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What are HR Challenges?

 

Irrespective of the size or nature of the organization, every business encounters challenges in managing its human resource. These HR challenges emerge as a response to changes in the political, economical, technological, or social climate and circumstances. 

 

Embracing Change- The Biggest HR Challenge

 

The dynamic technological changes, an evolving economy, fluctuating social norms etc., are some of the many factors which affect changes at the organizational level. Thus, adapting to new demands and dynamics is imperative to growth.

 

Organizations that embrace change timely and learn from it emerge more successful than the ones that resist it. The human resources department is primarily responsible for leading its organization in the way of accepting and embracing change.

 

However, among other things, the change process requires time, vision, and role-modelling. It also needs an environment where learning and behavioural changes are encouraged.

 

Thus, embracing change is one of the biggest HR challenges. Following are the ways to identify and embrace a successful change process in an organization.

 

Steps to Identify and Embrace Change

1. Assessment

 

HR metrics should be in place to assess a business’s readiness for change. These metrics must align with the organization's goals and should focus on building capacity and capability. A report by the Chartered Institute of Personnel and Development suggests that a shift must be made in the HR focus from mainly analyzing data of historical trends to interpreting varied data which is obtained through APIs. The information thus obtained can then inform a business’s strategic future decisions.

 

Software applications that use data for recruitment, payroll, learning and development, etc. can help improve efficiency across the business and provide the best insights. For instance, there is software that can assist in measuring an individual employee’s impact and also take the pulse of the organization to highlight the areas which need potential change.

 

Furthermore, you must consider how fast a change needs to be implemented and the training required for bringing such change. HR's role is to analyse and interpret an organization’s capacity to adjust to new changes.

 

2. Preparation

 

Once the assessment part is complete, HR should next proceed to identify a vision for the change process. This part includes a specific plan for the what, how, why, and when.

 

These plans should then be communicated effectively through the organization to avoid any form of confusion in the minds of employees regarding the reasons for the change. Also, by keeping management in the loop from the very beginning, we can ensure that they defend the rationale for the change and collectively deliver a common message.

 

Also, the employees which are impacted by such change must be allowed to present their views and feedback on the same. This way HR will also be able to address all the questions and concerns regarding the changes proposed by the employees.

 

3. Implementing Change

 

HR departments have the ability to identify early achievers and reward and highlight their accomplishments to the organization.

 

Moreover, when employees anticipate beneficial outcomes they will be in favour of the change of processes. Thus, the new changes must be organized and structured and at the same time be able to provide sufficient motivation to employees.

 

Thereafter, consistent monitoring of the initiative is important and HR must ensure that the results are still in line with the primary goal of the project, as well as with the organizational goals.

 

Even after the change is considered to be successfully implemented, it should continue to be integrated through regular reminders or recognition programs, to make sure that the employee motivation remains high and consistent.

 

5 HR Strategies to Help Embrace Changes

 

Here are five effective HR strategies that can help embrace and learn from a changing environment.

 

·       ​​Understanding and analyzing the role of technology and the virtual world at work

 

HR can play a vital role in ensuring that the employees who are working from home receive the same kind of experience as the ones on-premises. Employees are more likely to treat and interpret their work as task-based rather than time-based or activity-based when they successfully work remotely. This improves the employees’ productivity and is a strategy that has proven effective for many organizations.

 

·       Diversity, Inclusion, and Collaboration

 

To improve communication and connection and promote diversity in a virtual world, building a level of understanding and embracing the situation is the best strategy. The employees of an organization need to get to know their colleagues personally, irrespective of their culture or background.

 

This helps them in finding common ground, deepening their appreciation of differences, and promoting an inclusive, welcoming work culture. Also, this will be largely helpful in avoiding developing a bias, whether consciously or otherwise.

 

·       ​​Developing high-potential vital resources

 

Resources must be treated as investments. HR should focus on offering resources to develop high potential resources. Also, it is very important to put in place a fair feedback system.

 

·       Getting out of the interview trench

 

Another effective way for embracing change is to have in place a comprehensive system for hiring the smartest and most talented resources. For instance, HR can use tech-enabled project management software to ensure that everyone working in the organization is smart and handles things efficiently.

 

·       ​​​​Authentic Leadership

 

A real HR leader understands its employees, their positions, and what situations they may be facing. A true leader embraces their authentic self and values, along with its weaknesses.

 

Conclusion

 

“Change is the only constant”.

 

Change can be extremely exciting if managed efficiently and correctly. Also, change is inevitable when ensuring an organization’s consistent growth. HR managers who can quickly embrace change and lead their organization to do the same lead to overall success.