Page 1 of 11

Journal for Studies in Management and Planning

Available at http://edupediapublications.org/journals/index.php/JSMaP/

ISSN: 2395-0463

Volume 03 Issue 10

September 2017

Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 120

Issues And Challenges For Human Resource Professionals In

Indian Scenario

Dr. Shagun Ahuja

Assistant Professor, Government College, Ambala Cantt, shagun

ahuja82@ yahoo.co.in

Abstract

Management of human relations in the

future will have to face new challenges and

take up new responsibilities. Thus the jobs of

human resource managers will be more

complicated in the future. The managers will

have to treat human resources as vital

instruments in achieving the goals of the

organization. Due to the changing business

environment, the human resource managers

have to face more problems in the

management of workforce. There is a

continuous change in each and every

component of business environment i.e.

political, social, economic etc., as a result

there is a change in the nature and scope of

the human resource management.

Key words: Size of workforce,

Organizational Development

Introduction

In India, the origin of human

resource management can be traced to the

concern for welfare of factory workers

during the 1920s. The Royal Commission on

Labour recommended in 1931 the

appointment of labour officers in order to

protect the workers from the evils of

jobbery and indebtedness to check corrupt

practices in recruitment and selection in

Indian industry, to act as a spokesman of

labour and to promote an amicable

settlement between the workers and

management. During the 1960s the

personnel function widened beyond the

welfare aspect. Three major areas of

practice, viz. labour welfare, industrial

relations, and personnel administration

emerged as a complimentary parts of

personnel management. During the 1980s

due to new technology and other

environmental changes, human resource

development became the major issue.

During 1990s the overwhelming role of

human factor in industry has been realized.

Growing awareness about the significance

of human side of organization has led to the

development of human resource

management.

Impediments in the Way of Human

Resource Management:

Page 2 of 11

Journal for Studies in Management and Planning

Available at http://edupediapublications.org/journals/index.php/JSMaP/

ISSN: 2395-0463

Volume 03 Issue 10

September 2017

Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 121

HRM approach helps in creating work

culture in the organisation but it has some

limitations, which affect its effectiveness.

Some of these limitations are:

1. Recent Origin: HRM lacks universal

approved academic base as it is of recent

origin. It is defined differently by the

different people. Some consider it as a new

name of personnel management and some

have named their traditional personnel

department as human resource management

department. Therefore, with the passage of

time an acceptable approach will be

developed.

2. Lack of Top Management Support:

HRM requires the support of top level

management. HRM can only be

implemented effectively, if it receives the

cooperation of the top level management.

Because of positive attitude of the top

management this work can effectively be

handled by the top level management.

3. Improper Implementation: The human

resource management can be effectively

implemented by assessing the development

needs of the employees. The needs and

aspirations of the employees should be

considered while developing the policies

and strategies under human resource

management.

4. Inadequate Development Programme:

Human requires the implementation of

various programmes like career planning,

training, development, counseling etc. HRM

requires the atmosphere of learning in the

organisation. In reality the actual results are

not coming from the HRM as the HRM

programmes are only confined to the class

rooms lectures.

5. Inadequate Information: Some

organisations do not have the required

information about their personnel. The HRM

cannot be effectively implemented in the

absence of required information and the

database. Therefore, there is a need for the

collection of the required information about

the organisation’s employees before

implementing the HRM system.

Emerging Horizons in Human Resource

Management:

Due to the changing business environment,

the human resource managers have to face

more problems in the management of

workforce. There is a continuous change in

each and every component of business

environment i.e. political, social, economic

etc., as a result there is a change in the

Page 3 of 11

Journal for Studies in Management and Planning

Available at http://edupediapublications.org/journals/index.php/JSMaP/

ISSN: 2395-0463

Volume 03 Issue 10

September 2017

Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 122

nature and scope of the human resource

management. Some of the important

changes, which are taking place in the

human resource management:

1. Increase in the Size of Workforce: Due

to the increase in the size of the enterprises

and the emergence of multinational

corporations in the country, the number of

employees working in the firms has also

increased. The human resource mangers face

the challenge of managing the new and

increased workforce who is more aware of

its rights.

2. Changing Composition of Workforce:

The composition of the workforce is also

changing and creating the new problems for

the human resource managers. These days

there is easy to education and employment

opportunities to the minority groups who are

becoming the important source of manpower

in the organisations. The number of working

women is also increasing. So human

resource managers have to consider all these

changes while formulating the human

resource policies.

3. Increase in Education Level: The level

of education have also increased due to the

technological progress and increase in the

number of educational institutions. Educated

workers are more aware of their rights and

human resource mangers have to consider

them while formulating the policies for

motivating the educated workers.

4. Technological Advancement: Due to

the advancement of technology, the

automation and computerization of the

organisations is taking place, which are

making the job and skills of the employees

obsolete. The new techniques of production

are giving rise to the unemployment

problem, which can be solved by properly

assessing the manpower requirements and

training the redundant employees in the

alternative jobs. These problems are making

the job of human resource manager more

tough and complicated.

5. Change in Political Environment:

Government works for the welfare of the

workers and the society. It interferes in the

business to safeguard the interest of

workers, consumers, and the image.

Government participation in the business,

trade, and commerce had posed many

challenges before the management.

6. Changes in Legal Environment: The

human resource mangers have to anticipate

the future changes in the legal environment

and prepare the organisation to face them