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Extensive change in the business environment has led to the rise of what is known as diversity management which has caught a great deal of attention in Europe and the US. To be more precise, the emergence of new generations of employees, the influx of expats, along with the internationalization of business activities have triggered new HR models and management practices, which focus upon making better use of employees’ potential. Although the possibility of benefitting from diverse human resources could be seen as an opportunity, it entails a number of HR management challenges.
Organisational change requires not only that every company member commits to it but also that change doesn’t come as imposed upon the people but rather as an individual choice. While for smaller companies change management may be easier to deal with, SMEs and large businesses have numerous departments and processes, as well as hundreds, if not thousands, of employees to take on the new path, which requires implementing new learning systems, facilitating constant cross-departmental communication and collaboration while repeatedly evaluating and re-assessing the progress. IBM’s study showed that “only 40% of respondents believe they have the right skills in place to successfully manage change projects in the future.”
HR managers have the difficult task of making change as smooth a process as possible for all company members and they can achieve this by putting a high emphasis on communication, be it cross-border, cross-departmental, etc. The more efficient the communication and collaboration among company members, the easier it will be for them to embrace change and not see it as an impediment or as something that has been imposed upon them.
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As expected, people migration, both cross-border and within countries, adds another difficult task on HR managers’ lists: finding ways of retaining and engaging talent in this ever changing world.
The fact that many organizations are in the process of global expansion results in skills shortages at a local level, many of them requiring a more mobile workforce which leads to a change in the demographic composition of the workforce but also in their motivations and expectations.
Therefore, it is of utmost importance that HR managers understand what is most valued by these employees. Is it financial compensation, or fame, or maybe autonomy at work? In many cases, HR will have to adapt their incentives, policies, and retention strategies for employees that are not just driven by financial factors and that seek high levels of communication, collaboration and engagement. Companies not only have to make sure that their people are committed and productive, they also need to retain employees for as long as possible in order to avoid incurring high turnover costs and wasting all previous training invested in them.
This will be no easy task for HR managers who need to find the right communication tools in order to keep employees engaged, regardless of whether they are working from inside an office or they prefer to follow the telecommuting trend. Agile working, flex-time arrangements, telecommuting, job sharing, etc. are all part of the globalized world and so are recruitment and management of remote workforce. These make video interviewing and video conferencing the preferred method for HR managers to communicate with job candidates and employees alike.
One of the most difficult HR management challenges has to deal with ROI. In that sense, a series of factors come into play when proving ROI in HR. These include the number of complaints and conflicts, the type of teamwork displayed, employees’ levels of commitment, as well as the levels of stress, job satisfaction, and engagement they display. Oh, and let’s not forget about the cost-per-hire! The latter together with engagement, and turnover rates are the important figures that prove that HR managers are not wasting money when hiring new employees. That is why they should work on lowering these statistics by training their employees better, engaging them regularly, and working to make their company culture positive and productive.
Luckily, HR managers have finally begun to grasp the time - and money-saving potential of conducting interviews and communicating with remote employees via video. With video conferencing via WebRTC technology, recruiters and HR managers can easily conduct live interviews with candidates, as well as communicate with existing employees regardless of their location. This significantly reduces travel costs and eliminates daunting scheduling hassles.
As a matter of fact, in this new globalized world, video conferencing tools based on WebRTC technology can help HR managers with their most difficult challenges by reducing travel costs and time spent travelling, shortening the time to hire, reaching geographically dispersed candidates and keeping employees engaged through streamlined communication and collaboration.