It seems logical that the context of the arrival of increasingly powerful human resource management solutions will help us to better understand employees and to design an bahrain email list 191152 contact leads individualised treatment of human capital. And, indeed, this is the case, but there are a number of challenges ahead. These better tools should help us to overcome some of the barriers that hinder personalised human resource management.
1) Failures in collective bargaining
Agreements can end up "packaging" a set of measures for a group of workers or companies that are not sufficiently homogeneous so that, considering each worker individually, each measure is the most appropriate for their specific case. This case can occur, for example, when delimiting the line that awards some employees a supplement or denies it to others.
A good agreement must be able to provide benefits for all parties . Applying the measures to more homogeneous groups of workers can improve productivity , business profits, wages and working conditions. But for this to happen, there must be a lot of knowledge of the sector on the part of business organisations and unions and an appropriate climate for reaching agreements.
2) Lack of training opportunities
There are two major challenges at this point. On the one hand, it is necessary to find out what the training needs of each employee are. And that is more than just comparing training profiles with employees who occupy similar positions. It requires analysing what the employee lacks not only to occupy his current position, but also to be able to perform to his full potential in the service of the company.
On the other hand, it is not always easy to find the training offer that suits your needs. The specific topics, the schedules, the period of time in which it is provided, the format, etc. may not be suitable. Each mismatch is a limitation for the individualized treatment of continuous training. In addition, it harms the employees' own vision of the training proposal . The challenge is to find a way to readjust the conditions so that this training can be provided.
3) The possible loss of team cohesion
Individualized treatment of human capital can lead to professional jealousy and envy . After all, not everyone is treated equally, but each person is treated in the way that is most convenient for the company. At this point, it is important to anticipate possible feelings of unfair treatment. They should be one more element to take into account when making human resources decisions.
These types of problems can identify employees who are conflictive , who do not know how to collaborate or who have an unhealthy conception of competitiveness. However, in other cases, they show us weaknesses in leadership in human resource management . Initiatives in this area must be credible. They must be able to generate in employees the confidence that they will be beneficial for the future of the company and even for their own future.
