Globalisation: Companies are going global due to which the workforce diversity is increasing. Managing these people with different religious, cultural, moral background is a challenging task for the HR Managers in 21st Century.

Managing Change: As the organizations are going Global this is one problem faced by many organisations of managing the change in the organization and how to make people acquanted with the changes.

Ethics and Values: In the times when we are getting more professional and narcissist, it is very important to have Ethics and values to be in place which also in the long run decides the sustainability of the organization.

Managing low attrition rate: More competition also adds to high attrition. Now here is the opportunity for the HR manager to play safe and introduce good retention strategies.

Stress and Conflict: Long working hours, target pressures, high competition etc adds stress and conflicts in the Organization. It is the duty of an HR Manager to have proper responses to the stress and conflict before it causes damage to someone’s' personality.

Work Culture: Due to acquisition and mergers taking place it becomes important for the HR Manager to develop the work culture.

Maintaining staff morale through leadership and understanding is paramount to developing ongoing employer and employee working relationships. The process of mentoring and providing continuing training and professional development is required for all staff from a junior support staff member right through to your senior Lawyers. The value you will see will be long term and loyal employees.

Performance reviews are another useful tool that is both beneficial to giving and receiving regular feedback to and from your employees, along with monitoring your staff's overall performance activities. Generally staff performance reviews are more satisfactory and constructive when attended to on a regular basis.