Challenges Faced by Hr Management Essay

Challenges faced by HR management when evidentiary staff cutbacks occur and how they should be addressedDownsizing is never tripping on the kind-hearted choice division. In fact, if not handled properly, it could be baneful to the overall organization. Here be some challenges that come along with downsizing Addressing the shifting morale and needs of the surviving employees, main(prenominal)taining the productivity and profitability of the organization, and retaining skilled, and certified employees.Staff cutbacks can leave the surviving employees feeling demoralized, bitter, angry, and in shock. ace role of man choice Management is to act as an employee advocate. In a time of custody decline, communicating with employees as well as acknowledging their concerns and fears, can work to rebuild the employees sense of security in the workplace and help him/her to reengage in the culture of the organization. Through strategic benignant mental imagery Management and plannin g, the shared values and beliefs of the organization can be reinforced to its employees and the collective value of the capabilities, knowledge, skills, life experiences, and motivation of the organizational workforce can be retained.Once there has been a major reduction in force within an organization, productivity and profitability passs a main target of humankind Resource management. One HR strategy would be to give more(prenominal) than hours and responsibility to existing workers. However, eventually employees forget become overworked and productivity will suffer. Utilizing alternative tactics such as hiring depending on(p) or temporary workers is a strategic HR plan to swan productivity and profitability while not having to pay the cost of benefits. cut back turnover of qualified and skilled employees is an ongoing effort of Human Resource Management. Employees who survive workforce cuts tend to disengage the culture of the organization because they dumb comprise lost faith in the organization being a lifespan employer. When an organization goes through a massive layoff process, the employee retention efforts of Human Resource Management could intensify. Employee retention efforts may include, constantly communicating with employees, and paying direction to surviving employees. As an example of a strategic Human Resource plan to hold on to skilled employees, an alternative work accord such as telecommuting might be offered to a worker.The functionality of Human Resources is always changing to meet the ever evolving needs of an organization. For example, when elope distinguishable to downsize, the function of Human Resources became environmental scanning strategic planning. The restructuring goal however, include more than just a reduction in force. It was determined that the Human Resource entity needed to be streamlined and become a more efficient part of the organization. As a result, the use of engineering, and maintaining employee retent ion was the spunk that developed HR into a more strategic part of the Xerox organization.There are two purposes that HR technology serves in an organization. The depression is to improve the talent of employee data and HR activities collection. At Xerox, the use of HR technology has been instrumental in making HR services more accessible to their workforce.The second purpose of HR technology is to capture a greater degree of informational data that enables HR planning and managerial finality making. Again, Xerox made use of this aspect by supplying intranet employee surveys and tracking employee views on the company and HR. The information gathered allowed HR and managers to address areas that sure lower scores on the survey. These efforts by the company and the HR department hand had an effect on employee retention at Xerox.As say earlier, reducing turnover of qualified and skilled employees is an ongoing effort of Human Resource Management. Xerox has made retaining especia lly high-potential employees a priority. Organizations have found that keeping good employees can be a challenge. However, in an effort to keep skilled and or high performing employees sedulous and embracing the organizational culture and HR values of an organization, some employers will offer incentives. Employers, such as Xerox, will invest in employee instruct and development.Although this can be a double edge sword by potentially making an employee more marketable for other organizations, employers have found that when they invest in employees through job training and or fiscal compensation, employee job satisfaction increases and employees are more likely to stay. In addition, employees who are engaged in an organization are more likely to be top performers and miss fewer work days.In summation, both(prenominal) technology and employee retention are key in HR development because they both lend to the culture of an organization. 1. Technology by improving the administrative efficiency of HR, and the responsiveness of HR to employees and managers. 2. Employee retention by maintaining employees who through their experience and fealty to the organization, becomes a core competency and perpetuates the values and cultures to newer employees.