Human Resource Management

The challenges facing human resource departments didn’t slow down in 2010. With multiple generations working together and businesses becoming more global than ever before, managing workplace diversity have proven to be challenging. Forget the traditional 9-5 work day, a lot of companies now offer schedules built to suit employee lifestyles and other needs. Increasing legislation and the effects of the recession continue to influence HR-related decisions, and it’s predicted they will continue to in 2011. Here’s a look at the top 5 human resource challenges of 2010:

1. Doing More With Less

The recession demanded companies do more with less. The recession impacted companies and employees, as both groups had to learn new ways to make ends meet. A lot of companies are still weary of spending and many organizations have kept their hiring freezes on hold. The Brand for Talent article “Critical HR Challenges for 2010,” asks the question:

“We need to grow our business with less resources and talent. But how do we do that when our workforce is already burned out?”

The days of big budgets and money to toss around are no more. Companies, as well as individuals, continue to save and only moderately increase spending when the times are good, because you never know what could happen tomorrow. This doesn’t mean that workloads have decreased- in some cases, they have multiplied based on demand or inability to hire the right talent.

2. Social Media

The rise of social media poses a number of opportunities and risks for businesses- becoming a major concern in the HR department. Many companies have used social media outlets like Twitter and Facebook to rake in millions of dollars and recruit talent. However, a lot of companies struggle with balancing their employee’s social media use in the workplace. We’ve heard stories about people being fired because of what’s written in their Facebook status, blogs and tweets.

Throughout 2010, I attended a few conferences and read countless articles about effectively managing social media in the workplace. It’s hard to void the entire workplace of social media when incoming employees grew up with it. Proper policies and training need to be implemented in the workplace to let employees know what can and cannot be communicated through their personal social media pages.

3. Generation Gap

The differences between baby boomers and the millennials are significant- the two groups grew up in completely different times. HR and executives have had to adapt to the changing workplace demographics, as young, educated, tech-savvy employees enter the workforce. HR must also face the fact that as the boomers retire, they are taking experience and knowledge with them. In some workplaces, managing these two groups can seem like a balancing act.

4. Employee Retention

Today’s employees move from company to company at a faster rate than ever before. Although the number fluctuates, it’s been reported that people can expect to change jobs atleast 7-10 times throughout their careers. The Corporate Executive Board’s HR Leadership Council reports that “one in four high potentials plans to leave their organization in the next year.” Retention is difficult, as millennials feel the need to quit if they don’t like their job.

5. Laws, Regulations and Accountability

Laws, regulations and government crackdowns have become what seem like daily occurrances throughout 2010. Many industries, such as the financial and banking industraies are under the tighest regulations ever as a result of the downward sprial they took a few years back. Accountability and transparency are the new sheriffs in town, as both corporations and individuals can find themselves facing the consequesnces for illegal activities. In the Colorado Biz Magazine article “Top Four HR Challenges for 2010,” Susan Zimmerman writes about how changing laws impose significant challenges on HR:

“As compensation programs, health plans and retirement plans undergo potential legislation and mandates, the way we develop and manage these programs will likely be impacted. Soon, our government will make decisions on how companies will provide health coverage for their employees. Even firms who currently offer health plans for employees may be required to change their plan design or offerings to make way for new public policies.”

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August 18th, 2010 | Category: Hr Software | Comments Off
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