13.

SPECIAL CHALLENGES IN HUMAN RELATIONS

Humans have always been complex and having to manage people has always been tricky. Now,
the digital age has added even more complexity to human resource management, like the
transparency of social media, the persistence of software updates, and the remoteness of
international teams.
This makes human resources a difficult job that’s faced by many challenges. It also means
that identifying and overcoming human resource challenges is time, money and effort well
spent, since the greatest asset a business can boast are its employees.
But what are the top human resources challenges in the workplace? Well, having tons of
experience working with HR, we’ve managed to narrow down the list to the seven most
common challenges faced by HR professionals, along with practical solutions.

1. Attracting top talent

Attracting and retaining the best talent takes discernment, time, and a whole lot of work. That’s
why this human resource challenge features so high up on the list.
Attracting and retaining the best talent takes
discernment, time, and a whole lot of work.
To attract the right individuals, you need to know the requirements of the job and the
organization. But as job roles and expectations keep changing, and organizational culture keeps
adapting, this task becomes increasingly difficult.
So, we suggest that you start with how and where you market vacancies. Use the
platforms that are most likely to be frequented by your target talent, depending on their skills,
industry, and job level. Attracting the right candidates means you’ve got less work to do in
the screening phase.
Then, when you do start screening your candidates, focus more on their fit with the
organization, than with the job. Look for evidence that they enjoy learning, that they’re up for a
challenge, and that they’re comfortable with change. Find out how technologically savvy they
are, and how they deal with feedback.
By looking out for these qualities, you’ll be creating a team of employees who are likely to
achieve the business’ training and development objectives, even as these transform over time
(which is more important than knowing that they can perform the job well today).

2. Embracing change with grace and ease

Change is a shapeshifter, influencing our environment, competitors, customers, and workplace.
But whether managerial, structural, procedural or technological, it’s well-known that humans
are afraid of change. The unknown brings about feelings of uncertainty and anxiety.
This makes the large responsibility of adapting employees for change, one of the most
recurring challenges faced by HR professionals. Human resources are tasked not only with
managing employee morale, happiness, and cooperation through change but also with
constantly upskilling employees to meet the changing needs of the business.
The solution? There’s no single right answer. But an effort to communicate frequently and
transparently before, during, and after times of change is a good place to start. Provide fair
warning of changes to come, and equip staff with the competencies they’ll need to deal with
change.
By providing training on the hard and soft skills they’ll need to cope with the change, employees
will feel more secure and capable, and be more likely to embrace change.

3. Developing the leaders of tomorrow

Not all teams perform at the same level, and this is usually because of the team
leader. Many employees consider leaving their jobs because of a poor relationship with their
direct manager. That’s why it’s critical to source and develop talented and inspiring leaders.
But this is easier said than done. Because grooming current employees for leadership positions
doesn’t work when the leaders-in-the-making keep leaving – which is a regular occurrence in a
Millennial-heavy workforce. That’s why this is one of the most common human resource
challenges today.
Of course, you could handcuff your future leaders to their desks (we’re joking, you can’t do
that), or, you could find ways to motivate them to stay.
Like providing regular training that aligns with a clear career progression path. This shows
talented employees that you value them, see their potential for leadership growth, and are
actively investing in that growth.

4. Fostering a culture of continuous learning

Today, crowds of employees leave their jobs with the key reason being a lack of
development opportunities. Yes, training is the golden drawcard for keeping employees
stimulated, engaged and loyal.
But this is only true when training is relevant to their jobs, includes engaging content and is
available in formats that enable flexible learning. Training must happen continuously in order
for the business to remain competitive, so employees can often become bored or overloaded.
Of all the human resource challenges, this one is arguably the most simple to address.
Because Learning Management Systems enable us to train with eLearning courses. Online
training can take place at home, on the weekends, or even on a mobile phone while waiting for
a taxi.  And it gets better.
Some LMSs, like eFront, offer advanced gamification and microlearning features, so
that employees remain engaged in their training, and enjoy the flexibility of consuming bite-
sized chunks of learning at times that are most convenient to them.
5. Managing diversity with local in mind
Globalization. It’s affecting every business, in every part of the world. Our customer reach is
expanding beyond the traditional Head Offices, and talent can be sources across seas and
borders. This means more sales, and a diversity of employee experiences, ideas, and
perspectives.
However, with this diversity comes with a few human resource challenges, like managing
diverse cultures in a local team. While adhering to local policies and procedures, HR must
also create a workplace that is comfortable, welcoming, and free of conflict – for everyone.
Cultural awareness programs can help employees recognize the benefits of diversity, like better
ideas and innovations, and a wider customer reach. Team building activities are also an
effective approach for integrating employees of different cultures and uniting them towards a
common business objective.

