The contemporary issues of human resources management (HRM) are uniquely holistic in their approach to advanced HRM and logically take the reader through a wide range of practical issues and functions that affect human resource scholar and practitioner.
This area addresses competition and choice, people and skills, organization and policy, social trends, people engagement, international workforce management, development and implementation of human resources (HR) strategies. In addition, it is an essential resource that clearly assesses the issues surrounding the way people are managed, provides insight into the future development of HRM, and provides the theoretical framework that will enable success in practice.
The most frequent challenges in the management of modern HR are: globalization, the economic and legal environment, the diversity of the workforce resulting from globalization and demographic change, technological development, changes in the educational background of staff, and their expectations regarding working conditions. These factors directly and indirectly determine HRM strategies and their feasibility.
HRM today is very different from HR just one decade ago. The changing labour market, regulatory demands and compliance issues have forced HR managers to become good partners in strategic business development. Business owners should understand the contemporary issues faced by HR managers, so that they can understand how to use this resource values to achieve the best benefit, as follows.
The act of economy and flexibility; many talented people decided to leave the traditional workforce in exchange for self-employment in their area of expertise. This gives them the desired flexibility in their lifestyle, and is a great selling point for potential customers, because overhead is lower when contracting employee. Innovation/automation; HR departments are often assigned to staff training and development. This means that when a new company involves technological advancement, HRM needs to prepare itself to train people. In some cases, this means coordinating with technology developers to create programming that is easily offered to employees.
Changing regulatory issues and compliance; Compliance with regulatory issues is a primary duty of HR managers. This means that HR managers must be at the top of all changes. An example of changes is the new laws on health care benefits.
Privacy laws require continuous disclosure and employee training and recognition. If the current HR manager is not in the new regulations, the company will be subject to lawsuits, penalties and possible public scrutiny. Recruiting and retaining best talent; this means that HR managers are always looking to create talented and sincere prospects for the company.
It is important for HR managers to look for talent internally and externally, as it is not enough just to go to work fairs or get to people. HR managers must not only acquire these relationships, but must also invest in appropriate internal staff for development, promotion and retain. Diversity; the diverse workforce working together in harmony will create stronger teams, produce better ideas and offer greater customer satisfaction.
However, without harmony, the diverse workforce has low morale and therefore, low productivity. Diversity is a serious legal responsibility if employees or customers feel harassed in some way. HR managers must understand the laws of diversity, and must ensure that the company has a protocol to handle complaints appropriately, as well as focus on coordinating diversity. This may be done through ongoing training and workshops that build cohesion and embrace differences in each other.
Challenges of HRM in Bangladesh: attracting the best talent, practice of induction at work, retaining the best talent, flexibility at work, reduce stress at work, compliance with laws and regulation, manage new changes, developing the leaders for tomorrow, ongoing training and development, adapting to innovation, fostering new trends, culture and continuous learning, managing diversity with local in mind, looking after health and safety, welfare at work, creating a quality employee experience, best compensation sets, expand skills and enhance expertise, the evolution of HR professionals, need best coach, counsellor, employee advocate, business strategist, as the business world changes, so does the role of HR professionals.
There are many changes occurring rapidly that affect HR in a wide range of issues and most importantly immediately need value measurement of HRM in Bangladeshi business organisations.
Recommendations for the best HR practices in Bangladesh: Ensure that the Bangladeshi business organizations keep in house HR department for the best HR practices. Make sure that the organization applies equal employment opportunities.
Conduct job analysis to specify different requirements of jobs in an organization. Identify personnel requirements that led the organization to achieve its objectives. Develop and implement a plan that meets personnel and job requirements. Recruit employees needed by the organization in order to achieve its objectives. Select workforces in order to fill vacant positions within an organization. Provide orientation and ongoing training to the employees.
Design and implement management and organizational development programs, performance appraisal systems to evaluate employee performance. Assist employees in developing career plans. Design and implement compensation systems for employees. Mediate the relationship between organizations and its units. Design systems for discipline and grievance handling. Develop employee communication systems.
Develop employee health and safety programs. Introduce various financial and non-financial benefits to employees according to their performance. The cooperation and coordination between management and employee should be developed because it is crucial for effective and efficient functioning of an organization.
Also need to focus on -HR strategy, learning and development, developing future leaders, grievance, alternative dispute resolution ("ADR"), trade union, negotiation, HR code of conduct compliance and ethics and ongoing HR consultation. This will make employees more devoted to the work and their satisfaction will be definitely high.
The contemporary issues of HRM are full of attractive features, such as; sundry learning outcomes, case studies, critical reflections, questions and activities designed to actively engage individual with the material covered and summaries of key points to aid learning, training and development.
The writer is an assistant professor, Bangabandhu Sheikh Mujibur Rahman Science and Technology University, Gopalganj.
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