What’s troubling you in HR? What are the problems faced by your HR department in the current scenario? Anything new about the challenges you are facing today? Whether it's a specific problem or a list of problems? What are your 10 toughest issues in HR? Any concern keeping you awake all night?
I want to know.
This is what I asked from the top HR professionals and fellow HR bloggers for my recent HR carnival Theme which I am hosting today. Tell me your problems in HR.
So this post not only has my insights on this subject but also carries inputs given by other HR bloggers from around the world on issues, challenges or concerns grappling our HR Fraternity.
So without wasting time, let’s dive in.
Top 10 Problems That Are Grappling the Human Resource Department
How can HR get the elusive ‘seat' at the table?
Prasad Kurian on his blog on HR, OD and Personal Effectiveness shares that a mathematical approach to HR by being more data-driven, quantitative, objective and mathematical in approach can help in getting a seat at the table. We should make an effort to figure out if the particular HR issue that we are dealing with is more like a ‘problem’ or more like a ‘paradox’ and deal with it accordingly. Data and analysis are very useful. But they are not substitutes for understanding and wisdom.
Even when it comes to the matter of strategy making, it has been argued that the core strategy making process is essentially intuitive, with data & analysis being useful as an input/trigger for strategy making and also as tool for doing a reality check on the strategy created. The same holds in the case of HR strategy also! We must also remember that in the physical world (outside Mathematics) there are 'singularities' where 'normal rules/algorithms' no longer work!
How do we get our employees to not only understand their deficiencies in either behavior or performance, but also be a part of the solution in addressing them?
Judith Lindenberger from the Lindenberger Group, shares in her latest post that managers should be leading the employees through a cooperation approach to change their behavior or performance, rather than leading with compliance. Forcing or even requesting compliance first will often promote defensiveness. Just like your child, an employee when faced with his/her wrongdoing, will likely try to find a way to excuse or defend their wrongdoing. And it’s a slippery slope to non-compliance if the employee’s initial reaction is one of defensiveness. Chris Edmonds from the LeadChangeGroup.com also shares that if you want better performance then clear the path and coach for success.
Raising the Bar – How can HR increase capability of the employees?
In one of the interactions with a senior HR leader, I came to know that working towards the development of employees is very essential. Companies which are far ahead in terms of technology, invests a lot in building capability of its workforce. There is a burning need to invest in the right direction. Making our people adapt to change and deliver in challenging situations is the need to the hour. Page cole from the LeadChangeGroup.com shares the Most Important Lesson You Will Learn Today and that is Learn One Lesson Per Day & Learn It Well.
How to use technology in sharing of knowledge?
John Hunter from the Curious Cat, Management Blog shares that Technology can help improve our adoption of better understanding thereby creating a climate and expectation of continued learning. Few ways in which knowledge can be effectively shared are through Intranets, Wikis, websites or blogs and through traditional methods like books.
How to enhance the domain knowledge in HR?
Process of continued learning and remaining at par with the new developments in the HR field is one of the challenges the HR fraternity is facing today. Apart from attending workshops, seminars there is strong need on devoting time on self learning. Legal laws and compliances are changing at a rapid pace and one must have the expertise in understanding as well as comprehending such changes. Read books, talk to HR people, meet and discuss and share your perspective with veterans from the industry.
How can we attract new hires?
We are struggling to find new hires. We advertise locally and nationally on major job posting sites. And while we are having some success hiring through agencies, they charge high fees. What are we missing here? We offer a great insurance package, 401(k), profit sharing and competitive rates in one of the most popular cities in the U.S., yet we still have trouble finding good applicants. Any thoughts on the matter? Check out the insights on the post by Rebecca on Paycor.com about attracting new hires.
Seems like the hourly worker is a hot topic of conversation just about everywhere these days. Yet, some organizations still struggle with high turnover and poor-fit hires. Findly shares a best practice approach for recruiting and hiring today’s hourly workers in this post here.
What would it take to create a more human workplace?
This does not mean we hold hands and sing summer camp songs, or that you need to become a therapist. It means that we are adults at play at work. We all get to use what we are good at. We work through conflicts in a healthy way. Conflict is inevitable and good for challenging the status quo. Mary C. Schaefer, shares that if organizations are to thrive, managers are going to have to take seriously their own health and face their own demons, in order to learn to truly lead others.
How to retain talent especially in the IT sector?
Randstad Award 2015 research reveals IT professionals are more inclined than any others to look for a new opportunity. In fact, 18% of IT workers polled in the survey changed employers in the past 12 months, and another 20% say they consider seeking new employers in the coming year. As a result, retaining critical talent and keeping overall employee turnover in check have again become a top priority for businesses in 2015. Randstad Sourceright offers helpful tips in this post and the top three factors driving IT employees to switch employers and approaches businesses can embrace to address each of these retention challenges.
How can HR skill itself to manage change in the organization?
One of the focus areas is on the development of HR skills so that they are able to handle change adequately in the organization. It is often observed by senior leaders that HR takes a hell lot of time in designing and implementing anything. Be it policy matter or any key strategic decisions, HR professionals tend to take longer than usual time to come to a conclusion. Hence, to make HR become order creators and not order takers in any organization, it is vital for them to skill themselves to effectively manage any change in the organization.
How to assess accommodation of disable people in organization?
This issue is more location specific. Stuart Rudner shares that it is well-established that employers in Canada are required to accommodate individuals with disabilities. This is an issue that arises frequently, but is often misunderstood by both parties. Employees must participate in the accommodation process by providing medical information, and employers must genuinely consider any request for accommodation of disability.
Do you have more issues to add on the list. What is bothering you these days? Do you agree to the views shared in my post. Please post your thoughts in the comments section below.