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Are you interested in human resources but want to know more about the biggest challenges facing the industry? Human resources (HR) is a rewarding field, but it does pose certain challenges. That is true of any job, the key is to understand the issues so that you can resolve them in a timely fashion.
As an HR manager, you are bound to encounter challenges with the following aspects of the job that you’ll need to know how to overcome.
Finding and hiring new employees is one of the primary functions of an HR department. Though a manager might be able to delegate certain tasks, you still have to teach your team members essential recruiting skills. Here are a few challenges that you can expect to face:
Attracting Qualified Candidates
In today’s job market, you need to stand out as an employer to attract top talent. Most job seekers will avoid working for companies that have poor reputations. Plus, prime candidates will be snapped up within a matter of days.
To better recruit talent, you’ll need to work with the marketing department to strengthen your brand. You’ll want to know how to make it easy for candidates to envision a future with your company. By doing so, you not only attract the most qualified candidates, but you will also reduce your turnover rate and recruitment costs.
Finding the Right Candidate
Not every potential hire will be right for the role. Even if you have a pool of fifty applicants to choose from, there’s a possibility that none of them will possess the skills for the job.
You have to learn to be as clear as possible when stating the role requirements. When drafting questions for candidates, avoid generalization and go for specific queries that will paint a clear picture of the individual’s skill set and compatibility. You will be looking for individuals who are proactive about solving problems and seek out new opportunities instead of sticking to what’s familiar.
Narrowing the Skills Gap
What is the “skills gap”? To put it in simple terms, it means that there are not enough qualified job seekers to fill all the roles out there. This can represent a great deal of wasted time, especially for HR departments.
How will you sidestep any issues by creating clear and concise job descriptions? Making a full list of prerequisites and emphasizing that only candidates who meet all the criteria will be considered is a good start. It sounds harsh, but it is better than going through the interview process, or worse yet, onboarding, with someone who does not have the necessary skills.
Once a qualified candidate is on board, you want them to stick around long enough to benefit the company. That’s often easier said than done.
Competition
As remote work becomes more prevalent, as an HR professional, you’ll find yourself competing with similar businesses from all around the world. That means companies must work harder to stand out not just on a local level, but on a global scale.
To keep employees from seeking other opportunities, you need to know how to foster a welcoming and engaging work environment. Workers need to feel acknowledged and appreciated if they are going to stay on board.
Compensation
It is critical for businesses to offer competitive wages. That goes without saying. If a qualified individual can do the same amount of work for more money at another company, they are bound to jump at the opportunity.
However, today’s workers want more than just a paycheck. You can learn how to attract younger hires that are drawn to careers that will align with their personal views and offer a sense of fulfillment. They are bound to seek greener pastures if they feel that their work is either meaningless or underappreciated.
During the onboarding process, HR teams have to stress the importance of the role the new hire will be filling. Mentioning the various ways in which their specific skill set will benefit the company is important. Don’t go overboard with the praise, just make sure they know you’re happy to have them on your team.
It’s common for employees to hit a slump every now and again. A good HR manager should know how to motivate workers.
Communication
HR employees must encourage employees to report when they encounter issues they are not sure how to face. It’s important for them to trust the department to listen to their concerns without judgment. They will want HR to follow through by offering assistance. This will help people work through their challenges efficiently, helping them stay on track.
Appreciation
Everyone wants to feel appreciated, both in and out of the office. Understanding how to thank employees regularly for the hard work they put in is crucial.
Your gratitude will have more impact if you can put it in writing but saying it in person is fine too. Either way, be you’ll need to include specifics whenever possible so that the worker knows you are sincere and not just going through the motions.
When should you take this step? You will have numerous opportunities. When someone completes a large project or celebrates a milestone with the company, for example, you can acknowledge their achievement.
HR managers can play a huge role in leadership development. They might run training sessions or workshops to aid employee advancement. They can also offer surveys and feedback tools to help other department managers assess their expectations for their teams.
Though they are called managers, HR leaders should function more as coaches than commanders. In this role, you will be expected to help employees shine without taking center stage yourself.
Too Many Responsibilities
Leaders often must manage other team members as well as the projects themselves. This can be overwhelming, especially if the project has a strict deadline.
Encouraging supervisors and managers to delegate lesser tasks and tackle projects in segments rather than all at once will be a valuable skill.
Being the Bearer of Bad News
Most managers will face difficult conversations from time to time. Laying off employees, for example, is challenging no matter what the reason. Even a simple disciplinary report can be tough to deliver if you have never done it before.
Tact and professionalism will go a long way in these situations. When you are the one delivering the bad news, remain calm and communicate the issue clearly. If you must train others in this area, give them a practical demonstration to illustrate what is expected of them.
Encouraging Independence
Leaders should not have to breathe down the necks of their team members to keep them on task. It’s better to allow them some space to complete the job while remaining on the sidelines as an encouraging presence.
When employees know that you trust them to do their work, they will remain motivated and perhaps take more initiative in the future. All of this will contribute to productivity and, ultimately, the company’s bottom line.
If you want to jump-start your career as an HR manager, a great way to do so is to enroll in a technical college.
When you obtain certification from a technical college, you gain the skills you need in just one to two years. You will learn the key aspects of human resources, including staffing, training, safety, employment law, employee and labor relations, international affairs, and compensation and benefits.
Plus, a technical school education allows you to learn from real professionals who have experience in the field. That will give you a well-rounded view of the job before you have even begun. There are also strong support networks in place that will help you make connections and land a great job as soon as you have your certificate in hand.
HR is an intellectually stimulating and rewarding field. However, you are bound to encounter challenges from time to time, especially as an HR manager. Once you know how to navigate the most common issues, you will be able to work through them in no time.
Interactive College of Technology offers one of the only Associate of Science Degree programs in Human Resource Management in the U.S. Let Interactive College of Technology be your stepping-stone to a career in human resources.
So, let’s take the first step together! Contact us now to learn more.