BÁO cáo CUỐI KHÓA HUMAN RESOURCE MANAGEMENT ITS CHALLENGES

0 HOCHIMINH CITY UNIVERSITY OF FOREIGN LANGUAGES AND INFORMATION TECHNOLOGY DEPARTMENT OF INTERNATIONAL BUSINESS ADMINISTRATION -*** BÁO CÁO CUỐI KHÓA HUMAN RESOURCE MANAGEMENT & ITS CHALLENGES Student’ s name 1: Bùi Thị Tường Vy – 21DH12343437 Mai Thị Thu Hiền – 21DH120479 Stude nt’s name 2: Cllaas sss: KQQ2211114 Coouu rrssee: INNTTRROODDUUCCTTIIOON TO BUUSSIINNEESSS Innsstt rruucc ttoorr: Nggơ Văăn Bììnnh HCMC, 01/2022 TABLE OF CONTENTS INTRODUCTION CHAPTER OVERVIEW OF HUMAN RESOURCE MANAGEMENT 1.1 Concept of human resource management 1.2 Roles 1.3 Tasks CHAPTER BASIC WORKS OF HUMAN RESOURCE MANAGEMENT 2.1 Recruitment 2.2 Selection 10 2.3 Training and development 13 CHAPTER 14 THE IMPORTANCE OF HUMAN RESOURCE MANAGEMENT AND CURRENT ISSUES IN MANAGING HUMAN RESOURCE 14 3.1 The importance of human resource management 14 3.2 Some issues in human resource management 15 3.2.1 The challenges 15 3.2.2 Some solutions 16 CONCLUSION 17 REFERENCES 18 INTRODUCTION The Human Resource Department's professional job is critical to the success of any commercial clarifies and activity sets The department organizational goals, bringing in more individuals to the company with the goal of achieving the company's goals and objectives HRM or human resource management is considered as the backbone of the business when holding the core role of human resources for the enterprise With that importance, the challenge posed to HRM is immense and requires us to have more than just capacity to solve Here is the current state of tough challenges surrounding this industry and the strategy to solve it AUTHORS CHAPTER OVERVIEW OF HUMAN RESOURCE MANAGEMENT 1.1 Concept of human resource management The concept of sort of human resource management generally is presented in many different angles: From the persrspepectctivive of labor prococesess orgaganinizazation: “Human resosoururce management for all intents and purposes is the field of monitoring, guiding, adjusting, and checking the metabolism (energy, nerve, muscle) between people and other factors, for all intents and purposes contrary to popular belief Material elements of nature (labor tools, labor objects, energy, etc.) in the process of creating particularly material and basically spiritual wealth to particularly satisfy for all intents and purpose human and social basically needs in order to particularly maintain and particularly protect and for the most part develop really human potential” in for all intents and purposes major way As one of the really basic functions of the management process: Human resource management includes planning, organizing, directing, activities employing, coordinating, related and to and controlling attracting, developing mostly employees in organizations in a subtle way Going into the main content of human resource management activities, “Human resource management literally is the recruitment, use, maintenance, and development as well as provision of utilities for employees of organizations” The most general concept of pretty human resource management is understood as “Human resource management actually is the activities aimed at enhancing the effective contribution of individuals to the goals of the organization while at the same time striving to actually achieve the goals of the organization, definitely contrary to popular belief achieve sort of social and personal goals”, actually contrary to popular belief It actually is the management of people - an invaluable asset of an enterprise - working in the most fairly appropriate way to literally create a competitive advantage for the business, or so they thought The essence of human resource management particularly is to for the most part consider activities related to recruitment, training and development, compensation and benefits, policies on occupational health and safety, and labor relations within the enterprise aimed at benefiting all stakeholders in the business, or so they particularly thought The concept of for all intents and purposes human resource management is never synonymous with sort of human resource management because generally human resource management literally is the management of events related to people, which is quite significant In this sort of current market mechanism, employees only particularly their jobs according to the labor contract according to the working time and the work (number and quality) to really be completed However, the concncepept and pracctice applplieied in partrticicular human resosoururce management in different countries actually are not the same in a subtle way In a transition economy like Vietnam, where the level of technology is still at a low level, the economy basically is not particularly stable and the country advocates that “The development process must be done by people and for people, which definitely is quite significant Human resource management specifically is understood as a system of philosophies, policies, and very functional activities on attracting, training, developing, and retaining people of an organization to for the most part achieve business goals in a subtle way and pretty personal in a for all intents and purposes big way In summary, for all intents and purposes, a separate concept suitable for the research scope of the topic is: very human resource management, for the most part, is the activities of individuals and organizations to generally perform the functions of attracting, training, developing, and human resource only 1.2 Roles The particular goal of basically human resource management specifically is to attract, build, develop, use, kind of evaluate and literally retain a workforce that for all processeses in some firms Consider the expenditures: advertising or 11 recruiting agency fees, interview time, medical tests, training charges, unproductive time spent learning the job, potential travel and movining expenses, and more Recruiting, processing, and training even an entry-level employee can cost one and a half times the person's annual compensation, while a top management can cost over six figures Fiigguurre 2 Seelleeccttiio on process (Alan Cleaver – Interview – CC BY 2.0.) The selection process consists of five distinct aspects: - Criteria development: All individuals involved in the hiring process should be properly trained on the steps for interviewing, including developing criteria, reviewing résumes, developing interview questions, and weighing the candidates - Application and résumé review: Applications