The role of human resource is changing day by day as a result of globalization, changes in technology and the expectations of stake holders. Human resource issues which are generally faced by employers include multiplicity, outsourcing, output, benefits and training. The way in which each corporate deals with human resource subjects depends on the management of HR and the policy of the company. Nevertheless, it is the responsibility of HR personnel to conduct all the activities of hiring, termination, and employee development. In addition to that, the section of HR personnel deals with human resource issues.

Multiplicity which sometimes referred to as diversity plays an important role in HR issue. Employers must consider that they are playing impartiality in the process of promotion, hiring and termination against persons of diverse culture, race and gender. Human resource executive must strive to ensure that the policies of the company comply with anti-discriminatory guidelines laid down by International Labor Union (Discrimination Convention, 1958 (No. 111)).
The issue of productivity (output) has been a challenge to most of the businesses. Employers must ensure that employees are working in a good environment for them to be productive to the company. If the company neglects the situations of the employees, then the production is likely to decrease. Managing employees effectively is important. This motivates them to do their job in a perfect way. The best way a company should do is to design the work place structure and implement programs that will assist in increasing workers’ motivation and productivity. In his article “Human Resources: The Big Issue”, Marshall Goldsmith (1) indicated that companies must measure and track their activities to ensure that they improve on people’s performance and their level of engagement.

The progress of a company or a business needs extensive training. For effective training to be achieved in workplace, orderly human resource planning is necessary. The company’s budget and time have to be dispensed. The company also needs to be fair in selecting particular employees to be taken for the training. The selected employees have to be given time to share with the rest what they learnt while they were in the training. Training sessions and seminars are supposed to be encouraged as they help in employees’ development. On job training is normally used for new employees or when a company introduced a new technology in its production.

Another human resource issue is benefit. Company’s directors work with HR to create benefit policies. In HR, a reward to the employee for the work done is salary plus other benefits. There are many benefits which are entitled to employees and they include; health insurance, house allowance, travel and tour allowance, lunch vouchers and life insurance. Incase employee is terminated from a job, benefits ceased to exist. This means that HR must be updating its records of the employees regularly.
In the article ‘What Do Employees want?’ Gardella (N.P.) was investigating how informed entrepreneurs motivate their employees. The participants in the investigation stated that many motivations which include profit sharing programs, equity ownership, bonuses, employee learning and gifts are some of the ways of increasing the morale of the employees.

Profit sharing can increased employee motivation. When employees are given token from good returns from a company, they will struggle to increase the returns since the benefits will eventually reached them. Equity ownership also helps to stimulate employees’ productivity. Owning shares in a company make employees to have a feeling of ownership and they will be working with the sense that they are working for themselves. Incentives like bonuses motivate employee to work very hard. According to Gardella (N.P.), the planning structure of bonuses has to be effective to meet employees’ motivation. Poorly structured planning will not meet the objectives of motivating employees.

Gifts and appreciation also motivate employees to work harder. Lunch gifts and birthday are other incentives that motivate employees. Many companies these days have taken part in any activity that employee might be having. For instance, in case one of a party to one of its employees, they send a representative from a company with a monetary support.
Another issue that HR should address is the code of dressing in the work place. The employees are supposed to be directed on expected attire they should put on while they are in the work place. Wrong choice of dressing will damage the picture of the company as most of the people would like to be associated with a good company where the employees are officially dressed. According to article: A Day as a Gen Y Imposter, Linda and Robin (2) explain how attire can affect the feelings of people. They explained that people have to dress extremely professional as it is attractive and appealing.

Outsourcing also is another issue that HR should tread with care. Obviously, outsourcing will be an option to go to in future. In fact some companies have started outsourcing HR activities. The big challenge now is how the company can cut down on the cost and retained control of its organisation. To achieve this, the company needs to do proper consultations and considerations before taking any step. In his book, “Tomorrow’s HR management”, David Ulrich (N.P.) explained some of the challenges that companies are likely to face when outsourcing their functions and they include: the loyalty of the employees if they believe somebody else is paying their salary, the repercussions in a situation where performance appraisal is done but the rewards are subjected to outsiders, the relationship between inline managers and external HR service providers and the way employees trust their employer if it is apparently working for another organisation.

Communication is another issue which HR has to ensure it is smooth and effective within the company. The goals and visions of the company must be clearly communicated. This will open up the minds of the employees and press them on towards the set targets of the organisation. Understanding the organisation’s strategy helps the workers to know how they can contribute to the success of the company. According to Syed, Adeel & Abdullah (272), communication is a factor that directs the efforts of the employees to the achievement of organisation’s objectives. Embracing new communication by companies ensures that employees are engage in productive knowledge that is hard to achieve (pea 1981). The knowledge gained will expand the thinking capacity of the employees.

In conclusion, employees play a vital role in any company or business. Happy and lively employees will attract and retain customers. Since employees are backbone of every company, HR should formulate effective ways of motivating them. Motivation may involve the use of monetary or non monetary means. Non monetary motivation includes promotion, nice treatment to employees, open communication, training of employees. Monetary communication includes lunch vouchers, bonuses and other monetary rewards.