-Current and emerging problems 1.competing practices: Dealing with the competing business practices inside an association is a major challenge for an operation manager. The finance function of the business may prefer to communicate via email, for instance, while the human resources director may prefer written memos. These distinctions in business technique can detrimentally affect operations when they affect the adequacy or productivity of conveying quality merchandise and enterprises. 2.The new face of discrimination: discrimination include migrant and social origin discrimination globally. Managers need to be aware of discrimination liability related to economic adversity and discrimination against the unemployed.  3. Globalization: With a lot of companies leading operations globally and building workforces involved people from different nations. Managers will need to understand different cultures and business perspectives. 4. Leading the Talk: some employees will quickly conclude that there is no future for them in the company. 5. Control and Measure Results: there are always issues like pay, benefits, work environment, management and promotional opportunities to assess the progress over the long term.  6. Motivational Approaches: motivation is very important in the organization. Without motivated employees, it will be hard for them to be creative and work hard. 7.Employees satisfaction: Low morale and poor engagement levels often are signs of job dissatisfaction employee satisfaction surveys are helpful in identifying working conditions that may be causing employees to be less than enthusiastic about their job. 8.Workplace Stress: workplace stress is a serious issue for managers and employees. If the employees stress they won’t do their job good. 9.Different personalities: Every employee is different than the other and each person brings a different personality type to the business. It is hard to manage all employee’s the same because each one of them are different than the other. 10. Undefined Goals: When goals are not clearly identified, the whole project and team can suffer. When upper management cannot agree to or support undefined goals, the project in question typically has little chance of succeeding 11. inadequate Skills for the Project A project sometimes requires skills that the project's contributors do not possess. 12.Goal setting: if the manager didn’t set goals for his employees it will be hard for them to finish their tasks.  manager is tasked with helping employees set appropriate individual, team and departmental goals. 13. Recruitment and Selection: Finding a suitable candidate for the job from many applicants is a basic problem for the human resource manager. 14. Emotional and Physical Stability of Employees: The human resource manager should maintain proper emotional balance of employees. 15. Dealing with Trade Union: Union members a big problem to HR managers. they are usually the people who oppose the company poli ...

1. -Current and emerging problems
1.competing practices: Dealing with the competing business
practices inside an association is a major challenge for an
operation manager. The finance function of the business may
prefer to communicate via email, for instance, while the human
resources director may prefer written memos. These distinctions
in business technique can detrimentally affect operations when
they affect the adequacy or productivity of conveying quality
merchandise and enterprises.
2.The new face of discrimination: discrimination include
migrant and social origin discrimination globally. Managers
need to be aware of discrimination liability related to economic
adversity and discrimination against the unemployed.
3. Globalization: With a lot of companies leading operations
globally and building workforces involved people from different
nations. Managers will need to understand different cultures and
business perspectives.
4. Leading the Talk: some employees will quickly conclude that
there is no future for them in the company.
5. Control and Measure Results: there are always issues like
pay, benefits, work environment, management and promotional
opportunities to assess the progress over the long term.
6. Motivational Approaches: motivation is very important in the
organization. Without motivated employees, it will be hard for
them to be creative and work hard.
7.Employees satisfaction: Low morale and poor engagement
levels often are signs of job dissatisfaction employee
satisfaction surveys are helpful in identifying working
conditions that may be causing employees to be less than
enthusiastic about their job.
8.Workplace Stress: workplace stress is a serious issue for
managers and employees. If the employees stress they won’t do
their job good.

