Discuss challenges facing in Human Resource Management practices:

There are several challenges being faced by the HR of Organization, discussed in the following:

Challenges in maintaining strategic human resource:

            It is very important for the organizations and companies to maintain the strategic human resource which can replace the top management, having experience and already faced the challenges to handle the top-level management without making any blunders. The human resource of Organization is having the same challenge because the all high performing and most qualified technical staff have been switching to the other big telecom companies inside and outside the Oman, because they are paying good salaries, benefits and more promising future (Puyang, 2016). This has become the major challenge for HR to find out the ways how to stop them from switching and what gives them an offer which is better than the competitors firms.

        This is very disturbing that the good performing staff which contributes big time into improving the quality level of network service and communication service switching to the other companies. As mentioned earlier, human resource is the most valuable asset of the organization like other telecom companies, who are going to add the values and then accordingly producing the higher amount of output (Ponciano, 2018). Therefore, human resource department of Organization has to designing the new salary and benefits packages for their high performing team and staff which helps HR retaining them with the company so that they can get the benefits in the long run. They have to be working hard in order to determine that what have been offering from the competitors and accordingly offer the more attractive salaries, benefits and promising future.

Maintain the motivational level of Human Resource Management

            It has become a major challenge for the human resource to maintain the motivational level of the technical staff hired in Organization. It has been studied that the work pressure and intensity is higher in all telecom companies because of nature of work which decreases the motivational level of the employees. Its HR has applied all conventional and old motivational styles such as praise the work from management, increments and incentives. It is not contributing much into increasing the motivational level because they want something else and this problem is also leading to the employee’s turnover which then makes other big problems (Altman, 2017). Therefore, they have been looking for other ways in order to keep them motivated.

        It is suggested that offer them more work holidays and relaxing time schedule especially after heavy work routine days, these are the days when work volume is highest and at the peak level which increases the work exhaustion. Therefore, HR must design a holiday plan and increase their annual and casual work leaves because the nature of job they perform is extra ordinary thought and tiring. They deserve three times more annual and casual leaves than the employee who performs regular nature of work. It is important to note that things needs to be managed as per the industry norms and specific work conditions, the general HR policies would not be efficiently workable in the telecom industry which has critical nature of work (James, 2018). In this fatigue work environment, an employee would be more motivated finding the free relaxing time instead of receiving the monetary increments. In the highly competitive work environment, it is important for the staff to be motivated at the highest level because work pressures are going to reduce the motivations.

            In such a highly competitive work environment, no employee can be performing for even continuously three months or more. This is how things get worst when there is no special holiday plan designed for them. This is the most important step HR needs to be taken and provide them holidays on regular basis every three months because this is the maximum time period one can afford fatigue (Levi, 2016). 

Performance Appraisal Challenge of Human Resource Management

            HR of the company Organization finds it very challenging to appraise the performance of the technical staff such as network engineers and tower field staff many more. There are no certain performance appraisal criteria because nature of work is very critical and complicated to understand by HR, therefore it is very challenging to note that the performance appraisal is not possible or not easy to happen perfectly (Altman, 2017). Field engineers and network engineers can lie on the faces of HR managers about the real issue and what they had late response in order to cater the problem and issues faced by the company. Therefore, HR has not built such a system which ensures that the true performance appraisal sessions have been conducted by the technical staff of the Company.

        This problem is leading to the several other issues and problems such as promoting the one which had showed less performance as compared to the other which was actually high performing member could not get the promotion due to lack of understanding of the HR manager and its team. This is leading towards the violation of the merit support which becomes a major problem, issue and challenges for the company (Estevez, 2017). It is very important for the progressive companies and management style to promote the merit-based system, else it de-motivates the high performing staff which is not good. HR has to realize that unless they do not work hard and bring the improvements in the performance appraisal sessions, things are going to be worst in the long run as all high performing de-motivated employees would start switching to the company and then it is not good.

References of  challenges facing in Human Resource Management practices:

Altman, L., 2017. The Top 10 Business Trends That Will Drive Success In 2018. [Online]
Available at: https://www.forbes.com/sites/ianaltman/2017/12/05/the-top-business-trends-that-will-drive-success-in-2018/#4ead5aa8701a
[Accessed 20 April 2019].

Estevez, D., 2017. Tycoon Carlos Slim's Wireless Market Share Decrease, Good But Not Enough, Says New OECD Report. [Online]
Available at: https://www.forbes.com/sites/doliaestevez/2017/09/04/tycoon-carlos-slims-wireless-market-share-decrease-good-but-not-enough-says-new-oecd-report/#619eeeb23f37
[Accessed 20 April 2019].

James, P., 2018. Beyond Connectivity: Three Strategies For Telecom Growth. [Online]
Available at: https://www.forbes.com/sites/insights-intelai/2018/09/21/beyond-connectivity-three-strategies-for-telecom-growth/#c8b1f9632ed6
[Accessed 20 April 2019].

Levi, K. A., 2016. Market Entry Strategies of Foreign Telecom Companies in India. London: Wiley.

Ponciano, J., 2018. The World's Largest Telecom Companies 2018: AT&T, Verizon Remain On Top As Sector Struggles. [Online]
Available at: https://www.forbes.com/sites/jonathanponciano/2018/06/06/worlds-largest-telecom-companies-2018/#f0cae0b7d394
[Accessed 20 April 2019].

Puyang, M., 2016. Big Data Applications in the Telecommunications Industry. London: Wiley.