Explore BrainMass
Share

Challenging Facing Human Resource Management

This content was STOLEN from BrainMass.com - View the original, and get the already-completed solution here!

What are five challenges facing HRM? What makes these challenges important? Why are these challenges important to consider as a strategic partner?

© BrainMass Inc. brainmass.com October 25, 2018, 4:32 am ad1c9bdddf
https://brainmass.com/business/leadership-skills-in-human-resource-management/challenging-facing-human-resource-management-382568

Solution Preview

What are five challenges facing HRM? What makes these challenges important? Why are these challenges important to consider as a strategic partner?

5 challenges facing Human Resource Management:

1. Change Management - This challenge is important because while change management is really not a highlighted point for human resource professional development workshops, it certainly represents a specific challenge for personnel management. Change is constantly occurring and many people are opposed to change. Human resource management needs to be concerned with this. To keep a strong competitive advantage, companies must have the ability to quickly change. Change, as we know it, is driven by several factors including economic, social ...

$2.19
See Also This Related BrainMass Solution

HR: Challenges faced in significant staff cutbacks; technology, employee retention

After reading the case below, how would I answer the following questions:

1. Discuss the challenges faced by HR management when significant staff cutbacks occur and how they should be addressed.

2. Use of technology, employee retention, and HR development have been at the core of HR becoming more strategic at Xerox. Why have those areas been so key?

CASE:

Xerox is a widely known firm worldwide, but it has been through numerous crises in the past decade. In fact, at one point several years ago, there were questions about Xerox surviving as a firm. But no longer. Under the leadership of Anne Mulcahy as CEO, Xerox has rebounded. Numerous strategic business and financial decisions had to be made, including reducing the workforce by 30,000. But Mulcahy also stressed that HR had to become a more strategic contributor. One of the actions taken was to consolidate a number of HR functions from different busi-ness units into a corporate HR Service Center. This center performs many administrative trans-actions, and has added Internet- based systems to make HR services more accessible to managers and employees. To track employees' views on the company and HR, employee surveys on the company in-tranet have been used for several years. Areas at which lower scores were recorded have been addressed by HR staff and other managers. The survey results have led to another primary focus at Xerox: employee retention. With all of the reductions and organizational restructurings, keeping the remaining employees, especially high- potential ones, has been a continuing emphasis. Xerox has invested significant time and resources into training and development of its employees, an important retention factor. Greater use of e- learning, technology, and leadership development have paid off in reducing turnover and convincing employees that career opportunities exist at Xerox. Continuing com-petitive pressures are presenting new challenges for Xerox and its HR staff. The strategic importance of HR has been demonstrated in the past, and looks to be a part of the firm's future.

View Full Posting Details