Employing initiative. HR specialists are expected to provide

Employing workers are not the only challenge that HR meet, retaining them is also a big one. Retention of workers is vital to decrease workforce turnover rate. This is a big challenge for HRM because: 

Ø  Temporary staff like work-at-home, part-time, temporary contract workers. Retaining such personnel in the corporation is a challenge because they are not really devoted to the business. Therefore, it becomes a key responsibility of HRM to make these workers sense their value and importunateness to make them stay in the company and work efficiently.

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Ø  Employees with better qualification as well as high skills are extremely needed in the work market because these workers are a driving force of the corporation which helps it to move forward in this competitive world. These personnel are priceless advantage for all businesses therefore, HRM must make a huge effort to find and retain them.

However, training poor skilled workers is important but also TB should remember about talents of their company. In Thames Building company they fired a lot of people from their branches, but we don’t have information on how this decision was made, and which exactly employees were fired. If HR is managed poorly they could made wrong choice and lost nice workers.

Leadership Development

As one of the largest challenges for HRM, leadership development must to be a critical strategic initiative. HR specialists are expected to provide the vital processes, structures, and points of view to create the best variety and cultivate the future leaders of the business. Nevertheless, TBS felt great inefficiency in this. HRM in branches was poorly managed. Line managers weren’t allowed to deal with HR problems by themselves. Instead of creating nice leaders and managers HR were busy with dealing with stuff, and yes it’s their work, but managers will be always few steps closer to production process, therefore as for me, by being in the epicenter of problem they can feel and as a result deal with it better. Consequently, more responsibility should be handled to line managers. But to do so, they should be carefully prepared and trained to be Leaders.



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