(c) Can Stock Photo / jirsak
Working as a human resources manager seem to be an easy job. Well, it seems from a side, that you are just choosing new people from the interviews, hiring them and then giving them some tasks to do. The experience comes to prove, though, that human resources managers face a lot of challenges, you may have no idea about. And to overcome these challenges you should be skilled and experienced, knowledgeable and have many other skills which will help you in this sphere.
In order you know and learn about those challenges beforehand, we have prepared this list of them and how you can overcome them:
- Recruiting
This is the first challenge, that literally every manager will face. When you start thinking about hiring new people for the company you are having a list of responsibilities and requirements that you have. Obviously, you are starting searching the new employee according to those requirements. And only God knows when you will manage to meet THAT person who corresponds to all of your requirements. We should be honest here telling that at the end, you won’t even find that person who totally corresponds to all of the listed points you have. And here is the challenge: you can either hire that person assuring that you will work together and bring him to the position where he corresponds to the company or keep searching for another one? Whichever option you choose, it always depends on your skills, the way you understand the people, and whether you feel that they will become the part of the team.
And here comes the second challenge:
- Making the new employee the part of the team
Let’s say you have overcome the first challenge and recruited the right person. It is now the time for that person to be involved in the team and become the part of it. If the work that should be done is a team work, then you would like him to be involved easier and sooner. This means, having organized an event out, a party of just a meeting around a cup of coffee would be a great opportunity to know each other. This will help you follow him from aside, not as an interviewer and see how the new employee acts not within the job scopes.
- Rewarding and supporting people
If you really like your profession, this may be one of the most pleasant challenged that you will meet. First of all, because you already have that skill of supporting your employees as much as possible. If you are good at it, rewarding will be another enjoyable part of the whole. Seeing, assessing and appreciating the work of the people, not only will make a good team but also will increase the efficiency of the job done. The challenge here, however is seeing the right people doing the right things. Assessing objectively is one of the things you should get used to. If someone working in the team is your friend, that doesn’t mean he should always become the one to be awarded. Make sure you are making objective and fair decisions.
- Multi generations at the job
If your employees are of different ages, that could become another challenge for you. First of all, because the interests and view to the world are different you may see some disagreements between the employees. Make sure you are organizing some events or meetings during which not the differences but the similarities will be the core. Get concentrated on the things which are common: their common company goal, for example. Show them that they all can be similar in this or that question. This will help them find some other common things with more ease. Besides, you also should be objective towards people of different ages. Respect everyone, never giving your preference to the experience of this age or the lack of knowledge of the other. After all, they all are working together and for the one and only goal.
Those were some of those challenges that human resources managers will most probably face if not every day, but very often. However, we do hope that those tricks we have talked about will help you overcome those challenges and create an environment where everyone will work and satisfy the company goals.
