hi frds, Could anyone let me know what would be the challenges faced by HR by the year 2015............ waititng for your reply at the earliest.............
From India, Ahmadabad
2From India, Ahmadabad
I think the major challenge for HR would be to move at par with the technological changes. knowledge management will be given higher importance. Ekta
From India, Ahmadabad
From India, Ahmadabad
Namaskar.
CHALLENGES TO HR AT 2015
1. At present about 80 million people are added to global population in a year. Addition of population is the addition to man power in the production side and addition of customers in the buyer side. But there is a decline of birth rate all over the world. Certain countries have gone even below replacement level. As a result, the 80 million figure will certainly come down by 2015 but it is not known to what figure.
2. Industries continue to be added. They require both man power for production and buyers to sell the products. But the situation will force the employers to employ man power in higher rates and sell the products in lower rates. This will result in collapse of more and more industries.
3. In 1847 Marx and Engels wrote “The manifesto of communist party” to bring about dictatorship of proletariats. This is yet to happen. But with this demographic change dictatorship of proletariats will be more and more visible.
4. India will continue to be in advantageous position. Because though the rate of population growth in India will come down, it is not come down below replacement level. As a result, India will be a great man power supplier and job seekers will have wider choices both within and outside the country. Employers likely to go from door to door in search of employees.
5. Population wise Kerala is to reach below replacement level of population first. Other southern states will follow. So there will be more and more home coming, that is, counter migration.
regards
From India, Delhi
CHALLENGES TO HR AT 2015
1. At present about 80 million people are added to global population in a year. Addition of population is the addition to man power in the production side and addition of customers in the buyer side. But there is a decline of birth rate all over the world. Certain countries have gone even below replacement level. As a result, the 80 million figure will certainly come down by 2015 but it is not known to what figure.
2. Industries continue to be added. They require both man power for production and buyers to sell the products. But the situation will force the employers to employ man power in higher rates and sell the products in lower rates. This will result in collapse of more and more industries.
3. In 1847 Marx and Engels wrote “The manifesto of communist party” to bring about dictatorship of proletariats. This is yet to happen. But with this demographic change dictatorship of proletariats will be more and more visible.
4. India will continue to be in advantageous position. Because though the rate of population growth in India will come down, it is not come down below replacement level. As a result, India will be a great man power supplier and job seekers will have wider choices both within and outside the country. Employers likely to go from door to door in search of employees.
5. Population wise Kerala is to reach below replacement level of population first. Other southern states will follow. So there will be more and more home coming, that is, counter migration.
regards
From India, Delhi
Technology and the New Kinds of Jobs that are coming up will pose challenges ....
Example -
1. Increasingly People might opt to 'Work from Home'
This itself will lead to its own set of challenges
This also leads to the spinoff that one wont be looking for employees in particular city or state or country. You will have the flexibility to employ anyone from anywhere ??
Now this leads to TAXATION issues ....
Who pays Taxes ... and where ??
Different countries have different Tax structures ??
2. People will be free to Work for several Employers from Home
OR People will move away from permanent Jobs and move towards Contract Jobs due to the flexibility adn control
3. Retaining Employees adn more than that Retaining Confidential Information within the Company will the BIGGEST Chllenge
Several more and particularly serious threats as well as challenges exist ... will post later .. right now let me get back to work ... the challenge of dodging a BOSS who sits next to you always exists ;-))
...shoOOonya ...
From Switzerland, Geneva
Example -
1. Increasingly People might opt to 'Work from Home'
This itself will lead to its own set of challenges
This also leads to the spinoff that one wont be looking for employees in particular city or state or country. You will have the flexibility to employ anyone from anywhere ??
Now this leads to TAXATION issues ....
Who pays Taxes ... and where ??
Different countries have different Tax structures ??
2. People will be free to Work for several Employers from Home
OR People will move away from permanent Jobs and move towards Contract Jobs due to the flexibility adn control
3. Retaining Employees adn more than that Retaining Confidential Information within the Company will the BIGGEST Chllenge
Several more and particularly serious threats as well as challenges exist ... will post later .. right now let me get back to work ... the challenge of dodging a BOSS who sits next to you always exists ;-))
...shoOOonya ...
