Business Issues - Assignment Sample
Added on 2021-05-30
23 Pages7219 Words47 Views
Leadership ManagementProfessional DevelopmentPolitical Science
|
|
|
Running head: BUSINESS ISSUES AND THE CONTEXT OF HRBusiness Issues and the Context of HRStudent’s name:Name of the university:Author’s note:
1BUSINESS ISSUES AND THE CONTEXT OF HRTable of ContentsLO 1 Understanding the key contemporary business issues and main external factorsaffecting different organisations and the impact on HR....................................................2AC 1.1 Assessing a range of different factors which impact on an organisation’sbusiness and its HR function.........................................................................................2LO 2 Understand how organisational and HR strategies and practices are shaped anddeveloped..........................................................................................................................5AC 2.1 Analysing the forces shaping the HR agenda...................................................5AC 2.2 Comparing different tools for analysing the business environment...................7AC 2.3 Explaining the key stages in strategy formulation and implementation and therole of HR.....................................................................................................................10AC 2.4 Examining HR’s contribution to business ethics and accountability................13LO 3 Know how to identify and respond to changes in the business environment.........15AC 3.1 Evaluating business performance and the role of HR in business planning andthe change management agenda................................................................................15AC 3.2 Assessment and utilisation of different sources of business and contextualdata for planning purposes..........................................................................................17Reference List..................................................................................................................20
2BUSINESS ISSUES AND THE CONTEXT OF HRLO 1 Understanding the key contemporary business issues and main externalfactors affecting different organisations and the impact on HRAC 1.1 Assessing a range of different factors which impact on an organisation’sbusiness and its HR function The purpose of the business enterprises is to generate revenue in order to dominate thepreferred the market, heighten business profitability and sourcing the cheapest way torun the entire mode of business operations. However, there are several constraintsplaced in the way of doing business and these may perform as the obstacles fromfulfilling the aforementioned purposes. Such constraints include different policies of thegovernment, legal restraints, use of technology and others. All these factors significantlyimpact on the growth of the business and hence, it impacts on the performances of thehuman resource functions. According to Al Ariss and Sidani (2016), one of the HR rolesis strategy formulation and the implementation of these strategies and hence, theaforementioned factors significantly influence the roles and responsibilities of humanresource personnel. Thereby, it is essential for the human resource professional tounderstand the key factors that influence the organisation's business and functions ofhuman resource in turn. Four different factors are: a. Government policy and legal regulations: One of the core responsibilities of HR professional is to stay abreast of legislation whilehiring, retaining or terminating employees and providing training to the managersregarding their responsibilities. Hence, for a human resource professional adhere tosome compliance standards such as data protection act, health and safety act, anti-discrimination act and others in the workplace environment in order to make theorganisation to avoid political obstacles. However, at the present time, the politicalenvironment in the UK is changing because of the introduction of Brexit and thereby, thelegal compliances are also changing and these are changing the organisation'sdecision-making ability and hence roles and responsibilities of HR professionals. Thereis political pressure on the UK Government to cut the EU immigration and it is worthemployers assessing many of the employees in the workforce.
