Page 1 of 4

Journal for Studies in Management and Planning

Available at http://internationaljournalofresearch.org/index.php/JSMaP

e-ISSN: 2395-0463

Volume 01 Issue 02

March 2015

Available online: http://internationaljournalofresearch.org/ P a g e | 305

Hr-Challenges and Opportunities

ARANPREET KAUR

Assistant Professor

S. D. College (LAHORE) , Ambala Cantt.

Email : aran.kaur@gmail.com

ABSTRACT:

The role of HR Manager is evolving with

the change in competitive market

environment and the realization that HRM

plays a more strategic role in the success

of an organization. Organizations that do

not put their emphasis on attracting &

retaining talents may find themselves in

rigid consequences with the increase in

competition, locally or globally,

organization must become more adaptable

agile and customer focused to succeed. In

order to succeed, HR must be a business

driver function with a through

understanding of organization’s big picture

and be able to influence key decision &

policies.

This paper will highlight on how on HR

managers or companies have adopt

strategies to meet the challenges of

workplace diversity, how to motivate

employees, how to retain them and give

them a sense of belongingness in the

organizations.

Key Words :-

Challenge, corporate culture, change

management, work force diversity,

learning development.

Introduction:

Challenge is always offset by opportunity

today’s widespread market volatility,

talent shortages, rapid shift in technology,

points to heightened challenges for HR

organization. Over the next decade. The

HR profession will face a wide range of

issues, which can be consolidated into a

list of major hurdles. As a starting point,

one of the most important challenges for

an organization is becoming and employer

of choice. This involves creating an

environment where people want to come

& work, contributing while they are here

& stay long enough to make a difference.

‘HR’s success in surmounting its

challenges is evidenced by ROI not only in

terms of money but also in effectiveness,

Page 2 of 4

Journal for Studies in Management and Planning

Available at http://internationaljournalofresearch.org/index.php/JSMaP

e-ISSN: 2395-0463

Volume 01 Issue 02

March 2015

Available online: http://internationaljournalofresearch.org/ P a g e | 306

efficiencies and organizational best

practice.

Objective Of Study :-

1. To study the various opportunities

& challenges for HR manager in

the implementation of HRM

practices in organized sectors.

2. To recognize the workforce as a

profit center

3. To study the important of

employee retention and movitation.

4. Change management.

5. Create a learning environment.

Now a days, all great companies look

for the best ways to perform HR- related tasks. Instead of regarding HR

is an isolated department great

companies shift their focus toward

enterprise wide people processes, of

which HR is an integrated part.

Primary Challenge – Being The

Employer Of Choice

First and foremost Important challenge

is to establish employer – of – choice

status is HR’s responsibility. That

means to create a place where

individuals want to work & remain

working. Employees need a culture, a

place in which they can grow and feel

good about their surroundings.

For this HR should be designed good

corporate culture. HR must clearly

identify the kind of culture the

company should have then define the

culture for the work place and support

the environment that emerges because

of this culture employees attracts, give

them a sense of purpose and offers a

basis for participating in decision

making. A suitable cultive implies

different things to different people –

companies attract those where a no. of

criteria are involved in answering that

question like work life balance, sense

of purpose, celebration of diversity,

active participation of management,

continuous learning.

Adapting To A Rapidly Changing

Worker Profile

Rapidly demographic changes across

both the developed and developing

world will place greater pressure on

both the government & private sector

to create and implement solutions to

educate, integrate and retain a rapidly

changing & diverse working

population.

Retaining And Engaging A

Changing Work Force.

Next HR challenge is to understand

what is most valued by the employees

Page 3 of 4

Journal for Studies in Management and Planning

Available at http://internationaljournalofresearch.org/index.php/JSMaP

e-ISSN: 2395-0463

Volume 01 Issue 02

March 2015

Available online: http://internationaljournalofresearch.org/ P a g e | 307

.Is it compensation, a prestige, or

perhaps autonomy at work? HR will

have to adapt their incentives, benefits

policies and retention strategies for

workers that are not just driven by

financial compensation. It is not

enough simply to recruit able staff.

HR’s have to make sure that their

people are committed, productive and

do not leave after a short period

incurring substantial turnover costs and

wasting all previous training inverted

in them.

Hiring And Retaining Talent

While Covering Costs

Retention of talent will prove

challenging, as employees fell that

stellar performances are not being

rewarded appropriately. While their

employers continue to have higher

work expectations, employees efforts

are not necessarily translating into

compensation they deem to be

satisfactory. This creates a challenge

for HR as turnover rates increase.

Finding and hiring talent will not prove

any easier as from also decrease their

labor investment. HR will have to

continue retention strategies and

benefits models that focus on factors

beyond financial compensation.

Recognizing The Workforce As A

Profit Center

Another challenge is for HR is to

recognized the work force as a income

not as a expense. Sometime a company

might employ the fewest people at the

lowest cost simply to enhance the

income statement however, this

enhancement is a hidden stress on

overall performance. So to reduce the

stress and increase the effectiveness of

organizational performance should

employ dynamic effective people

which creates an asset for the firm.

Cultivating Learning

Learning is an environment that

promotes the ability to gain

knowledge, access to expertise in the

form of mentors or participation in

innovation projects. Loyally to a single

company is Rapidly becoming a thing

of the past. Now there is a culture

which attracts a newhire, end

employee attracts towards organization

because of challenging and meaningful

environment, enduring growth &

development. As today’s technology is

better than ever in this New world,

people learn what they need to learn on