The process of human resource management involves employing people, setting up policies that relate to the employed individuals, training, compensating, and finally coming up with strategies to retain them in your circle or business. As an HR manager, one is obliged to making the people working under their institution have a healthy working environment. This is by maintaining discipline in work areas, ensuring proper communication in work setting to achieve greater output. As a line manager, one is most likely to face challenges along the long road. However, these challenges must be faced and settled for the betterment of the firm or organization at large.
Staffing is one of the many challenges or obligations of a linear manager. Although it has been quite a big issue in most cases, all organizations are willing to staff their organizations effectively and without bias, hence causing a work overload on the few existing workers. However, staffing involves developing a plan on staffing, developing policies to encourage multiculturism among the workers (Battaglio et al., 2020). Recruitment and interviewing of the recruited to select a few meet the standards (Ahmaad et al., 2017). Most work settings have poor to no compensation and benefits administration on their employees. This happens mostly due to fund embezzlement by some individuals sitting on high tables, leaving the employees to suffer the tides of poor or late payments, little to no health benefits, denial of sick leaves, among others.
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However, it is the work of HRM professionals to ensure that compensation meets the industry standards; they should also ensure that it is fair and high enough to entice every individual to work. It is, therefore, quite clear that most of the firms or institutions that offer employment care more about the profits they make and tend to forget to cater to their worker’s well-being (HRM, 2011). It is, however, the obligation of each HRM professional to ensure that standards and equality are maintained all along to maintain an equally productive firm.
References
Ahammad, T. (2017). Personnel management to human resource management (HRM): How HRM functions. Journal of Modern Accounting and Auditing , 13 (9), 412-420.
Battaglio, P. (2020). The Future of Public Human Resource Management.
Human Resource Management. (2011). University of Minnesota Libraries Publishing
