Many Human Resource departments face a number of problems

Many Human Resource departments face a number of problems

Many Human Resource departments face a number of problems. The first to be identified is retaining skilled employees. Small organizations do not have big retirement package plans for their employees like their large competitors. Thus, most employees will leave in search of bigger companies that have bigger budgets for retirement packages. A solution to employee retention such as onboarding can play a significant role in maintaining a workforce. Studies have shown that onboarding services have a 58 % chance of retaining workers for three or more years.

Secondly, compensation of employees is key, and it is a challenge to many companies. Many firms find it challenging to structure employee remuneration. An organization has to offer competitive salary packages to remain competitive in the industry. The Human Resource department factors in taxes and other benefits. A company can solve the salary problem by offering bonuses to workers and offering other incentives.

Furthermore, technology changes regularly and firms have to keep up; thus, businesses should adapt or they will not have a competitive advantage. There are employees who are not

pro change in the organization and it presents a challenge to the Human Resource department. To overcome this challenge the department should conduct training and explain to the dissenting workers that communication in any business is critical. Timelines for technology should also be set to give employees time to adjust.

Lastly, change in management is also a big challenge. As firms grow, their policies, and internal procedures change too. Workers may have a challenging time surviving this growth and their productivity and morale may decrease during this period. To cope with these challenges, the Human Resource office should educate workers on the advantages of such changes. The managers should hold meetings with the staff regularly.

We recommend that the Human Resource department should adopt a human resource strategy which should be evaluated and necessary changes made periodically. Areas that need improvement will be identified and the necessary steps taken. For example, a firm can develop a complete understanding of its goals, aims and mission. Long and short term policies should be set out. Lastly, a company can evaluate workers capabilities to determine strengths and w