Table of Contents
Part A: Human resource challenges faced by organizations in the UK.
Management and Leadership development
Training, development, compensation, and Benefits.
Diversity in the workplace.
Rapid Technological Advances in the Workplace.
Expand Skills and Enhance Expertise.
Part B: Strategies to overcome HR challenges.
Managing diversity in the workplace.
Training, envelopment, and compensation.
Human resource management is defined as a strategic and coherent approach to the management of an organization’s most valued assets – the people working there who individually and collectively contribute to the achievement of its objectives (Armstrong, 2011). HRM includes conducting job analysis, recruitment, and selection, planning personal needs and wants, providing benefits and incentives, evaluating performance, resolving disputes, managing wages and salaries, and communicating with all employees at all levels. HRM involves management functions such as planning, organizing, directing, and controlling. It also involves procurement, development, and maintenance of human resources. HRM is a multidisciplinary subject; it includes the study of management, psychology, economics, communication, and sociology. One of the main features of HRM is, it helps to achieve individual, organizational and social objectives and also involves team spirit and encourages teamwork (Kaufman, 2001).
Part A: Human resource challenges faced by the organizations in the UK
Because of local and global advancements and fluctuating in the economy, many changes are happening rapidly in this present world which is seriously affecting a wide range of human resource management issues (Torrington, 2008). A global survey on HR Challenges conducted by PricewaterhouseCoopers (2012) on behalf of the World Federation of Personnel Management Associations (WFPMA) revealed that there are several challenges for HRM in the current world (Villanova University, 2013) where the top ten are disclosed in the following table:
|Table: Top 10 challenges of HRM||Source: Villanova University, 2013)|
According to the World Federation of Personnel Management Associations (2012), Change Management is one of the issues of HR professional training and development. WFPMA (2012) finds that, as the organizations are rapidly growing and expanding, a variety of changes are coming in the management activities which may represent a particular challenge for personal management. The organization has to take comprehensive measures to meet these challenges which may include intensified training needed to develop competencies to deal with change management (Villanova University, 2013).
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Workforce diversity accepts the fact that people differ in many ways, age, gender, social and marital status, disability, personality, sexual orientation, ethnicity, and culture. (Kossek, Lobel and Brown, 2005). According to Title VII of the Civil Rights Act of 1964 (one of the first federal laws governing equal opportunity for the workplace), the meaning of workplace diversity has grown beyond the simplest definitions of sex, national origin, race, religion, and color. Diversity now includes differences attributed to work style, communication, language, and generation. Learning how to provide leadership and feedback to all of the organization’s employees through understanding what motivates individual employees in a diverse workplace is the challenge for human resources.
Management and Leadership development
As WFPMA (2012) notes, Leadership Development is the second biggest challenge in HR Management. WFPMA (2012) reports that HR professionals face difficulties to provide the right structure, tools, processes to select and develop further leaders for the organization. In consequence, according to Torrington’s (2008) suggestion, to deal with this challenge the organization needs to take critical strategic initiative so that the right employees are retained and the culture of the organization supports performance to gain market position. Managers have to be equipped to take on leadership roles in the near future to forward the organization in the long term (Villanova University, 2013)……………..