Human Resource Challenges

Human Resource Challenges

Chapter III

Challenges

Businesses, large and small are increasingly intense competition, as competition increases through the use of new technologies. In this context, managing internationally mobile employees is in many cases at least a concern in the minds of global human resource management. This change in mentality can be very subtly in the behavior of many global and national companies. They need to be constantly innovative, because of the market in recession or because markets are being 'shaken' by new competitors or new competitive behavior. However, in this aspect the companies want to change the way employees identify with the company or the form of participation, and this change of identity knows few boundaries (Adler, & Ghadar, 1990).

Moreover, the relations with the employee being evaluated on a regional basis, the skills and competencies of managers and supervisors are being redefined globally (challenging some academic concepts and established professionals at national and local educational systems challenging) new and old forms of entrepreneurship seeking a redistribution of wealth. Companies are looking for different models of organization of international human resource management.

However, Unions and labor organizations are a challenge when operating within an organization and a potential challenge in the non-unionized. In unionized companies they compromise with the representatives of workers you several aspects such as salary levels, hours of work, working conditions, safety issues, services and facilities as the cafeteria, the supply of uniforms, and so on. The difference between failure and success of the company often lies in the degree of honesty and ability of the industrial relations department to interact with the union.

Moreover, there are professional challenges of the area's professional management of human resources are probably one of the most significant challenges facing the new graduate. Too often, companies may find that lack of knowledge or awareness of the contributions that a professional of the area can make a modern organization. However, high-level executives who became aware that the administration of personnel is the most important resource of the company will never delegate it as a secondary level problem. For this reason, human resource managers have been scaled positions of greater responsibility and role in modern business (Adler, & Ghadar, 1990).

Environmental Challenges

Organizations and their personnel departments are open systems, in fact, both are influenced by the dynamic environment in which they operate. Almost invariably, the changes that exert effect on the organization also made ??its influence felt on employees, in general, and personnel departments in particular. Although some environmental challenges only affect a given organization or group of them, others affect all persons professionally engaged in the administration of Human Resources. For example the challenge of creating new operational techniques includes all professionals in the field (Halcrow, 1998).

The field HRM evolved for a long time to obtain its current properties. In tracing this evolution can also acquire a proper perspective on the increasingly important field HRM. However, in turn was always influenced by the environment, is also constantly changing. However, the changes in the environment led to profound ...