6. Looking After Health and Safety

Health and safety standards are probably one of the more obvious human resource challenges.
Not only does labor law govern these concerns, but they’re also of great importance to general
employee wellbeing. Because health in the workplace isn’t just about hygiene and safety.
Today, the psychological well-being of employees can deteriorate due to high demands, limited
time, and general employee burnout. Sure, periods of stress are normal, and under times of
pressure, employees can often produce their best work. But high levels of stress cannot be
sustained.
This means that HR professionals need to keep a close eye on escalating workloads and stress
levels. An open-door policy to discuss anxiety, working hours and unfair expectations is critical.
Training managers in Emotional Intelligence (EQ) can help them recognize the benefits of a
healthy mental state. Other training, in mindfulness and general stress coping techniques, can
help build a resilient workforce. And then, there are those progressive companies that allow
mental sick leave when employees are feeling burnt out.

7. Creating a Quality Employee Experience

It’s not uncommon to find high staff turnover in fast-paced companies. Because even
though they might manage to hire the best employees, keeping them around becomes the next
obstacle and one of the greatest human resource challenges.
But if your employees are satisfied with their job, their workplace and the people they work
with, then they’re far less likely to consider other employers. We’re talking about the modern
concept of employee experience.
So, focus on creating an employee experience that’s a notch above the competition. You can do
this by offering engaging online training, gym facilities, flexi-time, work-from-home
arrangements or other incentives. Build a culture that is inspiring and welcoming, and
encourage your leaders and managers to lead by example.

Face Your Challenges

The ultimate challenge for HR professionals is understanding the corporate landscape of
the future. As industries and technologies evolve, new generations enter the workforce, and
globalization creates increased competition, it will be the human resource issues that make or
break a company.
By remaining relevant, and continuously identifying and addressing human resource
challenges, companies will empower their greatest asset, their people, towards sustainable
success.

14. RESPONDING TO PERSONAL RELATED STRESS

Workplace stress is highly personal. Some people thrive in fast-paced jobs,

such as emergency room nurses, police officers, and air-traffic controllers.
These are stressful jobs where making a mistake can put people’s lives at
risk.

The rest of us likely wouldn’t last a day in such high-pressure environments.

But that doesn’t mean our jobs are less stressful. Every job has its own kind of
stress. There could be short deadlines, endless paperwork, or the occasional
angry customer. Or there may be meetings that drag on for hours, putting
everyone even more behind. All can cause stress.

In other words, it’s not just the job that creates stress. It’s also the way a
person responds to the pressures and demands of each workplace that
makes them stressed.

Not surprisingly, people respond to stress differently. The way they respond
depends on their personality and their workplace culture.
 Stress effects
Short-term effects of stress include:

 Headaches
 Shallow breathing
 Trouble sleeping
 Anxiety
 Upset stomach
Long-term constant stress can increase the risk for:

 Heart disease
 Back pain
 Depression
 Lasting muscle aches and pains
 A weakened immune system
Stress also can affect your mind. It can impair your ability to focus and your
imagination. Stress also increases the chance you’ll make mistakes because
you’re not thinking clearly.

Constant stress can affect your emotions and behavior. It can make you
grouchy, impatient, less excited about your job, and even depressed.

What to do about work-related stress

Check reality
When you’re in a high-pressure situation, examine your train of thought to see
if it’s adding to the stress you feel.

Are you imagining a far worse outcome than is likely? Is the project or
situation likely to affect your job approval, reputation, or income? Are you
really out of your league? Or are the immediate demands really more of a
challenge than a disaster in the making?
Manage your time
Correct time and priority management can reduce a lot of workplace stress.

Start each day by making a to-do list of tasks, calls to make, and e-mails to
write. Prioritize the list according to tasks you must do, those you would like to
do, and those that can wait. Don’t schedule too much. And build in time for
interruptions.
 Take a break
Hourly mini-breaks where you stretch your shoulders, back, and neck can
provide physical stress relief. This can then reduce mental stress. Lunch is
often skipped at the expense of more stress. Try to take lunch if you can.
Be realistic
Stop promising to do more than you can handle. Be polite as you say, “With
the workload I have, I can’t take on more at this time.”
Repeat yourself
Every day, plan to spend some time at rest, but not asleep. Sit in a
comfortable chair, close your eyes, and relax your muscles.

