According to Peter F. Drucker “People are definitely the company's greatest assets. It doesn't make a difference weather the product is cars or cosmetics. A company is as good as the people keep it.”
Some companies are still experiencing birthing pains even after years of operation. There are a number of obstacles particularly in the field of improving and managing the human resource effectively. Human resource management situation could be far from being excellent in some companies. In some private local companies, HR department is present but not fully functional. The multinational companies sometimes fare better in the human resource department because they have management tools perfectly in place.
The past human resource practices needs to be re-examined particularly unskilled qualified man power and unproductive organizations. The issues or problems surrounding the human resource management all falls under the functions of HRM discipline. The issues confronting HR revolve around several aspects such as:
Job Analysis and Design:
This function of HR needs constant monitoring as every day has new performance implications. In some companies, the job descriptions and specifications are not properly outlined and explained. Many times people found themselves performing overlapping tasks. This creates a problem since overlapping tasks does not make the person more productive and worse, it would not lead to the achievement of the goal of the job for which the position is created.
Work Flow Process:
Work process are sometimes not given greater emphasis and not implemented well. Accomplishing a task takes longer to complete than the usual. Some processes that are not necessary to the accomplishment of the task are also done. Consequently, people end up doing more work that does not lead to the achievement of their goals. It also makes the management process seemed more complicated and time-consuming.
Recruitment and Selection:
Recruitmentcould get better with the introduction of a number of new procedures and formats for hiring and selection but it's progress could be hampered by nepotism and malpractices. Hiring should be based on the qualifications of the applicant. The person they will hire needs to come up with certain performance standards to be able to remain in the organization.
Work Environment:
Office environment should meet health and sanitation standards. In some work environment the office does not provide a hospitable working environment that encourages productivity such as lack of proper seating arrangements in rooms and ignoring cleanliness.
Hierarchy:
Hierarchy in the government sector could be a factor. In some countries, expressing the point of view to the manager can cost the employee his job. The officers in higher positions demand following of protocols complete with paraphernalia which costs money for the government. In the private sector, it is the opposite, hierarchy is sometimes ignored which results in frustration to the manager.
Performance Appraisal:
Performance appraisals can either make or break careers. Sometimes, it is not unusual to see bending or distorting of appraisal to make the report more favorable to the employee. One report could spell a huge difference in a person's career such as job promotion. Performance effectiveness often means not showing excellent performance but closer ties with the boss. The person in the higher position often does not bother to socialize with subordinates because they do not give feedback to the boss.
Reward System:
Money is often seen as the only motivator even if employees are not compensated well. The reward system could possibly motivate people or be a real "reward system" if excellent performances is recognized by being promoted in the job or incurring a higher salary. Just as bad performance should incur disciplinary measures for the employee.
Aside from these pressing issues facing the sustainable advancement of human resource, there are more issues that need to be dealt with by HR such as:
- The need to use Cost benefit analysis in management decisions to determine the feasibility of a certain project or undertaking
- The education policies should be applicable to the industrial requirements
- Choosing the right people for the right jobs
- Poor leadership
- Lack of opportunities for growth
- Low motivation
- Passive behaviors
- Management by Objectives (MBO) is not in place
- Multitasking is not practiced among employees
- Pay is not based on performance level of an employee
- Commitment level is very low
- Lack of specialists in some subjects
- Deficient research in the area
- Improper Communication with in the organization
- Inflexibility
- Wrong perceptions
- Many organizations don't have a vision on where the company is heading
- Short term vision
