biggest challenges facing hr departments _ hr affiliates

5/22/2015 BiggestChallengesFacingHRDepartments|HRAffiliates

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Biggest Challenges Facing HR DepartmentsTheHRfunctionhasbeenchangingovertheyears.MorebusinessesarerealigningtheroleofHRsotheycanbestmanageandgrowtheircompanycosteffectively.Somecompanieshavedecidedthatitsbesttooutsourcesomefunctionstothirdpartiessothatinternalresourcescanfocusmoretimeonstrategicissues.ItssafetosaythatcompaniestodayareconstantlyexaminingtheirHRfunctionwithagoaloffiguringoutbestpracticesandbestallocationoftime.

HRdealswithmanyissues,butprobablythebiggestchallengesfacingHRDepartmentstodayareRecruitment,Retention&Motivation,LeadershipDevelopmentandCorporateCulture.AsHRworkstomovetoamorestrategicrole,addressingtheseissueshasbecomeacontinualandtimeconsumingprocess.Hereswhy.

Recruitment,RetentionandMotivation

ThismaybethemostchallengingissuethatchallengesHRtoday.HumanresourceprofessionalsanticipatethatretainingthebestemployeeswillbethegreatestHRchallengein2022,accordingtoaNovember2012pollbytheSocietyforHumanResourceManagement.59%ofrespondentsrankedthisfactorintheirtopthreechallenges,comparedto51%in2010.Predictionsindicatetherewillbealotofpeoplelookingfornewjobswhentheeconomyimproves.Thereisalwaystheperceptionthatthegrassisgreenerontheothersideofthestreet.Intimesofeconomicslowdownandperiodswhengrowthisslow,employeesbecomemoreopentoconsideringotheremploymentoptions.

Employerstodayhavetofindnewmethodstoattracttalentthroughsocialmedia,postingsonjobboardsandevenothertraditionalmethodssuchasattendingjobfairsandsendingoutpromotionalmailingstogenerateinterest.Thenewgenerationemployeesarelookingforjobsthatprovideabalancebetweenemploymentandfamily,anddesireautonomyandtheabilitytomakeadifferencewithintheorganization.Companiesarewelladvisedtosearchfordiversitythatcangeneratenewideas,betterproductivityandasenseofequalitythatbuildsteamwork.Lackoftechnicaltalenthasmadeitdifficultforcompaniestofillspecializedpositions.Evenduringperiodsofhighunemployment,technicalandtechnologydrivencompaniesfindashortageofemployeeswiththetrainingandcompetenciestoperforminnichejobs.

Retentionhasbecometougherthananytimeinthepastandhasbecomeaheightenedissue.Companiessometimesneedtooffermoreintermsofbenefitpackagesorincentives,becausepeopleincreasinglylookforjobsthatreducetheirrisksintougheconomictimes.Employersareadvisedtoidentifytheirkeyemployeesfromentryleveltoupperlevelmanagementandtaketheappropriatestepsthatareuniquetotheirbusinessestoretaintheseindividuals.Employersshouldconsidermeritpayincreases,projectsthatincreaseanemployeesresponsibilities,andotherbenefitslikeflextime,telecommuting,ortechnologiestokeepemployeeshappy.BuildingaworkplacewhereemployeesaremotivatedisanongoingissueconfrontingHRprofessionals.OfferingpositivereinforcementandfeedbacktoteammembershasbecomeanongoinginitiativeforHR.Companymanagersmustinspireemployeesandcoachthemtobecometopperformers.HRprofessionalsneedtounderstandwhatmotivatescompanyemployees,andincorporatethemintocompensationorrewardssystems.FindingoutwhypeopleareleavingandaddressingtheissuesisaroleHRalsoplays.

LeadershipDevelopment

TheSHRMpollandasimilaronein2010byPricewaterhouseCoopersbothindicatedleadershipdevelopmentasakeychallengeforHR.52%ofrespondentsindicatedthisfactorwasaconcern,asignificantincreaseover29%in2010.Theworkforceisagingquickly,leadingmanyHRteamstoconsiderputtingformalsuccessionplansinplaceandtobeginmoreemphasisondevelopingfutureleaders.Ascompaniesgrowandexpand,developingleadershasbecomeamajorinitiative.Successfulcompaniesthatworkonleadershipdevelopmentwillalsomakestrideswithbetteremployeeretention.Employeesrepeatedlysaythatpoorleadershipasareasonforleavingjobs.Theyalsowantamoreactiveleadershiproleindecisionswithintheirjobs,whichmaynecessitatetraining.Unfortunately,businessessometimesstruggletocomeupwiththebudgetsnecessaryforstrongemployeetraininganddevelopmentprogramsthatemphasizeleadershipandgrowth.

Culture

Researchhasproventhatcultureinfluencesorganizationalperformance,whetherperformanceisdefinedintermsofcustomersatisfaction,attendance,safety,stockpriceorproductivity.Humanresourcesplaysanactiveroleinthedevelopmentofanorganizationalculture.Greatworkplaceswithagreatcorporateculturearemorefinanciallysuccessfulthantheirpeers.Greatworkplaceshaveloweremployeeturnoverthantheircompetitorsandareabletorecruittoptalentthatfitstheircultureandneeds.Theendresultistheyprovidetopqualitycustomerserviceandcreateinnovativeproductsandservicesthatcontributetotheiroverallfinancialsuccess.Thereisastrongrelationshipbetweenculturesandhiringthatcomesintoplaywithemployeesourcing,selectionandretention.Culturalfitisthemakeupofsomeone.Itswhotheyareandwhattheybringtothetable.Generallyitcantbetaught.Ifyourcorporatecultureisnotinsynchwithyourcandidate,itwillbedifficulttochangethem.Mostpeoplecanpickupnewskillswithrelativeeaseifyouhavethetimetotrainthem.Mostcompaniespayrelativelylittleattentiontoculturedespiteitsimportance.Ithasbeenproventhatactivelymanaginganddevelopingculturethroughhiringcansignificantlyimproveemployeeretentionandperformance.Intheend,thisdirectlyinfluencesorganizationalprofitabilityandgrowth.

ThebiggestchallengesfacingHRDepartmentstodayareRecruitment,Retention&Motivation,LeadershipDevelopmentandCorporateCulture.AlongwiththechangingroleofHRisamovetomorestrategicissuesandoutsourcingsomefunctionssotheycanbestmanageandgrowtheircompanycosteffectively.ItssafetosaythatcompaniestodayareconstantlyexaminingtheirHRfunctionwithagoaloffiguringoutbestpracticesandbestallocationoftime.

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5/22/2015 BiggestChallengesFacingHRDepartments|HRAffiliates

http://www.hraffiliates.com/biggestchallengesfacinghrdepartments/ 2/2

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