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Challenges of HRD Managers

Organizations and HRD managers face several challenges. For organizations, challenges include competing in a global economy which requires more educated workers, retraining the workforce to be culturally sensitive, and developing global leaders. HRD managers face challenges related to workforce trends like an aging workforce and increased diversity, as well as technology trends including new devices, e-commerce, and networking changes. Key future challenges include shifting communications to a more strategic role and facilitating organizational learning.

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SAIDA SHEEBA
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60 views30 pages

Challenges of HRD Managers

Organizations and HRD managers face several challenges. For organizations, challenges include competing in a global economy which requires more educated workers, retraining the workforce to be culturally sensitive, and developing global leaders. HRD managers face challenges related to workforce trends like an aging workforce and increased diversity, as well as technology trends including new devices, e-commerce, and networking changes. Key future challenges include shifting communications to a more strategic role and facilitating organizational learning.

Uploaded by

SAIDA SHEEBA
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Challenges to Organizations and HRD

Managers

SF CHANDRA SEKHAR
PROFESSOR, SSIM, NH44, SEC’BAD -100
[email protected]
Overview

 Challenges – needs definition


 To Organisations – for productivity, profits and
survival
 ToHRD Managers – synergizing employee
competences for contribution to business goals.
Challenges

 the situation of being faced with something that


needs great mental or physical effort in order to be
done successfully and therefore tests a person's
ability: Finding a solution to this problem is one of
the greatest challenges faced by scientists today.
Challenges to Organisations

 Lets see
Competing in a Global Economy
As INDIAN companies prepare to compete in a global economy,
many are introducing new technologies that require more educated
and trained workers
In fact, today, over one-half of all jobs require education beyond
“high” school.
Successful organizations hire employees with the knowledge to
compete
Competing in the global economy will require more than
educating and training workers
Retraining the work-force
 successful companies will institute quality improvement
processes and introduce change efforts (e.g., high
involvement programs)

 The workforce must learn to be culturally sensitive to


communicate and conduct business among different
cultures and in other countries.
Developing managers to be global leaders

 Ithas been identified as a major challenge for


organizations in this decade. Developing globally
competent managers will be discussed in more in
next chapters. Additionally, employers are learning
and implementing new ways of managing their
employees.
Eliminating The Skills Gap

 In 2019, several new-age jobs could not find a


suitable match due to skill gaps across sectors.
 According to the International Labour Organisation
(ILO), India is staring at a 29 million skill-deficit
by 2030.
 Owing to the skill shortage, 53 per cent of Indian
businesses could not recruit in 2019.
New Education Policy

500 pages distilled to 65 pages


Very ambitious targets
Resistance
NEP - Priorities

 Numeracy Vs. Literacy


 Early Childhood Care and Education
 Restoration of Importance to Arts, Humanities and Social Sciences
 Quality of Research
 Language Learning
Challenges to HRD Managers

 Workforce trends
 Technology Directions
Workforce Trends

 Small or smaller business predominate


 85% of workforce employed by companies having less
than 200 size, characterized by
 When moving to large firm employees are ready for
leadership roles due to nature of work
Flexibility
Breadth rather than depth
Generalists rather than specialists
Workforce trends - 2

10 – 20% workforce in any firm may be


contingent workers – temps & Subs
Temp-to-permanent hiring path
Try-before-buy may replace more traditional
recruitment procedures.
Workforce trends -3

 Aging workforce
 Protected labourforce increases in 45-50 years
 Greatest rate of growth in 50-64 age group
 Increasingproportion of workers will be older, women
and part-timers.
 More diversified workforce
Workforce trends
 Technology impact on workforce
 Telecommuting
 Growth rate seems accelerating
 Changes workplace/superior-sub. Relations
 Liability/workman compensation
 Training
 Criticalto maintain workforce skills as technology changes accelerate
 Increasingly delivered through computers even for non-computer tasks
 Shortfall in high-tech sector employees
 Immigration to take slack
High-tech tasking will continue to move offshore. All will
come to india.
 Students opt out of graduate programmes for earning in
lucrative high-tech jobs
 Preponderance of start-up in this sector will continue to
drive up wages & total compensation
 Jobs will increasingly require more education
 Pay and advancement between minimal educated and more
educated will continue to widen
 Growth rates for high skill jobs will be high
 5% jobs require moderate on-the-job training
 14% require slightly better for jobs requiring college degree
 29% for occupations require Master’s degree
Technology Trends : Devices
 Smart phones/internet phones
 Smart cards
 Wearable PCs
 Global Positioning System in everything
 Always know where you are
 Transponders: always know where your car, kids, spouse, your stuff, your
employees are.
 Privacy concerns
Technology Trends : Devices
 Personal digital assistants
 Voice enabled
 Eventually include phones with gps, and digital music
 Electronic paper
 Robots
 Not those silly one-armed industrial robots but those which respond to
your voice and do many things. Perhaps surrogate spouse.
Technology Trends : Devices
 Digitalmusic devices
 Video conferencing

that can be invented has been invented (Charles H.Duell,


 Everything
commissioner of US patents office,1899)
I thing there is a world market for may be five computers (Thomas
Watson, Chairman, IBM 1943)
 Thereis no reason for any individual to have a computer at home (, Ken
Olsen, Digital Equipment,1977).
Technology Trends : networking

 Internet/intranet
 No more standalone PCs
 Application service providers
 Mainframe power to PCs
 In-home networks
 Highbandwith
 PC/TV convergence - SmartTV
 Web Versions
 Web 1.0 – The shopping carts & static web
 Web 2.0 – The writing and participating web
 Web 3.0 – The semantic executing web
 Web 4.0 – “Mobile Web”
 Web 4.0 5.0- Open, Linked and Intelligent Web = Emotional Web
Technology Trends : ECOMERCE

 Increasing Critical Mass


 B2B INCREASES
Future Challenges

 Across-the-board developmental shift from


a ‘craft’ orientation to communications,
characterized by technician role
enactment and communications service
departments or units carrying out low-level
communication mechanics, to a strategic
management function.
 Three Challenges : Strategy, Structure,
People
Tough Challenges

 The Need for Lifelong Learning


 provide opportunities
 Through their career
 Facilitating Organizational Learning
 able to learn, adapt, and change
Knowledge management

 setof practices aimed at discovering and harnessing an


organization’s intellectual resources
unlock people’s expertise, skills, wisdom, and relationships
 intellectual
capital is the collective brainpower of the
organization
All the best

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