Emerging_Challenges,_Issues_In_HR_new_-_Copy.pptx

7/29/2019 Emerging_Challenges,_Issues_In_HR_new_-_Copy.pptx

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Emerging

Challenges In HR

Tariq Saeed

HR Consultant & Strategic Alliance Partner

Talent Edge Consultants Pvt Ltd

Presentation at Iobm ( CBM )


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HRM Challenges

Environmental

Cultural

Organizational

Individual

Environment & Culture

Organization

Individual


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Key HR Challenges-Environmental

Rapid change

Workforce diversity

Globalization Technology explosion

Legislation

Evolving work and family roles

Skill Shortages Rise of the service sector


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Key HR Challenges : Cultural

Basic assumptions and beliefs shared bymembers of an organization

Rules, norms

Behaviors

Philosophy

Dominant values

Feeling or climate


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Cost Quality, distinctive capabilities Decentralization Downsizing Organizational restructuring Self-managed work teams Small business growth Technology Outsourcing

Key HR Challenges : Organizational


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Matching people and organizations

Ethical dilemmas

Social responsibility

Productivity

Empowerment

Brain drain

Job insecurity

Key HR Challenges : Individual


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Work where your mind & heart belongs

Creating such climate is challenge for HR

Todays Market Says


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The present days business is associated with

the strategy which is taught, studied &discussed on short & long term planning.

Thus HR has no longer been an operational

function but a Strategic function.

HR Back office to Board office


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HR has the challenge to designHR strategies which can match

Business Strategies


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Selecting HR Strategies

Fit with organizational strategies

Fit with environment

Fit with organizational characteristics

Fit with organizational capabilities

Choosing Consistent and Appropriate HR Tactics

to implement HR Strategies


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Employees as an Intellectual Asset

Intellectual assets can be defined as sum total of

skills, knowledge & competencies that an

organization possess and channalises for constructive

purposes

HR has the challenge to develop such intellectual

potential in the company and keep them away fromfrustration.

In short Employee Engagement is a challenge.


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Career Planning

In general it is the desire of everybody togo up & grow.

Once the aspirations and desires ofemployees are taken care of, theorganizations can grow to higher level of

efficiency and productivity.


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Thus a career is more than just the job or

sequence of jobs a person holds over a lifetime.

It is individually perceived sequence of

attitudes & behaviors associated with work-

related experiences & activities over a personslife.


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Conflicts Management

Survival of the Fittest

This slogan has created a stiff competition among the

companies as well as among the employees working

in the same department.

All intellectual assets are trying their best to prove

themselves to stay in the flow.

Sometimes it may create rivalry &

resolving such conflicts becomes a challenge for HR


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Workplace Diversity

Workplace Diversity includes employees withdifferent age, gender, educational background,geographic location, income, religious beliefs, workexperience etc..

HR Manager needs to be mindful & may employ a Think Global, Act Local approach.

A HR Manager needs to change from an ethnocentric

( our way is the best way) to a culturally relativeperspective (lets take the best of a variety ofways)


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How To Manage Diversity

Diversity Mentoring ProgramEncourage employeesto move beyond their own cultural frame of referenceto recognize & take full advantage of the productivitypotential inherent in a diverse population

Organizing Talents StrategicallyConsider how adiverse workforce can enable the company to attainnew market & other organizational goals in order toharness the full potential of workforce diversity

Leading The TalkShow respect for diversity issues& promote clear & positive response in ethical &responsible manner.


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Leadership Development

Leaders are confident there is always something

higher to achieve, a new level of excellence to

attain.

HR has to take initiative to develop the leadership,

identify the people, track the talent & develop.


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Leadership Development

Understand styles of leadership

Display appropriate leadership

Demonstrate leadership at all levels of

performanceteam, individual, unit or

organization


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Knowledge Transfer

In todays fast-paced life, the wins usually go to

those with exceptional skills and abilities which can

be acquired by sharing of knowledge.

Therefore HR has to create the forums, platforms

for knowledge transfer from senior employees to

junior employees


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Business Knowledge

HR must understand

Internal / external customers

Key business disciplines

Business structure, vision, values,

goals, strategies, finances

Competitors, products, technology

and sources of competitive advantage


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Employee Expectations

Career Growth Plan

Working Environment

Involvement in decision Making Responsibility with authority

Sense of identity & importance

Compensation


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Flexible Work Structure

HR has the challenge to: -

To recruit the multi skilled manpower.

To retain and develop the multi-skilled manpower. To implement various HR policies like job rotation

to retain the multi skilled manpower.


