In contrast to the common belief, HR professionals have rather intricate and highly demanding job profiles. Your HR department is not only accountable for their performance but that of the entire organization. They handle the past, present, and future of an organization. Here we sum, some of the most common HR challenges.
Change is the new reality of modern business. No matter what the size of the organization, change is constant in today's business environment. HR is responsible for ensuring that the organization is adept with changing trends and the staff is properly trained to abide by the developments. If change is not communicated properly throughout the organization, it can result in ineffectiveness, wasteful efforts, and lost business opportunities.
Way out: The HR department should follow a proactive approach to tackle change. They should conduct awareness sessions across the organization, training the employees to make sure there is zero resistance.
Rules and regulations governing a business keep changing and keeping up with them is a demanding task. It is the HR department's responsibility to ascertain that the company, at all times, is compliant with these legal guidelines and to evade the risk of any legal penalties. These regulations may include mandatory leaves, firing policies, maximum working hours, minimum salary, just to name a few.
Way out: Compliance becomes not only easy but effectiveness is also ensured if your organization has effective data management and communication tool.
It may sound very simple but attracting the right candidates for the right job is not as easy. Finding the right fit with the right skill set and training is critical to ensuring that a job is done effectively. The growing need for globalization, and incorporating workforce diversity has made recruitment all the more challenging.
Way out: Using a digital tool designed to aid recruitment specifically will facilitate the HR staff, and save time and cost. These tools enable you to filter candidates, perform analysis, generate reports, send out emails, and store data for future use.
Retaining employees is as important as hiring them. The company has invested heavily in hiring and training the employees, which makes them extremely valuable. Nevertheless, there is an extensive demand for talented employees. And larger companies with higher incentives are likely to snatch away the best of talent, increasing the vulnerability of smaller companies. Protecting and retaining employees, therefore, is one of the most perplexing tasks for the HR team.
Way out: HR should strive to create work-life balance and motivate the employees by offering incentives as well as growth opportunities. It is also very important, in this regard, to communicate prospects and growth opportunities that your organization has the potential to offer its employees.
Besides employees, time is also very crucial to an organization's success. And protecting this crucial organizational asset can often prove to be a grueling task for the HR staff. They have to ensure that employees punch in and out on time, prevent time theft, manage leaves effectively, make policies to make all this possible.
Way out: Luckily, there are digital time and attendance management tools that automate all the above-mentioned tasks, and even more. So, HR staff can focus their time an effort on policy implementation and strategy development.
Salaries are a key motivator for employees: the smallest glitch in the payroll can result in employee discontent and stress. Repeated episodes of payroll problems may also result in employee turnover. That is why, each aspect of the payroll i.e. salary, bonuses, and fringe benefits must be carefully accounted to avoid any issues.
Way out: An automatic payroll system that is integratable with other HR platforms is the only way out of this problem.
HR, essentially, is an arbitrator between the staff and the management of an organization. All employee issues relating to work, performance management, salary, team, disputes and everything else are directed to HR. It is their responsibility to find judicious solutions to these problems. Therefore, handling conflict effectively is at the core of every HR person's job. It requires obtaining an insight into the problem, finding its root cause, coming up with an optimal solution, and follow up with the involved parties.
Way out: To effectively reach the bottom of each conflict HR must have access to all the data relating to the problem and employee(s) involved. Moreover, having a platform that communicates all HR policies relating to workplace conflict is also very important to avoid litigation. An automated HR tool will not only enable both functions mentioned earlier. Such tools also enable employees to lodge complains via emails and enable HR to provide continuous feedback, saving a lot of organizational time and resources.
Each business is different, thus, it is subject to unique challenges and opportunities. In this blog post, we have offered proven solutions to default business problems. Though all HR functions are mostly human dependent, still these challenges can be effectively dealt with using digital automation tools. Nonetheless, it is extremely important to ensure that your organization opts for tools that can be easily integrated.