Top $10$ Challenges Faced By HRs In $2023$ and How To Overcome Them

August $11,2023$

The modern working environment is changing at an unprecedented faster pace. HR leaders encounter many challenges as organizations get impacted by the disruptive change of priorities among employees due to the adoption of new business models.

According to the Today and Tomorrow survey conducted by PricewaterhouseCoopers for the World Federation of Personnel Management Associations $($WFPMA$),48\%$ of the surveyed HR professionals feel a need for change in management policies.

Also, most respondents agree that nurturing $$human skills$$ is the second most crucial challenge after $$building trust.$$ Furthermore, $91\%$ of respondchallenges faced by HR as new work cultures rise and better work$/$life balance becomes mandatory.

$1.$ Attracting and retaining good talent

More than $4\mathrm{.}3$ million people voluntarily quit their jobs by the end of $2021,$ as per the US Bureau of Labor Statistics. Employees have gone more discerning about what they want from their jobs, so they are looking for opportunities that better match their talent and offer flexibility.

Attracting and retaining a good workforce is a significant challenge for HRs in $2023.$ It is even more difficult for small and medium enterprises since workers seek opportunities that offer better benefits, where more prominent brands often shine. Attracting talent is one part of the challenge, but it also goes beyond recruitment.

Retention of blue$-$collar workers through various initiatives like offering better increments, health benefits, work$-$life balance, and opportunities to learn is also essential. HR leaders should build a stronger employer brand to overcome this challenge. They should check social platforms like Glassdoor and Great Place to Work.

These platforms can help create a solid and positive employer brand as the information shared about your organization here is privy to prospective employees. Active Corporate Social Responsibility $($CSR$)$ activities can help build an emotional platform for prospective employee$-$employer bonding.

For instance, presenting employees with opportunities to contribute to causes they are passionate about. Companies can arrange for skills$-$based micro$-$volunteering opportunities through platforms like Catchafire where employees can contribute with their skills rather than donating money.

Furthermore, HR managers should create a structured onboarding process that helps recruits get accustomed to the new work environment quickly.

$2.$ Making Diversity, Equity, and Inclusion $($DEI$)$ a strategic goal

According to Gartner, $69\%$ of companies have identified that workforce diversity and inclusion are essential for strategic development in the wake of the hybrid work culture. Yet, only $35\%$ of HR leaders prioritize DEI for the coming years. In $2023,$ challenges faced by human resource management include DEI$-$related issues.

HR leaders will have to diversify the workforce to create an inclusionary working environment. To create a diversified workforce, you have to be strategic and person$-$specific. You can leverage diverse job boards like Recruit Disability which helps locate people with disability looking for work.

A recommended move is to highlight diversity on the career page of your organization$$s website to let prospective employees know you support DEI.

From the above article, choose any TWO challenges facing human resources. Critically discuss these two challenges and provide recommendations to organisations looking to overcome them. Utilise examplesNumLock,advantages and disadvantages to support your discussion.