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BREXIT: Impact on HR practices in British firms as a consequence of Brexit

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Added on  2020-05-04

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Management 13 Management 14 Management 1 Title: Impact on HR practices in British firms as a consequence of Brexit Contents Introduction 2 BREXIT: Impact on the HR practices in British organisations 2 Recommendations 2 Conclusion 3 References 4 Introduction The world looked at Europe and the United Kingdom at the time of June, 2016 due to the extreme shocking global situation which benefitted some of the people and was disheartened for many others. BREXIT: Impact on the HR practices in British organisations The aftermaths and results of British

BREXIT: Impact on HR practices in British firms as a consequence of Brexit

   Added on 2020-05-04

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Title: Impact on HR practices in British firms as a consequence of Brexit
BREXIT: Impact on HR practices in British firms as a consequence of Brexit_1
Management 1ContentsIntroduction......................................................................................................................................2BREXIT: Impact on the HR practices in British organisations.......................................................2Recommendations............................................................................................................................2Conclusion.......................................................................................................................................3References........................................................................................................................................4
BREXIT: Impact on HR practices in British firms as a consequence of Brexit_2
Management 2IntroductionThe world looked at Europe and the United Kingdom at the time of June, 2016 due to theextreme shocking global situation which benefitted some of the people and was disheartened formany others. The major impact was in respect with the political conditions of Brexit (Hunt &Wheeler, 2016). The decision of UK leaving EU won by 51.9 percent to 48.1 percent and thereferendum turnout was 71.8 percent exceeding a total of 30 million people voting. The economyof Britain caused a short term but sharp hit and there took place government crisis in the country(The Electoral Commission, 2016). Almost all the keys sectors have been affected with Brexitand posed a number of challenges and issues for the companies and mostly the human resourcemanagement in every organization. The paper will explain the potential impact on the humanresource practices in the British organisations as a consequence of Brexit in respect with both thepublic as well as the private sector organisations. There are both positive as well as negativeimplications which the paper will highlight as well as will also focus on the measures and waysby which the negative impact can be minimized. BREXIT: Impact on the HR practices in British organisationsThe aftermaths and results of British leaving EU have posed a sudden pressure on theorganisations and the organisational leaders in order to manage the human resources. The HRexecutives have implemented a new set of practices to manage the organizations and the humanresources. One of the most significant factors of Brexit that led down a huge impact on the HRpractices is migration of individuals. With the clear set of decision it was evident that the therewill be introduction of costly practices and policies for the firms that will be employing theEuropean Union workers (Wright, et al., 2017). It was identified that the thousands of EuropeanUnion migrants who are presently working in the British firms have to potentially leave theorganisations in the coming future if they are failed in qualifying the present Points BasedSystem which are use for the employees outside the European union (PWC, 2016).Till the timethe government has some specific transitional arrangements in place, which are not present andclear in current scenario, the European Union employees in the British firms will fall under theUK's Points Based System and the UK immigration rules (Portes, 2016). Such system is based
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Management 3upon the objective of attracting the competent and skilled migrants that possess a certain level ofEnglish language. It is also analyzed that as with the various non-EU employees, the hiring of theEuropean Union employees will become a more selective process depends upon the rate of pay,the seniority and technicality of the vacancy and also whether if there is present availability ofany settled UK employees for filling up the required position (Baker, Ali and Thrasher, 2016).There has been left a number of doubts and uncertainties because of the reason that there was noadequate agenda or outline was drawn as a result of the incident. The primary concern was incontext with the continuously rising requirement of performing business in the United Kingdomand the European Union which in past needed the similar set of permission and regulations. Thekey impact was posed upon the human resource departments of the business organisations asthey were required to handle a number of challenges as a result of Brexit. These were the impactsand challenges which do not take placed immediately but eventually (CIPD, 2017a). There was acomplete change position of performing businesses after the incident of Brexit as in the earlierphase there was a need to have adaptation of the European Union practices and laws and thesame were used to applicable on the United Kingdom also because the United Kingdom was themember of European Union. But with the aftermaths and impact of Brexit, there were number ofchanges took place while performing business in the United Kingdom (Taylorwessing, 2016).In the previous phase i.e. before Brexit took place, if an organisation would have establish itshead office at a particular location in the European Union, then it was allow top perform thebusiness operations. But after the consequences of Brexit, kit so essential that for performingbusiness in EU, the head office must be established in EU only and same in respect with UK(Shetty, 2017). The key impact or challenge which encountered was it context with theemployees, workers are the other staff members. The key reason behind this challenge was thatearlier when the United Kingdom was a part of the European Union, the individuals possessed aneasy access to cross the borders of the states being an European Union member in spite ofstaying and working in other member states and that too in the absence f any kind of furtherpermissions (Clarke, Goodwin and Whiteley, 2017). And this was because of the EuropeanUnion which was applicable on the United Kingdom too. But since the time Brexit took place,the person of the United Kingdom working in any member state of the European Union required
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