2. 9.Different personalities: Every employee is different than the
other and each person brings a different personality type to the
business. It is hard to manage all employee’s the same because
each one of them are different than the other.
10. Undefined Goals: When goals are not clearly identified, the
whole project and team can suffer. When upper management
cannot agree to or support undefined goals, the project in
question typically has little chance of succeeding
11. inadequate Skills for the Project A project sometimes
requires skills that the project's contributors do not possess.
12.Goal setting: if the manager didn’t set goals for his
employees it will be hard for them to finish their tasks.
manager is tasked with helping employees set appropriate
individual, team and departmental goals.
13. Recruitment and Selection: Finding a suitable candidate for
the job from many applicants is a basic problem for the human
resource manager.
14. Emotional and Physical Stability of Employees: The human
resource manager should maintain proper emotional balance of
employees.
15. Dealing with Trade Union: Union members a big problem to
HR managers. they are usually the people who oppose the
company policies and procedures
16. Resistance to Change: changes in technology may result in
anxiety and even resistance among employees. Technical
changes can be seen specifically as threats by employees who
envision that their roles within the company will be replaced by
a machine or computer that can do the job cheaper or faster.
17. Limited Resources for Training: Limited resource for
training is one of the challenges facing Human Resource
Management. When training organization must have budgeted
funds for accommodation, travelling and this needs money and
the organization may not have the funds to facilitate this
18. avoiding recognition: When employees are not recognized
for their accomplishments or are only criticized for their
shortcomings, they don’t feel valued and work in a state of fear

3. of making a mistake.
19. Failure to Listen: co-workers interrupting speakers or
planning what they will say next instead of effectively listening.
20. Not Providing Feedback: failing to provide feedback is the
most common mistake that managers make. When managers
don't provide prompt feedback to their employees, they are
depriving them of the opportunity to improve their performance.
21.Beeing too friendly: employees might take advantage on
friendly managers and that’s an issue.
22.Productivity: HR managers should look at productivity levels
to ensure that the business is operating efficiently. Where
productivity is low, HR needs to know whether the problem is
caused by poor working practices or lack of resources.
23.Lack of clear strategy: lack of clear goals can interfere with
performance management assessments, so can a lack of a clear
strategy on how to achieve those goals.
24. Lack of Consistency: Poor performance management results
can also stem from managers delivering inconsistent feedback.
Mixed messages can cause confusion and resentment among
employees, leading them to distrust the performance
management reports
25.: Team Problems: teams must be dedicated to working
toward an agreed goal. Should they experience personal
disconnect with other team members, the team can become non-
functional. These issues often stem from organizational or
management.
-Best practices solutions to the listed problems
1.competing practices: Operation managers can end competing
practices by founding wide-standards. Even in private
companies where one individual may handle a few capacities,
all colleagues ought to see how the association works and take
after those methods. The operation managers job is to guarantee
that everybody is utilizing similar strategies, is taking after
similar approaches and is conveying straightforwardly

4. 2.The new face of discrimination: in order to be a successful
manager, they should be aware of discrimination liability
related to economic adversity.
3.Globalization: Managers who are familiar with international
laws and regulations can help their organizations adapt to new
legislation.
4.leading the talk: HR Manager needs to advocate a diverse
workforce by making assorted qualities apparent at all
organizational levels. otherwise, a few representatives will
rapidly presume that there is no future for them in the
organization.
5.Control and measure results- HR Manager must lead normal
authoritative evaluations on issues like pay, advantages,
workplace, administration and limited time chances to survey
the advance over the long term. There is also a need to create
suitable measuring devices to gauge the effect of differences
activities at the association through association wide input
reviews and different techniques. Without appropriate control
and assessment, some of these differing qualities activities may
simply fail out, without resolving real issues that may surface
because of working environment differences.
6.Motivational approaches: Managers must be able to utilize
different motivational tools to encourage their employees to put
in the required effort and increase productivity for the company.
7.Employees satisfaction: HR managers should discuss the
survey results and their analyses with the organization's
leadership to develop action plans for supervisors and
managers. Action plans provide a road map for resolving
employment issues and follow-up strategy for sustaining
improvements.
8.Workplace stress: As managers, we must remember that our
employees are real people with real lives both inside and
outside of work. We also want to work to make sure that we are
alleviators and mitigates of stress where appropriate, and not
unnecessary agitators.
9.Different personalities: Employees need to be managed

