International Journal of Trend in Scientific Research and Development (IJTSRD)

Volume 8 Issue 4, Jul-Aug 2024 Available Online: www.ijtsrd.com e-ISSN: 2456 – 6470

A Study on Humanitarian Resource Management Difficulties

Akriti Sharma, Harry George
Assistant Professor, Department of Hotel Management and Hospitality,
Atal Bihari Vajpayee University, Bilaspur, Chhattisgarh, India

ABSTRACT How to cite this paper: Akriti Sharma |

The phrase "human resource management" (HRM) refers to formally Harry George "A Study on
designed systems for managing people within an organisation. A Humanitarian Resource Management
human resource manager's duties mostly come under the headings of Difficulties"
Published in
staffing, compensation and perks for staff members, and
International Journal
defining/designing work. HRM's primary goal is to maximise an of Trend in
organization's productivity by enhancing each employee's Scientific Research
effectiveness. Despite the business world's rapid pace of and Development
development, it is doubtful that this obligation will change in any (ijtsrd), ISSN: 2456- IJTSRD67160
significant way. The primary goals of the HR department will always 6470, Volume-8 |
be to attract, nurture, and retain talent, align employees with the Issue-4, August 2024, pp.751-754, URL:
company's goals, and significantly contribute to the success of the www.ijtsrd.com/papers/ijtsrd67160.pdf
company. These three difficulties won't ever alter. Small businesses,
which frequently lack a dedicated HR department, may find it Copyright © 2024 by author (s) and
difficult to manage their human resources. They might only have one International Journal of Trend in
Scientific Research and Development
HR employee, or the CEO might still be in charge of this. Whatever Journal. This is an
the case may be, small business owners must be aware of the Open Access article
difficulties in order to overcome them and be ready to deal with HR distributed under the
concerns when their firm and employees expand. The purpose of this terms of the Creative Commons
essay is to examine the problems with HRM, make recommendations Attribution License (CC BY 4.0)
for solutions, and identify newly emerging issues. (http://creativecommons.org/licenses/by/4.0)

KEYWORDS: The staff, Organisations, Difficulties in Human

Resource Management

INTRODUCTION Statement of the problem

The globe is becoming borderless as a result of Today's HR managers face a challenge as they try to
improved communication tools, ground-breaking compete with competitors on a worldwide scale and
technology, and the removal of social and economic survive in a diverse market. In this competitive day,
boundaries, and nations are quickly integrating into a maximising the use of available personnel is a very
genuinely global economy. In this situation, the HR difficult challenge for any HR manager because
manager's function has grown significantly in human resources are necessary and very important for
importance since he is responsible for fostering an every business, regardless of size and type of
environment in the workplace that enables employees organisation. Since there are new issues in HRM, we
of all backgrounds, cultures, and nationalities to have picked this topic and tried to analyse them in
collaborate effectively and thrive. In therefore, we order to find solutions.
may claim that a significant transition in HRM is
Objectives
taking place and that it will alter the direction of a
1. To explore the difficulties in HRM
career in a variety of unpredictable ways. Employees
2. To make recommendations for overcoming
are emphasising business acumen more than ever
obstacles.
before, and many administrative tasks are being 3. To draw attention to HRM's upcoming issues.
automated or outsourced. As a result, many HR
professionals will be required to showcase new Research methodology
talents and fight for new, occasionally uncharted Secondary data were employed in this investigation.
responsibilities. The information was gathered using websites, the
internet, etc.

