6 Common HR problems in companies & How to Solve Them

HR professionals face various problems and issues that can affect their performance and the overall success of the organization. Some of these problems are common and can be found in any company, regardless of its size, industry, or location. It is important to identify and solve these HR problems as soon as possible, before they escalate and cause more damage. In this article, we will discuss six common HR problems that you need to eliminate from your company, and how you can overcome them with the help of a tool like Applicant Tracking System.

Why You Need to Deal with HR Problems

HR problems can have serious consequences for your company if left unresolved. If you ignore or neglect HR issues, you are putting your company at risk of losing its most important resource: its human capital. Here are some of the possible outcomes that could happen if you leave HR issues unresolved:

• You could lose your top performers and high-potential employees to your competitors, who offer better working conditions and opportunities for growth.
• You could face a talent shortage and a skills gap, as you struggle to find and hire qualified candidates who fit your culture and values.
• You could experience a decline in employee morale and motivation, as your employees feel frustrated, unhappy, and unappreciated by their managers and peers.
• You could witness a rise in employee conflicts and disputes, as your employees lack effective communication and collaboration skills, and have different expectations and goals.
• You could also incur higher costs and liabilities, as you deal with more employee complaints, grievances, lawsuits, and fines.
• And last but not least, you could lose your customers and market share, as your employees fail to deliver high-quality products and services, and meet customer needs and expectations.

These outcomes can jeopardize your company’s future and sustainability. Therefore, it is imperative to address HR issues promptly and appropriately, before they affect your company’s performance and reputation.

HR Problems You Need to Eliminate

Here are six common HR problems that you need to eliminate from your company, along with some tips on how to solve them:

1. Bad Communication Channels

Communication is essential for any organization, as it facilitates the flow of information, feedback, and collaboration among employees, managers, and other stakeholders. However, if the communication channels are unclear, inconsistent, or ineffective, it can lead to confusion, misunderstanding, and frustration.

For example, if employees do not receive timely and accurate information about their roles, responsibilities, and expectations, they may feel lost, demotivated, or overwhelmed. If managers do not communicate regularly and openly with their teams, they may miss out on valuable insights, suggestions, and concerns. If the organization does not communicate its vision, mission, and values clearly and frequently, it may lose its identity, direction, and culture.

To solve this problem, you need to:

• Establish clear and consistent communication channels and protocols for different purposes and audiences.
• Encourage open and honest communication among all levels of the organization.
• Provide regular updates and information on organizational goals, plans, policies, procedures, etc.
• Solicit feedback from employees on various aspects of their work experience.
• Recognize and reward good communication practices and behaviors.

2. Retention Issues

High employee turnover and low employee retention can indicate that there is something wrong with the organization’s culture, management, or practices. It can also result in loss of talent, knowledge, skills, experience, and customer relationships, as well as increased recruitment, training, and replacement costs.

If employees feel underpaid, overworked, unappreciated, or stagnant in their careers, they may look for other opportunities elsewhere. At the same time, if the organization has a high turnover rate, it may suffer from low morale, poor performance, loss of knowledge and talent, and difficulty in attracting new hires.

To solve this problem, you need to:

• Conduct exit interviews to understand why employees leave and what can be done to prevent it.
• Analyze employee turnover data to identify patterns, trends, causes, and so on.
• Implement effective recruitment strategies to attract and hire the right fit for the organization.
• Provide adequate orientation and onboarding programs to help new hires adjust and integrate into the organization.
• Offer competitive compensation and benefits packages to reward employees for their contributions.
• Provide opportunities for career development and advancement within the organization.
• Create a supportive and inclusive work environment that values diversity and respects individual differences.
• Engage employees in meaningful work that aligns with their interests, strengths, values, etc.
• Appreciate employees for their efforts and achievements.

3. Lack of Performance Monitoring and Management

Performance monitoring and management are crucial for ensuring that employees are aligned with the organization’s objectives, standards, and expectations. If the organization lacks effective performance monitoring and management systems or practices them inconsistently or unfairly, it can lead to poor performance, low quality, dissatisfaction, and disengagement.

For instance, if there are no indicators or measurements providing regular and constructive feedback on an employee’s progress and achievements, they may lose direction, motivation, or accountability altogether. When managers do not evaluate employee performance objectively or transparently or do not address performance issues promptly or appropriately, they may create distrust, resentment, or conflict.

To solve this problem, you need to:

• Define clear goals, targets and priorities for each employee, team, and department.
• Implement a fair and transparent performance appraisal system that measures both quantitative and qualitative aspects of performance.
• Provide regular and constructive feedback to employees on their strengths, weaknesses, achievements, areas of improvement, and so forth.
• Conduct frequent and meaningful performance reviews and discussions with employees to review their progress, challenges, opportunities, etc.
• Link performance outcomes to rewards and recognition programs that acknowledge and celebrate employee excellence.
• Identify and address performance issues and gaps as soon as possible.
• Provide coaching, mentoring, training, and other support mechanisms to help employees improve their performance.

