Key learnings from NIPM NATCON2016, Mumbai

Major challenges of HR in different Countries.


  •  The major challenge in Bangladesh is unskilled people. Labour laws are not fully practiced and compared to other countries.
  •  Bangladesh is much behind in IT. As per an article published in CIPD, 80% of HR functions can be integrated with IT so that significant cost can be reduced. In reality, we have two choices, to do something and grab all opportunities ahead of others or simply stay and loss all the opportunities.
  •  It is the right time to take immediate action for Bangladesh to up-skill the people. It is a major responsibility for HR professionals within the organisation and in the country.
  •  The education is the backbone of any Nation and Bangladesh is much behind. Unskilled labour is very high in the country. If we provide 6 months vocational training, they can improve their skills and incomes.
  •  Regional cooperation is very important to address many issues. We need to collaborate in education and establish the common area of knowledge and education, strengthen HR associations and organise HR programs in India, Bangladesh, Sri Lanka, Singapore and Hong Kong. There should be very wide and common platform where anyone can discuss the issues and can capitalize on challenges and transcend to opportunities.

 Sri Lanka

  •  The major HR challenges in Sri Lanka is unemployment. The labour force is only 4.6% of the population. People are deprived of the job opportunities due to the unemployment issue. The graduate unemployment is due to lack of skills. The education system in Sri Lanka is to enhance intellectual capacity of individuals. In schools, Children are being deprived of getting involved or associated with other activities like sports etc. At university level, Sri Lanka reformed the education system and developed curriculum in such a manner to provide opportunities for graduates to get involved in industries and acquire skills.
  •  The second major issue in Sri Lanka is Skill mis-match. There are many job opportunities available in the market but due lack of skill and unable to perform the jobs people are not getting employment. People lack in professional orientation. It is a major problem in Sri Lanka to maintain balance between demand and supply of the jobs.
  •  Brain drain is also a major challenge not only in Sri Lanka but also in the Asian countries. The competent people are attracted by the Western countries / developed countries.
  •  Social Security System is another challenge specially in Asian countries not in Western countries. People are tempted to look forward for government jobs due to social security system.
  •  Aged workforce is also a major issue in Sri Lanka. Based on statistics more than 53% of workforce are beyond the age of 40 years.
  •  Most of the Asian countries strengthened labour laws to attract foreign investment. In 1977, Sri Lanka Introduced free market economy but yet it is failing to attract right kind of investment due to stringent labour laws. As per report made by ILO, there are six countries i.e China, India, Korea, Singapore, Malaise and Sri Lanka are facing difficulty to attract foreign direct investment.

Hong Kong

  • Honk Kong is having 7 million people out of that 3.2 million is the workforce. The employment ratio of Honk Kong is 3.2 and inflation rate is 3.1. Hong Kong is very small place and economy is very handy. The major challenges are: –
  •  Standard Work hour: Honk Kong doesn’t have standard working hour. It needs to have legislation on labour which will help to solve many labour related issues.
  •  Lack of Infrastructure: Hong Kong is short of technical people which impacts execution of infrastructural projects
  •  Labour: Technical labours are short in the market so it is difficult to supply labours as per requirement.


  •  As the level of Economic development goes up, the nature of issues also change and therefore the issues we find in Bangladesh, Sri Lanka are different compared Hong Kong and Singapore.
  •  Singapore spends more money and time towards developing people for creating knowledge society for long term vision and quality of work life.


  •  The current economic scenario in India and its growth remain robust around 7.5 % GDP growth as compared to global 3.5%. India is growing fast and entire world is looking to India. India merge a faster growing economy and also major economy in the world as per IMF report.
  • ‘Make in India’ initiative by the Govt. of India aims to focus manufacturing sector in the country. There are many positive initiatives undertaken by the present government. India established no.1 service sector in the world. Time has come to give more and more emphasis on manufacturing sector.
  • Digital literacy is the thrust area in India.
  • The challenges to Indian economy is to accelerate agricultural growth and rural development.
  • Time has come to change the role of HR. It can no longer be a support function. HR is the strategic business partner. First challenge is to change the mindset.
  • Encouraging employees to develop entrepreneur mindset is a big challenge. HR has to build ownership mindset among employees.
  • Managing cross cultural workforce, virtual office and digital support are other areas of challenges for HR professionals in organizations.
  • India will have the youngest working population in the world. The young workforce entering the market are different in their skill sets, outlook, attitude, needs etc. It needs altogether a different approach to manage this generation. The line managers and HR managers must understand the characteristics of the new generation and accordingly HR needs to revamp the entire people management system and practices for engagement of this new generation.
  • Recruitment of the top talent: Finding staffs of the right blend of skill, self-driven personality is the major task.
  • Retaining talent: HR not only should focus to recruit people but also to retain and engage the talent to business advantage.
  • To create positive environment to arrest brain drain and also the bright Indians or the potential Indians come back to the country and contribute here significantly.
  • Employee retention policy is must while seeing the market competition. Every company is having very tough competition. Retention of employees is very essentials. Everyday HR professional should think innovative ways to retain their employees.
  • Optimum productivity from the workers: When productivity is low HR should know the main areas including poor practices and lack of proper resources.
  • HR should initiate the following elements: Organizational efficiency, Technology to improve the operation. Reviving the existing organizational set up, implementation of continuous improvement approach and upgradation of skill set of people.
  • The main challenges of HR professional is HR has to take role of specialist now. The generalist functions are gradually outsourced. Day by day HR is coming to line function and routine matters are getting outsourced.
  • The challenges in India is how HR professionals can reorient them so that they can do strategic jobs and routine jobs can be outsourced.

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