Human Resource Management: Strategies and External Factors

This document provides insights into developing human resource strategies aligned with organizational goals and analyzing external factors that impact international resourcing and talent planning. It discusses the steps involved in developing HR strategies, such as understanding organizational objectives, evaluating HR capabilities, and estimating future requirements. It also explores the use of PESTEL analysis to analyze external factors and their impact on HR management. The document concludes by highlighting the importance of responding to external factors to achieve organizational aims and goals.

Human resource management

Table of Contents
Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
How to develop human resource strategies and practices in line with organizational strategies.
................................................................................................................................................1
TASK 2............................................................................................................................................3
Analysing the current external factors of organization that affect international resourcing and
talent planning:.......................................................................................................................3
TASK 3............................................................................................................................................5
How to respond to the external factors to achieve aims and goals of respective organization.
................................................................................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Human resource management is the process of managing the g workforce of the organization to
make their performance effective to achieve the goals of the organization. This department of
company work for the achievement to same goals and objective by the people who are working
for the organization. It refers to the effective management people that help company to gain the
growth and profitability. In this report respective multinational company Unilever, is selected.
Company is Landon based multinational organization that offers consumer goods. (Bader,
Schuster, and Dickmann, 2019) Organization offers multiple products such as baby foods, soft
drinks, cheese, cleaning agent etc. This report includes information about the quality
management of human resource in multination organization. How to develop effective human
resource strategies, which help the organization to achieve its goals. Critical analysis of external
factors of the business that affect the growth of the organization. And in last how external factors
affect the international resourcing and talent planning.
TASK 1
How to develop human resource strategies and practices in line with organizational strategies.
Human resource strategies refer to the connection between organizational strategies and
human resource. The main motive of these strategies is to provide innovation, competitive
advantages, and flexibility for the organization. It also provide proper resources to improve the
performance of business. In the context of respective organization Unilever, below is various
steps of human resource strategies on the basis of organizational strategies.
Steps of strategic human resource:
Develop through the understanding of organization’s objectives: The human resource
managers of the Unilever can develop the human resource strategies according to the goals and
objectives of the respective organization. They need to understand the main objective of the
company and what is the aim that they want to fulfil and make their human resource strategies
accordingly. They arrange their employee’s work according to the aim of the respective
organization(Chullen, and Rowe, 2018 )
 Evaluation of capabilities of human resource: Evaluation of the capabilities of human
resource of Unilever organization helps in analysing the performance of their employees
that contribute in the goal achievement of respective organization. It also help the
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manger of Unilever to understand the interest of their employees in training and
development program of the company. better training and development of workforce
helps firm to gain the competitive advantages by the improvement in the productivity of
the respective organization.
Analysing the current HR capacity in the light of organizational goals: This strategy of
human resource helps Unilever’s mangers to understand the external threats and opportunity for
the company. it also helps in analysing the barriers to the current HR plan s and what changes
organization needs in a order to achieve its targets and goals. Mangers of human resource of
respective organization analyse the ability and skills of their employees and evaluate that the
capability they have is effective for organization or not. Thus, analysing the capacity of HR of
the)(Edmondson, and Harvey, 2018) Unilever can improve performance of the employees
working in the organization.
 Estimate the future requirements of Unilever: In this)(Su, Wright, and Ulrich,
2018 ) step of human resource strategies managers of respective organization analyse the
demand of human resource in the organization and the number of employees they want
in order to achieve the targets and objective of the company. they also evaluate the
supply of employees available in with the proper skills and ability to performs the given
task effectively and efficiently.
 Determined the tools required for employees to fulfil their job: Human resource
department of respective organization Unilever evaluate all the tools used by their
employees in order to achieve the targets of the organization. The impact of these tools
also analyse by the mangers of the company so that they can mange the effectiveness of
their organizational performance. Employees of organization also feel motivated towards
their work so that they can achieve the goal of organization successfully(. Gardner,
2018)
 Implement the human resource strategy in the organization: The last step of human
resource strategy is to implement the strategy made by the HR department of Unilever.
Human resource mangers of respective organization make best strategy for the
organization after the evaluation of all the factors of their department that could help the
company to achieve the objective of the organization.
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TASK 2
Analysing the current external factors of organization that affect international resourcing and
talent planning:
External factors in the market always have the impact on the decision making of all the
department of organization. It also affects the management of human resource in the company. to
understand the external environmental factors of the organization managers of Unilever can use
PESTEL analysis model. Below is the detail study of the external factors of the respective
organization.
PESTEL analysis:
These strategies analyse the all external factors that have impact on the decision making
of the firm. All the external factors that have impact on the business can be evaluated
through this model and that (Hollis, 2018).
could help organization to understand the opportunity and threats for the firm.
 Political Factors: These factors have direct impact on the business of organization.
