In life, you will find that complications occur at some of the most inopportune times. For example, you might be unlucky enough to find yourself caught between looming deadlines or a rigorous work schedule. Being involved in unfortunate incidents is almost inevitable, especially in the business world. To properly handle these unfortunate incidents, man has put specific systems and programs in place to minimize the amount of “accidents”. To decrease the amount of crimes committed around the world, man has built police forces and other aspects of criminal justice. Individuals closely associated with modern medicine have developed some amazing solutions for several medical complications. In some cases, systems designed to reduce complications have complications within them. Most companies have a department that specializes in good workplace conduct policies and procedures. This department is called the “human resources department”. According to Inc. “A recent nationwide survey by the Society of Human Resource Management (SHRM) uncovered some of the biggest human capital challenges facing companies today” (Inc). These people specialize in making employees' work environments as functional as possible. In the world of work, the human resources department is considered “as the glue between what senior management wants to achieve and the needs and development of the workforce” (Johnson & Wales University). Even though most employees are adult professionals, there is still a lot to learn in terms of workplace etiquette. On some occasions, employees are required to know the specific systems implemented to perform tasks correctly. Another obstacle that the human resources department must overcome is the fact that they must acquire employees with a significant level of business expertise. Since the HR department is connected to several large companies and corporations, there are several social and economic challenges. “As the second major challenge to human resource management, leadership development must be a key strategic initiative” (Villanova University). According to several HR directors, some of the biggest challenges facing the HR department include lack of communication, creating equitable programs for employees, and choosing the right employees for specific careers. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original EssayHumans are remarkable beings for their ability to accurately make their points. Sharing ideas and concerns allows individuals to generate reasonable solutions to common problems. However, this feature of human capacity would not be possible without one key factor. This factor bridges the gap between a great idea and a viable production of that idea. This factor is known as “communication” (Johnson and Wales University). Adequate communication and intelligent dialogue are not always easy. In the business world, “This can be a challenge for some leaders who are reluctant to share all organizational information.” Some leaders may feel intimidated when trying to discuss certain principles within a project. This is also known in the business world. More specifically, there can be some serious elements of miscommunication in the business aspect of HR. The resources departmenthuman is not always available when needed. In most cases, the physical location of an HR department is not in the same vicinity as where the employees are located. Because of this distance, many HR directors have difficulty communicating certain principles. As a human resources director, there will be individuals who are deeply dependent on the proper guidance and direction of their superiors. Sometimes, stepping out of your comfort zone can be difficult. This is especially true when there is a new project to discuss. The human resources department is constantly bombarded with new employee-based systems and frequently updated policies and procedures. According to Johnson and Wales University, a good HR director must “Keep all followers fully informed about all aspects of the company if they are to feel like partners rather than just employees. HR directors are held in high regard by their employees. According to Villanova University, “human resources professionals must provide the structures, processes, tools and perspectives essential to best select and develop the organization's future leaders” (Villanova University). The importance of communication is vital to success in the human world. Organization is a vital tool in the business world too. According to Formstack, “The biggest HR challenge right now is creating processes that meet immediate needs but also align with strategic organizational goals. So, for example, a common organizational goal is long-term employee engagement” (Formstack). In the world of human resources, the use of communication is more than necessary. In international business affairs, the use of communication is critical due to specific barriers, such as linguistic and cultural differences. The human resources department constructs almost all of the label used by a company. Without adequate communication skills, the HR director of any company would not be considered a quality resource for the company he represents. There is always a dramatic difference between individuals' skill levels. It is well known that some individuals are more exceptional than others. In some cases this talent disparity arises from genetics or natural intelligence. Some people have great emotional intelligence, as well as a propensity for spatial reasoning. In many cases, there are individuals who do not possess this skill set. Humans are different in how they approach certain tasks. As an HR director, they need to recognize this fact. However, this fact does not prevent individuals from having successful careers and a decent quality of life. This is generally the case for most aspects of human life, but this is not always the case in the world of HR. The human resources department recognizes differences in natural talent among individuals. The term natural talent refers to an employee's performance level in the workplace. After this recognition, HR directors must create a minimum level of efficiency among employees. If an employee is more skilled at communicating than his or her colleagues, the human resources department needs to recognize that person's potential. According to Inc., “this is especially difficult for small and medium-sized companies that tend to have few, if any, HR departments. Simply keeping up with rapidly changing requirements, from taxes to healthcare, is more than a full-time job that many companies can'tafford to maintain” (Inc). Almost every company that functions with a human resources department is required to generate different programs that distinguish it from other companies. When a separate company brings a different business element to the table, consumers who build that company's integrity will be attracted to that company's unique qualities. To “meet or overcome all of these human resource management challenges, you will need proven tools and strategies” (Villanova University). To make these different programs work properly, HR employees must reach a common level of understanding. Every individual in the company must work together to create a well-functioning system. A good employee is an extremely subjective term used not only in the business world, but also in the consumer world. “It is difficult to keep up with this level of due diligence, considering the rest of the tasks an entrepreneur has on his or her plate at any given time” (Inc). Appearance and presentation are often factors that increase a company's credibility. For example, customers are more attracted to employees who act, look and sound professional. Formstack says: “Winning talent is the number one challenge organizations must overcome today. It has become much more complex than simply offering snacks and drinks. The talent pool is full of candidates who know what they want and exactly how much they can ask for from a potential employer” (Formstack). Naturally, people are more willing to associate with things that are considered pleasant and non-threatening. All human beings are different in how they react to each other. It's human nature to be precocious and spectacular about certain things. Outside of human nature is the human resources department and its ability to distinguish a good employee from a poorly performing employee. According to Formstack, “The two most important things HR needs to do to solve this problem is to focus heavily on building an employer brand and come up with a strategy to attract/engage passive candidates. This is usually done by creating amazing content” (Formstack). When the company itself understands what it wants from its employees, it can then progress in finding the right employees who fit that mold. For example, an employee who feels more comfortable talking to customers has a greater advantage over his or her counterpart, who may not have the same tact. Some employees are better at organization and reasoning, so they are valuable from a business and logistical perspective. Formstack goes on to say, “An important part of building your employer brand is solving problems within your culture, so that can help with the retention issue. Otherwise, simply being honest and transparent and deliberately focusing on employee happiness will help solve the retention problem” (Formstack). As an HR director, there comes a point where the director must utilize a level of empathy and understand the minds of the consumers he associates with. It makes the HR director's role much less challenging when he has the right employees working for the company. On the other side of the employee spectrum is the management position. These managers are the leaders outside of the human resources department and their job is to properly manage the monetary part of the company. However, just as there can be bad employees, there can be incredibly poor managers. For example, a manager who does not take his position seriously is more likely to allow his employees to.