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Contem Issues in HR

Human resource managers face challenges from a diverse multigenerational workforce with different values and work styles. They must also adapt to new legislation around healthcare reform and economic recovery efforts. Technological advances allow more flexible work arrangements like telecommuting but also require ensuring mutual agreements between employers and employees and tracking productivity. Managing these contemporary issues requires leadership skills to prevent potential conflicts and make the most of different generations' experiences, creativity, and education levels.

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38 views3 pages

Contem Issues in HR

Human resource managers face challenges from a diverse multigenerational workforce with different values and work styles. They must also adapt to new legislation around healthcare reform and economic recovery efforts. Technological advances allow more flexible work arrangements like telecommuting but also require ensuring mutual agreements between employers and employees and tracking productivity. Managing these contemporary issues requires leadership skills to prevent potential conflicts and make the most of different generations' experiences, creativity, and education levels.

Uploaded by

shedgeleena
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Contemporary Issues Faced by Human Resource

Managers Today
Human resources managers face a myriad challenges with today's workforce. There are issues
concerning the diverse workforce, legislation affecting the workplace and technology matters that rise
to the top of the list of challenges. Human resources managers who encounter these challenges use
their leadership skills and expertise to avert issues that might arise from these challenges.

Multi-Generational Challenges in Workplace

Four generations are in the work force. Ranging from


septuagenarians to 20-something recent college graduates, your
company may experience the challenges posed by having so
many different sets of values, expectations and work styles in the
workplace. The AARP published a white paper titled, "Leading a
Multigenerational Workforce." According to the USA Today article
cited within, "According to a survey by Lee Hecht Harrison, more
than 60 percent of employers are experiencing intergenerational
conflict. However, those very differences can also lead to
increased creativity and productivity—and ultimately to
business success."
Each generation has its attributes to contribute to your workforce.
Older workers of the traditionalist generation are a goldmine.
They have years of experience and expertise you can draw upon
for training others as new employees join your company. Though
cliche', baby boomers bring "thinking outside the box" to
another level as they use creativity to resolve issues. Generation
X workers will comprise one-third of the workforce in 2011,
according to the U.S. Bureau of Labor Statistics. Workers from the
Millenial generation are among the most highly educated--and,
probably the least averse to risk-taking than previous
generations.
Legislation Affecting Workplace

The Recovery Act of 2009 and the health care reform bill, which
passed in March 2010, promised immediate impact on the
workplace. The requirements of the Recovery Act had an

enormous affect on businesses that provide health care insurance


to workers who lost their jobs. The Act mandated an employerpaid 65 percent subsidy for former employees receiving COBRA,
short for Consolidated Omnibus Budget Reconciliation Act,
benefits. On the other hand, the Recovery Act created thousands
of jobs and contracting opportunities for small businesses. In
addition, the guarantee for U.S. Small Business Administration
loans was increased to 90 percent.
The health care reform bill of 2010 lessens the threshold for
procuring insurance coverage. By 2014, no one will be denied
health care insurance because of pre-existing conditions. This
may increase premiums for insurance that, unfortunately, might
have to be passed onto employees or become another fiduciary
responsibility assumed by employers. Conversely, small
businesses that provide consulting services to employers may see
an increase in revenue due to the surge in employers needing
professional services to help them to comply with legislative
changes.
Technological Advances And Workplace

The workplace setting is changing because of technology.


Telecommuting, telework and remote reporting relationships are
becoming the norm rather than an anomaly. Flexible work
schedules and arrangements are ways to improve productivity for
some employees; however, these types of technology-based
changes aren't for all employees. Human resources
managers must ensure there is a mutual agreement between the
employer and employee for options that include telecommuting.
Working from home--telecommuting or telework--requires
motivation and discipline. Some employees lack these traits and
would not be productive workers if allowed to work from the
comfort of home.
The upshot to technological advances for human resources
managers is the type of human resources information systems
available to employers for a variety of purposes. Human

resources departments are able to track applicants and manage


the recruitment process more effectively. In addition, producing
data and reports can be accomplished easily because of
technology.

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