SUBMITTED BY: SHITAL JENA ROLL NO: 52 SEC: A

The challenges include trusting employees to a fault. More employees should be trained on how to different jobs or how to operate different machines so one person can not feel over important or try to boss the work place.

 Managing Change: Bringing change in organizational processes and procedures, implementing and managing it is one of the biggest concerns of HR managers.

 Employee engagement:
Trust and loyalty are at an alltime low in companies around the world thanks to the recessionary climate.

 Change management: Do not 'sell' change to people as a way of accelerating 'agreement' and implementation. For organizational change that entails new actions, objectives and processes for a group or team of people, use workshops to achieve understanding of whats causing the change. This will lead to a more involved and committed workforce.

 Recognizing the right behavior:

As a partner to the business and to the functional heads, it is HRs responsibility to create platforms for identification and recognition of the right behavior and thus a preferred result.

 Partnering with the business:

Human resources for long have been seen as a support function, now is the time for practitioners and professionals of HR to understand the business objectives and strategically align the processes with it.

The challenges facing HR managers in the health sector today are serious and seemingly endless: HIV/AIDS, brain drain, low morale, transformation fatigue, to name just a few examples. We have not spent much time discussing these challenges per se. This would probably warrant another full module. However, many of the topics covered in this module are influenced by or influence these challenges.