Political factors include the government’s stability and rules and regulation in the context
of the business firm. In the context of Unilever Company is multination organization that
operates in many countries. Every country has their own policy and regulation that can
impact the business of respective organization. Different rules and regulation can impact
the business and human resource department. Thus, to deal with these factors
organization can manage their workforce according to the situation of government
politics in the countries.
 Economical factors: These factors of PESTEL analysis examine the monetary factors in
the market of particular country. There are several economical factors that can impact the
human resource department of Unilever organization such as taxation policies, market
trades, and exports import policy. The human resource department can have the impact of
these factors on their productivity and performance in the firm. But there are many
opportunity for the respective organization where employees of organization can use their
capabilities in order to achieve the economical objectives by collecting all information
about the policy and trend in the market of different(Myers, and Donoghue, 2019)
country.
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 Social factors: these factors involve the different culture and beliefs of the population of
particular company. this cultures have impact on the business and their growth by having
different choice and preferences according to their culture and social values. In the
context of Unilever, organization is multination brand and has the strange customer base
in their organization. They follow all the trends according to the country’s (Parveen, and
Palaniammal, 2019). population. Human resource department have opportunity to for
effectively for the all the customers form the international level. That can help the m to
use their talent and helps organization to grow in the market. Thus, human resource
department have opportunity to use their talent in the respective company and increase
their productivity in the market.
 Technological factors: These factors refer to the new technology innovation in the
market that have an impact on the particular business in both positive and negative way.
In the context of Unilever organization, company has strong presences in the market and
the department of human resource is well trained for the technology innovation. In
technology innovation in the market can impact their performance that could be the loss
for the organization. To deal with this factor respective company train their employees so
that they can use the technology advancement in the organization and help organization
to have stable growth in the market.
 Environmental factors: Environmental factors refer to the rules and regulation of
government on businesses to protect the environment of their country. These factors refer
to the all the environment protection laws in the country that have an impact on the
performance of the employees of the company. in the context of Unilever there are
several rules and regulation for the company to protect the environment. To handle this
situation in the market company can train their employees to use recyclable raw material
and product that can impede the performance of the organization. They can use different
awareness programs for their employees to educate them about the environment
protection. Thus, respective organization can handle these factors effectively with help of
their talented staff and mangers of human resource (Schermerhorn Jr, Bachrach, and
Wright, 2020 ).
 Legal factors: These factors refers to the all the rules and regulation of the government
on the particular industry. There is several regulation of the government in deferent
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country that have impact on the business of Unilever. Human resource helps the
organization to gather information about all rules of government on the firm. Thus the
respective organization can deal with legal challenges with the help of the employees and
staff of the organization.
Thus. PESTEL analysis of the organization can help the Unilever to understand the all the threats
and opportunity for the human resource department of the company. and with the talented
employees in the firm they can achieve competitive advantages and grow in the market.
TASK 3
How to respond to the external factors to achieve aims and goals of respective organization.
All the external factors of macro environment have an impact on the performance of the
Unilever. To deal with these factors organization can train their employees according the country
because organization is multination and operates globally so it is very useful for the company to
train there employees for the better performance. To understand external envelopment of the
company human resource department can help by the proper strategies for the future trends and
changes in the market. Thus, respective company can use these resources to maintain and
achieve the goals of the organization(Shen, Dumont, and Deng, 2018).
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CONCLUSION
From the above information it can be summarise that the human resource is very important part
of organization. It helps company to achieve the goals and targets effectively. Human resource
strategies help the organization to achieve the aims of company and maintain the productive in
the organization. It is very important for the company to use their strategies effectively to gain
competitive advantages. In the last PESTEL analysis of organization examine all the factors that
have an impact on the business and human resource.
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REFERENCES
Books and Journals
Bader, B., Schuster, T. and Dickmann, M., 2019. Managing people in hostile environments:
lessons learned and new grounds in HR research.
Chullen, C.L. and Rowe, W.J., 2018. The perceived fairness of human resource
practices. American Journal of Management, 18(1).
Edmondson, A.C. and Harvey, J.F., 2018. Cross-boundary teaming for innovation: Integrating
research on teams and knowledge in organizations. Human Resource Management
Review, 28(4), pp.347-360.
Gardner, W.L., 2018. Riddle Me This: What Do Mergers and Acquisitions, Remote Workers,
Management M-Theory, Empowered Leadership, Competitive Human Resource Practices, and
Positivity Within Dynamic Teams Have in Common? Answer: Outstanding 2017 GOM Articles.
Hollis, L., 2018. Remember the Alamo: implementing a campus-wide anti-bullying
policy. Human Resource Management International Digest.
Myers, S.R. and Donoghue, A.J., 2019. Quality improvement and crisis resource management in
pediatric resuscitation. Current opinion in pediatrics, 31(3), pp.297-305.
Parveen, N.A. and Palaniammal, V.S., 2019. A STUDY ON ARTIFICIAL INTELLIGENCE IN
HUMAN RESOURCE MANAGEMET TODAY AND TOMORROW. IJRAR-International
Journal of Research and Analytical Reviews (IJRAR), 6(1), pp.513-516.
Schermerhorn Jr, J.R., Bachrach, D.G. and Wright, B., 2020. Management. John Wiley & Sons.
Shen, J., Dumont, J. and Deng, X., 2018. Employees’ perceptions of green HRM and non-green
employee work outcomes: The social identity and stakeholder perspectives. Group &
Organization Management, 43(4), pp.594-622.
Su, Z.X., Wright, P.M. and Ulrich, M.D., 2018. Going beyond the SHRM paradigm: Examining
four approaches to governing employees. Journal of Management, 44(4), pp.1598-1619.
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