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A company is a business structure with separate legal entities from the owners. In a accompany, primary operations are run by the company directors while the companys ownership is often in the hands of shareholders. In a company, the human resource manager holds major duties, including planning, coordinating, and directing most administrative functions in an organization. In this case, the routine by which the human resource function, its management, and its direction are often in the hands of the human resource. As the human resource manager continues to perform managerial duties, several challenges are faced in developing policies, strategies, and company programs. If the problems are not worked upon, they can lead to the immense failure of the business. This paper provides the analysis of issues that face an organization, the concept to understand the issue, and the appropriate recommendation to help improve the organizations functioning.
The poor recruitment and selection of workers is a challenge that the human resource manager faces. Finding suitable candidates for specific job vacancies is always a factor that undermines human resource management. In their managerial duties, human resource managers are often forced to make tough choices, including making suitable changes to employee functions and personal responsibilities according to business structure (Oh, 2017). Poor choice of employees might affect the division of labor or specialization as most selected employees might have experience in one sector of the company. This might lead to confusion and workplace imbalance hence low workforce productivity. Furthermore, human resource managers are also faced with balancing between management and employees. Human resource managers are expected to portray commitment, cooperation with employees, loyalty, and sincerity in the management process, which often becomes difficult for managers.
Other challenges that affect human resources during policy development include industry interference, lack of adequate resources, poor enforcement, and lack of clear policymaking rules. Human resources often lack the adequate resources necessary for formulating and implementing policies. The resources include a proper advisory committee and adequate manpower to conduct employee research on the challenges they face at the workplace. Moreover, the resources necessary to collect employee opinions on what should or should not be added to the policy are also lacking for human resource managers. This leads the human resource to vague conclusions during policy formulation that might not improve the companys activities. Furthermore, the other challenge that highly affects human resources during policymaking is poor policy enforcement. This challenge occurs when the policies in place by the human resource management are not properly directed on what particular way they will be enforced. For example, a policy of employee routine is created but lacks some essential factors like which rank of duty the policy will be applied. This, therefore, leads to confusion at work.
The lack of appropriate policymaking rules is another elemental factor that widely affects policymaking. The policymaking rules are those guidelines that guide the clarity of the policymaking process. The rules include the procedure, what it should contain, in what circumstances the policy should be changed, and who should be included in the process (Chams & Garcia-Blandon, 2019). The lack of such rules will lead to the formation of policies that will not fit the employees needs, affecting their attitude towards work; hence, the companys productivity will reduce. The employees might also refuse to work if the policies affect their social lives at work. The lack of proper policymaking rules might also lead to the development of a business a new business culture that surprisingly can be laziness or fear of the employee workforce.
Industrial interference is when the organization has failed to accept the new policy, leading to strikes by the worker. Leadership struggles in an organization are another example of industrial interference. It often leads to the temporary halt of the organizations operation, giving the human resource manager a rough time creating its policy.
Inadequate capital to run the organization is a factor that undermines the human resource managerial function. The implementation of strategies in management, such as the use of technology to improve the workforce output, often requires capital. In most organizations, the human resource management department is not always channel enough funds to finance its course. This denies the human resource to implement new projects. The underfunding also denies the human resource manager an opportunity to add more employees to the existing workforce if the number of workers is low. The human resource also finds it difficult to hire experienced workers because most of them demand high salaries that the human resource manager cannot meet due to the low funding of the department.
Low funding of the human resource manager crimples some key functions like worker motivation, offering advance payment, and workers compensation in case of any tragedy. When such factors are not rendered to the employees, most of them get demoralized hence lowering the work output of the human resource. Employee motivation forms a major factor in the managerial process of human resource managers. When the human resource is unmotivated, the employees might fail to obey the policies imposed by the human resource, hence undermining its activities.
In understanding the problems faced by human resource managers, course concepts like business management, which includes the businesss effective running and planning, are applied. In this concept, human resource managers do play a major role. The concept of business culture is another factor in which that human resource managers do affect most in their managerial function. Furthermore, the concept of business structure, which is the general arrangement of business activities, is applied in the identification of the challenges faced by human resource managers, especially in the formulation of strategies.
The recommendations to help improve the organizational functioning is proper funding of the human resource department to enable the human resource department to properly manage its activities like recruitment of skilled workers, motivation of workers, and financing of research activities that will enhance proper choice of organization policy. The human resource manager should also be granted assistance during policymaking for efficiency. Furthermore, the human resource manager should have constant interaction with the workers to exchange ideas applied in the policymaking process. In enhancing efficient human resource management, the department should be made independent of others to reduce the effect of industrial interference during its normal managerial activities.
To sum up, proper employee assessment techniques should be applied during employee recruitment and selection to avoid the problem of lack of division of labor and specialization, which might be caused by employees clogging one career sector more than the other. The policies formulated by the human resource manager should link with the organizations structure and culture. To avoid confusion in the organization, the human resource manager should adopt technology to help balance duty, hence providing effective management.
References
Chams, N. & Garcia-Blandon, J. (2019). On the importance of sustainable human resource management for the adoption of sustainable development goals. Resources, Conservation and Recycling, 141, 109-122.
Oh, I. S. (2017). Human capital factors affecting human resource (HR) managers commitment to HR and the mediating role of perceived organizational value on HR. (2017). Human Resource Management, 56(2), 353-368.
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