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Emerging challenges in human resource management
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HUMAN RESOURCE CHALLENGES 2 The Challenges with Human Resource Departments In today's workforce, the job of a manager for a human resource department faces many challenges and act as the mediator for the employees, organizations, and other stakeholder needs are to be addressed on issues related to laws, policies, and interpersonal skills, managing personnel issues, and setting an environment to coordinate a multicultural workforce. The human resource department requires an orderly approach to handle issues on any given day. This profession requires someone that's tactful and strategically prioritizes the business' needs by recruiting employees that are qualified to do the job and sometimes it can be challenging when the control is removed from the human relations department and managed by the supervisors. For the purpose of this paper, the focus will be how a human resource managers struggle with planning, managing and balancing multicultural workers who has no knowledge of laws in the workplace to prevent lawsuits. Sometimes, the hiring process must be a well thought out process when hiring from various cultures because the company runs the risks of potential legal consequences due to the melting pot of employees who may not necessarily be accustom or familiar with the logistics of laws in the U.S., or you are working with different ethnic groups within the U.S., diversity can by challenging. The second challenge is managers who aren't well-informed of common work practices and work ethics on how to deal with employees in an effective manner. For some time, HR managers find themselves putting out fires and reacting to personnel issues within an organization, but the problem exists when he or she fail to become proactive to p... ... middle of paper ... ...hallenges of multicultural challenges in the workplace and managers who aren't well-informed of common work practices and ethics on how to deal with employees in an effective manner to prevent lawsuits that could possibly occur from uninformed employees relying on the influence and role of a human resource department. HUMAN RESOURCE CHALLENGES 10 References Cohen ,C. (2000). Creating a Human Resources Department. The CPA Journal,70(9),54. Retrieved from ABI/INFORM Global. (Document ID:62818249). Kennedy, E. (2004). Bridging the Gap Between Company and Employees: Human Resource Management. Women in Business,56(3),10-15. Retrieved from ABI/INFORM Global. (Document ID:628644861). Quinn, S. (1998). Putting the Human Back into Human Resources. Public Management,80(9),23-28. Retrieved from ABI/INFORM Global. (Document ID:33513006).
Bohlander, George, and Scott Snell. Managing Human Resources. 15th. Mason, OH: South-Western Pub, 2009. 98-147. Print.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill Education.
Retrieved from http://go.galegroup.com.library3.webster.edu/ps/i.do?id=GALE%7CCX1700400026&v=2.1&u=edenweb_main&it=r&p=GVRL&sw=w. Dessler, G. (2011). The 'Standard'. Human resource management. Upper Saddle River, NJ: Prentice Hall.
In the research of Organizational behavior and Organizational development Science, there is not much of research has been done regarding the matter of moral dilemmas in multicultural organizations and the double standards that are set on minority experts in the work environment. The research that is accessible is overwhelmingly fixated regarding the matter of diversity. While both of these issues are related with diversity , the distinction between the two organizational dilemmas fall under there own denomination.
Thereby, since we understand that organizational strategies are needed to eliminate on the job discrimination, we also must understand that defeating it can be very difficult and can cause conflict amongst everyone. We all have some form of bias, but within the DOJJ one would think that these bias whatever they maybe would remain off the job, but that can only happen in a perfect world. So, since our world in not perfect, we need to develop some form of strategy to avoid this type of conflict on the job. As we examine this issue we found out that “discrimination often occurs when one culture does not understand another, therefore, organizations need to spend time training staff in cultural diversity and strategies for effective communication” (“Best practice in”,
Mathis, R. L., & Jackson, J. H. (2010). Human resource management (13th ed.). Mason, OH: Thomas/South-western
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Parcheta, N., Kaifi, B., & Khanfar, N. (2013). Gender Inequality in the Workforce: A Human Resource Management Quandary. Journal of Business Studies Quarterly, 4(3), 240-248.
At my organization, the City, managers look to HR to provide effective staff. Managers at the City are often employees who have worked their way up the career ladder and achieved promotions through proven skill, education and ability. They are not schooled in the field of human resources. The managers rely on HR to help satisfy staffing needs for departments and to help determine how best to use existing human assets. HR can determine if existing staff can be used, create a business case for a new position or job description and develop processes for identifying suitable employees. The expectation is that HR be able to identify qua...
The traditional administrative role of human resource practices is a thing of the past and new roles for HRM are emerging at an alarming rate in the 21st century. HR is increasing its support for business goals and objectives while at the same time becoming strategic business partners. Challenges for the 21st century include, changing roles, shifting demographics, and globalization. In order for HR to stay current, they must adapt and make necessary changes in retraining, alternative work schedules and technological advancements. Then, these successes have to be analyzed and evaluated for effectiveness.
Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.
Torrington, D. Hall, L. & Taylor, S. (2005) Human Resource Management. Harlow: Financial Times Prentice Hall
Today’s management in the workforce is composed of all types of people verses thirty years ago when white males held a majority of upper-management positions in companies. These positions are now held by a mixture of ethnic back grounds and women who hold just as many if not more management positions then men. Just by looking at the changes in management demographics shows how important it is for people to understand cultural competency in the workplace. Dr. Roosevelt Thomas Jr. (1999) stated, “Diversity is the collective mixture of whomever we have in our workforce characterized by their differences and similarities” (p.11). Managers and supervisors must understand the characteristics of a diversity mature individual; they also need to be able to articulate the differences between affirmative action, managing diversity, understanding and valuing diversity to build skills that transforms awareness into productive and supportive workplace behaviors.
Knouse, S. B. (2005). The Future of Human Resource Management: 64 Leaders Explore the Critical HR Issues of Today and Tomorrow. 58(4), 1089-1092.
Fisher, C., Schoefeldt, L., & Shaw, J. (1996). Human resource management. (3rd Edition). Princeton, NJ: Houghton Mifflin Company.