Most Common Employee Management Issues HR Managers Face

Most Common Employee Management Issues HR Managers Face

Employee retention. Succession planning. Recruitment. Administrative tasks like payroll. Other miscellaneous priorities that come at the last minute – with so much going on, it’s easy for an HR manager  to feel overwhelmed. It’s even more challenging when business leaders accuse HR of being disconnected from strategic goals – but let’s come back to that later.

Knowing that these issues are commonly faced by all HR managers, can help you, as an HR practitioner, feel less alone but also help you find ways to tackle these issues more efficiently. One way to improve and enhance your modern HR leadership skills is by getting a postgraduate degree or certificate.  Here at Montclair State University, we have several options that may help you boost  your performance and your career trajectory.

Common Issues and Opportunities for HR Managers

Let’s delve some more into common challenges and practices that HR managers must face and/or adopt in current times:

Recruiting in a Tight Job Market

One of the critical issues HR managers face is the very competitive job market. With unemployment rates now at historic lows, the battle for top talent is fierce. HR managers need to attract skilled candidates and retain them in a market where competitors are always looking to lure away their organization’s best employees. Innovative strategies, such as offering competitive benefits, flexible work conditions, and opportunities for professional development, are imperative to stand out. However, it can be challenging to execute such strategies under more traditional leadership styles.

Finding and Shaping Talent Within

Amid the struggle with external recruitment, another struggle for HR managers is recognizing and nurturing internal talent. Promoting from within can boost morale and retention, but this requires a keen eye by both HR and management to identify potential leaders and the right growth opportunities for them. HR managers must create clear pathways for advancement and foster a culture that encourages continual learning and progression. This can be especially difficult when dealing with rockstar employees who may not necessarily want to become managers but still want to progress in an individual contributor capacity.

Making Data-Driven Decisions

The rise of HR analytics has made data a cornerstone of strategic decision-making, yet interpreting this data is among the issues HR managers face. They must decipher vast amounts of information to make informed hiring, retention, and policy-making decisions. This isn’t just about using data to create pretty decks for management – it usually means investing in systems to manage this data in an organized way, training HR personnel in ways to use different metrics for decision-making and restrategizing, and, most importantly, knowing when to put aside what the data says and make decisions using a human touch instead.

Utilizing Tech Tools

Embracing new technology is essential in contemporary HR management, but it’s not without its challenges. Whether it’s automating routine tasks, leveraging AI for talent acquisition, or utilizing collaborative platforms for remote teams, the right tech tools can dramatically improve efficiency. HR managers must select the best tools for their organization’s needs and ensure they are seamlessly integrated into daily operations. This requires continuous learning and adaptability — not just by HR managers themselves but all the different stakeholders using these tools.

Practicing Change Management

Change is the only constant in business and effectively managing it is one of the biggest issues HR managers face. Organizational change can take many forms: restructuring, policy updates, leadership shifts, or new strategic directions. HR managers are at the forefront — ensuring smooth transitions by communicating effectively with all stakeholders, providing training and support, and managing the psychological impact on employees. The ability to lead through change is a critical skill for HR managers, finely honed through experience and the right academic preparation.

How An MBA Helps HR Managers

In addressing the issues HR managers face, pursuing an MBA in HR Management can be transformative. Montclair State University offers a self-paced online program that delves deep into strategic workforce planning, building organizational productivity, effectively managing HR-related legal issues, and more.

Moreover, the MBA parts of the curriculum include robust training in change and conflict management and business fundamentals, providing the methodologies necessary to guide an organization through the ebbs and flows of business evolution. No more being accused of not understanding the business side of things!

With a comprehensive understanding of the issues HR managers face, an MBA in HRM prepares leaders to respond to challenges and anticipate and strategically plan for them. It’s an investment in a future where HR managers are not just administrators but key strategic partners in the business.

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