Zabie

The process of strategic HRM is a complicated and barriers in the growth of employees and in turn the company, are created if strategic HRM is not implemented properly. Following are some commonly observed problems.

Resistance to change from the bottom line workers who may don't have knowledge.

Inability of the management in communicating the vision and mission of the company clearly to the employees.

Interdepartmental conflict and lack of vision among the senior management in implementing the HR policies.

The diversity of workforce that makes it difficult for the management to handle them accordingly.

Conflict among the employees over the issue of authority and the related fear of victimization.

The resistance from institutions such as the labor unions.

Changes that take place in the organizational structure.

The changing market scenario which in turn creates pressure on the effective implementation of strategic HRM.

Impacts anticipated on the organizational structure and culture.

Monitoring of the effectiveness of HRM

The goal of strategic HRM is to help an organization in meeting its strategic goals by attracting, developing, and retaining employees.

1) Job-impact indicators; The effectiveness of the training and development can be monitored by it.

2) Attrition level can be assessed by employees turnover and retention rate.

3) Employee