From Switzerland, Geneva
hey,
taking ahead from the previous observations...
with the work force getting more diverse and increasing expats maintaining a cultural symbiosis as well as keeping the cross cultural issues to the minimum will be a nagging concern for HR professionals.
also considering the clique of "size does matter" and intense competition; with more and more organizations consolidating thru mergers and acquisitions the cultural problem will be all the more pertinent and grave.
another problem according to me is the quantifying of HR... as mentioned earlier with the cut throat competition, the organizations want to make the best of every rupee they spend and want to know how much return will they get on it.... increasingly there is pressure on the HR department to reduce its budgets..... getting money from the coffers is getting all the more challenging...
The CEO rightly so will want to know how the money spent thru the HR department is adding to his bottom line.
the stress is increasing on moving HR from a cost centre to a profitable one or a more strategic partner (i know the term is getting over'abused' and cliched'.. but the reality is we have to formulate and align with organizational strategy)
quantifying HR according to me will again be a big challenge.
would like to know the comments or observations of other members on the same.....
warm regards,
-anjali
From India, Agartala
taking ahead from the previous observations...
with the work force getting more diverse and increasing expats maintaining a cultural symbiosis as well as keeping the cross cultural issues to the minimum will be a nagging concern for HR professionals.
also considering the clique of "size does matter" and intense competition; with more and more organizations consolidating thru mergers and acquisitions the cultural problem will be all the more pertinent and grave.
another problem according to me is the quantifying of HR... as mentioned earlier with the cut throat competition, the organizations want to make the best of every rupee they spend and want to know how much return will they get on it.... increasingly there is pressure on the HR department to reduce its budgets..... getting money from the coffers is getting all the more challenging...
The CEO rightly so will want to know how the money spent thru the HR department is adding to his bottom line.
the stress is increasing on moving HR from a cost centre to a profitable one or a more strategic partner (i know the term is getting over'abused' and cliched'.. but the reality is we have to formulate and align with organizational strategy)
quantifying HR according to me will again be a big challenge.
would like to know the comments or observations of other members on the same.....
warm regards,
-anjali
From India, Agartala
bang on target !!
I completely agree ..
Increasing Globalization of business and access to resources across the world will lead to its own set of CULTURAL DIVERSITY CHALLENGES
Quantification of HR is yet another BiiiiG Challenge we will face ... infact .. we are already facing that challnge .... HR will need to PROVE ITSELF as a PROFIT and COST SAVING centre ...
HR is the function which is responsible for attracting the TALENT - The Human Resource - The most crucial and critical Resource for any company .....
Either the coming times will lead to "Commoditizing of Human Resources" through extensive Knowledge & Skill Management (KSM)
OR
The Role of HR o attract and retain and train the Best Resources will become more and more critical in the age of CUT-THROAT Competition
... shoOOonya ...
From Switzerland, Geneva
I completely agree ..
Increasing Globalization of business and access to resources across the world will lead to its own set of CULTURAL DIVERSITY CHALLENGES
Quantification of HR is yet another BiiiiG Challenge we will face ... infact .. we are already facing that challnge .... HR will need to PROVE ITSELF as a PROFIT and COST SAVING centre ...
HR is the function which is responsible for attracting the TALENT - The Human Resource - The most crucial and critical Resource for any company .....
Either the coming times will lead to "Commoditizing of Human Resources" through extensive Knowledge & Skill Management (KSM)
OR
The Role of HR o attract and retain and train the Best Resources will become more and more critical in the age of CUT-THROAT Competition
... shoOOonya ...
From Switzerland, Geneva
hi, wat is replacement level of population,otherwise good article but little brief,pls add more points to it tat wud be helpful for students like me. shilpa.
