HR challenges issued ppt on business atmosphere.

1. MODI INSTITUTE OF MANAGEMANT AND TECHNOLOGY
A
CONTAMPRARY ISSUES REPORT
CHALLENGES FACED BY HR MANAGERS IN THE CONTAMPRARY BUSINESS ATMOSPHERE
Submitted in partial fulfilment for the Award of degree of
MASTER OF BUSINESS ADMINISTRATION
Submitted By : Submitted To:
PRAVEEN CHOURSIYA Mrs. RAMNEET KAUR
(MBA 2 sem.) (HOD MGMT.)
Year 2017 - 2019

2. IN THIS PAPER, WE HAVE DISCUSSED ABOUT THE
VARIOUS CHALLENGES FACED BY HR MANAGERS IN
CONTEMPORARY BUSINESS ENVIRONMENT.
Keywords
•HR Managers.
•Human Resource
Management.
•Contemporary Business
Environment.

3. INTRODUCTION
• A range of challenges are faced by organizations and
HRD professionals in managing and implementing
effective HR T&D, particularly in the climate of
globalization, and the new technological revolution
begins with the importance of human capital in HRD
practice, their education and technical training, and
also their communication and language skills.

4. MEANING
•The rapidly transforming business landscape
means that there are currently many human
resource management challenges which will
continue to evolve for years to come. Issues
facing HR are expected to change dramatically
in the next decades.

5. TOP FIVE TRENDS FOR 2018
SOME COMPANIES SEEM LESS GUNG-HO TO DITCH
ANNUAL PERFORMANCE REVIEWS THAN THEY WERE A
YEAR AGO.
• Millennial Are No Longer The Newbies
• Culture And Ethics Get A Much-Needed Refresh
• Some Have Second Thoughts About Ditching Annual
Performance Reviews
• Pay And Performance Decouple
• Teams Evolve To Accommodate Contingent Workers

6. CHALLENGES FACED BY HR
MANAGERS
• HR Collaboration with Line Managers
• HR Exhibition of Expertise in the Organization of
Work
• HR as Vanguard of Employees’ Welfare
• HR as an Innovative Agent
• Upgrading the Skills of HR Professional
• HR Creating Value in the Organization
• Business Challenges and Globalization
• The Effect of Information Technology in
Workplaces
• The Challenge of Privatization and Liberalization

7. APART FROM THESE CHALLENGES,
FEW CHALLENGES ARE AS
FOLLOWS:
• Change management.
• Leadership development.
• HR effectiveness measurement.
• Organizational effectiveness.
• Compensation.
• Staffing: Recruitment and availability of skilled
local labour.
• Succession planning.
• Learning and development.
• Staffing: Retention.
• Benefits costs: Health & welfare.

8. VARIOUS TASKS BY HR
MANAGERS
• Implement strategic organizational change for increased quality,
productivity and employee satisfaction.
• Construct an effective training program.
• Design a compensation system that motivates employees.
• Structure benefit packages and measure their success.
• Identify principles for developing, utilizing and conserving human
resources.
• Use data and statistics to make informed business Decisions.
• Leverage technology to enhance the contributions of the human
resource function to an organization.
• Develop financial management and budgetary skills.

9. IMPACTT’S
• The Volkswagen Group is one of the world’s largest employers in the
private sector. As of December 31, 2016, the Group, including the
Chinese joint ventures, employed 626,715 people, 2.7% more than at
the end of fiscal year 2015. The ratio of Group employees in Germany
to those abroad remained stable in the reporting period. At the end
of 2016, 44.9 (45.7)% were employed in Germany.
PACT FOR THE FUTURE
• In the 2016 reporting period, the Volkswagen brand signed a pact for
the future with the General Works Council for greater economic
viability and a more secure future at the Company’s German
locations. Among other things, this envisages losses of up to 23,000
jobs in Germany over the coming years, which will be accomplished
in a socially compatible way and without compulsory redundancies.
The job cuts will take the demographic curve into account, which

10. CONCLUSION
• The challenge does not stop with recruiting the right person
but with how we are going to manage the performance of our
employees. The challenge would be to create a performance
culture where in opportunities are provided for enhanced
performance and where giving out optimum performance
becomes a way of life. The future role of HR professional will
change from a less administrative role to more of a strategic
role. HR managers will continually be required to prove their
effectiveness and their existence.