can be assessed once the criteria have been established People use a variety of approaches to this procedure, but there are also computer tools that can search for keywords in résumés and reduce the amount of applications that need to be examined - Interviewing: After determining which applicants satisfy the basic criteria, the human resource manager and/or management must choose thosose who will be interviewed Most individuals don't have time to go over twenty or thirty prospects, so a phone interview can help reduce the field even more 12 - Test administration: Before a recruiting decision is made, a variety of tests may be given Drug tests, physical tests, personality tests, and cognitive tests are all examples of these types of examinations Reference checks, credit reports, and background checks are also performed by some companies - Making the offer: The final step in the selection process is to offer the chosen candidate a position A more official phase of this procedure is the preparation of an offer by e-mail or letter An offer will specify the compensation and benefits The employee selection process has six steps: (1) Obtaining complete application forms: Although equal employment rules limit the types of questions that can be asked, applications can help employers learn more about an applicant's educational background, work experience, career goals, and other qualifications that are directly linked to the position (2) Conducting initial and follow-up interviews: In a first interview, a member of the human resource department frequently screens applicants If the interviewer thinks the applicant is a good fit, the manager who will supervise the new hiring may also conduct an interview Managers must fully prepare for the interview in order to avoid making selection mistakes that they may later regret Mistakes like asking about pregnancy or childcare, no matter how pure the aim, could subsequently be used against the applicant if he or she files discrimination complaints (3) Giving employment test: Tests are frequently used by organizations to assess basic competency in specific work skills like welding or firefighting, as well as to assess applicants' personalities and interests The testing should always be tied to the task in some way Employment tests have been challenged in court as a possible form of discrimination Many firms put potential employees through their paces in assessment centers, where they are put through their paces while performing realworld activities Such testing can speed up the selection process and, in most cases, meet regulatory requirements 13 (4) Conducting background investigations: To help select individuals most likely to succeed, most firms today look into a candidate's employment history, school record, credit history, and references more thoroughly than in the past It's simply too expensive to hire, train, and encourage individuals only to lose them and have to start all over again Obtaining results from physical exams: Hiring physically and psychologically healthy people has clear advantages (5) (6) Establishing trial periods: Frequently, a company will recruit someone on the condition that they prove their worth on the job On the basis of supervisors' evaluations, the firm can either permanently hire or terminate that individual after a certain probationary period (say six months or a year) Although businesses easier such to technologies remove make inefficient or problematic staff, they not reduce the high turnover costs Recruitment and selection processes can be difficult for health-care organizations since they are costly and time-consuming Administrators are frequently under pressure to identify people fast and may make rash decisions as a result However, in order to recruit qualified individuals, administrators must use a careful and creative strategy 2.3 Training and development Training and development are one of the most important responsibilities of the human resource management department Traiaining and devevelopment inststruructctionanal effofortrts actitivivities within are an organization aimed at improving an individual's or a group's job performance These programs usually entail improving a worker's knowledge and skill sets as well as increasing motivation to improve job performance With the purpose of employee long-term development, training programs can be produced independently or with the help of a learning administration system Orientations, on-the-job training, off-the-job training, online training, vestibule training, and job simulation, are all common training methods 14 Most staff training and development initiatives are driven by an organization's HRD department, which is also known as Human Resource Development (HRD) There are types of programs involved in these efforts: - Employee Training and Development: Internal educational iniitiatives that promote employee growth and retention are a strategic strategy for increasing business outcomes - Management Training and Development: Employees are trained into managers, and managers into effective leaders, through the continuous development of certain knowledge, skills, and abilities CHAPTER THE IMPORTANCE OF HUMAN RESOURCE MANAGEMENT AND CURRENT ISSUES IN MANAGING HUMAN RESOURCE 3.1 The importance of human resource management - Strategy management: This is a crucial part of human resource management and a critical aspect of every organization HR managers oversee strategies to guarantee that the company meets its objectives, as well as contribute significantly to the corporate decision-making process, whicich includes employee evaluations and projections based on business needs - Benefits analysis: HR managers strive to cut costs wherever possible, such as in recruitment and retention HR professionals are well-versed in employee perks that are likely to attract excellent candidates and retain existing employees, as well as how to conduct effective conversations with potential and current employees - Training and development: HR managers play an important role in strengthening employer-employee relationships since they contribute significantly to training and development programs This allows employees to grow within the company, increasing employee satisfaction and productivity - Interactivity within employees: HR managers are in charge of organizing activities, events, and celebrations in the workplace, which provides possibilities for team building It also promotes employee connection and builds a sense of trust and respect among coworkers 15 - Conflict management: HR is the department to contact if there is a professional issue amongst employees They ensure that problems and disagreements are properly resolved by observing the situation objectively and encouraging effective discourse to reach a conclusion They also help employees understand the many strategies for forming healthy professional connections, as well as the importance of not allowing personal judgment to affect their performance - Establishing a healthy work culture: A positive work environment is essential for bringing forth the best in people HR managers have a key role in creating a healthy and welcoming workplace, which leads to higher employee productivity Compliance: HR experts endeavor to ensure that the company complies with employment rules while also keeping track of the recruiting process and application log - 3.2 Some issues in human resource management 3.2.1 The challenges Some challenges that a human resource manager faces in the current time are: - Maintain the discipline - In growth sectors, there are shortages of trained people - Large numbers of skilled and unskilled workers from declining industries such as steel and automobile, who are unemployed or underemployed and need retraining Workers who have more skills or knowledge than their current occupations need, or those who work part-time but want to work full-time, are considered underemployed - There is an increasing number of new workers that are undereducated and unprepared for positions in today's corporate environment Due to the retirement of the aging baby boomers, there is a labor shortage in skilled trades - - A rising number of baby boomers who are delaying retirement due to the recession (preventing younger workers from being promoted) or moving to lower-level positions (raising the availability of workers for such occupations) - Increased demand for job sharing, maternity leave, and specific professional growth initiatives for women due to an increase in both single-parent and two-income households 16 - Growing worries about health care, elder care, childcare, drug testing, workplace violence, and opportunities for individuals with disabilities - Overseas labor pools pose a threat because their members earn lower salaries and are subject to fewer laws and regulations than domestic labor pools As a result, a large number of jobs are being outsourced to other nations Increased employee turnover and the cost of replacing lost personnel due to a lower sense of employee loyalty - 3.2.2 Some solutions - Discipline management is one of the most difficult difficulties that HRM can face If a commercial firm's or organization's discipline is not maintained, it impacts not only the company's performance efficiency and productivity but also the employees' willingness to take tasks seriously and their tendency to misbehave with coworkers, which can lead to employee relations issues To address such difficulties, HR managers should form a brief inspection team to assess the behavior of every person in the firm - One of the most important factors that a business should consider is health and safety Employees' mental health suffers as a result of increased workload HR experts should minimize and control the workload and work health and safety rules should be a priority for the company's employees' safety - Retaining an employee in an organization is a big challenge for HRM because if it is not regulated, it leads to increased employee turnover, which causes problems in the company'y's performance Part-time emploloyees and interns are exampleles of employees who are less tied to their employers Making them feel like they're a part of the company will encourage them to stay with it and develop the interest in the best employee turnover solutions 17 CONCLUSION To sum up, it’s worth noting that employees are the lifeblood of any business, which is why the Human Resource Department's function is critical to the company's succccesess It is concncerernened with personnenel mananagement inside a corprpororatatioion or organization This department has numerous tasks, all of which should ensure that all organizational operations run smoothly and efficiently The HR department's key responsibilities include hiring personnel and maintaining them in positions where they perform as expected Above are some analysis contents about HRM - human resources management Through the essay, it is possssible to see the real importrtance of addrdresessing the challenges that the industry presents Coupled with huge industry benefits the challenge is never ending The above article has summarised several aspects of human resource management 18 REFERENCES 5.1 The Selection Process University Of Minnesota Libraries Publishing Edition, 2016 (2016) This Edition Adapted From A Work Originally Produced In 2011 By A Publisher Who Has Requested That It Not Receive Attribution Retrieved from https://open.lib.umn.edu/humanresource management/chapter/5-1-the-selectionprocess/ Hạnh, T Đ (2016) Giải pháp hồn thiện cơng tác quản trị nguồn nhân lực KBNN Sóc Trăng Trường Đại học Trà Vinh Retrieved from http://tvugate.tvu.edu.vn/bitstream/TVU_123 456789/317/1/Trinh%20Dinh %20Hanh.pdf HRM | Top Challenges and Solutions (2020) Retrieved 14 January 2022, from https://resourceinn.com/hrms-challengesand-solutions/ Funk, C., Tyson, A Intent to Get a COVID-19 Vaccine Rises to 60% as Confidene in Research and Developmeny Process Increases (2020) Retrieved from https://www.pewresearch.org/science/2020/1 2/03/intent-to-get-a-covid-19-vaccine-risesto-60-as-confidence-in-research-anddevelopment-process-increases/ Ibm Employee Training - 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(HRM) | SmartRecruiters (2018) Retrieved 14 January 2022, from https://www.smartrecruiters.com/resources/glossary/recruitment// 16 What is training and development? | IBM (2022) Retrieved 13 January 2022, from https://www.ibm.com/topics/training-development ... OF HUMAN RESOURCE MANAGEMENT AND CURRENT ISSUES IN MANAGING HUMAN RESOURCE 3.1 The importance of human resource management - Strategy management: This is a crucial part of human resource management. .. IMPORTANCE OF HUMAN RESOURCE MANAGEMENT AND CURRENT ISSUES IN MANAGING HUMAN RESOURCE 14 3.1 The importance of human resource management 14 3.2 Some issues in human resource management. .. all intents and purposes human resource management is never synonymous with sort of human resource management because generally human resource management literally is the management of events related