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Organizational Life Expectancy

Lot of Mergers & Acquisitions are happening

Organizational life expectancy is depend upon the

success of business

May be short or long

How to cope emerging challenges to sustain in both

ways

CrossCultural Issues


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Creativity & Innovation

Creativity & Innovation is the critical issue.

How to make the people creative and more

innovative

HR has to play a major role to create such

programme.


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HR Competency ModelStrategic Partner

- understands culture

- knows mission

Employee

Champion- develop relationships

- promotes diversity

Technical Expert- Knowledge HR law

& policies, work-life,

info. technology

Leaderanalytical, strategic,

creative thinking, and

knows business

systemsChange

ConsultantO.D., marketing

& teaming


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Impacts on Current Technical Expertise

Brain Drain

Future exodus Lack of training and development

opportunities

Lack of attention to or focus onthe basics


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Addressing Technical Competency Challenge

Training / re-training

Job Rotations

Customer focus

Develop competency-based

systems for selection, training, andperformance management


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HR Imperatives - Delivering on the New Roles

and Competencies

HR must become more customer-focused

and results-oriented.

HR must be creative and drivers of positivechange.

HR needs to be mission driven and aligned

with key organizational goals.


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HR Imperatives - Delivering on the New Roles

and Competencies HR must embrace new automated technologies

to aid in service delivery and workforce

analysis.

HR must be managed like a business regardingreturn on investment and cost-benefits

analysis.

HR organizations must invest in the continualdevelopment of their people.


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Whats next?

Align to agency mission and vision:

HR programs and policies

HR service commitments and delivery systems

HR position descriptions and performanceplans

HR individual development plans

HR training and development

HR awards and recognition

HR measures/metrics


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Whats next?

Competency Training and Certification/

Credential programs

- enhance image

- sense of pride and stature

- new skills

- provide a foundation

- consistent service delivery expectations


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Thank you!


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THE HR Environment

Technology and Organizational Structure

Worker values and Attitudinal Trends

Management Trends

Demographic Trends

Trends in Utilization of Human Resources

International Developments

Labor Relations and Collective Bargaining

Equal Employee Opportunity & legal Compliance

Employees Relations & Compensation


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Technology and Organizational Structure

Broad influences of Technology

Influences of HRIS

Redeployment of HR Staff to Operating Units

New Organizational Structures Unbundled Corporations

Net work Organizations or Virtual Organizations

Respondent Organizations

Stimulus for Entrepreneurial Businesses


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Workers Value & Attitudinal Trends

Work Ethics , strong in USA, Europe & Japan . Weak

in developing countries like Pakistan .

Attitude of workers towards their Employers, levels

of loyalty declined. Growth of cynicism in workforce due to focus on

bottom line

School graduates entering jobs value extrinsic values

while recently hired employees value intrinsic aspects After lengthy socialization in work place values

change from intrinsic to extrinsic .

Work values : 1. job interest , 2.achievement

3. advancement ,4.contribution


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THE Management Trends

Management of Diversity

Work Teams

Virtual Teams

Human Resource Outsourcing Open Book Management

Total Quality Management

Integrated Manufacturing

Re-engineering Management of Professionals

Manufacturing in the Aftermath of Mergers &

Acquisitions


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Demographic Trends

An Aging work force in USA, Europe / younger

workforce in Pakistan

The Boomer Age Bulge / High unemployment of

Pakistani workforce Labor Shortages / Shortage of high quality HR

Changing Occupational Distribution for Women

Dual Career Couples

Greater Racial Diversity / Migrating Workforce


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Trends in The Utilization of HR

Telecommuting / working from home base

Relocation of Work , IT Workers migrate from

cities to small towns / rural areas

Growing use of Temporary and ContingentWorkers

Factors prompting use of Temporary or

Contingent Employees

Factors Limiting the use of Temporary or

Contingent Employees

Employee Leasing


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International Developments

Global Competition

Global Sourcing of Labor

European Community

Other Regional Markets


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Labor Relations and Collective

Bargaining Unions & unionization influences Bargaining in good faith on mandatory issues

Union corruptions and lack of democratic process

Employees not covered , supervisors , servants ,indep contractors , government workers

Employment Practices


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Equal Employee Opportunity &

legal Compliance Internet and the e-mail Sexual Harassment

Office Romances

Disability Discrimination Pre-post Natal / pregnancy leave

Changing sexual & religious orientations


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Employee Relations & Compensation

Negligent Hiring

Employment At Will

Drugs and Testing

Wages & Benefits Healthcare Benefits

Emerging_Challenges,_Issues_In_HR_new_-_Copy.pptx

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