ISSUES ON HUMAN RESOURCES MANAGEMENT

ISSUES ON HUMAN RESOURCES MANAGEMENT 

Apart from facing challenges in managing human resource as discussed in the previous topic, organisations must also be aware of issues relating to human resource management such as:

• Diversity in the work force

• Employee age distribution

• Women and dual income families

• Increase in education level

• Employee rights

• Personal issues

• Attitude change towards work

• Balance between career and family

(a) Diversity in the Work Force

This strategy is able to give a distinct effect on an organisation. Normally, an organisation that practices this particular strategy is seen as an organisation that performs social responsibility, and thus acquires satisfying returns on the products and services offered to its customers.

However, diversity in the work force does not affect human resource management in terms of strategic planning, recruitment, training and health. There are no ideal methods or formulae when it comes to managing diversity in the work force.

(b) Employee Age Distribution

The fluctuation of birth rates causes a change in the employee age distribution pattern in the labour market. For example, in the United States of America, the number of employees (aged 55 and above) that are supposed to retire is increasing and is believed to reach 15.2% in 2006. On the other hand, in the same year, the number of younger workforce (16 to 24) is expected to slip to 16%. This will cause a gap in the labour force for that particular year. An unbalanced employee age distribution in the labour market will complicate human resource management processes, especially human resource planning, recruitment, training and career development.

(c) Women and Dual Income Families

Women’s involvement in the working world has shown a drastic increase. Statistics have shown that two thirds (2/3) of married couples come from dual income groups. This phenomenon gives a big implication to working couples and employers in aspects of recruitment and placement. In other words, one party’s career change will affect the other party’s career. For example, if the husband is transferred to another place due to promotion, the wife has to decide whether to follow the spouse or remain in her workplace, thus forcing them to live apart.

Apart from that, most working women have toddlers and they need the services of a nursery. This forces employers especially human resource management department to prepare suitable amenities to fulfil the needs of the women workers as well as arranging certain programmes such as:

• flexible working hours;

• handling sexual harassment issues; and

• equal pay without discriminating gender.

(d) Increase in Education Level

The education level of the labour force has shown a drastic increase with the presence of an improved education system. Highly educated employees often have high hopes on employment and opt for careers that are challenging and interesting. Therefore, the management team has to carry out continuous evaluation to ensure employees’ talents and abilities are fully utilised, and jobs offered are challenging and employees are given the opportunity to develop their careers.

(e) Employee Rights

From time to time, authorities will give serious attention to employee rights. A number of rules and laws have been enacted to ensure the rights of employees are looked after. Some of them are:

• Employment Act 1955;

• Employees’ Social Security Act 1969; and

• Occupational Safety and Health Act 1994.

As a result, the human resource management team needs to be careful in any legal actions taken so that the organisation will not face any legal actions.

(f) Personal Issues

Personal issues are starting to get attention from employees and their employers. It is the responsibility of the manager and staffs from the human resource management department to manage all employee information well so that employees’ personal information is not circulated and misused by irresponsible people.

(g) Attitude Change towards Work

Employees nowadays value lifestyle satisfaction that can be achieved by balancing between challenges and rewards rather than the relationship between work and lifestyle. Apart from that, employees are also more attracted to interesting jobs, and the opportunities to use and develop themselves through the tasks appointed to them. This change has affected human resource management to come up with ways on how to manage and motivate employees. Consequently, the roles of human resource management are becoming more complex as opposed to previous situations whereby employees are only concerned with the economic values of their jobs to support their families.

(h) Balance between Career and Family

The issue of balance between career and family is more looked into by employees nowadays. Employees are no longer willing to do overtime even though they are offered higher pay. This is because they would rather spend time with their family. As a result, ‘family-friendly’ concept has been introduced by many organisations by offering more family-friendly options. Among the family-friendly programmes introduced are part-time jobs, work-sharing, maternity leaves, flexible working time, child tending leaves and telecommunication services. However, these programmes are not well received by single employees as they do not get to enjoy any of the perks and benefits from the programmes.