The modern workplace is dynamic and ever changing presenting potential challenges for organizations. Challenges ranging from economic, social and technological issues continue to rise in organizations that may affect its production and revenues. The best way to successfully navigate these challenges is by anticipating them and positioning the organization to avoid potential obstacles ( Noe et al., 2017) . The human resource department takes a center stage in dealing with these challenges and maximizing on opportunities. This paper discusses the social, economic and technological issues that may affect an organization in the near future and strategies to handle them.
There are several issues facing organizations today that can have an impact on the future operations and functioning. The economic uncertainty is one of the issues that are bound to affect the organization in the future. Many organizations are straining with their budgets due to economic burdens that are influencing hiring strategies among other HR decisions such as compensation ( Stone & Deadrick, 2015) . The uncertainty may cause lower rate of economic growth as firms are unsure about future directions. The organization can respond by creating a flexible stance to enable easy adaptation to changed conditions and avoid losses. Business preparedness is crucial during such periods of economic uncertainty, which goes beyond employment issues to include financing, sales and operations. However, getting human resources can also help an organization thrive an uncertainty.
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Demographic changes are also serious concerns affecting an organization by mounting many aspects of employment. The changes include a changing workforce and increased cultural diversity within the workplace. Retirement of baby boomers leaves a significant impact on the workplace as it resembles loss of many high skilled individuals with vast amount of experience, including those in top management. More millennials are entering the workforce with different expectations to the older generation and may present challenges for human resource. For example, the factors of engagement, motivation and recognition differ, where senior generations want their expertise to be recognized while younger generation expect their personal contributions to be appreciated ( De Meuse & Mlodzik, 2010) .
The Human Resource has to come up with measure to make demographic transitions without affecting workplace transition, including providing training and creating a favorable working environment. The HR department has the challenge of finding capable replacements as well as manages the demographic change to avoid workplace disruption. Organizations have to understand the specific expectations of the young generation and adapt to their requirements in creating a healthy working environment ( De Meuse & Mlodzik, 2010) . The work-life expectations are also affected by the changing demographics and something that HR managers have to consider when hiring.
Government regulations have also become a challenge for organizations which have to adapt their operations and ensure regulatory compliance. The shift in markets and technologies has seen rules and regulations regarding workplace environments changing. Today, the EEO rules advice against any form of discrimination at the during the hiring, compensation and promotion processes at the organization ( Stone & Deadrick, 2015). There are laws related to securing customer data, hiring, promotion and compensation that have to be met to avoid any problems. The regulations impose costs on a firm that will fail to comply including a ruin on the reputation of the company. Compliance to government regulations is important to avoid incurring penalties and potential legal issues that could affect an organization. The HR manager has to monitor any change in government regulations regarding staffing and ensure the organization complies with the standards effectively ( Noe et al., 2017) . For example, there should be policies against any form of discrimination and ensure all HR processes consider inclusivity and diversity.
There is also a challenge of data insecurity due to new technology for the organization. A company faces a threat of data breach or risks to global supply chain. Cyber security challenges including ransomware are a threat to organizations that can lead to losses. Cybercriminals are spreading a virus onto business intellectual information and threaten to remove it only after meeting certain demands that in the form of numerous cash ( Moon & Chang, 2016) . The number of ransomware attacks has been on the rise placing organizations under risk of losing money and intellectual information. The solution is for organizations to take cybersecurity seriously and enact appropriate measures to combat malware attacks. The top management should invest in cybersecurity by employing experts in the area as well as investing in technologies that will block any form of cyber-attack.
There are also issues due to with staffing and getting the right employees for an organization. Hiring has also become a challenge for organizations which are struggling to attract best employees, thus creating a shortage of skilled workers ( Noe et al., 2017) . This shortage arises from growing mismatch between the education sector and work requirements, where newly graduates are not well equipped with skills relevant to the workplace. This shortage of skills will have a major impact on organizations especially with demographic change, driving up labor costs as employees will have to offer more generous benefits to attract and retain skilled employees ( Al Mamun & Hasan, 2017) . At the same time, employee turnover is a potential challenge affecting organizations in the near future. High employee turnover is brought about by employees who believe organizations are not operating efficiently and are not effectively structured. Employees think staffing levels are inadequate in organizations and also protest unhealthy work environment. The lack of clarity around reward and development puts off employees who feel better performances will not lead to opportunities to progress ( Al Mamun & Hasan, 2017) . High turnover means business have to face increased costs of hiring and training new employees for replacement. High turnout affects productivity and employee morale
Reducing turnover is going to be a requirement for organizations since talented employees are more likely to accept offers from other organizations. The human resource can respond by creating a work environment that helps employees get their work done efficiently by creating policiesn ( Noe et al., 2017) . The work environment should foster employee engagement, respond to their needs regarding compensation and benefits as well as ensuring no discrimination whatsoever within the workforce. A healthy work environment will attract skilled employees while reducing the rate of turnover issues within the organization.
In conclusion, the ever-changing complex environment is creating more challenges for human resource managers. There are trends in the market that HR managers need to look out over the next few years and strategize to combat them. Most organizations lack the right strategies to respond to these challenges due to lack of anticipation for the problem. However, HR seeking to stay at the top of their game need to pay attention to industry trends and prepares to avoid being caught unaware. The organization also needs to implement policies that foster a healthy working environment that will attract top skilled employees for the benefit of the firm.
References
Al Mamun, C. A., & Hasan, M. N. (2017). Factors affecting employee turnover and sound retention strategies in business organization: A conceptual view. Problems and Perspectives in Management , 15 (1), 63-71.
De Meuse, K. R., & Mlodzik, K. J. (2010). A second look at generational differences in the workforce: Implications for HR and talent management. People & Strategy , 33 (2), 50-59.
Moon, J., & Chang, Y. (2016). Ransomware analysis and method for minimize the damage. The journal of the convergence on culture technology , 2 (1), 79-85.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage . New York, NY: McGraw-Hill Education.
Stone, D. L., & Deadrick, D. L. (2015). Challenges and opportunities affecting the future of human resource management. Human Resource Management Review , 25 (2), 139-145.
