Summary

If you ask any representative of the company's management in Georgia, what is the main role of HR in the company, there is a high probability that they will answer that the main role of HR is the selection/recruitment of employees and the signing of labor contracts. Almost the overwhelming majority of managers think that the results and success achieved by the company are more due to them than to the HR manager. Such an attitude on the part of the employer is currently an actual problem in Georgia.

A big challenge for HR personnel is the inappropriate appreciation of their role in the company, imposed restrictions, incomplete delegation of functions and duties, provision of inappropriate resources. At the same time, they are responsible for such important issues such as: selection/recruitment of employees, signing of the labor contract, as well as formation and strengthening of organizational culture, integration of new employees, planning and maintenance of human capital, positive positioning in the employment market, and others.

Based on the reality in Georgia, many problems prevent the representatives of the field of human resources management from performing various functions. The main question of the paper is the following: how do Human resources (HR) representatives evaluate their own role, what do they consider to be the main current challenges and how can we solve these challenges?

Research methodology.To answer this question, we conducted a study. For research, we applied to the HR departments of several companies and also used the page on the social network - "HR Professionals"¹. When processing the qualitative data of the research, based on the inductive analysis, we described and investigated the data, revealed trends, explained and revealed the cause-and-effect facts. In the research process, we used thematic analysis and discussion analysis methods: The method of thematic analysis is used to determine cause and effect, regularities, and to identify standards, and the method of discussion analysis is used to explain the current processes in the formation of priority of values in the group of Georgian representatives of the HR field.

As a result of the research, the real role of HR in the company in Georgia, the problems in the field of HR, and the ways to solve these problems directly from the point of view of Georgian HR became visible.

As the HR representatives shared with us, the biggest challenges in the HR field are the difficulties in the selection process, the low level of organizational culture development, the lack of understanding and underestimation of the role of HR on the part of employers, the outflow of labor force, and the inadequate readiness of the state to protect employees.

All of the above actually reflects the level of organizational culture development in companies in Georgia. The aspects that hinder harmonious cooperation between employees and employers are clearly listed. HR Representatives themselves identify the main challenges in which direction employers, employees, and government representatives should work to create a high-level organizational culture that will be solid, competitive and retain employees in the long term.