The Main Purpose of This Article Is the Challenges of Human Resource Management

The Main Purpose of this Article is the Challenges of Human Resource Management

Human Resource Management can be a very challenging aspect in a business environment with many factors contributing to an organizations overall effectiveness. Dr. K. Palani outlined these challenges in his article, “Challenges of HRM in 21stCentury: A New Paradigm for Corporate Excellence.” The main purpose of this article is to study and analyze the challenges of human resource management due to an unpredictable and rapidly changing business environment (Palani, 2013). Most of these challenges and key concepts outlined in this article revolve around employee knowledge and hiring such as knowledge sharing, talent management, talent acquisition, and employee retention. This article also addresses the change in HRM from its traditional role to its role in the 21st century.

The Key Question that the Author is Addressing is How to Adapt to an Ever Changing Professional Environment

HR must ensure their capability in rising to the challenges of an ever-changing workforce. Human resource management is a process of bringing people and organizations together so that the goals of each other are met (Palani, 2013). The key question the author is addressing is how HR departments adjust to these organizational changes efficiently and effectively. Dr. Palani stated that those organizations who are quick to turn strategy into action will be most successful implementing change while maximizing employee contributions and commitment (Palani, 2013). The article suggests finding the exact need of HR challenges and develop strategic planning, knowledgeable skills training and functions to meet possible future challenges.

The Most Information in this Article is Knowledge Management and Sharing

One of the main challenges for human resource management outlined in this article is knowledge management and sharing. HRM must ensure the knowledge of understanding in the organizations mission and embrace a workforce environment capable of change. Employees must be kept informed of actions occurring in a company or any new information that is vital the success of a company. One method of knowledge sharing that has been found effective is the use of a mentorship or coaching program. Through these programs more experienced employees can transfer “subtle and private skills and experiences to others,” according to Dr. Palani (Palani, n.d). Throughout the mentorship program it is imperative to understand that coaching and mentoring is not just for employees, but for managers also. The more the managers are coached or mentored by other managers, the better they will become at this process for their own employees. According to this article, establishing incentive schemes such as rewards in bonuses, salaries, and promotion can be effective when asking employees for their contributions in knowledge sharing. Recruiting and hiring can also fill in gaps needed to achieve knowledgeable personnel the company needs. Although training and advancement in career opportunities with current employees can often be found as a better tactic than just hiring someone to fill a position.