Challenges faced by modern human resource management

disputes faced by modern homosexual alternative directionNolan et al., (2007) mentioned that ball-shapedization has drastically altered the business environment by means of the fall of national borders and the rise of multinational organizations. Through this environment global competition has intensified, new commercializes admit emerged and the flow of world(prenominal) labour party has increase (Friedman, 2006). According to Watson (2007) in the near future, liberalisation is judge to continue along with standardisation of business language, processes and regulations. Coupled with technological advancements associated with increasing rapidity to market forget continue to shift the basis of competitive advantage towards yeasty and innovative practices (Florida, 2002).Today, it would be difficult for any organization to achieve and get effectiveness without having an efficient Human Resource Management programs and activities. Both organizations and separate ar facin g with increasing rates of changing coupled with main(prenominal) global and competitive market environments which led to new challenges .According to Iversen (2000) changes in litigate force demography, technology and former(a) environmental aspects are creating the posit for new structures and heed practices, which contribute to organisational committal and flexibilityLastly, as the importance of organizational effectiveness is within an international context, it is imperative to investigate the challenges facing human resource management within a global rescue. objet dart these challenges endure not only because of globalization, but similarly due to technology and telecom advances, deregulation, diversity and other manpower changes, as well as trends in the nature of make up and legal issues (Dessler, 2000).Current ChallengesThe increase of independent histrion and self utilisationNowadays, great deal tend to confine to a greater extent than immunity in footi ng of whether to work or not, depending on their particular circumstances, than forever before. In addition, more people are choosing to work on a freelance, contract basic or to work part- period. They have more choices with regards to who they work for, the kind of work they do and for how long they are prepared to work. With this portfolio works also reduces a persons dependency on an various(prenominal) employer and creates a workforce more able and predisposed to shape its put one over in passages and life- mstyles. Hence, people are able to exercise greater control over levels of discretionary motion and are go forthing to engage in negotiations over what has become cognize as the psychological contract (Hiltrop, 1996 Castells, 2000).Balancing Work-lifeBalancing work and life assumes relevance when some(prenominal) husband and wife are employed. Travails of a running(a) housewife are more than a working husband, thus balancing it is becoming a major challenges. So there is a need of a programme which is capable of balancing work-life and is supposed to include a childcare at or near the workplace, job sharing, care for beep children and employees, on-site summer camp, training supervisors to respond to work and family needs of employees, bendable work scheduling, sick leave policies, variety of errands from dry cleaning, dropping children at schools, making dinner reservations etc and many more like the same or other.Motivational ApproachesWorkplace motivation is an important aspect as it influences people to do things which help to achieve organizational goals. For instance, in order for an single(a) to be actuate to complete organizational task effectively, their needs essential be satisfied and met. Due to each individual may have contrastive needs so different motivational tools must be utilized by the organization in order to encourage their employees to draw up in the needed effort thus increase productivity for the company. ece sis survival and success are measured by the contribution from motivated employees in much(prenominal) a competitive market environments and changing workplace. fundamentally job characteristics, working environment and appropriate organizational strengthener trunk are the factor of motivation. Therefore the strongest motivational factors which can influence both job satisfaction and employee motivation are through a reward system wihch leave behind meets the job satisfaction by making the employee more comfortable and contented as a ending of the rewards received.Changing work force DynamicsNormally, physical relocation is awaitd and with the increasing identification enumerate of dual- passage professionals leave alone limits individual flexibility in accepting such assignments and as a result may choke up number of dual-career professionals. With that limitation in individual flexibility in accepting such assignments may also hinder organizational flexibility in acquir ing and developing talent. Some demographic changes in the workforce having their own implications to the HR managers areIncreasing number of working mothersa steady decline of blue-collar employees who are adult way to white-collar employeesIncreasing awareness education among workersChanges in the out-of-door regulation of employmentThe mis utilise of power by managers in areas such as hiring and firing, promotion and payment has been reduced by developments of legislation that make it greater rights to employees and create new responsibilities for employers. Important examples of this trend are to be found in the areas of race, gender and age discrimination, employment protection, the treatment of meaning(a) women and trade union membership. One extreme example of the influence of the uprightness on employment decisions can be found in the new-made case in which the Swiss giant Nestle was ordered by a French court to reopen a loss-making plant, employing 427 workers, which had been closed in June 2005 (Evans-Pritchard, 2005). Despite sustained losses over several years, and a commitment either to find the employees jobs in other parts of France or to walk an early retirement package, the judge ordered the company to restart end product and re-employ the workers. This decision was described by Nestle as unbelievable and unprecedented. While such extreme cases of legal intervention in business and employment are rare, the trend within the European Union to limit managements freedom to take rational business decisions where these threaten the legitimate interests of employees is increasing.Changed Employee ExpectationsNowadays, employees demand authorization and expect equality with the management. Krafft and Mahtrala (2010), states that it is only through true empowerment that mental faculty will really contribute to the changing needs of a business, since they will then be doing things because they understand them and for the right reasons, thinkin g and reflecting on the changes and their plausibly impact, and above all feeling at ease with the implementation of change.Outsourcing HR ActivitiesThe trends towards outsourcing