EMERGING HR CHALLENGES IN 21st CENTURY

EMERGING HR CHALLENGES IN 21st CENTURY

One of the crucial activities for HR managers is the HR planning. Regarding the HR functions of the 21st century, the organizations have altered from “behind the scenes” to becoming the critical differentiator in businesses.

The foremost function of HR is to locate the people with needed expertise for the progression of a company (Miller & Cardy, 2000).We know that every person is different from another. In order to select the cream of talented people out of the whole pool, it is extremely important for 21st-century managers to broaden their view of judging people on the basis of their origin, culture, values, etc.

The organizations today are having heterogeneous workforce; managing the culture where people have different mindsets and putting across the cultural values is indeed a challenging task. The HR managers have to develop such a culture that supports these changes due to the acquisition and mergers in the 21st century. (Williams, 2003).

In the recent scenario, when there is no dearth of opportunities, it has become a great challenge to stop people from looking for new place to work. Every organization has to adopt new and latest ways for satisfying its people, this will help to control the rate of turnover (Henson, 2007).

Due to the advancement of technologies and many other reasons, people nowadays prefer to work from home.With the flexible work arrangements, the HR professionals need to monitor regularly the successes in various projects and challenges faced during the period.

It is a responsibility of the manager to make a segregating line between work and leisure activities. People often quit jobs if they do not find an appropriate balance between personal lives and professional obligations. Hence the manager has to work to avoid such scenario and they need to help employees in finding right work-life balance (Kossek, 1998).

The progress of any industry is quite impossible without worker cooperation and harmonious relationships (Argyris, 1977). Therefore, it is in interest of HR managers to develop and maintain healthy relationships with employees and management employers

In the 21st century, the HR has the handle many challenges like; change management, conflict management, managing the multi-generational workforce, managing 5R’s, workforce diversity, globalization, striking work-life balance, succession planning etc. It is the responsibility of HR to increase organizational efficiency and effectiveness by adding value and gaining a competitive edge over competitors for a long-term survival in the complex and highly uncertain marketplace.

References

J. Miller& R. Cardy, (2000), Technology and Managing People: keeping the Human in the Human Resources. Journal of labor Research, vol 21, page 447- 461.

B. Williams, (2003). Speak for yourself? Power and hybrid in the cross cultural classroom, Journal of College Composition & Communication, 54, 586-609

R. Henson, (2007). Looming Talent Shortage Rattles HR Departments. http://www.oracle.com/newsletters/information-insight/humancapitalmanagement/jan-07/talent-shortage.html?msgid=5306226,(accessed on 20^th December 2017 at 9pm)

E. Kossek & C. Ozeki,(1998), Work-family conflicts, policies, and the job satisfaction relationship,  Journal of Applied Psychology 83(2):139-149.

C. Argyris &D.  Schon, (1977), Organizational learning: A theory of Action Perspective, Addison-Wesley, Reading, MA.