Human Resource Management 2.0 – The Five Biggest Challenges of 2012

by Katharina on February 15, 2012 · 0 comments

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The trading that is carried out amongst businesses is what shapes the wealth and growth of our economy and for this reason it is important to examine what future challenges await human resource management. A recent study by the consulting firm Bersin & Associates showed that whether a company’s HR-Management is fit for the future is independent of budget, organisational structure and department size, but rather on the competence of its personnel. It became clear after studying more than 720 companies and holding interviews with HR experts, that the five main challenges which will test human resource management are based on the following:

1. Cost-Benefit Analysis

Investment appraisals within the personnel department guarantee support by corporate management. However, due to poor IT structures implemented by other sections of the company, personnel often lack the necessary data and standards in order to efficiently deal with HR topics. This is where cost-benefit analysis comes into play. For example, small and medium-sized enterprises often split up the necessary data into different systems for successful personnel management.

2. Key Figures

Nowadays, we are presented with a constant flow of data, but if we are to succeed, it is important that personnel management in particular use critical filtering techniques that are able to search out the most relevant information. Sensible, key figures are the basis for informed decisions and there has not been a better time than 2012 to develop more of these.

3. Flexibility and Career Prospects

It is a natural fact that people want to advance and succeed because the desire to learn and curiosity of the unknown are two driving factors of our existence. For this reason, flexibility and career prospects are important for job satisfaction. How you can improve is an intriguing question, but methods such as E-Learning and Blended Learning are definitely worth focusing on.

4. Self-Learning

Most entrepreneurs and managers know how important talent is for success and most of them are successful at recruiting it. A learning culture which encourages individuality and self-determination is very effective at encouraging a strong connection between the scatter brained generation Y and the company. If your company develops such a connection, then you can count on top results.

5. Developing a High Performance Culture

Managers from high performing companies are one step ahead of their colleagues, because they aim to find innovative solutions, modern technologies and a positive working environment, which builds on the sovereignty of their employees. In addition, the support of ERP-Tools encourages efficient processes in the company, as well as bringing focus to the essential – efficient human resource management for company success.

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