HUMAN RESOURCE MANAGMENT AND

DEVELOPMENT-SOME ISSUES AND CHALLENGES

Authors :
Rhea Pereira
Student of Final M. Com, St Aloysius Evening College, Mangaluru – 575 003
Email: [email protected]
Mob No: 9972150815
 
Dr V Basil Hans
Associate Professor of Economics, St Aloysius Evening College, Mangalore -575 003
Email: [email protected]
Mob No: 9845237602
 
INTRODUCTION
Human resources of an organisation consist of all people who perform its activities.
Subsequently, human resource management as part of an organisation must be prepared to deal
with upcoming challenges and changing dynamic environment. This means understanding the
effects of globalisation, work force diversity, changing skill requirements, Recruitment of new
staffs, productivity, health and safety ,the contingent workforce, employee involvement and
also technology changes .

The most important of these factors are shift from manufacturing to services, globalization in
every industry, changes in technology, automation and artificial intelligence and the worldwide
dissemination of Information, Communication and Technology (ICT).How these Issues and
challenges affect the organisational behaviour and Human Resource Management is the topic of
this paper.

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STATEMENT OF PROBLEM AND
METHODOLOGY
 As modern business is working under changing situations, we see a lot of new structural, functional and
strategic development emerging.

 This research is made on the basis of certain emerging trends in the field of Human Resource
Management. It does not deal with any particular firm as such.

 It is descriptive in nature. The data has been collected from various secondary sources.

 Major purpose of descriptive nature is to describe the state of affairs as it exists in the present business
environment. Here, an attempt has been made to analyse Human Resource Management practices and
concepts and how it plays a strategic role in managing people and the work place culture and
environment for improving the quality of modern business. It includes various techniques or strategies
in Human Resource Management as they transform both work place and the work force.
OBJECTIVES OF THE STUDY
 To understand the nature of Human Resource Management
 To understand the challenges and issues that would arise in Human Resource
Management
 To create and utilise an able and motivated workforce to accomplish the
basic organisational goals.
 To analyse the effective strategies adopted to convert traditional Human
Resource Management into modern Human Resource Management
 To study the problems faced in modernising Human Resource Management
and how to overcome them.
 To analyse the various sectors of issues i.e.; HR issues and logistical issues
involved and procedures to vanquish them.
 To make recommendations for development of procedure and policies for
further research in Human Relationship Management.
LITERATURE REVIEW
Real progress is when the company realises the importance of Human Resource management and
development.
Hemant Rao (2007) emphasised the changing role of HR. There was dramatic change in HR
during past five years. This study shows the significant role of human resource managers in
various areas like Empowerment of workers, Business process Reenergising, Total Quality
management, Humanisation of work, and Quality of work life. It was the challenge of HRM
to balance the impact of liberalisation and globalization on productivity. Earlier the role of
Personnel department was to give advice or support when asked but the changing professional
employment scenario emphasized the role of HR professional while dealing with employees
of different regions, caste, language and social backgrounds.
The key differentiator on anything any company does is fundamentally the people, and I think
that people tend to forget that they are the most important asset. Money is easy to get hold of
but good people are not so easy. The retention of employees is a very challenging task for HR
managers nowadays especially in retail sector. This is the view expressed by Manmeet
Kumar Siras & Deepika Sharma (2019).
 A strategic plan is future-oriented action plan which specifies the end goal of an organisation and assists the
management and the staff to pay attention to the most important activities and make optimum use of the
resources to accomplish its goal.

Hyde and Pethe (2005) are of the opinion that the concept of employee involvement is in direct relationship
with the concept of employee empowerment and human resource development. This is the current trend
of management and it is believed to have achieved the objectives of the business by providing an
opportunity to the employees to overcome the obstacles on their own. Focus on participative management
can help the employees to have interest in the work that they do.

RESEARCH GAP
These studies however have not touched upon specific Issues and Challenges in HRM such as logistical
issues the current study tries to fill this gap .
 TRENDS IN HUMAN RESOURCE
MANAGEMENT
 Compliance with laws and regulations
 Leadership development
 Work force training and development
 Hiring strategy (Guerrilla Recruiting)
 Interviewing via chat boxes and video calls to recruit potential candidates
 Talent Management and development Strategy
 Workplace flexibility
 Rewards and incentives
 Two-way mentoring
 Shared Workspace
 Corporate Social Responsibility (CSR)
 Shift from traditional ways of getting work done
 Work from home incentive
 Respect, Equality, Diversity and Inclusion
 Retirement and health saving benefits
Analysis and Interpretation
Researchers have established the link between policies and practices and organisational performance.
The employees of the company form an important basis for formulation of Policies and practices for
any Business organisation.
Human Resource Management forms a part of management discipline and is pervasive in nature.
A different way of viewing this particular aspect is by converting hard work into smart work.
As seen above in the literature review, the concept of smart work functions in the favour of the
management. It brings success at the foot of the organisation.
The use of technology, automated processes and artificial intelligence has changed the future of work
The traditional management practices were to attract the employees, recruit them, provide necessary
training and promote them to a higher level.
The modern day management practices concentrate on setting itself as a change management by
developing the talents of the employees, brand promotion and containing attrition. Through HRM
business goals are being achieved.
The management takes inputs from employees and engages them in every activity of the
organisation. HRM and development is also helpful in playing an important role in attracting
required potential in the organisation.
LIMITATIONS

The study is not analytical in nature but rather descriptive. Since it’s an academic effort,
the study was limited by time and cost. All the dimensions of Human Resource
Management are not considered in this study and we haven’t reviewed any policy in
depth.

The research also recommends that a deep study should be carried out to establish the
challenges encountered while implementing the HR policies among its employees and
their possibility to effectively perform. Different types of business sector or modes can
be taken as research area to have a depth study and a wider perspective of impacts of
HR policies.
RECOMMENDATIONS
 Proper motivation from the employer’s end may be required to slow down the
resistance from the employees for any change that will be brought in a business.
This will help the employers to appreciate, recognise and reward the work of
deserving employees.
  In today's business world, workers are ready to do their best, and they should also
expect the best in return. They should (be taught to) work with complementarities
for facing external competition. They should work as a group and gel together as a
team (Hans, Divya & Shawna, 2019).
 Redesigning the roles of the employees to suit their competencies can help to
utilize their strength to the optimum level
 For almost every business profit maximization is their main objective and in order
to achieve this, top management shall be considerate about their employees and
focus on value building of Human Resources.

 
CONCLUSION
From this study, we can infer that development in Human Resource Management
are proven to be a boon to the organisation. Effective Human Resource
Management helps in reducing the employee costs and thereby increasing the
productivity in the organisation which results in job satisfaction.
We have discussed the key role and trends of HRM in a dynamic setting. Workers
consider employees as external customers. HRM marketing must be developed
in such as way that there is a win-win situation. Group management
strategies are the in-thing today. Both workers and employers must gear up
for such strategies.
Job satisfaction in turns proves to be an important motivational force which can
be used as a support system to the entire team to avoid employee attrition.
Building Human Resource Management shall be the core of human resource
policies, which can in turn be a mission and vision of a company, which will
eventually attract a potential employee.