This article, published by Forbes Human Resources (2017) takes you behind the scenes to see what some HR executives think are happening at organizations today, and the role of HR in helping the business succeed.

• 10 Critical Demands Managers Face and How HR Can Help

• 1. Information Overload

  Employees have access to tons of data like competitor pay ranges, benefits and work culture, right on their smartphones. If they feel like they can find a better job somewhere else, they will go. Managers can adjust by being honest about things like pay, performance and career advancement opportunity. Transparency can be difficult, but the benefit is earning your employees trust and loyalty. - Ashley Wilczek, Justice AV Solutions

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  2. Gray Areas Of Employee Relations

  Managers must manage the gray areas of employee relations (ER), ranging from invisible but real disabilities such as PSTD and anxiety, to the expansion of protected categories such as LGBT. HR can proactively help through experiential practice such as role-playing with the leader on current ER issues followed by immediate constructive feedback and coaching on best practices. - Bridgette Wilder, Media Fusion

  3. Understanding Changing Laws

  With laws changing quickly on both the federal and local levels, businesses are dependent upon human resources. Managers should be able to rely on their human resources department to communicate changes quickly and effectively. Today's human resources professionals should be willing strategic partners in helping the organization achieve their operational goals. - John Mauck, WLR Automotive Group

  4. Transparency And Trust

  Today, employees demand transparency, trust, ownership and other things that give them a stake in the company. Leadership can help foster this environment by inspiring and motivating their employees through customer stories, recognition and continual promotion of the companys mission and values. These things should be easily accessible on a regular basis not just at the annual company meeting. - Todd Richardson, Emplify

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  5. Hiring For Culture

  Culture is every bit as important as technical ability. The latter be learned; culture cannot. You either fit or you don't. HR teams need to do a full analysis of the type of person they hire likes, dislikes, personality types, hobbies, etc. If you don't have a great culture at the office, your work and your bottom line will always suffer. If you make a bad cultural hire, fix it fast. - Brett Comeaux, LG Fairmont

  6. The Drive For More

  Managers are constantly faced with having employees who have a strong desire to succeed. They are approached by employees with requests to do more, learn more, be paid more and advance more. HR can help by setting clear career paths, encouraging employees to seek out training opportunities, and by engaging in constant dialog on how the company can help make it happen. - Sarah O'Neill, Digital Trends

  7. A Fast Hiring Process

  In today's fast-paced job market, making it easier and faster for applicants to move through the hiring process has become critical to achieving hiring goals. HR needs to be cognizant of the fact that the best candidates are simply not willing to sit through a long application process and round after round of interviewing. Simplify the process; win the war for talent. - Peter K. Murdock, Blackmon Mooring/BMS Cat

  8. Managing A Multigenerational Workforce

  I often see multigenerational teams in conflict. They simply don't understand each other. As HR leaders, we need to be skilled in every generation and ensure we are providing training or coaching on the value that everyone brings to the table. Simple communication assessments, leadership assessments, etc. can be included in your training curriculum to break down the barriers. - Michele Gonzalez-Pitek, The Unity Council

  9. Manager Education

  As HR professionals, we are tasked with educating managers on best practices and company expectations, from the potential consequences of sharing too much with their employees via social media to the ramifications of intentional or unintentional online disclosure of confidential information and Regulation Fair Disclosure (RegFD) implications. - Mary Ainsworth, CallidusCloud

  10. Remote Team Members

  Outsourced and remote teams are more prevalent in today's workforce. Tools and training must be tailored to meet the changing landscape. As an HR professional, you can work with your managers on customizing solutions to their unique needs. It might include a new video conferencing technology or real-time performance systems or organizing summits to increase communication and collaboration.

This discussion provides you with an opportunity to learn about some real-life challenges and the role of HR management in addressing them.

Which one of these 10 issues do you consider to be most important, and why?