Practical issues related to human resource management varies across organizations and dependent on context. Some of the problems could include employee turnover, organizational climate, work-life balance issues and compensations. You can read relevant materials on researchgate.

The staples of human resource management, inattention to which might cause the "problems" this query refers to, include adapting to new technology, changes in management, compliance with laws and regulations, development of leadership, diversity in the workplace, engagement of employees, job design and analysis, performance management, recruitment of skilled candidates, retainment of talented employees, and training and development (continuous learning and reskilling). More recent preoccupations (and sources of "problems") have to do with intra-company collaboration, management of a remote workforce, outsourcing of human resources, people analytics, and virtual onboarding of new employees. Tracking future trends for workforce planning ought to be a more critical function in anticipation of changes in business trends, demographics, information and communication technology, and politics.

I think it is because mostly Human Resources become more profit or process driven rather than 'people driven'. If staff can be seen as the most primay assets and harnessed to their utmost potential than th

Sorry continuation from above... if staff can be seen as the most primay assets and harnessed to their utmost potential then HR processes can become a primary strategic lever to an organization.... perhaps also check the Schein Organization Culture model. Goodluck.

Dear Sachini thisara Jayamali,

You can try with the problem of changing human resource practices as an impact of the current COVID-19 issue. The COVID-19 has urged human resource practices in the workplace and it will be a challenging process with the exponentially spreading of the virus. As a result, human resource management is responsible to have and implement proper work practices to protect the workforce of an entity with corrective measures.

Hope this can help you in your studies.

Good luck with your studies.

Regards,

S. Senthilnathan.

employee retention is a big issue for organisations recently.

I believe that human resource management problems after COVID-19 is different from before COVID-19. You may refer to my article concerning that:

- Judeh Mahfuz et al. (2020) The Effect of after COVID-19 Human Resource Management Approaches on ‎Organizational Entrepreneurship, Systematic Reviews in Pharmacy, Vol 11, Issue 10, pp. 1241-1251. ‎doi: 10.31838/srp.2020.10.178‎.

Hello,

George G.M., Jones G.R. Organizational Behavior. Essentials of Management. Prentice Hall Upper Saddle River, New Jersey 07458: 2003

Dear Sachini thisara Jayamali,

I would suggest three important issues for a human resources department:

how to transform the procedures from analogic to digital procedure

how to attract talentous people without making a high hire cost

how to introduce the journey employee in order to improve talent retention and get a win company

Global mobility issues such as cross-border hiring and language policies.

One of the key factors in the success of any organization is to pay attention to the culture of the organization. Managers must first provide a complete and clear description of the organization's goals for new job candidates in the organization and then identify the best people to hire based on the culture of the organization

thank you so much for all your valuable thoughts Firoozeh Asghari Betty Beeler Pedro C. Martinez-Moran D. A. Timofeev Mahfuz Judeh

Dear Sachini, beside the above mentioned objective and subjective indicators of leadership effectiveness, prime factor is relationships, especially mutual trust between a leader and followers/subordinates which enable innovations and transformation that make an organization effective. This factor is elusive, requires bi-directional longitudinal study which is rare although considerable literature ever since the 1950s alluded to it. See my attached article and book.

Dear Sachini,

I fully agree with the problems mentioned by colleagues above. I would add the management of the corporate culture, the brand of the employer and the related processes of identification, selection and socialization of employees. The procedures are increasingly carried out in social networks; artificial intelligence is increasingly used in recruitment marketing. I missed - marketing approaches are used in increasing collaboration with HRM approaches. We must think about the general regulation on personal data protection must also be taken into account. A presumption for the above is the perception of ​​change as constant in the modern world.

Regards,

Yanica

Strengthen the relationship between people and organizations.

try to adopt new tools of artificial intelligence in your organization especially in the : Pattern Hyper personalization ,and don't forget that trust between a manager and employees which encourage and enable innovations and transformation is the best idea for more production

Sachini Thisara Jayamali There are a number of challenges in HRM in organizations. However apart from what others have already cited the challenges posed by career plateaus have worked against good HRM practices and especially relationship management.