Essay On Hr Challenges

HR Challenges

With all the news blasting us every day about the hard times that we are encountering in today 's economy, what types of unique challenges do you think these times pose for the human resources management professional in any organization, large or small business? As you prepare your Main Post, in answering, include at least one real-story that you find on the Web that illustrates some of the challenges that human resource managers are facing?

Managing human resources can be remarkably demanding for small businesses that lack the resources of larger companies. Some small-business owners handle human resources disputes on their own or with the help of one other staff member, even though HR duties include well-disposed with labor

Accessibility can be especially challenging to small businesses when the HR manager is the owner of the company, as it can be hard to put personal feelings aside and not take things to heart when an employee complains about how you 're operating the company. Because HR in a small business helps determine strategy for the company 's growth and development, small-business owners should embrace this function as an integral part of the company 's success.
Real Story - Copy & Paste
Workplace Conflict: One Woman 's Story
By Mary J. Yerkes

Joy turned on the news as the anchor began a segment on a local 'bad boss ' contest. The story touched a nerve.
“Think I should write in?” Joy asked her husband.
“Not if you want to keep your job,” Tim replied.
The anchor ticked off a list of complaints filed by local listeners. Fired for being sick. Unpaid overtime. Sexual harassment. Obsessive-compulsive behavior. Although Joy’s situation paled in comparison, it grew more intolerable by the day. Sleepless nights, headaches, stomach pain—the mounting list of symptoms scared her. She even experienced a panic attack, her first in nearly 20 years. And that’s not all. She and her husband fought nearly every day that week. Something had to

Her easy-going boss had received a well-deserved promotion, leaving her with a new supervisor—one that Joy found challenging to work for.
One morning, Joy’s supervisor confronted her about a complaint lodged against her by a co-worker. “Joy, instead of emailing team members about the project, just walk down the hall and work out the details in person,” she said. “People are complaining.”
Joy struggled with an “invisible disability” that sometimes made walking difficult and painful. Recent stress in the office had caused her symptoms to flare. In fact, she spoke with her doctor, who cautioned her to “pace” herself and to “limit the amount of walking” she did until the flare subsided.
When she tried to explain her limitations to her boss, she just did not understand and responded harshly. Crushed, Joy called her husband sobbing during her lunch hour. “Tim, I can’t do this anymore. I’m going to quit!”
Tim listened patiently and said, “Joy, you’ve tried to talk with you supervisor and she didn’t hear what you were saying. I think you should take it to the next level. Why not talk with human resources to see if they can help?”
Joy agreed to meet with human