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 International Journal of Trend in Scientific Research and Development @ www.ijtsrd.com eISSN: 2456-6470
Findings benefits are maximised and its drawbacks are as little
Emerging HR challenges as feasible.
1. Globalization in HRM
3. Employee Selection
Every successful businessman's mind has been
Any organisation must select its staff carefully, but
invaded by the phrase "globalisation," and the idea of
small businesses that may find it difficult to compete
a "global village" is a prevalent problem in the
with larger employers should pay special attention.
contemporary business world. People from all over
To help them create and deliver high-quality goods
the world are coming together as part of the process
and services, small businesses require staff who are
of globalisation, which is facilitated by the extensive
qualified and competent. In addition to these
network of communication technology. The modern
challenges, there are a few other elements that affect
business environment has been impacted by this
hiring decisions. A HR manager must therefore take
feature of globalisation. Today's HR managers don't
into account each of these factors when choosing the
have to rely on a narrow, constrained market to get
employee who would be most beneficial to his
the qualified workers they need to tackle global
organisation. The following are a few of the variables
difficulties; instead, they may hire people from all
that influence staff selection:
over the world.
External Variables:
How “Globalization” affects to HRM challenges....
 Recommendations
1. Indian enterprises are concerned about how to
If the person being recommended is good or bad,
deal with competition from MNCs.
current employees may suggest their friends or family
2. As globalisation advances, more foreign to fill the positions.
businesses are joining the Indian market, and
 Political influence
domestic businesses will face even more difficult
We could have to choose those individuals if they
hurdles in the years to come.
show up for the interview under the influence of
3. Businesses are compelled by globalisation to politicians who are well-known to the HR manager
quickly expand outside of their immediate borders and have good relationships with the business.
into the global market.
 Individual bias
4. The replacement of less trained, unskilled, and  Paying
superfluous labour with highly competent and Some candidates might demand bribes in order to
technically trained individuals will demand advance.
significant investment and modernisation.
Internal Variables:
The requirement for training will inevitably grow as  The cost of hiring
well-trained executives' technological and The selection process may be impacted by the cost of
behavioural abilities need to be updated. the recruitment procedure.
2. Handling multicultural/Diverse Workforce  Analyses jobs
A workforce that is multicultural is one that consists  Planning for Human Resources
of both men and women who come from a number of A plan for choosing staff members may already have
various racial and cultural origins. Despite some been created prior to hiring, and an HR manager may
distortions that may be brought on by prejudice or need to follow that plan in order to avoid being
cultural bias in hiring, the labour force in any nation unable to make additional judgements.
reflects the people from which it is drawn. HR
4. Observing laws and regulations
managers may find it difficult to deal with employees
It can be challenging for business owners to stay on
who have different "age," "gender," "race,"
top of evolving employment legislation. Many people
"educational background," "location," "income,"
decide to disregard employment regulations because
"parental status," "religious beliefs," "marital status,"
they think their firm is exempt from them. However,
"ancestry," and "work experience." Communication
doing so may result in audits, legal action, and
problems and an increase in conflict that might arise
ultimately the failure of a corporation. It will be
when persons with various standards and habits
difficult for the HR manager to choose an employee
interact can result from cultural differences. The
while taking into account all employment rules and
diversity of the workforce is growing as a result. The
regulations because he would be responsible for
HR manager has a difficult job managing these
employing employees and has a duty to take care of
individuals with diverse religious, cultural, and moral
employment laws and regulations. He needs to keep
backgrounds. Therefore, it is crucial for an HR
manager to establish a setting where diversity's

