HR issues include productivity, recruitment, training, discrimination, conflict resolution, worker safety, benefits, and outsourcing. HR managers must balance these concerns while adhering to company policy and legal standards.
HR (HR) issues commonly experienced by employers include determining productivity, recruiting employees, organizing and conducting training, and preventing discrimination. Workers in personnel management also face challenges such as conflict resolution and worker safety. Establishing and distributing benefits, encouraging and maintaining diversity, and managing outsourcing are also major concerns. How each company approaches specific HR issues depends on the HR manager or director and company policy. Regardless of the approach a business takes, addressing these issues is usually an ongoing process.
Productivity
A primary goal of an HR department is to manage and organize employees so they can be as productive as possible, as this generally leads to more revenue. HR personnel, therefore, think very critically about number of people per shift, team assignments, motivational offers such as bonuses, and keeping morale high. These factors can have strong correlations, so the difficulty is how to make changes in one area without overly impacting another. It can be difficult to make changes and “fix” arrangements that don’t strain the company’s budget.
Recruitment
Personnel managers have always been responsible for at least some aspects of employee recruitment. They must find ways, such as attending job fairs and sending promotional mailings, to generate interest for particular positions and for the company as a whole. Many companies face an even bigger problem in this area, however, as globalization means companies compete with each other across the globe rather than in a small area or country. Modern employees are also looking for jobs that offer more balance between work and family. Sometimes companies have to offer more in terms of stimulus or incentive packages, because people are increasingly looking for jobs that reduce risks in volatile economic situations.
Training
Training is needed in virtually every business and industry because every company has its own policies and procedures that employees must follow. It is the responsibility of HR to understand how to conduct training so that operations are not disrupted or strained. The department also determines how training sessions and seminars fit into the company’s schedule and budget. In some cases, coordination with third parties involved in the training is also necessary.
Discrimination
Companies often appreciate diversity because it offers different ways of thinking and experiences that can generate new ideas and better productivity. It also promotes a sense of equality that is well suited to teamwork. Companies look to their human resources departments to create diversity in the workplace, as those in personnel management are typically responsible for the recruitment, hiring, promotion and termination of the company. Many places have laws outlawing various forms of workplace discrimination, so HR workers must recruit and train in a manner that complies with legal and business standards. As more employees are aware of their rights, a modern HR department may also have to deal with a potential increase in discrimination complaints.
Conflict resolution
While members of personnel management departments work hard to find employees that fit the company’s culture, the wide range of personalities, experiences and skill sets in the workforce mean that some conflicts are bound to happen. Investigating reports of verbal or physical harassment is common, but other conflicts also occur, such as those involving broken promises from managers, stolen property, and other issues. This is one of the biggest HR issues for companies because it is almost always cheaper to keep an employee than to find and train a new one. If HR doesn’t resolve conflicts when they exist, resignations or layoffs can result, ultimately costing the company money.
Safety
Workers often use equipment which, if not used correctly, can cause accidents or health problems. Even something like an ergonomically positioned desk can be a potential source of injury. The human resources department must take this into account when organizing workers. Also investigate allegations of unsafe equipment or managerial direction.
Benefits
Virtually all companies offer some employee benefit, either to appear competitive or to comply with local, regional or national regulations. HR directors work with company managers to create benefit policies and packages. Common employee benefits include health insurance, life insurance, a dental plan, and product discounts for employees. When employees are terminated, their benefits usually are as well, so HR must keep a record of each employee’s exact on and off dates.
Outsourcing
Outsourcing refers to companies that employ independent contractors outside the company rather than internal employees. Independent contractors are self-employed workers who pay their own taxes and insurance. Outsourcing is one of the most common HR issues, as many companies hire freelancers rather than creating higher overhead by hiring in-house employees. Overhead costs include equipment and workspace, as well as benefits such as medical insurance.
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