What Are the Most Pressing HR Challenges and How Can We Tackle Them Together?

Critical Issues in HR?

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Here are some critical issues in Human Resources that are essential to address:

1. Recruitment and Retention: Finding and keeping top talent is crucial for the success of any organization. HR must focus on effective recruitment strategies and implementing retention programs to reduce turnover.

2. Employee Engagement: Engaged employees are more productive and committed to their work. HR plays a vital role in fostering a positive work environment and promoting employee engagement.

3. Compliance and Legal Concerns: Staying compliant with labor laws and regulations is imperative for HR departments. Ensuring policies and practices align with legal requirements is essential to avoid legal issues.

4. Training and Development: Continuous learning and development opportunities are essential for employee growth and retention. HR needs to provide training programs that enhance skills and knowledge within the organization.

5. Diversity and Inclusion: Promoting diversity and inclusion in the workplace leads to a more innovative and dynamic workforce. HR must implement strategies to foster diversity and create an inclusive environment for all employees.

Addressing these critical issues in HR is vital for the overall success and effectiveness of an organization. By focusing on these key areas, HR can contribute to a positive work culture and drive organizational growth.

All the functions of HR are critical. Please mention which critical function of HRM you would like to examine critically?

There are many critical issues in HR and many are anticipated because HR is a daily learning process and alternatively known as (H)igh (R)isk. You can find numerous issues raised, discussed, and resolved by respected members. Just open any post - observe the discussion, the type of comments, how seniors assist in resolving, and what the conclusion is.

Hope this information is helpful.

Regards,
Pankaj Chandan

Hi Jaanvi,

Since this is your first post on citehr, kindly ensure that your query is understandable to all. Simply stating a word may not suffice. There are many functions in HR. Could you please elaborate on the specific query you are looking to address?

Thank you.

Diverting exposure and not complying with the requirements is critical. Something that does not adhere to legal laws does not benefit anyone.

Best Regards,

Sajid

It means so many things, such as handling employee grievances, issuing appointment orders, providing service letters, determining the right time for promotions, and transferring PF from current employment, among others.

Please let me know if you need further assistance or clarification.

Why are we all wasting our time on this post? Please close this post. If Jaanvi wants to discuss the issues, she should open a new post with more clarity.

Every one, doing his/her own work, we take a short time to help anybody. When asking this type of question, don't waste the time of any reader.

Hey,

This is what is known as "critical." You see, such a small thing - with no details or appearance of the generator of this thread - becomes critical ;-) In daily life too, small issues take the priority of being considered as critical!

This thread actually made me refer to dictionaries for the exact meaning. I found two of them, one is "Mahatwapurn" and the other is "Nazuk Stithi". For example, "That was a critical (Mahatwapurn) decision." And, "His condition is critical (Nazuk)."

Now going by these two meanings, I reckon in HR, or for that matter in any department, all issues are critical "Mahatwapurn" and if they are dealt with a casual approach, then they become critical "Nazuk Stithi". :)

Prashant

Hi All,

Let's start with the most common issue - Attrition.

Regards,
Sumit Sharma
Deputy Manager - HR
Employee Relations & Grievance Redressal

Hi, The question Janvi has put up across the forum is itself critical. That's why few of them are not in a position to describe the answer, and HR professionals are always solving critical issues; otherwise, no one will give recognition to HR. If we make a path for any issues/problems, it would be described in three ways: 1. Urgent, 2. Important, and 3. Critical. By way of an example, one can differentiate these three points: A person has met with a major accident on the highway, and bleeding is occurring rapidly. The person's legs and hands are broken, and due to head injury, they are unconscious. When doctors examine the case, they find that the person is suffering from High Blood Sugar and Heart problems. The way a doctor will prioritize treatment will describe the 3 points. Now, here HR is like a doctor, and they will make their way to take action on any issues. Hope I am able to describe the point.

Regards,
Arun

There are many issues in HR that need to be addressed, such as payment to the employees (salary, incentives, allowances like petrol and mobile), F&F (full and final settlement), evaluation of job performance by employees, absenteeism, team development and management, training for employees, and record maintenance like MIS data.

Probably, Jhanavi, are you referring here to differences in employer and employee? You will have to be very specific in identifying the critical issue here; every situation has a different approach.

Dear Friends,

Let us talk about incentive issues. Can anyone explain the telecaller's incentive details apart from the business development incentive?

Regards,
Joe

Dear Friends,

Let us talk about incentive issues. Can anyone explain the telecaller's incentive details apart from the business development incentive?

Regards,
Joe

Please guide me also.

Is it possible that your leave will be adjusted with the days you remain absent? In my company, the days I was absent are compensated with the leaves I am eligible for on a pro-rata basis. Does this mean that I cannot ask for the pay that was deducted when I was absent? I have completed my probation and have been confirmed as well.