5. differently, based on their individual personalities.
10.Undefined Goals: The project manager must ask the right
questions to establish and communicate clear goals from the
outset.
11. Inadequate Skills for the Project: Project management
training can help a project manager determine the needed
competencies, assess the available workers and recommend
training, outsourcing or hiring additional staff.
12: goal setting: manager is tasked with helping employees set
appropriate individual, team and departmental goals. This
involves assessing the abilities of staffers and developing time
frames for the completion of goals.
13.Recruitment and Selection: HR managers have to make
suitable changes from time to time in the selection procedure
and see to it that the candidate is up to the mark fulfilling the
job requirements. If required, the candidate should be provided
with training to get quality results.
14. Emotional and Physical Stability of Employees: HR
manager should try to understand the attitude, requirements and
feelings of employees, and motivate them whenever and
wherever required.
15: Dealing with Trade Union: Union members are to be
handled skillfully as they are usually the people who oppose the
company policies and procedures. Demands of the union and
interests of the management should be matched properly.
16. Resistance to Change: Developing strategies to combat this
resistance to change is key to the human resources manager's
role. This starts by assuring employees of their worth and
meaningful place within the business and by helping them to see
the technology as an aid not a hindrance to their work.
17.Limited resources for trainings: the solution for this problem
is to train the good employees so they can produce more and
help the company with their knowledge.
18. avoiding recognition: Good managers have the ability to
communicate effectively. This ability isn't just
about delegating. It also encompasses efforts to actively

6. let employees know they are valued.
19. Failure to listen: as a manager, I should Suggest that they
focus on the person and the point they are making; to write
notes later; and to keep their own contributions brief and
relevant.
20.not providing feedback: To avoid this mistake, learn how to
provide regular feedback to your team
21.Being too friendly: make sure that you set clear boundaries,
so that team members aren't tempted to take advantage of you.
22. Productivity: Using an integrated HR software platform,
senior management and the HR team can store and analyse the
T&M data collaboratively. The HR system can also retain this
data to provide historical context for later studies to provide a
benchmark and to accurately measure improvements made.
23.Lack of clear strategy: Leaders must provide guidance and
plans for their subordinates to follow.
24.Lack of Consistency: Managers must maintain consistent
tone and content in their feedback to workers if they want to
ensure implementation of any performance management
recommendations.
25.Team problems: Managers must offer constant feedback and
foster cohesiveness. When facing team issues, managers must
diagnose the problem and take immediate corrective action to
avoid more serious performance breakdowns.
-Buzzwords and terminology in people management:
1.Consumerised HR Technology: This term refers to building
solutions that are easy for your employees and managers to
navigate so they can easily find, enter or update their
information, and collaborate with their team.
2. Applification: Mobile apps are the future of HRIS – and they
are different and more powerful than typical browser-based web
systems. As an example, progressive companies are already
starting to utilize culture and feedback apps.

7. 3.Boomerang Employees: A boomerang employee is one that
leaves a company only to return later. With social interaction
platforms like LinkedIn and Facebook it makes it easier for
former employees to stay connected with former employers.
4. Predictive Analytics: Adding predictive analytics to your
people management reporting takes data beyond simply
reporting numbers – predictive models take patterns found in
historical and transactional data to identify potential risks and
opportunities, and predict future outcomes and trends for your
business.
5. Wearable Technology Wearable technology (also called
wearable gadgets) is a category of technology devices that can
be worn by employees and often include tracking information
related to health and fitness.
6. Datafication: This term refers to turning aspects of
information into computerized data, then transforming this
information into new forms of value. In HR, one example of
datafication is the increasing ability to use Talent Analytics to
understand more and more about our people, HR practices and
processes, and external demographics.
7. Performance Feedback: Performance management is evolving
from something that was typically completed by managers in a
set time frame to a more frequent feedback system that includes
employees’ manager, peers and clients.
8.Employer Branding: This terms reflects promoting a company,
or an organization, as the employer of choice to a desired target
group, one which a company needs and wants to recruit and
retain. Often a joint effort between the HR and Marketing
teams.
9. social HR: Social HR is the name given to the practice of
using social media platforms for HR functions. Social HR is
often used for recruitment, but is now used to boost employee
engagement, improve employee development, and facilitate
internal discussions.
10. HR Content: HR can get buried in the content avalanche—
which includes paper, video, recruiting materials, employee

