CHALLENGES OF HRM IN MODERN MANAGEMENT

Globalization: Growing internationalization of business has its impact on HRM in
terms of problems of unfamiliar laws, languages, practices, competitions, attitudes,
management styles, work ethics etc. HR managers have a challenge to deal with
more functions, more heterogeneous functions and more involvement in employee’s
personal life.

Corporate Reorganizations: Reorganization relates to mergers and acquisitions,
joint ventures, take over, internal restructuring of Organizations. In these situations, it
is difficult to imagine circumstances that pose a greater challenge for HRM than
reorganizations itself. It is a challenge to manage employees’ anxiety, uncertainties,
insecurities and fears during these dynamic trends.

New Organizational Forms: The basic challenge to HRM comes from the
changing character of competitions. The competition is not between individual firms but between constellations of a firm. Major companies are operating through a
complex web of strategic alliances, forgings with local suppliers, etc.

These relationships give birth to completely new forms of Organizational structure,
which highly depend upon a regular exchange of people and information. The
challenge for HRM is to cope with the implications of these newly networked
relations, in place of more comfortable hierarchical relationships that existed within
the Organizations for ages in the past.

Changing Demographics of Workforce: Changes in workforce are largely
reflected by dual career couples, large chunk of young blood between age and old
superannuating employees, working mothers, more educated and aware workers etc.
These dynamic workforces have their own implications for HR managers and from
HRM point of view is a true challenge to handle.

Changed Employee Expectations: With the changes in workforce demographics,
employee expectations and attitudes have also transformed. Traditional allurements
like job security, house, and remunerations are not much attractive today; rather
employees are demanding empowerment and equality with management. Hence, it is
a challenge for HRM to redesign the profile of workers, and discover new methods
of hiring, training, remunerating and motivating employees.

Weaker Society Interests: Another challenge for HRM is to protect the interest of
weaker sections of society. The dramatic increase of women workers, minorities and
other backward communities in the workforce has resulted in the need for
Organizations to re-examine their policies, practices and values. In the name of global
competition, productivity and quality the interests of the society around should not be
sacrificed. It is a challenge of today’s HR managers to see that these weaker
sections are neither denied their rightful jobs nor are discriminated against while in
service.

Contribution to the Success of Organizations: The biggest challenge to an HR
manager is to make all employees contribute to the success of the Organization in an
ethical and socially responsible way because the well being of the society’s to a large
extent depends on its Organizations.

ROLES OF HR MANAGERS

   HR manager invariably assumes the role of a leader. Leadership is concerned with
getting results through people or makes the people work in a way he or the
Organization wants. In other words bring change in the people which are most
difficult to achieve. That is the reason how leaders are made. Each of the roles that a
human resource manager is expected to play is briefly explained below.

   Humanitarian Role: The HR manager is expected to remind moral and ethical
obligations to employees. He should see the people as human being not as a tool or
machinery.

Counsellor: The HR manager has to counsel the employees about their marital,
health, mental, physical and career problems.

Mediator: The HR manager plays the role of a peacemaker or mediator during
disputes, conflicts between or among individuals groups and management.

Spokesman: The HR manager is usually the one who represents the Company since
he is the one who has better overall picture of his Company and thus plays the role of
spokesperson.

Problem Solver: The HR manager performs the function of solving problems of
overall human resource management and long-term Organizational planning.

Change Agent: The HR manager plays a key role in introducing and implementing
institutional changes and installing Organizational development programmes.

Management of Manpower Resources: Broadly, the HR manager is concerned
with leadership both in the group and individual relationships and labour-management
relations.

EMERGING CHALLENGES OF HR MANAGERS

   HR managers are facing many challenges in the current business scenario. The pace
of change in the business environment is impacting every area of business process.
Employees are the key performers in every process and therefore they are affected
by these changes. HR managers should follow the changing dimensions of the
business as well as work environment and work out new strategies to face the
situations successfully. The following are the major challenges of HR Managers.

• Protection and enhancement of human and non human resources
• Finding the best way of using people to accomplish Organizational goals
• Improve Organizational performance
• Integration of techniques of information technology with the human resources
• Utilizing behavioural scientists in the best way for his people
• Meeting challenges of increasing Organizational effectiveness
• Managing diverse workforce

HRM ACTIVITIES

   Human resource planning: This is the critical job of HR function. Dale Yoder
defines Human resource planning as “the process by which an Organization ensures
that it has the right number of people, the right kind of people, at the right place and at
the right time doing work in the Organization”. To take hypothetical example, suppose
the objective of marketing is to increase the total sales by 20%, and once this
objective has been established, the HR Manager must determine precisely how can
this objective be translated into human resources. A logical starting point is to review
the present or current job descriptions. Then determine skills necessary to meet the
set objectives. Finally they should translate the needed skills and abilities into types
and number of employees. The HR function collects data related to vacancies due to
retirement or resignation or retrenchment as well as additional human resource
requirement for executing development plans of all functions.

Recruitment and selection: It involves design of policies and procedures for fair
recruitment and selection of human resource required by the Organization time to time in order to contribute to the fulfillment of the Organization’s corporate strategy.
Identifying the credible sources of employment and adopting effective selection
process to identify suitable persons by taking into consideration Organizational goals,
job demands, social conditions and desired behaviour.

Training and development: The objective of training and development is to develop
key competencies in individuals to perform current or future jobs. It involves
identification for training needs, selection and execution of training methods and
facilitation of skill development and behaviour shaping.

Provision of fair treatment: HR function designs policies and procedures for the
entire Organization to ensure fair treatment of employees at work. These policies are
communicated to all the employees.

Organization/Job Design: Defining how tasks, authority, and systems will be
organized and integrated across Organizational units and in individual jobs, is the
responsibility of HR department.

