Business Issues and the Contexts of Human Resources

BUSINESS ISSUES AND THE CONTEXTS OF HUMAN RESOURCES

Table of Contents
1.0 Introduction..................................................................................................................3
2.0 Range of Factors Impacting Organization...................................................................5
3.0 The Development Process of Organisational and HR Strategies...............................6
3.1 The Forces Shaping HR Agenda.............................................................................6
3.2 Different Tools for Analysing....................................................................................8
3.3 Key Stages in Strategy Formation.........................................................................10
3.4 HR Contribution......................................................................................................12
4.0 Identification and Response to the Change of Business Environment.....................15
4.1 Business Performance and Role of HR.................................................................15
4.2 Contextual Data for Planning Purpose...................................................................16
5.0 Conclusion.................................................................................................................19
References.......................................................................................................................20

1.0 Introduction
HR (Human resource) is referred to as the people who are responsible for making the
workforce of a particular organization and the business sector of the human capital. The
HR performs human resource management overseeing the various aspects of the
employment, and also the labour law, the employing standards, employee benefits and
the recruitment aspects of the employee and also makes such strategies that are
beneficial for the organization (Prieto, Mathur-Helm and Dawson, 2018). HR planning is
crucial for the success of the business as the same directly enables the management to
devise the workforce and attune the same towards the broader corporate aims and
objectives in a sustainable manner (Van der Togt and Rasmussen, 2017).
In this report the different range of factors which affect the organization is analysed, the
range of forces which affect the organization is discussed, the tools used in the world for
the carrying out the method of analysing effectively and productively, The strategies
formation of the human resource management are analysed in brief in the report a
proper and brief discussion on each aspect is carried out in the report with respect to
Honda, UK.
In the report the role and the contribution of the HR in the business and change
management are evaluated in brief, the roles of HR in business planning are also
evaluated in the report, and some of the different sources that will help the company to
access profit are also mentioned in brief. All these aspects are being assessed in this
report a brief discussion on each aspect is carried out in the report. The information

provided in the report is very accurate and correct (Prieto, Mathur-Helm and Dawson,
2018).
This report depicts how important the HR person is in the management system of the
company. How the human resource manager works or the human resource body
functions to carry out a successful management plan that will help the company or the
organization in carrying out the strategies effectively and eventually gaining maximum
profit (Reilly and Williams, 2016).

2.0 Range of Factors Impacting the Organization
The different range of factors which affect the organization is enumerated below. The
factors are divided into two factors the internal and the external factors both the factors
are mentioned herein as below:
Internal Factors
 The mission or goal
 The leadership factor
 The communication
 The organizational structure factor
 The learning factor (Reilly and Williams, 2016)
External Factors
 Political
 Economical
 Social and technological (Prieto, Mathur-Helm and Dawson, 2018)

3.0 The Development Process of Organisational and HR Strategies
3.1 The Forces Shaping HR Agenda
Garavan, Watson, Carbery and O’Brien (2016) have explained that there has been a
different range of forces which may affect the organization is specified as below:
Exponential technology change
Technologies are becoming powerful day by day nowadays resulting in impacting the
world and the world of HR eventually. The technologies break through the procedures in
the market as well as the business (Reilly and Williams, 2016). Due to the innovation of
robots, artificial intelligence and other collaboration of the robotics world affect HR in a
great amount (Garavan, Watson, Carbery and O’Brien, 2016).
Social, organizational reconfiguration
Social, organizational reconfiguration is an important factor leading to affecting the
range of HR and organizations (Sousa, 2018, October). The increase in the
democratization of the workload is willingly shifting the HR forms towards the great
balance organizations and the communities that are more shifted and concentrated
towards the project- based relationships eventually (Reilly and Williams, 2016). HR
talent is increasing day by day resulting in the response to the network replacing
hierarchies and the social as well as the external elements and the collaboration as they
are the vital elements of the particular product and the service of the development
(Garavan, Watson, Carbery and O’Brien, 2016). In the opinion of Prieto, Mathur-Helm