8. communications, total rewards, email, social media, portals and
other formats.
11. Mission Critical: The mission critical refers to any part of a
project that cannot be eliminated. Oftentimes certain tasks need
to be completed on time for the project to keep moving forward.
12. Synergy: Synergy comes from a Greek word. It means that
two different things can work together to produce a successful
outcome.
13. Zero Sum Game: Zero sum game comes from game and
economic theory. This means that a person’s gains and losses
are matched by his opponent's gains and losses. Basically, there
are no gains or losses.
14.Game Theory: often used in project management. The goals
are to keep the project moving forward and the team players
motivated
15. bandwidth: the energy, time or general mental capacity to
deal with a situation
16. nowcast: a description of an economic or political situation
based on analysis of information at the present
17. Growth hacker: A marketer or entrepreneur who understands
social technologies and other techniques for efficiently and
quickly attracting new users. 18,Return on
relationship (ROR): Similar to ROI (return on investment), but
referring to the loyalty and recommendations that can arise from
nurturing relationships. 19. Out of pocket: Used to refer
to expenses paid personally rather than by an employer. Now
also used as a synonym for “unavailable” or “out of the office”.
For example, “I won’t be on email next week because I’ll be out
of pocket at a conference”. May have developed from working
with smartphones which, of course, are kept in your pocket.
20.Elevator pitch: A very brief and concise speech or
presentation. 21. Learnings: Seemingly useless buzzword that
adds nothing to “learning”. 22. Long
pole of the tent: Commonly used to describe the biggest
problem. 23. Circle back: Mainly middle management
buzzword for wanting to discuss an issue further down the

9. track.
24. SWAT team: Like its law enforcement namesake, this is a
group of experts (almost always senior management) within an
organisation that can rapidly mobilise to either solve a problem
or harness an opportunity.
25. Call up to the majors: To be offered a promotion.
-Ways to increase productivity & innovation
1. Create system of accountability for your team: Public
accountability triggers the willpower to work harder and better.
2. Set standards for communication: If you make your
communication expectations clear, you’ll mitigate the
communication issues that so often bottleneck projects.
3. improve the way you meetings.: Eliminate excessive
meetings, only invite people who need to be involved, create a
goal-oriented agenda, and end every meeting with “next steps.”
And ask the right questions during meetings, so that your time
together isn’t wasted.
4. Respect employees as individuals, in addition to the job they
do. Respect can be a simple but powerful motivator. when
employees feel genuinely respected they’re much more likely to
help a company succeed.
5. Focus on trust: Trust is important in any team. Trust builds
over time and team members learn to trust one another through
interactions.
6. use team member surveys: In order to invest in people in the
team and track progress, use team member surveys to know
problem areas and provide actionable solutions
7. Consistently measure overall employee activity and
productivity: measuring productivity to increase ROI is like
sales and marketing data. In order to increase number of leads,
you have to start counting those leads. If you want to increase
sales, understanding the source of current sales is imperative.
8. Set goals and use results to help employees grow: Managers

10. should have regular check-ins about goals and progress, just
like any other critical KPI. For example, goals could include a
10 percent increase in sales, a 10 percent satisfaction in support
and 5 percent less time spent on entertainment websites.
9. Know your employees background: Understanding your
employee’s motivation will allow you to structure a support
system that is both beneficial and motivating for each
employee.
10. Give them the right equipment: Make sure that the everyday
equipment in the office works!
11.Take advantage of technology: embrace and encourage new
trends, devices, and software as they appear. Allow your
workers to bring their own devices for business purposes.
12.Measure everything: Keep an eye on all the metrics that
matter for your team, from hours worked and reports produced
to productivity per hour
13: Brainstorm regularly. Meet with your team periodically to
exchange ideas on how best to achieve your strategic priorities
and improve processes and procedures.
14: Set and track efficiency goals. Once you’ve pared your
ideas down to size and set goals with your team, set specific
schedules for achievement.15. Training To work together
successfully: your team should be trained to recognize the value
of accepting new ideas and trusting opinions from all
membersEmerging people management trends
1. The rise of the extended workforce.: Companies will be
increasingly composed of an ever-shifting, global network of
contractors, business partners and outsourcing providers. HR
teams may have to pay as much attention to people outside of
the organization as to those inside.
2. Managing individuals.: instead of managing a workforce with
a one-size-fits-all approach, HR will treat each employee as a
“workforce of one” with unique needs and preferences, and will
customize employee incentives accordingly.
3. Technology advances radically disrupt HR. Technology will
integrate talent management into the fabric of everyday