Employee counselling: One of the important activities of HRM is to develop
appropriate system for employment counselling either through in-house or by external
consultants.

Encouraging involvement: Employee involvement is extremely important in
creating participative culture within the Organization. Employees need to be
encouraged to participate in decision-making, in designing policies and procedures in
line with the strategic plan of the Organization.

Information Systems: HR information base will be developed through HR research
and information system to provide access to internal departments and also
Organizational clients.

Payment and reward of employees: HRM involves designing of appropriate
payment and reward systems for all employees. These systems should be acceptable
to all employees. They need revision from time to time. The payment and reward
systems should be competitive.
The Organization collects comparative data from other Organizations and work for
developing better systems. HRM also deals with individual problems or complaints
about payment and reward systems.

Employee welfare: Establishment appropriate systems for employee welfare in
accordance with the objectives of the Organization and monitoring the cost and
effectiveness of such provision are an important HRM activity.

Health and safety: HRM involves in designing and implementing the Organization’s
health and safety policy, and monitors the effectiveness of the policy. It also involves
in promoting health and safety and encourages the involvement of all employees
throughout the Organization.

Union/Labor Relations: HRM recognizes Unions, facilitates elections and provides
supporting services to promote healthy union and Organizational relationship.

Assessing performance of employees: HRM involves in the design and
implementation of techniques to assess performance of employees effectively. The
employees are trained, informed and involved in performance management
techniques. Maintenance of performance records and monitoring the effectiveness
of the performance assessment procedures are the responsibilities of HR department.

Disciplining individuals: Design of disciplinary procedure, monitoring the
effectiveness of the procedure, advising line managers on disciplinary problems,organizing training for line managers and employees on disciplinary issues, and
maintaining records of disciplinary action taken against employees are the important
HR activities.

Dealing with grievances: Employee grievances are common in many
Organizations. Design of grievance procedure and communicating, training people in
grievance handling, implementation of grievance procedure and monitoring the
effectiveness of the grievance procedure are activities that HRM takes care of.

Dismissal: HRM also involves development of procedures for dismissal to ensure
that they comply with legislation and reviewing the same, providing advice and
guidance on fair dismissal procedure, and training people who are involved in the
dismissal process.

Objectives of HRM

HRM objectives can be broadly categorized into four types as presented below.

Organizational Objectives: The primary objective of HRM is to build the
Organization with quality and committed human resource and ensure the achievement
of Organizational objectives. In retail individual performances are very critical to the
Store environment.

Functional Objectives: HRM should ensure that the right person is assigned to the
right job at the right time. It should facilitate quality performance by way of providing
appropriate human resource policy framework. In retail proper induction programme
ensures this objective.

Personal Objectives: HRM aims to assist employees in achieving their personal
goals because these goals enhance the individual’s contribution towards the
achievement of Organizational goals through proper training and product knowledge.
This is necessary to maintain, retain and motivate the employees in the Organization
which will ultimately enhance employee performance and satisfaction.

Societal Objectives: Organizations need to be ethically and socially responsible to the
needs and challenges of the society. The HRM of an Organization should work for
satisfying such societal objectives while minimizing the negative impact of such
measures upon the Organization.

Core Elements of HRM

   It is necessary to identify the core elements of HRM in order to understand the
activities of HRM clearly. The five core elements are:

People: Organizations mean people who staff and manage Organizations.
Organizational performances depend upon the performance of people in the
Organization. Specific to retail the people management are more complicated in view
of long hours of working ( Though effectively its is 8 Hours, In retail people are
expected to be in the store for 10 to 11 hours with 2.5 hours of breaks in between).

Management: HRM involves application of management functions and principles
for acquisitioning, developing, maintaining and remunerating employees in
Organizations.

Management: HRM involves application of management functions and principles
for acquisitioning, developing, maintaining and remunerating employees in
Organizations.

Integration and Consistency: Decisions related to people must be integrated and
consistent, in order to achieve Organizational effectiveness in the long run.

Influence: Decisions must influence the effectiveness of Organization in providing
quality products and services to customers and in achieving Organizational goals.

Applicability: HRM principles are applicable to business as well as non business
Organizations like education, health, recreation, etc.

Human Resource Management

   HRM refers to people management in such a way that they are committed, integrated
and contributing to the objectives of the Organization. It also makes sure that they
stay with the Organization for fairly a long time (low attrition rate) though not wedded
to the Organization. Let us see the process of defining HRM that leads us to two
different definitions. The first definition of HRM is that it is the process of managing
people in Organizations in a structured and thorough manner. This covers the fields of
staffing (hiring people), retention of people, pay and perks setting and management,
performance management, change management and taking care of exits from the
Company to round off the activities. This is the traditional definition of HRM which
leads some experts to define it as a modern version of the Personnel Management
function. The second definition of HRM encompasses the management of people in
Organizations from a macro perspective i.e. managing people in the form of a
collective relationship between management and employees. This approach focuses
on the objectives and outcomes of the HRM function. What this means is that the HR
function in contemporary Organizations is concerned with the notions of people
enabling, people development and a focus on making the “employment relationship” fulfilling for both the management and employees. Changes are happening at a faster
pace rather exponentially in the business influencing the environment within the
Organization. The human resources of an Organization should be capable of adopting
and/or adapting to the changes quickly. This necessitates the Organizations to ensure
that they have the right people capable of facing the business challenges effectively.
Management of these resources therefore is an integral part of business success.
 
    The efficient and effective management of human resources results in;

• High productivity - increased profits – growth - increased market value
• Enhanced company image - customer satisfaction
• Healthy organizational climate and culture - effective communication
• Competitiveness and development orientation