4. Avoidance Towards Conflict Resolution

Conflict is inevitable in any organization, as it arises from differences in opinions, interests, values, or personalities among employees, managers, or other parties. Conflict is not necessarily bad, as it can stimulate creativity, innovation, and learning. If the conflict is not managed or resolved effectively, it can escalate into hostility, disruption, or violence. Therefore, you need to have a culture and a process for addressing and resolving conflict constructively.

For example, if employees do not feel comfortable or safe to express their views or concerns or do not have a channel to report or resolve disputes, they may feel suppressed, alienated, or victimized. On the other hand, if managers do not intervene or mediate conflict situations or favor one side over another, or punish or retaliate against those who raise issues, they may damage relationships, teamwork, and trust.

To solve this problem, you need to:

• Promote a culture of respect and trust among all employees.
• Establish clear and fair policies and procedures for handling conflicts and disputes.
• Train employees on conflict management skills such as active listening, empathy, assertiveness, negotiation, and so forth.
• Encourage employees to communicate and collaborate with each other to resolve their issues amicably.
• Intervene and mediate when necessary to facilitate a positive and mutually acceptable outcome.
• Learn from conflicts and implement changes or improvements accordingly.

5. Lack of Diversity and Inclusion

Diversity and inclusion are important for enhancing the organization’s creativity, innovation, and problem-solving abilities as well as its reputation and social responsibility. However, if the organization does not embrace or promote diversity and inclusion or discriminates or excludes certain groups or individuals based on their differences, it can face serious challenges.

If employees do not have equal access to opportunities or resources or do not receive fair treatment or respect from their colleagues or managers based on their gender, race, age, religion, or other factors, they may experience bias, prejudice, or harassment. And if the organization does not reflect or respond to the needs and preferences of its diverse customers or stakeholders based on their culture, language, or background, it may lose its competitive edge or credibility.

To solve this problem, you need to:

• Conduct a diversity audit to assess the current state of diversity and inclusion in your organization.
• Develop a diversity and inclusion strategy that defines your vision, goals, objectives, and actions.
• Implement diversity initiatives such as recruitment, training, mentoring, or networking that aim to increase the representation and participation of diverse groups in your organization.
• Foster a culture of inclusion that encourages employees to respect, appreciate, and celebrate their differences.
• Monitor and measure the impact of your diversity efforts on your organizational outcomes.

6. Lack of Compliance and Legal Expertise

Compliance and legal issues are important for any organization, as they can affect its reputation, credibility, trustworthiness, and more. If the organization does not have sufficient or updated compliance and legal expertise or does not implement or enforce compliance and legal requirements effectively, it can encounter serious problems.

For example, if employees do not comply with labor laws or health and safety regulations or do not follow the organization’s code of conduct or policies, they may violate the rights or interests of others or expose themselves or the organization to harm or lawsuits. In addition, if the organization does not have qualified or competent legal advisors or representatives or does not seek or follow their advice or guidance when needed, it may make poor or unlawful decisions or actions that may result in fines, penalties, or damages.

To solve this problem, you need to:

• Conduct a compliance audit to identify any gaps or weaknesses in your compliance system.
• Develop a compliance program that outlines your compliance policies, procedures, roles, responsibilities, and so on.
• Train employees on compliance awareness, education, and ethics.
• Implement compliance controls such as checks, balances, audits, or reviews that ensure compliance at all levels of the organization.
• Respond promptly and appropriately to any compliance issues or incidents that occur.

Overcome HR Challenges with ATS

Although solutions are presented, but tackling these HR challenges requires time and effort. And since a major function of HR is recruiting and retaining talent, an ATS like Manatal can help take a big chunk of the workload out of your hands, allowing you to fully focus on solving these complex issues in your organization and developing your expertise.

Manatal comes with a wide range of features such as:

• Candidate enrichment: Manatal is capable of automatically enriching candidates’ profiles with data from their LinkedIn as well as 20+ social platforms, making sure that you get to know your talent beyond their CVs.
• AI recommendations: Manatal’s AI engine allows you to define your own criteria and filters for candidate recommendations, such as skills, experience, education, location, etc. Then the software can suggest the best candidates for the job based on their profile, preferences, and qualifications, regardless of their gender or ethnicity. This ensures that you would fill in positions without bias.
• Branded Career Page: Manatal allows you to build your own customizable career page that resonates with your brand the most. Plus, you have an option to integrate your existing websites into the new career page as well.
• Collaboration & Activities: Manatal enables you to manage user roles and invite hiring managers to collaborate in every stage of the hiring pipeline. You can also integrate your calendar and mailbox to optimize your time management.

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Conclusion

HR problems are common in any organization. However, all hope is not lost, they can be solved with the right strategies and tools. By dealing with HR problems effectively, you can improve your organizational performance, culture, and reputation. Aside from following best practices, you can leverage a tool like ATS to overcome HR challenges by automating the hiring process and strengthening your employer’s brand while ensuring that you are filling empty seats with the right talent.