Talent Sourcing

What are the three strategic issuers faced by Human Resource Management

Published on May 1st, 2023


The world of Human Resource Management (HRM) has seen a lot of changes and evolution in the past few years. HR professionals are facing strategic issues that are rapidly changing and impacting the workforce. From technological advancements to changing employment patterns and demographics, HR professionals must adapt and navigate these top three strategic issues to create a positive impact in the workplace. In this article, we will break down these challenges and help HR professionals understand how to tackle them.

1. The Changing Nature of Work

One of the most significant challenges of HRM in recent times has been the changing nature of work. Human Resource professionals are grappling with the changes resulting from automation, digitization, and other technological advancements. Technology is changing the way we work, and HR professionals need to be proactive in finding ways to upskill their employees and transform their work processes while upholding fair labour practices.

Additionally, younger generation employees have a different expectation of work, leading to a generation gap that HR managers must navigate. Their need for work-life balance, flexible working hours, and work autonomy means that organizations must be more accommodating and willing to change their traditional attitudes to avoid facing high turnover.

2. The Diversity and Inclusion Challenge

Diversity and Inclusion is the top HR priority and poses significant challenges for organizations. HR professionals must actively create a welcoming and inclusive work environment encouraging new perspectives and ensuring equity in the workplace. They must appreciate that diversity means more than differences in race, gender, and disability, but also age, nationality, educational background, to name a few.

To overcome these issues, organizations must establish effective diversity and inclusion programs that allow them to gain access to all the talent and potential in the workforce. They must actively seek out people from underrepresented groups, publicly demonstrate their commitments, and ensure they have policies and processes to back it up in day-to-day business operations.

3. The War for Talent

Attracting skilled talent has always been a robust strategic issue for Human Resource professionals. This has been amplified by the current tight labour market, resulting in a War for Talent. In this context, companies must be proactive in reaching out to potential employees and offering attractive working conditions, benefits, and culture of innovation that people want to be part of.

Organizations need to improve their hiring processes and have an inclusive approach to hiring that expands the talent pool from which they select. The HRM team can leverage data analytics, AI for screening and other tools to attract a diverse pool of candidates. Additionally, organizations may also consider partnering with educational institutions, ensuring they offer competitive internships, helping them nurture their talent across all levels.

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Finding suitable candidates can be a challenging task, especially considering the scarcity of skilled labor in the country. However, with EasySource, which is the world's first fully automated talent sourcing tool, recruiters can now effortlessly identify and engage with sales and marketing professionals in the US. Additionally, by utilizing embedded ChatGPT, recruiters can send highly personalized messages to candidates across various platforms with just a few clicks.

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By leveraging this suite of tools, HireQuotient is poised to become your trusted recruitment partner, ensuring the success of your SHRM master plan.



In conclusion, Human Resource Management (HRM) is currently facing many significant challenges, including the changing nature of work, diversity and inclusion and the War for Talent. However, with the right strategies, tools, and mindset, these issues can be tackled.

HR professionals must embrace the dynamic nature of work by adopting a responsive approach to change, upskilling employees, and promoting flexible working arrangements. They must prioritize diversity and inclusion, ensuring that they create welcoming and inclusive workplaces that foster innovation and equal opportunities.

Finally, they must hone their talent recruitment strategies, leveraging technology, partnerships, and inclusivity to build a diverse pool of skilled personnel. They can achieve this through creating robust relationships with potential employees and prioritizing modern work culture. Navigating these strategic issues will help HRM professionals to create value that drives their organization forward.

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Radhika Sarraf

Radhika Sarraf is a content specialist and a woman of many passions who currently works at HireQuotient, a leading recruitment SaaS company. She is a versatile writer with experience in creating compelling articles, blogs, social media posts, and marketing collaterals.

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