In life, one will find that complications arise at some of the most inopportune times. For example, you might have the misfortune of finding yourself stuck between looming deadlines or a rigorous work schedule. Being involved in unfortunate incidents is almost inevitable, especially in the business world. To properly manage these unfortunate incidents, man has put in place specific systems and programs to minimize the number of “accidents”. To reduce the number of crimes committed around the world, man has built up the police force as well as other facets of criminal justice. Individuals closely associated with modern medicine have developed astonishing solutions to several medical complications. In some cases, systems designed to reduce complications have complications themselves. Most companies have a department that specializes in workplace conduct policies and procedures. This department is called “human resources department”. According to Inc. “A recent national survey by the Society of Human Resource Management (SHRM) revealed some of the biggest human capital challenges businesses face today” (Inc). These individuals specialize in creating a work environment that is as functional as possible. In the world of work, the human resources department is considered “the glue between what senior management wants to do and the needs and development of the workforce” (Johnson & Wales University). Even though most employees are adult professionals, they still have a lot to learn in terms of workplace etiquette. On some occasions, employees need to learn about the specific systems implemented to perform tasks correctly. Another obstacle that the human resources department must overcome is the fact that it must recruit employees with a significant level of business skills. Because the human resources department is connected to several large businesses and corporations, there are several social and economic challenges. “As the second greatest challenge in human resource management, leadership development must be a critical strategic initiative” (Villanova University). According to several human resources managers, some of the human resources department's biggest challenges include lack of communication, creating fair employee programs and choosing the right employees for specific careers. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get an original essay Humans are remarkable beings for their ability to get their points across precisely. Sharing ideas as well as concerns allows individuals to generate reasonable solutions to common problems. However, this characteristic of human ability would not be possible without one key factor. This factor links a fantastic idea to a feasible production of that idea. This factor is known as “communication” (Johnson and Wales University). Good communication and intelligent dialogue don't always seem so simple. In the corporate world, “this can be a challenge for some leaders who are hesitant to share all organizational information.” Some leaders may feel a sense of intimidation within themselves when attempting to discuss certain principles contained in a project. This is also true in the business world. More specifically, there may be serious problems ofcommunication in the field of corporate human resources. The human resources department is not always available when needed. Most often, the physical location of a human resources department is not close to where the employees are located. Because of this distance, many HR managers struggle to communicate certain principles. As a human resources manager, there will be individuals who are deeply dependent on the proper guidance and direction of their superiors. Sometimes getting out of your comfort zone can be difficult. This is especially the case 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 manager must "keep everyone fully informed about all aspects of the business if you want them to feel like partners rather than just employees." Human resources managers are held in high esteem by their employees. According to Villanova University, “HR professionals must provide the essential structures, processes, tools and perspectives to best select and develop the organization's future leaders” (Villanova University). The importance of communication is vital to succeed in the human world. Organization is also an essential tool in the business world. According to Formstack, “HR's biggest challenge today is creating processes that meet immediate needs but also align with the organization's strategic 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 an integral part due to specific obstacles, such as linguistic and cultural differences. The human resources department constructs almost all of the etiquette used by a company. Without decent communication skills, a company's HR manager would not be considered a quality asset to the company he or she represents. There is still a dramatic difference between the skill levels of different individuals. It is a well-known fact that some individuals are more exceptional than others. In some cases, this talent disparity comes from genetics or natural intelligence. Some people have high emotional intelligence, as well as a propensity for spatial reasoning. In many cases, some people do not have this skill set. Human beings are different in the way they approach certain tasks. As a human resources manager, they must recognize this fact. However, this fact does not prevent individuals from having a successful career and decent qualities of life. This is generally the case for most facets of human life, but it is not always the case in the world of human resources. The human resources department recognizes differences in natural talent among individuals. The term natural talent refers to an employee's ability to perform in the workplace. After this recognition, human resources managers must create a minimum level of efficiency among employees. If an employee is more skilled in communication than his counterparts, the human resources department must recognize the potential of this person. According to Inc., “this isparticularly difficult for small and medium-sized businesses which tend to have limited or no HR departments. Simply keeping up with rapidly changing requirements, from taxes to health care, is more than a full-time job that many companies cannot afford to maintain” (Inc). Almost every company that operates with a human resources department is required to generate different programs that set them apart from other companies. When a distinct business brings a different business element, consumers who build the integrity of that business will be attracted to the unique qualities of that business. In order to “meet or exceed all of these human resource management challenges, you will need proven tools and strategies” (Villanova University). For these different programs to work properly, human resources employees must reach a common level of understanding. Every individual in the company must work together to create a system that works well. A good employee is an extremely subjective term used not only in the business world, but also in the consumer world. “This level of due diligence is difficult to follow, given the rest of the tasks a business owner has to complete 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 face today. It's become much more complex than just offering snacks and drinks. The talent pool is full of candidates who know what they want and exactly what they can demand from a potential employer” (Formstack). Naturally, people are more willing to associate with things considered pleasant and non-threatening. All human beings are different in the way they react to each other. It's human nature to be precocious and dramatic 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 are focus very hard on building an employer brand and develop a strategy for attracting/engaging passive candidates. This is usually done by creating incredible content” (Formstack). When the company itself understands what it expects from its employees, it can then move forward in finding the right employees who fit that mold. For example, an employee who is more comfortable talking to customers has more advantages than their counterpart, who may not be as tactful. Some employees are better at organizing and reasoning, so they are valuable from a business and logistical perspective. Formstack goes on to say: “A big part of building your employer brand is solving problems within your culture, which could help solve the retention problem. Otherwise, simply being honest and transparent and deliberately focusing on employee happiness will help solve the retention problem” (Formstack). As a HR manager, there comes a time when he must demonstrate a certain level of empathy and understand the minds of the consumers he associates with. This makes the role of the HR manager much less difficult when the right employees are working for.