Major political, social, technical and economic challenges have HR managers faced over the last three decades and how these have been managed?
From United Kingdom, Liverpool
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1From United Kingdom, Liverpool
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It has been a major issue that HR professionals have been facing over the decade - political, economic, and social instability all over the world. However, HR managers have their own ethos and codes that deeply penetrate external issues, whether big or small. This enables them to address challenges as they arise.
From Philippines
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From Philippines
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Very interesting and challenging post. Vast area indeed. I will take up the Technical area and the challenges that I faced in India.
It is between 1975 and 1985, if I am right, that in India we started feeling the explosion of Automation. Be it Textile, process engineering, IR professionals had their jobs cut out.
Challenge No. 1
Unions
Negotiations with Unions for the introduction of newer methods. This involved educating them, making them feel the necessity, and introducing the methods without any loss of mandays.
Challenge No. 2
Handling redundancy
Gaps in skill levels and equipping the existing employees to cope with new changes. And with the workforce average age above 40 and their educational level less than middle school, In India HR/IR professionals faced a major crisis.
Challenge No. 3
In tune with business
For the first time probably, IR/HR/Personnel had to tune their operation to meet the requirements of the business. Many judgments in favor of workmen and unions had to be contested. Long legal battles were not encouraged. Culturally "IR people work once in three years" thinking had to be changed. Settlements for the sake of settlements and cordial relationships were relooked, and settlements were looked at as a means for a MEANINGFUL RELATIONSHIP.
Challenge No. 4
Handling Voluntary/Involuntary cessation
Early retirement schemes and making it peaceful and purposeful was another big challenge.
Challenge No. 5
Continuous Improvement
To overcome redundancies once again, focus started shifting to continuous training.
Siva
From India, Chennai
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It is between 1975 and 1985, if I am right, that in India we started feeling the explosion of Automation. Be it Textile, process engineering, IR professionals had their jobs cut out.
Challenge No. 1
Unions
Negotiations with Unions for the introduction of newer methods. This involved educating them, making them feel the necessity, and introducing the methods without any loss of mandays.
Challenge No. 2
Handling redundancy
Gaps in skill levels and equipping the existing employees to cope with new changes. And with the workforce average age above 40 and their educational level less than middle school, In India HR/IR professionals faced a major crisis.
Challenge No. 3
In tune with business
For the first time probably, IR/HR/Personnel had to tune their operation to meet the requirements of the business. Many judgments in favor of workmen and unions had to be contested. Long legal battles were not encouraged. Culturally "IR people work once in three years" thinking had to be changed. Settlements for the sake of settlements and cordial relationships were relooked, and settlements were looked at as a means for a MEANINGFUL RELATIONSHIP.
Challenge No. 4
Handling Voluntary/Involuntary cessation
Early retirement schemes and making it peaceful and purposeful was another big challenge.
Challenge No. 5
Continuous Improvement
To overcome redundancies once again, focus started shifting to continuous training.
Siva
From India, Chennai
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HR Challenges.doc
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