Thank you Shilpa ji for your interest in the topic. Actually the demographic concept is BELOW REPLACEMENT LEVEL OF FERTILITY. This means minus growth rate of population. In India Kerala, Tamil Nadu and Southern Karnataka have already reached this level.
There are several factors for this phenomenon. But recent Domestic violence Act that is being implemented from 26/10/2006 in India will speed up this phenomenon. Already there is continuous exponential growth of civil and criminal matrimonial litigations. Family problem is the biggest cause of suicide. This shows that acroos gender relationship is becoming bitter and bitter.
Under the new law even against sex by husband, wife can lodge a criminal complaint. As a result, the whole country will go below replacement level of fertility. Consequently surplus man power will disappear from the market by 2015. So HR will have no choice to choose.
regards
From India, Delhi
There are several factors for this phenomenon. But recent Domestic violence Act that is being implemented from 26/10/2006 in India will speed up this phenomenon. Already there is continuous exponential growth of civil and criminal matrimonial litigations. Family problem is the biggest cause of suicide. This shows that acroos gender relationship is becoming bitter and bitter.
Under the new law even against sex by husband, wife can lodge a criminal complaint. As a result, the whole country will go below replacement level of fertility. Consequently surplus man power will disappear from the market by 2015. So HR will have no choice to choose.
regards
From India, Delhi
Hi.
Out of all the factors involved in a business( transaction), the only factor which is highly unpredictable is the HUMAN factor. One of the most important challenges of HR is to motivate the employees.
Emotion plays a very important role when it comes to motivation. If an employee finds it difficult to relate with the organization, he will not be motivated, resulting in poor performance , eventually leading to the decline of the Organization.
2015 will see high advancements at the technological front. we all need to strike a balance between the Technology factor and the human factor. I think this will be the biggest challenge in times to come.
Please comment.
Regards,
Ashwini Kumar
From India, Hyderabad
Out of all the factors involved in a business( transaction), the only factor which is highly unpredictable is the HUMAN factor. One of the most important challenges of HR is to motivate the employees.
Emotion plays a very important role when it comes to motivation. If an employee finds it difficult to relate with the organization, he will not be motivated, resulting in poor performance , eventually leading to the decline of the Organization.
2015 will see high advancements at the technological front. we all need to strike a balance between the Technology factor and the human factor. I think this will be the biggest challenge in times to come.
Please comment.
Regards,
Ashwini Kumar
From India, Hyderabad
"GDP growth to fall short of 8 p.c. in X Plan: Montek"
"New Delhi: Even as External Affairs Minister Pranab Mukherjee
projected a double-digit growth "in the realm of possibility" the
Planning Commission Deputy Chairman, Montek Singh Ahluwalia, on
Tuesday declared that the country would fail to achieve the Tenth
Plan target of 8 percent GDP(gross domestic product) owing to a
slowdown in the manufacturing sector"(The Hindu, 8/11/2006).
What I have been saying since I joined this forum is goinng to become true. When a government functionary gives a statement in public he is thorough on the matter. So the euphoria which India had in the first half of this decade will evaporate soon.
Now joining issue with Aswini Kumar, let me inform that motivation to work depends upon optimum endorphin generation in the body and not by sermons. I think, HR speciality is not equipped with this skill.
regards
From India, Delhi
"New Delhi: Even as External Affairs Minister Pranab Mukherjee
projected a double-digit growth "in the realm of possibility" the
Planning Commission Deputy Chairman, Montek Singh Ahluwalia, on
Tuesday declared that the country would fail to achieve the Tenth
Plan target of 8 percent GDP(gross domestic product) owing to a
slowdown in the manufacturing sector"(The Hindu, 8/11/2006).
What I have been saying since I joined this forum is goinng to become true. When a government functionary gives a statement in public he is thorough on the matter. So the euphoria which India had in the first half of this decade will evaporate soon.
Now joining issue with Aswini Kumar, let me inform that motivation to work depends upon optimum endorphin generation in the body and not by sermons. I think, HR speciality is not equipped with this skill.
regards
From India, Delhi
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HR Challenges.doc