CHALLENGES

Challenge 1: Adapting To Technological Challenge

As technology evolves rapidly, businesses must constantly update their systems, tools, and processes to remain competitive. This transition often requires employee to learn new skills, overcome resistance to change and embrace new ways of working. The challenge lies in managing the disruption caused by these technological shifts, ensuring that employees are adequately trained and maintaining productivity during adaption period. Additionally, the finance costs of implementing new technology. Successfully navigating this challenge is crucial for organizations aiming to leverage technology for growth and efficiency.

1.1 How HR Theories and Models Applied to Address Challenges. 

1. Transformational Leadership Theory

-Relevance: Transformational leadership focuses on inspiring and motivating employees to embrace change and innovate.

-Application: Leaders can model a positive attitude toward new technology, encourage experimentation, and provide support during transitions, by fostering trust and providing a clear vision, transformational leaders can guide employees through the uncertainty and challenges of technological change

 2. Organizational culture Theory 

-Relevance: The theory emphasizes that organizational culture influences how employees change and respond.

-Application: To successfully implement technological change, HR must assess and, if necessary, shift to an organizational culture that values learning, adaptability, and continuous improvement. 

1.2 Innovative HRM Strategies or Practices to Overcome These Challenge

To solve the difficulty of adapting to technological change, HR might use the following ideas and approaches.

• Continuous learning: Implement an ongoing learning program for employee skill development.
• Training and development: Conduct training sessions for staff on new technology to address challenges.
• Personalized learning: Utilize AI technologies and platforms to train individual jobs
• Provide emotional support at work: Offer mental health and services to alleviate the stress of employees as they adapt to new situations
• Encourage employee involvement: when selecting technology and implementation, get the ideas of employees

 

1.3 Potential impact of these strategies on employee well-being, engagement, and organizational performance.

It is very important that overcome this challenge for employee well-being, engagement, and organizational performance. Some advantages have been mentioned below.

• Employee well-being: By overcoming this challenge, reduces stress and provides emotional support for the employee. And also improve the work-life balance through flexible learning.
• Employee engagement: Through the successful adaption, enhances engagement through recognition and rewards. It also encourages the active participation of employees.
• Organizational performance: Increase productivity as employees become proficient with new technologies. Enhance adaptability and allow the organization to stay competitive. It helps to reduce employee turnover and improve the teamwork and collaboration

Challenges 2: Employee Turnover

Employee turnover is the rate of which employees leave an organization and replaced by new employees over a period of time. This affects the organization’s performance and financial costs.

This has two main parts,

• Voluntary Turnover – Employee voluntarily resigning from their jobs. This is due to lack of high salaries, low job satisfaction and personal reasons.
• Involuntary Turnover – involuntary dismissal of employees. This is due to poor performance, business shortcomings and decisions made by top managers. 

2.1 How HR Theories and Models Applied to Address Challenges. 

    Here are the human resource theories used to reduce employee turnover

•  Providing a salary that is adequate to meet customer needs. (Maslow’s hierarchy of needs)
•  Creating job satisfaction
• Implementation of training programs

2.2 Innovative HRM Strategies or Practices to Overcome These Challenges

 For solving above challenging, HRM strategies or practices can be used. They can identify as follows,

• Implementing mental health and well-being initiatives
• Employee performance and engagement
• Employee retention through training programs

2.3 Potential impact of these strategies on employee well-being, engagement, and organizational performance

It is very important that overcoming these challenges for employee well-being, engagement and organizational performance. Some advantages have maintained below,

• Employee well-being – It will help improve the physical and mental well-being of employee.
• Employee engagement – Training programs increase employee motivation and improve employee engagement.
• Organizational Performance – Increased employee satisfaction ensure the survival of the organizational performance.

Challenges 3: Workplace Conflicts

Workplace conflict can be defined as conflicts that arise within an organization between employees or between management and employees. If such conflicts are not minimized and managed, they can lead to a decrease in the organization's productivity, a deterioration in employee attitudes and morale, and a decline in performance skills.

3.1 How HR Theories and Models Applied to Address Challenges. 

Human resource management uses various methods in solving problems in the workplace. The process of addressing problems consists of the following steps.

1. Identifying and analyzing the conflict, identifying the cause of the conflict, identifying the parties involved, analyzing the impact of the conflict.
2. Investigating the problem and gathering information, providing a suitable environment for addressing complaints.
3. Conduct negotiations. Providing an opportunity for the comments of the concerned parties.
4. Finding and negotiating solutions. Negotiating with relevant parties, finding solutions and building plans to arrive at an overall conclusion.
5. Implementation of the accepted solution. Record the agreed solution, set guidelines to be followed.
6. Getting feedback. Find out if the conflict has stopped and continues, and if new actions or improvements are needed. Preparatory planning for possible future conflicts.

3.2 Innovative HRM Strategies or Practices to Overcome These Challenges

Conflict resolution in the workplace is essential to improve the performance of an organization and improve employee well-being. The grant strategies adopted by the institution are as follows.

• Making judgments and communication more open- Facilitating communication between employees, providing space for dialogue when conflicts arise, and providing amicable solutions considering the opinions of both parties.
• Develop a systematic conflict resolution process- Having a clear company-wide process for conflict resolution, formal calls, complaint handling policies and legal procedures.
• Training and personal growth- Conducting training programs on conflict management for employees and managers. Providing training on management and communication for shareholders and managers.
• Equal benefits and pay system- Formulate appropriate solutions to conflicts arising from unfair wage systems or privilege systems. Formulate policies related to working hours, wages and division of work.
• Similar cycles and group workshops- To provide an opportunity for both parties to negotiate together to resolve peaceful conflicts between employees. Collaborative workshops reduce conflict by creating teams.
•  Improving corporate culture- Building a corporate culture that respects employees and cares about empowerment. Fostering trust, open dialogue and honest communication.

3.3 Potential impact of these strategies on employee well-being, engagement, and organizational performance

It is very important that overcoming these challenges for employee well-being, engagement and organizational performance. Some advantages have maintained below,

• Increase in revenue and profit- By working correctly and efficiently, the company's income can increase. Employee welfare costs can also be reduced by allowing employees to work with a clear mind.
• Increases innovation and creativity- By reducing employee conflicts, employees contribute to the growth of the organization by coming up with new ideas. It also helps in gaining competitive advantage.
• Customer satisfaction- Customer satisfaction can be improved by reducing employee conflicts. By providing services before the right time or right, the attractiveness of the organization increases.
• Increase in employee quality- The quality of services and products increases as employees work efficiently and responsibly.