11. business. HR IT will become a vital component of an
organization characterized by social media, cloud computing,
mobility, and Big Data.
4. The global talent map loses its borders.: With a mismatch
between areas of supply and demand of jobs globally,
companies will be composed of highly diverse workforces. HR
will need to adopt new recruitment strategies to effectively
match talent with task across the world.
5. HR drives the agile organization. The world is becoming
increasingly unpredictable and organizations that can adapt to
changing business conditions will outperform the competition.
HR will fundamentally reshape itself to enable new
organizations designed around nimble and responsive talent.
6. Talent management meets the science of human behavior. As
new discoveries into brain science and human behavior are
emerging – and companies are using analytics to achieve
improved results – HR will begin to arm itself with the tools
and insights of a scientist to achieve better performances from
their workforces. 7. Social media drives the
democratization of work. Social media is pervading the
workplace and making it easier for employees to exchange
information and ideas online. HR will need to play a vital role
in helping build effective organizational cultures that support
this, as well as incentives and processes for knowledge sharing,
innovation and engagement.
8. HR must navigate risk and privacy in a more complex
world. As the internet continues to break down information
barriers, HR will adopt risk management strategies covering
everything from protecting confidential information and data, to
risks associated with weak hiring or turnover of talent.
9. HR expands its reach to deliver seamless employee
experiences. HR will evolve from being a clearly defined,
stand-alone function to one that collaborates closely with other
parts of the business, such as IT, strategy and marketing, to
deliver well-rounded HR and talent management processes.
10. Tapping skills anywhere, anytime. Skills gaps are widening

12. and HR will be increasingly hard pressed to ensure their
organizations have the right people. HR will need to develop
initiatives to be able to quickly tap skills when and where they
are needed.
11.Influence of social media: Social Media plays a major role in
the HR. In Social HR, the online social media platforms are
used to fulal the HR functions likewise in recruiting also most
notably recruitment, but also including employee engagement
and internal discussions and Social recruiting falls into two
different categories
12. Work-force Diversity: In the past HRM was considerably
simpler because our work force was strikingly homogeneous.
Today's work force comprises of people of different work force.
One means of achieving that is through the organization's
beneath package leads to the family friendly organization.
Speak with numbers - How specifically will you define and
measure success as a manager:
1.New hire performance metrics: This metric is used by 51% of
companies. It considered one of the most popular measuring
quality of hire. For example, it includes any kind of
measurements that indicate a new hire adds value, like meeting
sales quota, delivering number of product units or achieving
customer satisfaction ratings. Example % increasing the speed
of their work over time.
2. performance turnover: This involves weighting voluntary
turnover based on the performance rating or the ranking of the
individual. Example Our turnover is 20%, but our competitors is
4%
3. Hiring manager satisfaction ratings: It’s used by 41% of the
companies. They show how impressed hiring managers are with
the quality of their company’s hiring process and their eventual
hires. Example How satisfied are you with the customer service
or courtesy of the recruiters serving you? (on a scale of 1 to 10)
4. Employee Goals and Evaluation: create measurable goals and

13. received adequate feedback during employee evaluations.
Example they are 10% more productive for the company they
work for and more invested in the company's success.
5. Teamwork and Rewards: Working as a team, whether on a
project or during a team-building activity can aid in retention.
Rewards can increase 7% or the employee’s productivity.
6.Quality of hire to make comparisons: Quality of hiring can be
used to make even more useful comparisons. For example,
connecting quality of hiring with other metrics like source of
hire can be good for adjusting recruiting strategies to get more
return on investment from different sources up to %10.
7. Set performance objectives: Develop the main performance
objectives for the job to describe the position. These
performance objectives are a critical part of measuring.
8. Email conversion rates: Job candidates today want
meaningful careers. Making sure email content is compelling,
specific and to-the-point can significantly impact conversion
rates. Recruiters should aim for response rates that are 50% or
higher.
9. Culture-fit surveys: Culture-fit surveys can help companies
assess the culture of their organization. By having the
workforce frequently rate how satisfied and connected they are
with company culture and values, companies can determine
strengths and weaknesses and whether teams are aligned with
company values.
10. Revenue per employee: the most common way to measure
employee productivity is revenue per employee. This metric
helps companies keep track of the revenue that is created or lost
in proportion to the number of employees in an organization.
Revenue per employee is also useful when assessing other
metrics like turnover costs and cost-to-hire.