Then focus on breathing regularly as you keep repeating one simple word
aloud or silently. This might be a word such as "peace," "relax," or "om." Keep
doing this until your muscles and mind are relaxed.
Try muscle relaxation
Try this relaxation exercise:

 Sit or lie down, if you can, and close your eyes.

 Starting at your head, tense your face by clenching your teeth and
furrowing your brow. Hold the tension for 5 seconds. Then release it.
 Next, tense your shoulders by bringing them up to your ears. Hold for 5
seconds. Then release.
 Next, tense your arm muscles. Hold for 5 seconds. Then release.
 Continue to tighten and release each group of muscles in your body
until you reach your toes.
 Focus on the warmth and heaviness of your body as you relax. Breathe
gently for a few moments. Then open your eyes.
Visualize
Sit or lie down and close your eyes. For 5 to 10 minutes, imagine you’re in a
place you love. This may be the beach, the mountains, or the house you grew
up in. Breathe slowly and deeply as you imagine what you see, feel, hear,
taste, and smell in your special place.
Breathe slowly and deeply
Try this:

 Lie flat on your back with your eyes closed. Place your feet slightly
apart.
 Rest one hand above your belly button. Put the other hand on your
chest.
 Breathe in through your nose and breathe out through your mouth. Do
this until you’ve emptied most of the air from your lungs.
 As you slowly count to 4, gently inhale, making your stomach rise.
Pause for 1 second.
 Then as you slowly count to 4, gently exhale, letting your belly slowly
fall. Pause for another second.
 Repeat these steps 10 times.
Eat a healthy diet and exercise regularly
A healthy diet rich in whole foods, fruits, vegetables, whole grains, and lean
protein may reduce stress. Having lots of caffeine, sugar, and alcohol can
increase it.

Many studies have found exercise reduces stress. Aerobic exercise works
best for most people. This includes running, swimming, or brisk walking.
Yoga, Pilates, tai chi, or simple stretching can also help. They help create a
calmer, meditative state.
Communicate
Talking with a family member or friend outside of work about the issues that
cause your stress at work can help you put things in perspective. Explore
solutions and ways to cope together.

15. VALUING WORKFORCE DIVERSITY

increasingly diverse population, organizations must effectively manage diversity in order to
attract and retain high-quality employees and create a more cooperative, creative and productive
work environment. One important aspect of managing diversity is demonstrating and
encouraging respect for all employees' abilities and perspectives. There are a number of steps an
employer can take, including:

 Creating a policy on diversity and inclusion, and making sure that all employees have read and
understood the policy
 Providing training for all employees about diversity and the employer's commitment to
recognizing every employee's abilities and perspectives
 Training supervisors and managers on the diversity policy and how to handle situations, if they
arise, where differences between employees are causing conflicts or interfering with productivity.

Why should you be concerned about workplace diversity?

  Figures from the most recent census show that minorities account for nearly a third of the U.S.
workforce, 10 percent of workers are age 55 or over, and about half of the workforce are women.
 In the future, the U.S. Bureau of Labor Statistics projects that minorities will approach 50 percent
of the American workforce, and the number of workers age 55 and older will jump to almost 20
percent.
 Growing diversity among your employees has a big impact on how your organization functions.
Increasingly, supervisors will be required to work effectively with men and women of different
races; religions; ages; lifestyle preferences; and social, ethnic and cultural backgrounds.

What are the benefits of workforce diversity? A welcoming and diverse workplace where all
employees feel empowered and supported in their career goals is the best way to attract quality
employees—and the best way to keep them. With high-performing employees come higher
productivity, quality and improved morale. When employees feel and see that diversity is
appreciated and promoted in the workplace, they are generally more satisfied with their jobs.
Oftentimes a diverse workforce will provide the opportunity to have many different angles or
points of view in the decision-making process, which enables leaders to make better decisions
that are often more innovative. Another benefit of encouraging diversity is the reduction of
discrimination complaints and costly lawsuits.

