5 real challenges faced by human resource departments

2018

5 Real Challenges Faced by Human Resource Departments The rapidly changing landscape in businesses gives rise to many challenges for human resource management, which will only escalate in the years to come.

Managed Outsource Solutions 8596 E. 101st Street, Suite H Tulsa, OK 74133

If there is one department in any company that is facing serious pressure, then that is, undoubtedly, the Human Resources department. Businesses are evolving second by second with technology, resulting in best practices and processes. This rapidly changing landscape in businesses means there are many challenges faced by the human resource management, which will only escalate in the years to come. If not handled and solved effectively, the local and global advancements will lead to a myriad of issues in the HR department. With plenty of business process outsourcing solutions available, there are options for companies to outsource their HR operations for a more efficient and profitable run.

Here are some of the challenges faced by the human resource management team of any company or business, especially the small ones.

1. New responsibilities Work environment and operations are constantly changing and some things that will remain constant are: •

compliance of labor laws

•

safety - of both the employees and the whole workplace

•

new recruitments and their training.

Along with these, the HR must also consider added responsibilities such as benefit strategies, health insurance compliance, and employee budgets.

There is no way a company can run successfully without a human resource department that can efficiently manage both these responsibilities. Though time-consuming and tedious, a company would find it helpful to make use of a third party provider or use better software to automate some tasks. For example, companies could outsource staffing requirements and save considerable time and effort for the HR team.

2. Productivity and leadership As companies grow and expand, HR needs to keep track of the working practices and resources. This is to ensure that the company is efficiently and productively operating.

Carrying out a Time and Motion (T & M) study will help determine who does what job and this information can be used to identify potential efficiency gains. The T & M data can be stored effectively in integrated HR software so that it can be used for later studies to measure any improvements made.

T & M data and proper channelling can help develop appropriate leadership development programs. Such programs are essential not just for the company, but also for the

www.managedoutsource.com

(800) 670 2809

employees. HR must ensure that proper training is given to the employees and this in turn will keep them productive and happy.

3. Retention The sole and main task of a Human Resource manager is not to recruit new employees for the company, but to retain existing talents. HR, especially of small companies, will find it difficult to retain their talented employees as there will be many big companies that are ready to offer better salaries and benefits. To protect these valuable employees, HR will have to focus on a fine balance between remuneration of the employees, their incentives and company culture. Studies show that it is not just about the salaries for employees. If a small company has a proper on-boarding plan and is able to provide its employees a good working environment, there are high chances that the employees will stay.

4. Diversity In age, culture and ethnicity, there will be differences. If a company has any bond with public sectors, or even a policy regarding diversity, the human resources department must record demographics data from the time of recruitment. These data must be stored with employee records and any sort of discrimination should be taken seriously and necessary disciplinary action should be taken.

5. Up-to-date about market changes "The only constant is change", and so it is true for markets. Society and technology changes, changes in local, national and international governments, changes in law and regulations - all these, the human resources must be aware of. This constant change can be challenging for HR departments and hiring a third-party HR provider will be useful in this scenario.

Whether yours is a big company or a small one, an efficient human resources department is vital, and if there are any tasks the department finds difficult, you can always approach one of the many reliable business process outsourcing companies. This also helps you focus on your core operations.

www.managedoutsource.com

(800) 670 2809