The personnel management activities in an organization are extremely dynamic and multifaceted. Not only must personnel management continuously employ sound personnel management, but also those concerns better performance of the business (Condrey, 2010). Constantly, human resource managers attempts to make better alignment between business and personnel. In doing so, however, they are continually faced with challenges that basically make the performances of both employees and the business unsuccessful. This paper therefore considers, and is devoted to highlighting common challenges facing personnel management in the organization.
Quite often, discrimination has been a center stage in the employee performance management. It is charged with overall improvement of employee effectiveness and productivity by maximizing employee potential and performance (Klingner, Nalbandian and Llorens, 2009). However, discrimination manifests itself in the organization’s employee performance management. For instance, the human resource management team discriminates employees when undertaking performance management strategies like motivation, performance appraisal, guidance and supervision, promotion, and even when addressing issues relating to poor performance.
There are also issues in the employee recruitment process. Personnel managers fail to work out the type of staff it needs in terms of grade and rank, and the time scale in which the staff are required The organization has failed to employ general principles guiding hiring of employees (Klingner, Nalbandian and Llorens, 2009). For instance, there is lack of well define procedures clearly elaborated to the candidates and which is open to public scrutiny. Fairness and equal opportunity for the selection of potential employees is lacking. Also, candidates are selected not on the basis of ability and merit. This poses a challenge to employees.
A challenge also exists in employee training and development. Main objective of training and development is to basically enable employees acquire skills, knowledge and abilities needed for performance improvement (Condrey, 2010). Be that as it may, the organization has no departmental training policies hence usually fail to draw up development and training programs to support departmental, values, missions and objectives. Top human resources managers thus cannot identify the training needs and competencies, offer coaching and supervision, and implement employee training activities. In essence, there is deficiency of employee development.
Lastly, the organization is characterized with poor employee relations. There is ineffective communication between management and the employees. Consequently, maximum cooperation and motivation is lacking in the organization (Condrey, 2010). Employees feel they are not fairly treated and that their issues pertaining to job conditions are not being solved. Basically, a poor employee relation is evident. All these are challenges to successful performance of personnel management and employees.
References:
Cooper, M. (2012). Employer and Employee Conflicts. Retrieved 13 Mar. 2012 from http://smallbusiness.chron.com/examples-employer-employee-conflicts-13804.html
Klingner, D., Nalbandian, J. and Llorens, J. E. (2009). Public Personnel Management. 6th edition. Prentice Hall.
Loew, C. (2012). Personnel Problems. Retrieved 13 Mar. 2012 from http://www.business.com/human-resources/personnel-problems/
