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Factors of Business Environment Report

   

Added on  2020-05-16

22 Pages5630 Words182 Views
Running head: CIPD ASSESSMENTThe Evolving Role of HR in the Contemporary Business WorldName of the Student:Name of the University:Author Note:

CIPD ASSESSMENT1Executive SummaryThe world of business is dynamic and is changing and evolving continuously. The organizationneed to adapt to the changing environment in order to survive. Due to such adaptations the HRstrategies are also on the path of constant change. The HR management plays a major role inachieving the desired goals of the organization. The Human resource impact the functioning ofthe business to a great extent. This report is based on the evaluation of the external and theinternal factors that impact the business environment and the impact of such factors on the HRmanagement strategies.

CIPD ASSESSMENT2Table of contentsIntroduction......................................................................................................................................3Key forces that shape the HR agenda..............................................................................................3Comparison of tools for analyzing the business environment.........................................................8Factors that impact an organization and its HR functions.............................................................11Key stages in the strategy formulation..........................................................................................12Business performance evaluation..................................................................................................14Assessment of the different data sources.......................................................................................15Conclusion.....................................................................................................................................16Reference.......................................................................................................................................17

CIPD ASSESSMENT3IntroductionThere are pressures in today’s organization from several directions like increase inglobalization, tough competition, rapid change in technology, new structures, organizationalchanges including change in hierarchies, organizational alliances, new ways of work assignment.Thus, within these conditions, organizations need the human resource department to function in aproper way which will help and assist the organization to move through the transitions swiftly.The role of the human resource is evolving recently due to the shift from the personnel to thehuman resources. Also, the human resources (HR) professionals play a key role in helpingcompanies to achieve the objectives of the corporate social responsibility. Involvement of thehuman resource management in to the changing scenarios is a powerful tool that bring success tothe organization. the world of business is persistently changing and it is bringing the with it theexternal and the internal changes that impact the business (Paillé et al. 2014). The study is basedon the assessing the evolving the role of the human resource in the contemporary business world.Key forces that shape the HR agenda The Human resource leader worldwide have accepted that there are top five areas thatinfluence their human resource agendas. These five areas involve process improvement, talentacquisition, organizational culture, employee engagement, talent development. Process improvement- how the human resource professionals deliver the services to theorganization? each and every concern related to the human resource can be managed bybuilding efficient processes. Information, benefits and programs should be deliveredseamlessly. Improving the processes will efficiently improve the overall functioning of

CIPD ASSESSMENT4the organization and at the same time enhance the employee engagement. To gainefficiency, enhanced relationship among the leaders across several businesses and bettercommunication throughout the enterprise, a review of the internal processes is necessary.The important aspect is the implementation of the better automation along with the betterhuman resource technology. The human resource management system or the humanresource information system facilitates information technology and the human resourcesthat are vital for the processes existing in an organization (Armstrong and Taylor 2014). Talent acquisition- acquisition of the right people for the daunting tasks when there is ashortage of the skill workforce and the market gaining the competitive edge can be verychallenging. The human resource department worldwide are shifting towards a transitionof a more strategic approach which includes the talent procurement, talent forecastingand workforce planning, strategic talent management and talent pipelining. The otherchallenges of the human resource management are to not only gather people that areeager to learn, but also to engage them and fit them into the organizational culture. Astronger understanding of the needs of the various managers that hire individuals is alsoimportant (Alagaraja 2013).Organizational culture- the more the employees of a company engage and begin tounderstand the needs of a company’s target, the more it leads to an increase in culture.Culture is considered to be organic in nature, and thus requires not just the leadershipapproach, however a holistic feeling is also required on how an organization functions oroperates. This also includes the missions and the goals. An individual can lead anorganization to a specific culture, however this cannot be forced. If a culture is enforcedupon the employees, then there is an increased chance of employees leaving the

CIPD ASSESSMENT5company. the chief responsibility of the human resources manager or professionals is tomake sure that the employees understand the work culture, the direction where thecompany wants to head and the company will achieve that position. At the it is equallyimportant that the leaders of the company communicate the vital visions so that theculture can evolve within the company (Bolman and Deal 2017). Employee engagement- employee engagement is one of the most vital part for anyorganization or company. Employee like when they are being heard and thus ideas propup from people from which it is least expected. Here, the human resource managementplays a major role in closing the gap between the leader and the employees and facilitateto provide a channel so that the voice and the ideas of the employees are listenedproperly. the top leader of any company can go lunch and have talk with the mosttalented employees so that there is a chance of hearing the voice of the employees. Thiskind of the activities can be organized by the human resource management and itprovides the employees an opportunity to ask question, give suggestions andimprovements to the top officials of the company. While at the same time, the employeesalso get the idea of future plans of the company or the organization (Albrecht et al. 2015).Talent development- After the selection of the abled individuals that seek to work in thecompany, the human resource management’s next job is to provide friendly atmospherewhere the employees can grow through the opportunities and promotion that are providedby the company. These employees not just want the paycheck, but also will search for theopportunities to get promoted. This talent development and the employee growth exist indifferent forms. The main goals of the human resource management are to identify theopportunities that exist within the talent development, and then create an effective

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