Resolving and Assessing Emerging Issues of Human Resource Management

This post is in continuation to our last post related emerging HR issues. This post would discuss about how to assess and resolve Emerging issues related to human resource management in an organization.

Open Communication:

In order to assess these issues open communication with employees is helpful to HR manager. By an effective communication process, HR manager can identify basic problems and issues of employees and try to solve in right time with effective rules and policies (Buchanan & Bryman, 2009).

Internal Assessment:

HR manager needs to communicate with management team of the organization to become aware of what issues they have and how to address them. Manager can use objectives and mission as guidelines to identify problems. HR manager can create effective communication with colleagues to communicate problems and issues with the management team. This helps the manager to identify problems and issues within the organization (Griffin & Moorhead, 2009).

External Assessment:

Federal and state government, partnerships, marketing teams; organizations are also helpful to HR manager to assess problems and issues. Personal relationship with other organizational members and employees can also helpful to manager to assess the critical issues in domestic and international market. Newsletters and records of government and private organization are also helpful to HR manager to assess the critical issues (Schweyer, Newman & DeVries, 2009).

Projections:

Economic development, demographic and trends of biological and physical resources are also helpful to HR manager to identify problems and issues within the organization. By economic development and change in demographic environment helps HR manager to think about organization policies and emerging issues (Buchanan & Bryman, 2009).

Performance Parameters:

Performance parameters also support the HR manager to assess these issues. By using performance parameters and establishing performance indicators in an organization, HR manager can assess the issues and problems and manage diversified workforce (Schweyer, Newman & DeVries, 2009).

Resolve Emerging Issues

Training and Development Program:

In order to resolve emerging issues, HR manager should provide training and development programs to the employees. These programs would help the manager to polish the hidden skills and talent of employees and improve their abilities to cope with change (Griffin & Moorhead, 2009).

Compensation and Benefits Practices:

HR manager should also offer compensation and benefits to all employees specially aging employees of organization. It is helpful to motivate employees towards work or some specific assignment in the organization. These practices assist the HR manager to retain key employees and reduce employee turnover in organization (Brown, 2006).

Communication and feedback System:

To resolve critical issues at domestic and international level, HR manager should develop the open communication and feedback system in the organization. By an effective communication channel, employees and management can share these problems and experiences with other employees and executives. In order to know about the resolution success, HR manager should collect the feedback from his colleagues, employees and workers of an organization. Feedback system would allow manager to review employee perception that can help manager to manage diverse workforce at global level (Goldsmith, 2007).

Involvement:

To assess the critical issues in effective manner, HR manager should involve at every steps such as selection, performance management and measurement, training and development, setting up of clear and specific set of goals, designing teams, designing new HR policies etc. Involvement in these steps helps the HR manager to assess organizational issues at domestic as well as global level (Brown, 2006).

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References
Brown, D. R. (2006). An Experiential Approach to Organization Development. Pearson Education.
Buchanan, D. A. & Bryman, A. (2009). The SAGE Handbook of Organizational Research Methods. SAGE Publications Ltd.
Goldsmith, M. (2007). Leading Organizational Learning. John Wiley & Sons.
Griffin, R. W. & Moorhead, G. (2009). Organizational Behavior: Managing People and Organizations. Cengage Learning.
Schweyer, A., Newman, E. & DeVries, P. (2009). Talent Management Technologies: A Buyer's Guide to New, Innovative Solutions. AuthorHouse.
Vernez, G. (2007). Workforce Planning and Development Processes: A Practical Guide. Rand Corporation.