Globalization:
Globalization is not new, but now it is more rapid and more widespread. Globalization has brought problems of increased commercial competition, more uncertainty, cross-cultural issues, questions of compensation (currencies, taxation), etc. for forefront that globalization affects the number and the types of jobs that are available and organizations must balance a whole complex of issues related to the management of people of different cultures, legal environments and conditions of sale. The selection, your compensation human resources function must be adapted to take account of differences in the overall management
New technology:
Advanced technology has tended to reduce the number of jobs that require few skills to increase the number of jobs that require dexterity, a quarter from "work" to "intellectual work". This moves some employees and requires that others be re-trained. In addition, technologies information has influenced the management of human resources through the human resources Information System (HRIS) that simplify the processing of the data and makes the information more easily accessible to decision makers/managers human resources.
Change management:
Both proactive initiatives and reactive change require management of human resources to work with line managers and senior management to create a vision for the future, to establish an architecture that allows you to vary and communicate with the process of change, human resources.
Market challenges:
To better meet the needs of the customers, more quickly and more economically, organizations must institutionalize the management of total quality (TQM) and restructuring programmes. Each of these programs requires that human resources management is involved in the evolution of work processes, training, design of work remuneration, etc.. Human resource issues arise also when communicating with employees on new systems of work, as with any change initiative.
Containing costs:
In order to minimize costs, organizations have been downsizing, outsourcing, rental of human resources and improvement of productivity. Human resources management should keep the relationship between the Organization and its human resources, implementation of these changes.
Demographic challenges:
The labour market becomes more and more diverse (global workplace) and organizations more to the concerns of employees and maximize the benefits of the different types of employees. Demographic, social and cultural differences and changes in attitudes can provide a rich source of variety for organizations. But to benefit from the diversity, human resource management must recognize the potential concerns of employees and ensure that the exchange between the Organization and human resources is mutually beneficial;
Partnership between line and management of the human resources branch:
working with the management of the line for the challenges of organizations, management of human resources plays several important roles relating to advice and the advice of various service activities for the formulation of policies and implementing ana "for the defence of the interests of employee." To fulfill these roles effectively, management of human resources must contribute the expertise of the firm, advanced human resources skills and change management skills. Ultimately, the management of human resources is rarely the sole responsibility of the human resources management function. Job of each Manager is to manage people and successful companies are those that combine the expertise of specialists in human resources with the experience of line managers to develop and use the talents of Ihe's human resources to their greatest potential.
Skills shortages:
Because the interest in an increase in human resources, recruitment and retention of competent employees are an upheaval task. Each organization tries to poach on the best human resources of its rival companies and the industry. Human resources management can formulate and implement policies and practices to address these challenges by:
The providing performance based pay.
Benefits emphasizing job longer
Improve the image of ccporate.
Increase the scope to attract capable employees and keeping the tab on existing human resources.
Knowledge management: with the use of knowledge management of knowledge for the future is of paramount importance. Knowledge management includes:
Development of new information,
Use of output information.
The challenge for the management of human resources is to create a knowledge management system that promotes the development of knowledge and its use. Th: s challenge can be dealt with by the Directorate of human resources by:
Knowledge of Dialogue:
facilitate and promote the exchange of tacit information between experienced employees and new entrants.
Knowledge by. Coding: The challenge of the knowledge stored in written form can be processed by exploring new avenues created by him to improve the acquisition process and sharing.
Create a "E-Culture:
Overcoming the reluctance of people to use the new knowledge management system by promoting the project for continuous learning and improvement of computing capabilities."
Evolution of Structures of power: flattening of hierarchy has resulted in a change in the structures of power, allowing to more people access to information, in particular in the led knowledge organizations thus altering power controllers. Human resource management can meet this challenge by raising awareness and by providing a platform for learning shared, common understanding of the objectives and values and use of common language through measures and appropriate organizational strengthening techniques.
Training challenge:
The main concern of the contemporary business organization creates training programs that better meet the learning needs of the organization. But the problem is whether it is more efficient to develop centrally programs or design each to meet the uniqueness of individuals. Resources human management can take up this challenge in innovative and strategic, e-learning training programmes, encouraging self-development by self-study and networking for training programs.
Challenge of diversity and equality:
with the increase in the spread of education, a large number of women will be part of a workforce more and more. However, the number of women occupying the jobs of top and middle management is relative! very low, i.e. 22% of human resources management should improve the balance between gender and diversity in organizations.
Challenge Pertaiging in the Organization's Culture:
with the increased emphasis on the skills of human resources, construction, modification and support a dynamic work culture, dynamic and responsive are a daunting task. Also, many managers fear the modern methods of human resource management and themselves are obstacles to reach the full potential of human resources and the benefits of human resource management techniques.
Socio-professional Emerging challenge: given that the profile of the workforce has changed significantly, the aspirations and requirements of citizens on issues such as the confidentiality of the employee, prevention of sexual harassment business ethics, etc., reached an absolute priority. Human resource management can meet this challenge by encouraging management to respect the protection of employee privacy, promoting ethical practices of the employee, providing channels for the prevention of sexual harassment, etc., both for male and female employees. Human resources management is also a proactive action in relation to treating terror, trauma and tragedy in the workplace.
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