“Unless, not fully sentient with the significant role of the HR; an organization can not attain evolution through its human capital.”
Public sector of Pakistan have “personnel department” that is responsible for staffing, office management and regulation. On the other hand private sector in Pakistan has accepted the HR as a strategic partner. In this sector, especially in the Multinational companies HR is enjoying a seat at company’s corporate table. They also have a very impressive impact on our local companies and that’s why HR is emerging as a separate function in local organizations of Pakistan as well.
Challenge One – Management Expectations
To cope with the management expectation is the biggest challenge for an HR professional. When management personnel of any organization hire an HR person to start the HR department they have very high expectations in their mind from it. However these expectations can be radically varied from management to management. One may see an HR person as a recruiter; another may see as a problem solver, while a third may see him or her as an overall generalist. But in all cases management pressurizes the HR person to show the quick results, to hire resources as soon as possible, to improve office timing in a week only and to prepare and implement all policies in two weeks.
Challenge Two – Employees’ Perception
Another major challenge facing HR person in the establishment of HR department is the employees’ poor perception about the HR department. Due to the management expectations and pressure to show quick results the HR person has to be strict and tough. But unfortunately, due to this allegiance, HR person has been seen as “puppet of management” by the employees.
It is always a daunting task to change deep seated employees’ perceptions. But the best solution to this challenge is to have a meeting with the employees individually, to ask them what their concerns are and to capture their perception about HR. HR should be aware that the key to winning the hearts and minds of the employees is to listen to their problems and to recognize their work in the company. So, be proactive in arranging a wide range of activities to recognize their work, to enhance their satisfaction and motivation, i.e. employee of the year, performance bonus, family dinner, and Umrah tickets. Never punish the employees. Always try to find out the cause behind their acts and to educate them and to provide solutions of their problems. HR should always be flexible, cooperative, and supportive; and have to play the role of a mentor and a counselor.
Challenge Three – Policy Implementation
Another big challenge is policy implementation “the process of converting intention into action”. Policies are the rhythm of a corporate life but unfortunately, the implementation process “takes a considerable time to acceptance”. In local organizations of Pakistan, many long-service employees enjoy the status quo that’s why they create hurdles in implementation of the new policies and procedures. And they create a hostile environment for a newly build HR department as well.
The best solution to this challenge is to take the leadership in confidence. Before making any policy, ask their recommendations. Draft the policies based on these recommendations and then implement them. Implementation depends largely on solid leadership of the organization; top level management as policy sponsors, mid-level managers and supervisors as implementers. Try to engage mid level managers and supervisor for policy implementation and monitoring. They are usually the first to have contact with the team and are often the most influential in the company. They know the attitude and impressions of their team better than HR person.