Management - Business Issues and the Context of Human Resources

Management 1
Business Issues and the context of human resources

Management 2
Contents
Introduction......................................................................................................................................3
Analysis of internal forces used to shape the HR agenda................................................................4
Summary of different external factors.............................................................................................6
Comparing of environmental analytical tools..................................................................................9
Summary of key stages of strategy formulation............................................................................12
Different ways which is measured in the organization for different purposes..............................15
Internal and External Data used in planning..................................................................................17
Conclusion.....................................................................................................................................19
References......................................................................................................................................21

Management 3
Introduction
This report is made in regards to analyse the business issues in the overall process. The several
aspects related to the human resources in the business will be described in this report. The HR
role in the business will be analyzed in this report. The HR include several forces that used to
improve the business strategies and the business issues. There are various factors and external
factors included in the HRM process and this process manage the overall business. The
description of environment analytical tools will also be described in this report. The HR agenda
is one of the important agenda of the business and this process needs to be used in the business
for the different process. The HR strategy formulation and implementation are important for the
business issues and the summary of these aspects will be included in this report. The strategic
objectives and stakeholder expectations are included in this report.
The business performance is measured in the organization for different purposes and this can de
defines in this report. The various role of HR in the accountability will be briefly described in
this report. The planning of data is also necessary in the business aspects and this planning will
be briefly described in the report. The HR resources are too effective and important in the
business planning that is briefly described in this report.

Management 4
Analysis of internal forces used to shape the HR agenda
The internal forces are too important for the overall process of the business and these forces are
used to shape the future of the HR agenda and make the HR process proper in the overall
business planning. There are several internal and external forces that currently used in shaping
the HR agenda. The main internal forces used to shape the HR agenda includes the labor market,
supply and demand, skill shortages, employment law and competition.
HR department of the business need to adopt these forces to maintain the overall activities of the
human resources and manages the employees working currently in the organization [1]. HR
should anticipate these strategies and the applied the change management strategies. The
increased competition implies the uncertainty and unpredictability in the organization and it
manage the different aspects of the business. The different policies and practices are used in the
business to improve the overall disadvantages occurred due to the increasing in competition [2].
Th several approaches are used to analyse the internal forces that shape the HR agenda. The
labor market affect HR practices and manage the overall agenda of HR, supply and demand is
also necessary in managing the HR practices, law of employment is also necessary for the
management of HR and competition affect the HR practices.
For example, the structure of HR function is used to define the internal forces of the HR
business. HR structure needs to analyse the overall internal forces that shape the HR agenda. All
the internal forces are used to analyse by the HR structures In the HR structure the person
includes HR director, recruitment manager, development manager and several other process [3].
Apart from the HR structure and function, several HR strategies are also use the internal forces
1 Tarique, I., Briscoe, D.R. and Schuler, R.S., International human resource management:
Policies and practices for multinational enterprises. 2015.Routledge.
2 Gannon JM, Roper A, Doherty L. Strategic human resource management: Insights from the
international hotel industry. International Journal of Hospitality Management. 2015. May
1;47:65-75.
3 Hollenbeck JR, Jamieson BB. Human capital, social capital, and social network analysis:
Implications for strategic human resource management. Academy of Management Perspectives.
2015. Aug;29(3):370-85.

Management 5
to analyse the different aspects of the HR function. Mainly the HR strategies are of two types
that is general strategies and specific strategies. The general strategies include high performance
working and the specific strategies include various aspects used in the HR management process
like learning and development. The HR strategies are also used the internal forces to manage the
various features of the HR management. The human resource strategy maintains the overall plan
for managing the human capital to align with its business activities [4].
The several strategic objectives of HR are also used in the analysis of internal forces that are
used to shape the future of the HR agenda. The common strategic objectives of human resource
are to ensure the workforce of the business which is capable to meet the needs of the employees.
The human resources are need to maintain the objectives of HR. As HR planning is one of the
main objectives of the business and the strategic objectives of HR need to manage the overall
planning of the business. The other important example related to the analysis of the internal
forces includes the stakeholder expectations [5].
The expectations of stakeholder are important for the growth of the business and it also included
in the HR management practices. There is a proper process that manages the stakeholders which
includes the activity of communicating with stakeholders and manage their needs and
expectations. This process is responsible for addressing the issues, resolve conflict situations and
needs to achieving the overall goals of the project. The stakeholder’s expectations also play an
important role in the internal analysis of forces that shape the agenda of the HR practices.
4 Pareek U, Rao TV. Designing And Managing Human Resource Systems, 3/E. Oxford and IBH
publishing; 2015. Jun 30.
5Jiang K, Lepak DP, Hu J, Baer JC. How does human resource management influence
organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 2012. Dec;55(6):1264-94.

Management 6
Summary of different external factors
To analyse the various external factors that impact the overall performance of the organization
and also impact the HR function of the organization. To analyse the externa factors, the pestle
analysis is sued which defines all the factors that impact the organizational performance in a
large manner.
Pestle Analysis is described below-
 Political Factors
The externa political factors impact the overall organization and their activities in a proper
manner. Organization are governed by the changes that are introduced by the government, the
European Union and other bodies. The government intervention affects the overall performance
of the organization and also impact the HR function of the business [6]. The HR department of
business is also impacted by the changing regulations of the business. The involvement of
political parties in the business affect the performance of the business and the HR practices.
 Economic Factors
The overall economy of the country also affects the performance of the organization and also
impacts the HR function of the business. The economic climate gives the big impact on the
several operations of an organization. It determines the inflation rate, exchange rate, levels of
employment and several other. By the economic interest the overall performance of the
organization gets affected and also affect the HR functions in the business [7]. The globalization
in the business increases the competition and it affect the overall work and also affect the current
market. The economic changes can be managed by the organization.
6 Buller PF, McEvoy GM. Strategy, human resource management and performance: Sharpening
line of sight. Human resource management review. 2012. Mar 1;22(1):43-56.
7 Jiang K, Lepak DP, Han K, Hong Y, Kim A, Winkler AL. Clarifying the construct of human
resource systems: Relating human resource management to employee performance. Human
resource management review. 2012. Jun 1;22(2):73-85.