have been ca employ by several strategic and operational motives. Outsourcing has also been used to help reduce bureaucracy and to encourage a more antiphonary culture by introducing external market forces into the firm through the biding process. It is a big challenge before the HR manager to prove that his/her incision is as important as any other functions in the organization. The relevance of HR is at stack.The challenges and replacement of physical power and manual skills by the power of k nowadaysledge, creativity and intellectual capitalcognition-based industries are becoming more important together with the rise of the number of knowledge workers is creating a different kind of labour force, which has different requirements and expectations of work, and different expectations of how it will be m anaged. Knowledge workers can be seen to be different from other professional groups because, different those who draw upon a distinctive body of knowledge and work from this, the knowledge worker works with knowledge not only their own, but that generated and used by others, generated through such mechanisms as communities of practice and professional networks.Employability and inveterate EducationThis is a major area of challenge to most employers, specially those who employ large number of staff. Staffs have to take retraining in order to adapt a constantly changing external environment. It is a question of mind- hardening, working environment, and attitude towards self responsibility. The future will be characterized by the following needs, amongst otherThe need to handle increasing complexnessThe need for continual enhancement of the management skill sets known as Life-Long Learning for example, the ability to adapt to changing environments, challenges and technologyThe need for a positive attitude to newly emerging opportunities as managers themselves has to become life-long learners. recruitment and RetentionEmployee recruitment and selection is one the most vital HR functions as it is difficult to attract highly educated people. Next, retention focuses on the goal of keep well performing staff in the company. This depends not only on interesting work, fair compensation, and a motivating climate and management culture, but also on transparent and achievable career paths combined with a supportive management that provides guidance.Challenges of new technologyWith latest and advanced technology tend to reduce the number of jobs which require curt skill and at the same time increase the number of jobs that require considerable skill. This shift we refer to as moving from touch labour to knowledge work. This will need to displace some employees and while other requires to be retrained.Challenges of globalizationGlobalization influences a significant p ortion of economy and affects the free flow of trade among countries. Besides that globalization also influences the number and kinds of jobs that are available and requires an organization to balance a complicated set of issues related to managing people with different cultures, geographies and legal environment.Managing DiversityIts value is getting more important issue because of increase in the number of early days workers in the work-force, increase in the number of women joining the work-force, increase in the proportion of ethnic minorities in the total work-force, increase in mobility of work-force, international careers expatriates are becoming common, international experience as a pre-requisite for career progression to many top-level managerial positions.Human resources management approaches are not static due to they are not made one time and hold good forever. As a result they will have to undergo systematic changes in order to meet the requirements that may be happe ned in the future. For instance the methods that worked well in the past or now may not necessary work well in the depict as operationally effective currently may need adjustment in order to be intimate with future needs. It is wise to have foregoing preparations by foreseeing possible changes and what required for the future.Future ChallengesWorkplace flexibilityIt is expected to be on the rise as the future workplace also known as the virtual office is characterized by creative and negotiable work arrangements. As more employees tend to work off-site, there will be an increase in emphasis on exploit and results as opposed to the number of hours worked. Besides that, off-site employees can expect to do fewer meetings and as a result specified work will become much more collaborative and as a result management will have to spend nearly all its time managing cross-functional work.Technological DevelopmentsWhile organizations are growing in term of size, complexities and mechan ization (computerization), it is important to examineHow technological development affects the specification of jobs in terms of different requirements of education skill required and organizational structure performance control. The suggested methods for instance including selection, personnel recruitment, analysis of job, developing compensation plans and appraisal systems.The strategies in ensuring employee acceptance of the programme are vital through the introduction and management of technological changes.Changes in the Socio-Cultural expectations of the work forceThese include changes in the compositions of work force in terms of their education, social background, and roots in urban setting and exposure to larger democratic culture of our country, all of which occupy about changes in their expectations, attitudes and value-orientations which have bearing on the approaches to Human Resources Management.Challenge in Human CapitalHuman capital is intangible and cannot be manag ed the way organization manage jobs, technologies and etc. As employees own their own human capital, so if valued employees leave a company, they will take their human capital with them, and any investment the company has made in training and developing those people is lost.Increasing Shortage of Labor later the year 2010, the growth rate of workforce is projected to be declining horizontal further. The annual growth rate is projected to be only 0.4 percentage which is the lowest in more than a century. Therefore it is important to pull in that these statistics are very predictable based on the knowledge of birth, immigration, retirement, and closing rates. Besides that, the terrorist attack of September 11, 2011 in the United States has caused the immigration laws to be more aggressively administered and as a result the immigration opportunities for complete positions have been drastically reduced.To conclude, managing human capital is an ongoing challenge, especially as socia l, political and economic events take their toll. Strategies must continually be redefined to stimulate improved return on investment in human capital. As HR professionals work within their own organizations, they must also cope with good and bad economies, new technology, and the social issues global, regional and national which affect their organizations.