Factors and Practices Affecting HRM Decision-Making

This article discusses the internal and external factors that influence HRM decision-making, HRM practices in a work-related context, and human resources legislation. It also provides a case study of Mark and Spencer's recruitment of technological marketing experts.

Factors and practices that affect HRM decision-making
INTRODUCTION
Human resource management is all above refers to
involves resources in organization for
effectiveness development in business activities or
within organization performance improvement.
Application of human resource practices are very
useful approach which provides benefits for long
term and maintain effective culture (Anwar and
Abdullah, 2021). Mark and Spencer is all above
retail industry in UK. It mainly provides clothing,
food and daily essential goods services. Covid-19
situation badly affects their business performance.
They decide to hire technological expert’s
employee because they requires new technological
marketing experts which has idea to influence
people attraction and influence business selling.
LO4. HRM practices in a work-related
term
Employee staffing: HR team has major
responsibility to hire and select right
candidate with right methods and
approach. It mainly includes engaging
right candidate who has great and
essential skills to perform business task
with effective manner and resolve issues.CONCLUSION
It has been summarized from the above reflective study that individual
organization has to consider and implement best human resource practices
with powerful evaluation and identification of right and suitable approach
development like Mark and Spencer. From the study of this report it has been
calculated that human resource management practise influence by internal
and external factors so its essential that they consider and implement exercise
for resolve issues and problems with great manner and it has been clear that
application and implementation of legislation is best approach for skills full
employee development in organization and it has potential to reach customer
attraction with great manner.
MAIN BODY
LO3. Evaluate internal and external
forces that influence Human
Resource Management
decision-making
Internal influences on HRM
objectives
Corporate objectives: Human
resource management when involves
and engage employee which not
performing well in business task it
directly influences and affects
performance of overall organization.

NOTE:HRM major work is to hire right and suitable employee which has great potential to resolve problems and complete given task with impressive manner. This
report will provide internal and external aspects affects HRM decision-making activity, Human resources legislation and Human resource practices in work
related context.
Individual employee if not performing well in given task it directly affects other performance as well because organization activities mainly depend on team
work and individual employees are important (Ahamad, 2020).
Operational strategies: Employee who has no clear idea and they not develop hire interest on performing task will defiantly affects performance of business.
Effective operational activities only perfectly run by when individual team work performing their task suitable manner with proper utilization of resources.
Marketing strategies: On the basis of recent market trend marketing activity is most essential to build efficiency in business activities. It requires consideration
and idea about new approaches. Mark and Spencer has at good position in UK market and but unwanted situation badly affects their organization activity. So it
evaluates that multiple organization face similar challenges but they decide to provide their services throughout the application of online market promotional
process. Furthermore, they decide to recruit employee which has great knowledge about hire new employee which has great sense and skills for uses of new
technological tools for marketing promotional activity.
Financial strategies: HR department has responsibility to hire employee and provide them information about salary and they have to understand and set budget
for recruitment process because they also has responsibility to connect audience with effective manner. Financial factors mainly depend on performance of
organization when human resource select right candidate and they generate profit with great approach.
External factor influence on HRM objectives
Market change: Demand flow changes are quire proper identification of right candidate selection and its not easier to decide which major individual require for
their business, so its difficult for human resource management members (Mirza, Khan and Bibi, 2020).
Economic change: Variation in economic factors influence decision-making activity of human resource because they not properly identified salary provide to
employee and ne people engage with their specific amount which provide for the specific job.
Technological change: Diversification in technological terms mainly affects performance of human resource decision-making activity. Mark and Spencer face
many challenges after pandemic situation they not has technological marketing experts which raise promotional of produces and attract audience with great
manner. HR has responsibility to hire right candidate which has great sense of technology but fast variation in this term require knowledge about multiple
aspects.
Social change: Human resource management team has to apply approaches for makes higher effectiveness in business activities But the major things is changes
in cultural, social, human perspectives, variation in fashion, requirement also influence business activities.
Human resources management legislation
Antidiscrimination law: HR manger decide to hire new employee they have to responsibility that they develop recruitment processes with consideration of
diversity within employee hire exercise (Almutairi and Arabiat, 2021). Because Right and sustainable skills are major essential term and its essential human
resource management team when hire employee they will not recruit on the basis of individual religion, background, culture, age, colour and many more aspects
they have to engage right candidate which has skills.
Work life balance: HRM has responsibility that they provide information to employee about the mainly uses work life balance approach which means its
essential term when HR team hire new candidate they provide information to employee about working conditions which has potential to maintain their personal
and professional life.
Mark and Spencer industry human resource has to implement and develop research on which skills mainly requires in new technology expert individual.
Staff development: Human resource has to consider that they applies staff development activity and approach its easier when they decide to selects right
strategic planning about which essential skills they require for overall organization effectiveness. Idea about this term provides best and sustainable activity to
influence overall organization performance (Alrawashdeh, 2021).
Performance management: Human resource when hire employee they evaluate that they have skills or not and they have capability to influence their
performance after training or motivation development. Mark and Spencer require candidates which has great new technological term for product promotion
because they also decide to influence activity with online approach.
Encouraging employee: One of the most essential terms when HR team decide to hire and selecting employee its essential that they provide benefits of
organization, implement continues motivation approaches. Provide them information about rewards, future benefits, increments develop higher motivation and
candidate feel more satisfy from their services which is useful for long term business growth. Mark and Spencer implements continues practices for satisfy
employee so they decide to select and hire new employee so many people influence and they decide to go for the interview because people know about their
motivation techniques and approaches which gives higher satisfaction.
Involvement in decision making: Its essential term that when organization human resource team hire new employee for nee approach development business
they have to applies approaches for make hirer effectiveness in business activities because utilization of this term is the best approach for impressive culture
development within selection process, communicate and concern with new candidate that this new approach like technological tools and innovative practices has
potential to connect and reach audience to influence business activities or not. And then listen their point of views and their thoughts which is very great term
they feel more connected and its useful for knowledge development as well.
From this study one more thing has been understand that development of right candidate in organization requires proper deification and evaluation of essential
candidate and human resources has responsibility that they select best practise for employee engagement in business with effective manner.
REFERENCES
Books and Journals
Alrawashdeh, N.M.A., 2021. Electronic Human Resource Management Practices, Information Technology Capability and Organisational Performance: A
Review Paper Toward Conceptual Framework. Turkish Journal of Computer and Mathematics Education (TURCOMAT). 12(13). pp.874-884.
Almutairi, B.A. and Arabiat, K.M., 2021. The impact of human resource management practices and job satisfaction on employee performance in the ministry of
foreign affairs of Kuwait. Journal of University of Shanghai for Science and Technology. 23(3).
Mirza, M.S., Khan, R.A. and Bibi, M., 2020. effect of human resource management practices on project success in pakistan ordnance factories-an empirical
evidence from pof wah. Journal of Business Strategies. 14(2). p.15.
Ahamad, F., 2020. Sustainable human resource management practices to attract and retain talents: A new approach to human resource management system. LBS
Journal of Management & Research. 18(1). pp.42-51.
Anwar, G. and Abdullah, N.N., 2021. The impact of Human resource management practice on Organizational performance. International journal of Engineering,
Business and Management (IJEBM). 5.