5 Scenarios for Future Human Resource Managers (& How To Handle Them)

5 Scenarios for Future Human Resource Managers (And How To Handle Them)

9 July 2019 By Kate

Human Resource Manager

You’ve probably heard about employees going to HR to handle issues with other employees or managers, but there’s a lot more involved with being a human resources professional. If you’re thinking about attending college and pursuing a career in HR, it’s a good idea to broaden your understanding of what human resource managers do. That way, you’ll be better prepared for your job, and better equipped to help your company. Here are five scenarios future HR managers will likely face, and how to handle them. 

1. Employee Retention

Part of a human resources job description is retaining productive and promising employees. Employees have more options than ever when it comes to job opportunities, and human resources managers are essential in making sure workers remain satisfied with their job, duties, and role at the company.

 One of the best ways to accomplish this task is to always make sure employees receive a fair salary. Besides talking to managers, this scenario also involves touching bases with employees to ensure they feel adequately compensated. Also, it’s best to go beyond money. Ask employees if they’d like to have specific benefits, or if they need any additional tools to better complete their work. This could provide a great balance if your company isn’t able to offer top salaries. 

2. Law & Regulation Compliance

Another important and often overlooked aspect of what human resource managers do is keeping up with the latest employment laws and regulations. Just like various business industries, regulations and laws regarding employment are constantly shifting, and it’s up to human resources managers to ensure their company is always compliant. Neglecting to remain compliant can easily result in avoidable lawsuits and audits. Depending on the severity of the infraction, there’s a chance a company could shut down completely, suddenly leaving workers without a job, all through no action on their part. 

 The solution for this scenario is for you to keep current on the latest U.S. Department of Labor’s Employment Law Guide. HR managers can read about regulations and laws regarding wages, hiring practices and workplace safety. Additionally, managers should take a deep dive into local and state laws, as well. 

3. Conflict & Negativity

Just because you have a great team of employees doesn’t mean the office will be free of conflict and hard feelings. Some of the greatest workers have a hard time handling conflict or communicating with other employees, or they may engage with workplace gossip. That’s where you come in as a human resources manager.

 To overcome this hurdle, it’s vital you learn how to both listen and hear what’s being said when you approach problematic employees.  That way, you can get to the root cause of the issue, which the employee may not realize her or himself. Once you’ve got an understanding of the problem, it’s time to play mediator. All involved parties need to feel you understand the issue and that you comprehend where they’re coming from. That’s the only way you’ll be able to work out a solution that satisfies everyone as much as possible.   

4. Shifts in Management

Great managers don’t always stay with a company, and some of them simply don’t work out. Either way, human resources professionals have to help the company navigate management changes. Having great managers in place helps with employee retention, diffusing negativity and conflict, and compliance.

 Whenever a new manager is brought in, or when there’s a change in management style, focus on keeping the lines of communication open with employees. Let workers know why the company’s management style is shifting, why a manager is leaving or what a new manager brings to the company. These are great topics to discuss during staff meetings, as they give everyone the chance to get on the same page and employees to ask questions. Specifically, it’s best to focus on when the change is taking place, why it’s happening and what that change will look like. 

5. Productivity

You can’t expect employees to come to work every day ready to give 100%. Besides not feeling up to working every now and then, there are more distractions than ever that can pull at an employee’s attention. There may also be times when an especially overwhelming or intense project drains at an employee’s will to keep going.

 To keep productivity levels high, help employees get to know each other as well as each other’s strengths and weaknesses. This way, workers can divide up tasks according to what they excel at, and they know whom to turn to when they need help. Additionally, rewarding employees for completing a task can help them push through. Taking breaks and stepping out of the office for some fresh air and movement also allows for breathing room to step back and disengage for a moment.

 Being an HR manager can be challenging, but it can also be one of the most rewarding careers within a company. For more information about the education necessary to become an HR professional, contact a Pioneer Pacific College representative.

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