Human Resources Challenges

The human resource department is known to be more than useful in any organization. The human resource department is needed by companies in order to manage their human resources need in a more resourceful way. If a company does not have the right people in the right positions, their productivity will decrease and this may cause the company to have a high turn-over rate. The human resource department sole purpose is to recruit the best potential candidate and train them for the position. The company's productivity and performance depend on the HR department. This is why it is so important that the people who are working in this department should be very well trained, having the necessary knowledge in the field, enabling them to manage certain HR related problems (Alexa, 2013).

Training and development is one of the biggest issues for a human resources department. Training new candidates should be the one of the company's main priority in order to learn the company's policies and become well acquainted with their new assignments and duties. Human resources is also the department that helps the organization communicate with its employees this is the best way to keep the line of communication open. Many companies have major issues due to the lack of communication. If the employer does not know if and why its employees are unsatisfied, certain problems may appear and these problems may affect the company's productivity and performance (Alexa, 2013).

Another serious challenges that human resources professionals face is simplifying major changes in their organizations. Culture change is one of the most challenges that a lot of companies face. Culture change is something that most companies have not found a way to implement. Most companies become overly involved when it comes to making changes that they are not aware of the actual culture change. When this happens changes are overlapped onto the existing culture, which doesn't often support the change or may be antithetical to it (Sherriton, 1997).

In order for a company to implement culture change they must know the elements that need to be altered. Senior leadership of the company determines the overall corporate culture. Subculture is created by the senior manager of each unit. Therefore, responsibility for changing a culture is clear. These are the six steps for changing a corporate culture or policies listed by Sherrion:

1. Needs Assessment The first step is to gather and analyze data about the current culture, define the desired one and identify the gaps. Data is gathered through observation, reviewing existing documentation, interviews and survey.

2. Executive Direction Take management or the leadership team off-site, where they can address the results of the needs assessment. The retreat results in a variety of "products," which may include a philosophy, standards for success, role definitions, and other leadership decisions