorating these issues.

HR Challenges

The future success of any organizations relies on the ability to manage a diverse body of talent that can bring innovative ideas, perspectives and views to their work. The challenge and problems faced of workplace diversity can be turned into a strategic organizational asset if an organization is able to capitalize on this melting pot of diverse talents. With the mixture of talents of diverse cultural backgrounds, genders, ages and lifestyles, an organization can respond to business opportunities more rapidly and creatively, especially in the global arena (Cox, 1993), which must be one of the important organizational goals to be attained. More importantly, if the organizational environment does not support diversity broadly, one risks losing talent to competitors. This is especially true for multinational companies (MNCs) who have operations on a global scale and employ people of different countries, ethical and cultural backgrounds. Thus, a HR manager needs to be mindful and may employ a Think Global, Act Local approach in most circumstances. The challenge of workplace diversity is also prevalent amongst Singapores Small and Medium Enterprises (SMEs). With a population of only four million people and the nations strive towards high technology and knowledge-based economy; foreign talents are lured to share their expertise in these areas. Thus, many local HR managers have to undergo cultural-based Human Resource Management training to further their abilities to motivate a group of professional that are highly qualified but culturally diverse. Furthermore, the HR professional must assure the local professionals that these foreign talents are not a threat to their career advancement (Toh, 1993). In many ways, the effectiveness of workplace diversity management is dependent on the skilful balancing act of the HR manager.

Workplace Diversity

The major Challenges faced by HR Professionals in todays era : Changing role of HR with HR working as the Strategic
partner

Requirement of good competence from HR

Professionals

Keeping update with the latest trends in the field of HR Understanding the impact of Technology on organization
and there by on the human capital

Employee legislations and their effect on the workplace

 Challenges of Recruitment
- The process itself - Unprofessional attitude of the employees - No policy or process for the last minute dropout - Taken for granted attititude of professionals,demanding exceptional hike joining as per own convienience

Manpower scarcity / Skill shortages among the

employees

Retention of the top talent and managing the attrition

level

 Managing Employee attrition and frequent job changes

of the employees

Getting beyond the Multigenerational hurdle

Changed Employee expectations

Emergence of predominantly knowledge workers

 Keeping the Workforce motivated by - Understanding the Emotional Intelligence level of the
employees

- Keeping a human touch at the work place and improving

the QWL of employees

- By Maintaining a proper compensation and reward

system

- By making a proper balance of the work and family life of

the workers

 Organisational restructuring generating stress and

conflict among the workers

Changing workforce dynamics Management of workplace diversity

Outsourcing of HR activities and its proper

management

Protecting the top potentials of the organization Talent retention and development by proper career
planning programmes

 Measuring the effectiveness of HR programmes and their

role in organization effectiveness

Assessing the cost and benefit of HR Doing Succession planning and leadership development Adaptation of a new, positive and consultative industrial
relations approach

Manging the internal environment of the organisation

and building strong organisation capability

 Emergence of trend of Decentralised HR

- Workplace flexibility because of Virtual office - Emphasis on results and not on no of hours worked

- Trend towards management of cross functional teams

- Management of corporate culture , socialisation, management of organisational performancein a virtual outframe

Thank You