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Top 4 Human Resource Problems and Challenge For HR in Training & Development Strategies

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In the corporate world, the HR problems are not the same for every organization. HR professionals face different challenges, depending on the complexity of the challenge and the resources available to them. In addition to these, there are a variety of other issues that HR professionals must address, ranging from the need to adhere to local laws and regulations to the challenge of finding and training new employees. The following article will elaborate on the problems and provide you with strategies for addressing these issues in your own company.

Training and Development of Lower-level Employees

The challenges that HR professionals face are not limited to the current economy, as the nature of the workforce also changes with the times. These challenges can arise due to societal transformations, which impact the population in general. In addition, HR professionals must also consider other factors, such as the type of work being performed by the workforce. This article discusses the four most common challenges facing HR professionals in the corporate world.The challenges of recruitment, selection, and training remain the core functions of human resources. In the medium-term, however, these issues are less urgent. HR managers must focus on developing the workforce based on the organization's strategy and long-term goals, accepting that there will be unexpected results and having the staying power to see through to the end. The issues are massive and stubborn, and managers must be prepared to take on the challenges head-on.


One of the biggest challenges faced by HR professionals today is employee retention. Even if the company can attract the best employees, keeping them is not enough. While better compensation and growth opportunities may sound great, these are not enough if employees are unhappy or don't want to work for the company. Employee retention begins with a positive experience, which means providing a work environment that is transparent and encourages employee input.Human resource software is slow, outdated, and doesn't automate processes. Not only does this lead to frustration among HR professionals, it also makes the application process time-consuming and may cause candidates to drop out of the process entirely. CareerBuilder's report revealed that candidates want to complete the application process in less than 10 minutes. Furthermore, if current employees can't use HR software on their smartphones, they won't use it. If the software is outdated, the company might outgrow it.


The current employment environment is competitive and the most common human resource issue for employers is retaining their top performers. Employers often implement salary increases, bonuses, and fringe benefits to retain their top performers. They also rely on HR professionals to provide benefits and policies to keep them on board. However, the problem of retention is far from solved. To ensure that you retain your top employees, you should benchmark salaries with your competitors.As the global economy improves, there is an increasing need for labor. This means that companies are competing for the same pool of highly skilled employees. Employees who possess in-demand skills can choose their employer. As a result, the HR professional must respond by providing additional benefits to retain their top performers beyond salary. Employee-oriented working conditions, flexible working hours, and long-term job security are some of the perks that can make an employer more attractive to employees. The reputation of the organization as "a great place to work" can affect its recruitment efforts as employees often rate companies on CSR, intellectual property policies, and environmental issues.


According to a poll from the Society for Human Resource Management (SHRM), the most challenging task for HR professionals will be retaining the best employees. In 2011, this challenge ranked at the top of the list, with 59% of respondents voting for it. Slow growth, which is common in this economic climate, may cause employees to seek other employment options. As a result, HR professionals will need to constantly monitor employee sentiment in order to retain top performers.Another top HR challenge facing HR professionals today is the workload. If a company has a large HR team, each member may spend more than ten minutes per hour on the same task. This translates into 400 minutes a week, 347 hours per year, and two months' worth of work. On top of this, a single employee could be spending as much as 20 minutes per hour on the same task. Using a cloud-based HR system reduces staff members' workloads, which saves money and time.

Stress levels

One of the major sources of stress in the workplace is the COVID-19 pandemic, which has devastated organizations for over a year. Since the outbreak, organizations have faced a variety of challenges, many of which have affected the mental health of their employees. In addition, a large number of people have developed physical and mental health issues resulting from the disease, making stress management a major challenge for HR professionals.In addition to increasing employee demands, increased workloads and stress-related illness are also leading to a decrease in employee well-being and performance. While physical health is an important consideration, psychological well-being is equally important. High levels of stress and pressure cannot be sustained. HR professionals must design a system that allows them to take time off, ensure that their workload is manageable, and implement an open-door policy for employees to discuss concerns.

Challenge For HR in Training & Development Strategies

There are numerous challenges facing HR professionals in terms of Training & Development Strategies. For starters, succession planning and growth paths are becoming a challenge. To attract and motivate people, less-than-stellar positions at the top are a good idea. The HR professionals need to provide ample opportunities for employees to develop. Training and development are more effective when the method is practical rather than theoretical. Presentations are considered old school, while training sessions should focus on practical skills.

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Creating a culture that solicits the opinions of employees

As the business landscape becomes increasingly competitive, organizations must focus on recruiting and retaining top talent. In addition to offering competitive benefits, employers can create an environment that attracts and retains top talent. Whether this means offering flexible working hours, gym facilities, or remote work options, an employer must create a culture that encourages and solicits the opinions of employees.A strong company culture attracts new employees because of its values and job satisfaction. The US Bureau of Labor Statistics estimates that 38% of employees would accept a pay cut to do a job they enjoy. Another study found that employees who dislike their work environment were 24% more likely to quit their jobs. An excellent employee experience begins on the day of onboarding and focuses on their physical, mental, and financial well-being.The HR function must constantly communicate with employees. This is particularly important if changes affect the organization's culture. Organizations must provide employees with significant warning of changes and equip them with skills necessary to deal with these changes. HR must be proactive in facilitating these conversations and proactively seek feedback from employees. Ultimately, the best strategies are those that support the organization's culture and strategy.

Investing in training and development of lower-level employees

Many companies struggle to find the resources to invest in training and development of their lower-level employees. The front-line employees might not have the time or the desire to go to training, and managers may be short of time. While investing in training and development can help companies attract and retain top talent, many businesses are unsure how to get started. To help HR professionals figure out the right approach, here are some steps that you can take.Setting expectations is an important part of ensuring accountability, and training can help companies stay current. Research suggests that retraining lower-level employees is more cost-effective than replacing them, and it preserves important institutional knowledge. Additionally, investing in training programs for lower-level employees will improve retention of lower-level employees. Today, frequent training is more affordable than ever, making it a great investment for HR departments.

Adapting employees for change

In order to keep pace with the ever-changing demands of the business, HR professionals must continuously adapt their employees' training and development strategies. This includes communicating with employees frequently and transparently about changes, providing ample warning of coming change, and equipping employees with the necessary skills and competencies to deal with it. However, this is not always easy, especially when the workforce is resistant to change.In this increasingly disruptive environment, the role of HR has become more important than ever. HR managers are building seamless routes and strategies to meet these new challenges. HR strategy no longer involves defining an organizational strategy months or years in advance, but is now designed and implemented in real-time. In addition, the focus of HR teams has shifted from a process of planning and strategy development to an on-going analysis of employee feedback, and the implementation of real-time updates.

Compliance with governing corporate rules

Compliance with governing corporate rules is a top priority for HR departments. Non-compliance can lead to lawsuits, loss of brand image, and even financial disaster. In order to avoid these consequences, HR departments must stay on top of the latest legal changes and keep their policies up-to-date. As these rules change, HR departments should also be agile and update their practices to reflect the latest market laws. To accomplish this, they should create checklists and review them on a regular basis. If necessary, they should assign dedicated policy owners to oversee compliance practices and compliance processes.HR professionals must comply with the rules of the governing corporate laws and regulations in their country. Failure to comply with these rules can lead to heavy fines and extra expenses for the company, which can negatively impact recruitment and retention. As such, it is critical to follow the governing corporate rules for training and development strategies to avoid penalties and legal headaches. For example, employees must receive training on the rules and regulations that govern their compensation and benefits.

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