How Human Resource Management can effectively address people-centric challenges in the modern workplace.

PEOPLE-CENTRIC  CHALLENGES  IN  THE MODERN WORKPLACE

 

What Are HR Challenges?

There’s been a growing emphasis on people in the corporate world. So now, there is a creating HRM system centering on people: encourage the participation, satisfaction, performance of personnel to finally realize the target, objectives for the enterprise. HRM departments must evolve accordingly to effectively meet the demands brought about by changes and emerging social norms.

As is common with any business, there are many people-related issues that are bound to occur. These issues have an impact on an organization and regarding these issues, it is essential to formulate proper HRM policies. If the proper strategies are put into place, employee well-being and organizational performance may be enhanced.

The purpose of this paper is to show what is needed for a high-performance people-centered HRM system to operate effectively, especially in terms of employee and organizational outcomes.

There are many problems related to human resource management in daily organizational activities. Some of them are as follows.

What are thepeople-centric challenges in the

modern workplace ?

01. Poor Communication
02. Workplace Conflict
03. Low Motivation
04. Employee Engagement
05. Workplace Safety 
06. Conflict Resolution
07. Work-Life Balance
08. Performance Management
09. Recruitment and Selection
10. Employee Development

The aim of this article is to identify the first three problems, namely Poor Communication, Workplace Conflict and Low Motivation, and how these problems are related to the theories of human resource management and to provide solutions to them.

Challenge 01: Poor Communication

Poor communication is the inability to efficiently and effectively exchange or understand information verbally or non-verbally between individuals or groups.   

1.1: The relationship between poor communication and HRM theory

·       Maslow's Hierarchy of Needs (Motivation Theory)

One of the key points of Maslow's theory is that personal motivation develops in a hierarchical order from basic needs to the more complex ones such as social and self-actualization needs. Miscommunication may lead employees being disengaged from the organization or being chronically uncertain about their contribution to the organization. Such adverse states may create barriers to effective task performance and communication breakdowns. In the absence of boundary details relative to goals, feedback, or expectations, employees feel insecure and undervalued which tend to affect motivation and satisfaction.                                                   

1.2: Action taken to avoid poor communication

           I.            Using modern techniques to communicate - This can increase communication speed and protects the quality of exchange.

        II.   Training and workshops - Implementing the membership of the members of the organization's membership of maintaining a good communication process in the organization.

     III.            Selecting the appropriate communication system suitable for the organization - On the nature of the organization, the more appropriate communication method, the number of employees, affordable costs, customers' nature should be selected by organizations.

     IV.            Systematic exchange of information - Exchanging information more clearly and detailed so as to understand the information that other parties can understand.

       V.            Establishment of the members of the communication rules to inform the members of the damages caused by informal communication and reduce the damage caused by informal communication.

Challenge 02: Workplace Conflicts

 

Misunderstanding and disagreement between higher and lower levels in an organization are called workplace conflict. Difference in opinions between employees and management, personalities, work style and competition for resource, etc. lead to conflicts in these organizations. These conflicts can be classified as functional conflicts and dysfunctional conflicts.

 

2.1: The relationship between Workplace Conflicts and HRM theory

Managing Human Resources (HRM) theories facilitate the working of companies by providing a systematic understanding and their methods of managing and handling conflicts. Communication theories focus on dealing with misinterpretations while leadership theories teach managers which styles of conflict resolution are effective. Maslow’s hierarchy of needs is also touched upon as it explains the need for conflict resolution for workplace motivation and satisfaction. The application of these principles will assist the enterprises in handling corporate conflicts in a less damaging or disruptive manner.

 

2.2: Action taken to avoid Workplace Conflicts

01) Clear communication—Having clear and direct communication between higher and lower levels makes it easier to quickly identify problems and provide solutions.

 02) Providing training on problem-solving—by training managers and employees on how to deal with problems when they arise. They get the courage to solve problems peacefully.

 03) Following clear policies—Setting clear policies for potential problems that may arise minimizes backtracking and inconvenience in providing solutions to problems.

 04) Respect in person—Respecting the privacy and diversity of each employee can minimize the emergence of problems.

05). Providing Feedback- By providing accurate and constructive feedback to employees and managers, their work can be more efficient, and problem-solving can be successful.

Challenge 03: Low Motivation

Low motivation in human resource management is a significant challenge affecting employee performance, productivity and overall engagement. This can be due to factors such as poor communication, lack of opportunity for employees to grow their careers, and lack of alignment with organizational goals.  This problem leads to increased employee absenteeism, job dissatisfaction and increased turnover.

3.1: The relationship between Low Motivation and HRM theory

·         Maslow’s Hierarchy of Needs.

There are various requirements that must be met to maintain employee motivation.HR designs reward schemes, promotes inclusivity, and develops career advancements programs to address these needs, fostering higher levels of motivation.

·         Herzberg’s Two-factor Theory.

Herzberg identified hygiene factors (salary, working conditions) and motivators (achievement, responsibility) HR can create a balance by addressing hygiene factors while implementing strategies like recognition program and challenging assignments to act as motivation.

3.2: Action taken to avoid Low Motivation

1. Improve Leadership & Communication -  Foster transparent and open communication.

2. Enhance Work Environment - The organization should build workplace systems that accommodate every member of staff.

3. Career Growth & Development  - Professional training programs and job-focused development courses need to be given to employees by the organization.

4. Employee Recognition & Rewards  - The organization should develop bonus-based incentive programs to provide employee record Low motivation.

Conclusion

In modern business practices, handling people-oriented issues is a prerequisite for the proper functioning and competitive viability of an organization. The most notable barriers to employee and organizational performance is lack of communication, conflict in the workplace, and low morale. The application of HR management models such as Maslow’s and Herzberg’s frameworks can help organizations further understand how to react to these challenges.

 

Positive workplace and organization development not only require motivational strategies, but effective communication and conflict management systems as well. Paying attention to effective communication, tolerance to different viewpoints and ideas, employee training, and performance feedback increases the chances of obtaining a stronger and more productive organization. Indeed, effective HRM should focus on the people and strive to keep the organization healthy, motivated, and high-performing.

References

(1)        Top 21 HR Challenges in 2025 (+Solutions). https://whatfix.com/blog/hr-challenges/ (accessed 2025-02-02).

 

(2)        20 HR challenges in 2025 and how to solve them | Achievers. https://www.achievers.com/blog/hr-challenges/ (accessed 2025-02-02).