What are the applicable regulations? Although there are no specific laws or regulations that
require workplace diversity, diversity is at least in part about equal opportunity, and provisions
of the following federal fair employment laws should be kept in mind: Age Discrimination in
Employment Act (ADEA), Americans with Disabilities Act, Equal Pay Act, Rehabilitation Act
and Title VII of the Civil Rights Act of 1964. In Illinois, laws to be considered are the Illinois
Human Rights Act, The Equal Pay Act of 2003 and the Military Leave Absence Act.

Want to promote workplace diversity? Consider your answers to the following questions. Do

you have a diversity policy? If you have a policy, how do you support it? Do you train
employees to recognize the benefits of diversity? Have you built work teams with employees from
different backgrounds and diverse perspectives? Your answers to these questions will shed light
on whether or not there are opportunities to enrich the workplace experience through enhanced
diversity efforts
16. THE CHANGING ROLES OF MEN AND WOMEN

The public has mixed views about the changing role of

women in the workplace and the impact this has had on
family life. Today women make up almost half of the
U.S. labor force, and in 2012 nearly as many working-
aged women (68%) as men (79%) were in the labor
force.6 Most Americans applaud these trends, and very
few would favor a return to more traditional gender
roles. In a 2012 Pew Research survey, only 18% of all
adults agreed that “women should return to their
traditional roles in society.” Fully eight-in-ten adults
(79%) rejected this idea.7
When it comes to mothers of young children, the public
is more conflicted. Relatively few (21%) think the trend
toward more mothers of young children working
outside the home is a good thing for our society8, and
only 16% say having a mother who works full time is
the ideal situation for a young child.9

A new Pew
Research Center survey, conducted April 25-28, 2013,
finds that the public remains of two minds about the
gains women have made in the workplace–most
recognize the clear economic benefits to families, but at
the same time many voice concerns about the toll
having a working mother may take on children.
Respondents in the new poll were asked how the
increasing number of women working for pay outside
the home has affected different dimensions of family
life. Fully two-thirds (67%) say this change has made it
easier for families to earn enough money to live
comfortably. About three-in-ten (28%) say this change
has made it harder for families to earn enough, and 2%
say it hasn’t made much difference in this regard.
While this trend may be beneficial for family finances,
the public thinks having more women in the workplace
has not had a positive effect on child rearing and even
marriage. Roughly three-quarters of adults (74%) say
the increasing number of women working for pay has
made it harder for parents to raise children. Only 19%
say this has made it easier to raise children, and 2% say
it hasn’t made much difference.
Half of all adults say the trend toward more women
working has made it harder for marriages to be
successful. Only about one-third (35%) say this change
has made it easier for marriages to be successful, and
5% say it hasn’t made much difference.
These attitudes have changed somewhat over the past
decade and a half. In a survey conducted by the
Washington Post, the Kaiser Family Foundation and
Harvard University in 1997, most adults saw the
economic benefits of having more women in the
workplace: 60% said this trend made it easier for
families to earn enough money to live comfortably.
That share is even higher today (67%).

Compared with current

attitudes, the public had a more negative assessment in
1997 of the effect this trend was having on children and
marriage. Fully 82% said having more women working
for pay outside the home made it harder for parents to
raise children (compared with 74% today), and 67%
said this trend made it harder for marriages to be
successful (vs. 50% today).
There is no significant gender gap in views about how
having more women in the workplace affects marriage
and child rearing. However, men are more likely than
women to see the economic benefits of this trend.
There are significant differences of opinion across age
groups. Young adults (those ages 18-29) are less likely
than older adults to see negative consequences from
this trend and more likely to see positive effects.
For example, while 78% of those adults ages 30 and
older say having more women in the workforce has
made it harder for parents to raise children, only 60%
of those ages 18-29 agree with this assessment.
Similarly, while more than half (54%) of adults ages 30
and older say the rising share of women in the
workplace has made it harder for marriages to be
successful, only 36% of young adults agree. Not
surprisingly, there are also large gaps by age in the
incidence levels of marriage and parenting. Among the
survey respondents, only about one-quarter (26%) of
those ages 18-29 reported having a child under age 18.
This compares with 66% of those ages 30-49. Roughly
one-in-five (19%) of those under age 30 said they were
married, compared with more than half (58%) of those
ages 30 and older.
When it comes to earning enough money to live
comfortably, young adults (79%) are more likely than
those ages 30 and older (64%) to say having more
women working outside the home has made this easier
to accomplish.