3BUSINESS ISSUES AND THE CONTEXT OF HRb. Impact of international bodies: The introduction of Brexit and detachment of the United Kingdom from European Unionimpacts on the entire business economy of the country and the government shapes thelabour market, immigration policy, employment law and all these significantly influencethe role and responsibilities of HR professionals in the workplace environment. Hence,according to Akarmaru et al. (2016), in these changing environment the employers’abandoning projects, implementing hiring and shelving expenditure freezes during aprolonged period of uncertainty. Further, according to the Recruitment and EmploymentConfederation (REC), hiring EU workers with non-EU workers is a very selectiveprocess and it depends on the rate of pay and technically and seniority of the vacancy.Thereby, the role of HR is getting tough with the increasing complexities of employmentlaw and immigration of workforce.c. Demographics of the workforce:The demographics of the workforce are changing and it significantly influences theoperations of organisations in the domestic and the international market. As stated byAlbrecht et al. (2015), the workforce demographic is getting younger and people arebecoming more enthusiastic towards their job role. Further, this generation is expectedto learn from the workforce and wants to get more flexible work environment and growthopportunities. Thereby, it becomes challenging for the HR professionals to retain suchworkforce by providing significant training and leadership opportunities.d. Globalisation factorsGlobalisation mainly symbolises the free flow of technology as well as human resourcesacross the national boundaries which presents an ever changing and competitivebusiness environment. HR department within an organisation manages the differentemployees from various cultures in the same organisation as it represents complexactivity. Employees who comes different countries think in different way and theirperception is also different. In addition, HR department also works to manage theexpatriates as the values, beliefs; attitudes and culture of the expatriates are diverse.The HR department has to retain, recruit and motivate the expatriates which can impact
4BUSINESS ISSUES AND THE CONTEXT OF HRmajorly on the organisations. In globalisation, the employees who come from differentcountries have to make themselves acknowledge with the different employment laws.The understanding of the different laws can provide benefits to have monetaryadvantages and flexi-timings. As stated by Begg and Ward (2012), outsources staffsneed to manage the influence of globalisation as managing the KPO and BPOemployees have to work in different language, culture and working different shift times.HR departments have to maintain the corporate social responsibility participating in theactivities like betterment of the society which have emerged from western countries. HRdepartment has to manage the virtual employees where majority of the informationtechnology based-organisations work in different locations. e. Gen Y factors Gen Y is the demographic which cohort containing the people born between around1985 and 1995. In the workplace; Gen Y are experienced and they faced the problemregarding the poor economic situations. HR functions make sure that policies can betargeted to make the desire to be fulfilled as the Gen Y tries to make their life god withproper work-life balance and contribute to the ethical endpoint (Budhwar et al. 2016).HR department tries to make employee-centred workplace keeping the Gen Y in pivotalfigure and Gen Y always tries to learn. Gen Y employees want to have the constantfeedback from the HR department and HR management can opt to take the mentorshipf. Impacts of social and technological trends: The introduction of information technology has a greater impact on the growth oforganisations that exist in the dynamic environment and this, in turn, leads to greatereffectiveness and efficiency of the human resources. Hence, the use of databasemanagement, use of cloud technology and advances of recruitment system increase theefficiency of the business. Organisations are now able to access workers from remoteareas and the duration of working hours are also enhancing (Guerci et al. 2016).Examples of social factors that can affect the business are the tastes, fashion andtrends. In the UK, social factors are the ageing population that can impact on thebusiness. Hence, it becomes essential for the human resource management to focus
5BUSINESS ISSUES AND THE CONTEXT OF HRmore on the skills improvements in order to motivate, handle and retain employees inthe workplace significantly. LO 2 Understand how organisational and HR strategies and practices are shapedand developedAC 2.1 Analysing the forces shaping the HR agenda There is a range of external and internal forces that shape HR agenda and most of theforces include strategies and solutions to support the organisational performance in thecompetitive market, relationship with senior management and line management, basicissues of ethics and accountability and like. This section seeks to identify the forces thatinfluence the HR agenda vertically and horizontally.Supporting organisational performance: One of the key agendas of human resource professional is to remove any form ofbarriers that get between the workforce and their ability for doing meaningful work. It isworth mentioning that, in the workplace, there is no process or policy can be so welldesigned to properly cover all the situations and make high judgement exceptions(Erturk 2014). Therefore, the force that influences the HR agenda includes thestrategies to improve the employees’ performance in order to improve the performanceof the organisation so that, the organisation can take competitive advantage in thehighly competitive market. Relationship with senior management and line management:Apart from strategies and solutions for improving employee performance, therelationship with the other functional units and the senior management influence the HRagenda significantly. As mentioned by Jackson et al. (2014), one of the HR agendas isto ensure that the employees prioritize work by reinventing the industry standards.Hence, relationship with senior management to develop strategy is essential forfostering measurable impact on the customer base.
End of preview
Want to access all the pages? Upload your documents or become a member.
Related Documents
CIPD LEVEL 5 CHR.lg...
|23
|5799
|2
Business Issue in Context of HR INTRODUCTIONlg...
|14
|4667
|453
The Big Issues Facing HR - SHRMlg...
|20
|5339
|19
Employee Motivation and Retention Strategieslg...
|20
|6014
|150
BUSINESS ISSUES AND HUMAN RESOURCESlg...
|16
|5591
|23
Factors Impacting Business and HR Functions at Tesco: A Comprehensive Analysislg...
|13
|5115
|32