HR’s top priority is to ensure that everyone in the office is working happily, diligently, and engagedly. However, these are no easy tasks. In fact, none in the HR role can totally stay calm with these responsibilities. You might have to deal with some unexpected challenges that test your patience and determination. Some of them are as follows:
Future of work will be driven by automation and digitalisation, yet, HR admitted that it is hard for them to find candidates who possess the skills needed to work side by side with tech and automation. Almost half (46 percent) of HR leaders reported that their current employees lack the skills that are necessary to drive future performance, Gartner surveyed.
To avoid the headache – Gartner researchers advised HR to partner up with business leaders to understand and maintain the proper balance of emerging, existing and legacy skill sets. Continuous training should always be encouraged in each department. If possible, put a schedule in place to remind both managers and employees to take development provided by their employer. Or, you can make an obligatory program for employees to take career development to ensure employees master the skills they need to perform at work.
Employee experience is a key concern for HR leaders and organisations. Not only does employee experience ensure higher productivity, but it also helps spread good employer branding in the ears and eyes of prospective candidates. However, Gartner surveyed that 46 percent of employees remain largely dissatisfied with their current employers which becomes a huge concern for HR.
To avoid the headache – Employers should focus on not just investing in employee experience but also shaping how employees feel about the organisation. Thus, HR should work together with managers and leaders to create a positive and enjoyable work environment.
See also: What Should HR Do to Employees Who Take Long-Term Illness Absence?
According to XperHR annual report, nearly 30 percent of HR professionals named recruiting and hiring as their most critical challenge. And those who reported recruiting and hiring needs are extremely challenged in finding high-quality candidates. The difficulty is higher than just two years ago, the report cited. Are you experiencing the same?
To avoid the headache – You should tap on more non-traditional candidates such as gig workers, remote and freelance individuals. You should also consider offering jobs or sourcing older employees, veterans, and those with criminal convictions. Oftentimes, they can bring valuable skills to your workplace from their experiences and they can also be a loyal worker.
In addition to that, HR should extremely care about candidate experiences as it affects how future candidates see your employer branding. Do not ghost candidates and make sure to let them know even if they don’t get hired. For small organisations, Ben Datter advised HR to use applicant scorecard to help you stay on the right track on the recruiting process.
No surprise, retention has always been the biggest challenge for HR officers. In 2020, according to SHRM survey, employee retention tops the list of the biggest challenges faced by human resource managers. High employee turnover negatively affects the bottom line, as organisations must invest in the recruitment and development of new team members – in which recruitment and onboarding program can cost the company in terms of time and money. Additionally, when senior leaders and employees leave organisations, employers are losing trained and professional employees.
To avoid the headache – Leaders need to look deeper to understand the reason why top performers leave. It can be that they need better development, leaders fail to meet employee demands, or maybe it’s simply because leaders are unable to offer attractive salary and benefits.
Therefore, annual or bi-annual employee review is important for your organisation’s success. Employee feedback is always critical and helps you keep updated with recent trends so you can keep up with what employees want and need.
Internal responsibility, such as updating laws and regulations, staying updated with the country’s law, payroll, compensation, etc. might pose another challenge for HR practitioners. In addition, since employment laws often change from time to time, it can be a tough task to keep up the pace.
To avoid the headache – You should create your own learning schedule and follow through. Know when you should do your payroll or when you should pay taxes. Blend yourself with the society around the office as you need to ensure that your company meets their community and social responsibility.
Read also: What is Leader’s Social Responsibility & How to Get it Right?