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 International Journal of Trend in Scientific Research and Development @ www.ijtsrd.com eISSN: 2456-6470
up with the evolving laws and norms governing the 7. Retaining a Worker
workplace.  Working professionals now have the freedom to
work across the globe because to globalisation.
5. Educating and Developing
Knowing where you stand right now and,  Hiring and maintaining the greatest industry
occasionally, where you will be with your abilities in professionals is no joke these days because they
the future is key to effective training. Persons can have unlimited profitable opportunities to work.
learn new material, new methodologies, and refresh  Creating a great workplace and offering greater
their current knowledge and abilities through training, pay and benefits than your rivals can help you
which leads to significant changes and boosts keep them on board and inspire them.
productivity at work. The goal of providing 8. Managing Conflict
instruction is to make an impression that endures after Organisations cannot exist without conflict. 80% of
the programme is over and to keep staff members conflict situations are known to arise without human
informed of emerging trends. Training can be volition. Its root causes are the unique traits of each
provided to help both individuals and groups increase person as well as the organisational structure, which
their skills. A process known as organisational is influenced by the company culture. Organisations
development "strives to build the ability to achieve face a clear and present danger from work-life
and maintain a new desire state that is advantageous conflict, and if they choose to ignore it, they run the
to the organisation or society and the world around risk of accepting subpar employee performance.
them." The issues facing the human resources Managers of human resources should be able to
department in training and developing a workforce resolve disputes between employees and employers
range from guaranteeing the continuity of the top without offending either party.
performers who power the business to coaxing
success from underachievers and untapped potential Even though interpersonal disagreements are almost
employees alike. Another typical HR issue is the lack impossible to prevent, HR managers can overcome
of funding for education and growth of lower level the problems by handling them diplomatically. To
personnel. Some businesses struggle to locate the prevent further disputes, they must be able to listen to
necessary resources. Front-line personnel are among each party, make a decision, and persuade them of
the toughest workers and they might not have enough their decision.
time to attend a training session. How might the HR difficulties be overcome...?
6. Balance with Work Life  Proper HR planning: In order to meet the
When both the husband and woman are working, aforementioned challenges, an HR manager must
balancing work and life becomes important. In India, properly plan before beginning the recruitment or
there are 150 million urban females, 15% of them are selection process. This includes determining the
working women. Any business that aspires to be number of openings for each type of position,
regarded as "a great place to work" must take special where to find candidates for those positions, the
care to reduce and enable employee work-life qualifications that candidates must have, how to
conflict. The difficult part is figuring out how to conduct interviews, and any obstacles that may
support employees' ability to combine work and life come up when choosing a candidate.
without interfering with their private affairs. Such an  Assistance: A HR manager is responsible for
organisation frequently struggles to come up with overseeing facilitation for both new and existing
innovative solutions that are doable to implement but personnel. In order to prevent employee retention,
have a significant impact. Successful businesses in he must take special care of female employees
this field have elevated the concept of work-life and the most qualified and bright workers. He
balance by helping their people realise their full must also consider what will serve as an incentive
potential rather than just focusing on the domestic for employees to get inspired to provide their
challenges that they face. best.
Work-life balance initiatives include:  A human resources manager should act ethically
 Childcare available on-site or nearby in order to maintain friendly connections with
 Combining jobs staff, prevent conflicts, and manage a varied
 Sick leave regulations workforce with care.
 Adaptable working hours  Coordination: An HR manager must deal with a
 Take care of employees and ill children diverse workforce and inspire his team members
to take initiative. As a result, he must cultivate a

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 International Journal of Trend in Scientific Research and Development @ www.ijtsrd.com eISSN: 2456-6470
coordinated mentality both inside himself and in 6. Handling a workforce with different generations.
the workplace. 7. Retention and motivational techniques.
 Sympathy and Consideration: Because humans 8. Convenient working hours.
are social creatures, they require consideration 9. Having a healthy work-life balance.
and sympathy from others, whether at work or 10. Managing the five r's.
otherwise. Because an HR manager deals with 11. Workplace interactions.
people, he or she needs to be sympathetic and Conclusion
take the problems of others into account. According to the aforementioned justifications,
 Knowledge of Labour: An HR manager needs to globalization has numerous effects on businesses,
have thorough knowledge of labour, which some of which may involve cultural diversity. The
includes understanding workers' attitudes. In HRM of today must develop the knowledge,
addition to having extensive experience managing perspective, and skills required to gain a competitive
a diverse staff, a manager must be aware of edge on a global basis. Since creativity and
evolving employment laws and trends in the innovation are recognized to be the secret to success,
labour market. He must be aware of the lowest HR managers must constantly be on the lookout for
and highest wage rates as well as the standard them. To meet the challenges of globalization, which
working hours. has given firms a completely new perspective, HR is
crucial. Since the company has become more adept at
 Intellectual Requirements: To be an HR manager, utilizing technology, it is crucial to adapt any
a person must possess strong academic developments. In addition to the effects of
qualifications as well as the necessary expertise globalization, a human resources manager will need
and experience. to consider a number of other factors when choosing
 Equality: A human resources manager shouldn't the best candidate. These include technological
treat his employees harshly. advancements, the competency of current employees,
the skill and knowledge of the younger generation,
 Interaction: The HR manager or departmental laws and regulations governing employee benefits,
managers must have clear and understanding and the growing level of competition in the business
communication with the employees. Business world.
owners should concentrate on explaining the
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