Human Resource Management Difficulties

Most businesses have a human resource management department to properly arrange all elements of employee life, from remuneration to motivation. However, the management area is wide and dynamic in comparison to other aspects of the business, and it frequently meets unanticipated obstacles. The company operations end may be dealing with its own difficulties, such as competition, cash flow, and income growth. Other challenges that the human resources department may face include low productivity, employee resistance, a lack of training and development, and a variety of others. Konw Hr Companies In Karachi.

Human resource management (HRM) entails the following functions:

Organizing the workforce

Job planning and analysis

Management of performance

Development and training

Benefits and compensation

Concerns about the law

Here are seven of the most basic human resource difficulties that organisations encounter, along with some remedies.

1. Management of Change

As a company grows, so do its techniques, structure, and internal procedures. A few employees are having difficulty adapting to these adjustments. During times of progress, most organisations’ efficiency and spirit suffer. WFPMA declares that this may also be the reason why it is referred to as the primary issue as HR continues to aid organisations in moving forward. A greater emphasis on training is required to build additional competencies for dealing with change management.


Businesspeople should concentrate on spreading the benefits of the transition to everyone. Standard employee meetings are a good place to start. When your group understands the why, how, and when of the change, they are more likely to accept it. Furthermore, rewards should be transparent, and assistance should be provided to help people adjust to the shift.

2. Development of Leadership

Human resource management and leadership development are the most pressing issues that must be addressed as a crucial strategic endeavour. Our HR professionals are tasked with providing the core structures, procedures, tools, and views necessary to make the best choice and develop the organization’s future leaders. According to the World Federation of People Management Associations, “authority advancement has been recognised as a critical activity in guaranteeing that the correct representatives are held, that the culture of the organisation underpins execution from within to pick up advertise position, and that managers are prepared to take on influential positions of things to come with the goal that the association is viable in the long haul.”


Leadership development is difficult in terms of keeping your management team motivated and engaged, as well as preparing them to take on more responsibilities in the future. Make it an integral part of the culture. Make it possible for them to apply their abilities on a consistent basis. Achieving goals will invigorate them and help them to improve their talents.

3. Employee education and development

Allocating resources to lower-level employee learning and development is another common HR concern. A few organisations have problems locating the resources to do so. Employees on the front lines are your toughest workers, and they may not be able to attend training seminars.


Learning and growth do not have to be time-consuming or expensive. Employ a leadership development team and suggest a higher-up to teach subordinates. You may also offer web-based training programmes so that people can progress at their own pace. Put resources into your staff, and you will have a dependable, productive team.

4. Retention of Employees

HRM has more than simply the challenge of recruiting personnel; it also faces the challenge of retaining them. Employee retention must be controlled in order to keep the representative turnover rate to a minimum. This is a serious difficulty for human resource management for the following reasons:

i. Contingent labour

Part-time, temporary, and work-from-home employees make up the workforce. Keeping such employees in the organisation is difficult since they are less connected to the organisation. As a result, it becomes a huge responsibility of human resource management to make such employees feel like they are a part of the organisation and to keep them involved in it for the long term.

ii. The need for skilled workers

Faculty with more prominent experience and specific information are in high demand in the activity showcase so that employees may keep their heads in the race. Such personnel are a valuable resource for any firm, and HRM should prioritise their care in order to keep them from changing jobs.


Employees benefit greatly from the onboarding process. According to research, planned onboarding means that representatives are 58 percent more likely to stay with an organisation for a long period or more. To discover more about your alternatives, see our article Top 5 Employee Retention Strategies Your Company Should Be Using.

5. Salary and benefits

HRM must account for aspects such as tardiness, taking more leaves than allowed, cutting from permissible leaves or punishing for unapproved leaves, and so on. As a result, the amount to be paid is frequently contested.

Our comprehensive payroll solution assists you in disbursing the exact amount of salary and applying any agreed-upon deductions. Flexi pay allows you to save time by compiling precise attendance and timecards to assess costs and avoid anomalies.

Keep track of payables.

Salaries are determined by the situation of the employment.

Payment accuracy based on attendance


With proper payroll support, HR managers will be able to pay the appropriate amount to the correct person at the right time, which is critical for creating satisfied productivity from workers. Get Best HR Software in UAE.