The Impact of Brexit on HR: A Comprehensive Business Analysis Report

This report provides a comprehensive analysis of Brexit's impact on Human Resources (HR) departments within the UK. It explores the differing perspectives on whether Brexit should be the top priority for HR managers, presenting arguments both in favor and against this proposition. The report delves into the uncertainties created by Brexit, particularly concerning employee migration and the need for strategic planning in areas such as recruitment, training, and employee retention. Authors cited in the report highlight the importance of communication, adaptation, and proactive measures to navigate the changing landscape. Conversely, the report also examines the counterarguments, emphasizing the potential for confusion, budgetary constraints, and the need to maintain focus on current business goals. The conclusion suggests that while Brexit should be considered, it may not warrant being the sole or immediate priority, advocating for a balanced approach that integrates Brexit planning within a broader business strategy. The report references various publications and articles to support its findings.

GLOBAL DEBATE
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Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Points in favour of Topic........................................................................................................3
Points in against of Topic.......................................................................................................4
CONCLUSION...............................................................................................................................6
REFERENCES................................................................................................................................7
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INTRODUCTION
Brexit is generally a name given to the decision of the UK to leave the European Union.
This decision has created variety of the uncertainty among the UK and its neighboring country.
As a result all the interested parties are taking variety of the decision to overcome the same at
their level. HR department of different organization are also finding it difficult to plan the
different activity to overcome the same issue. This report will suggest some of the point for the
topic is brexit used to consider as a sole priority for all the HR across the globe. After that
explain the points against the same topic.
MAIN BODY
“Brexit planning should be the number one priority for HR manager”
Points in favour of Topic
Brexit, brexit is the term which generally associated with UK exit from European Union on the
back of different political and economic decision in UK. This has created the variety of the issue
for the different parties in the domestic market of UK. Different sector organization are one of
the same party in the UK. Specially HR department of the organization has got impacted due to
the same in the market. As HR function are generally classified as a backborn of all the activity
which are generally performed in the organization. One question which is in front of all the HR
department in current scenario is how to react to Brexit uncertainty.
Looking at the current scenario it is said that brexit should be one of the priority for all the HR
department, as it has been identified that one of the biggest impact which is brought by the brexit
is creation of uncertainty among the different employee about that future in UK. As it has seen
that all the migrant employee in the nation is looking to migrant toward the European nation as
they are seeing that there is higher amount of growth as compare to UK. So for the same reason
it is the high time for all the HR department to look at brexit as one of the priority to maintain
good sort of Human resource in the organization. As they have to be more clear and maintain
good sort of communication with them in the organization. This statement was highlighted by
the author Ridgway (2019) in their published paper. Author also has highlighted retaining this
sort of employee in the organization is very key for organization as brexit can force the
company to see good amount of changes in organization, this will ask good support from the
employee in the market. as Brexit problem for Human resource Professional, (2016) in the
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published paper highlights that it is very important for all the HR department to consider Brexit
as a sole priority, reason behind the same is identified that it will help the HR department in
planning the different training activity very easily in the organization. As it has been identified
that implication of brexit will bring good sort of the restriction in the nation, this will eventually
force the company in bringing the good sort of changes in the organization. This will require the
company in building good human resource of the company in the market. So for the same reason
it is very important for all the HR department to plan the different training activity from present
scenario itself so that organization is able to overcome the variety of the issue very easily when
it occur in the future scenario. Also, organization has to make sure that they used to provide the
same sort of the training to all the employee it may help them in seeing good sort of response
from all the employee in the organization
Another author Mendy (2018) supports the same statement by highlighting in the article that
there will be many different type of change in the recruitment policy of the organization which
will be brought by the implication of brexit in the organization. So for the same reason
organization has to make sure that they used to understand the different changes beforehand
itself in the organization. So it is the correct time for the HR department to forecaster variety of
future situation which may occur. On the basis of the same organization has to make sure that
they are ready with plan to overcome all the changes very easily in the organization. As it might
get difficult for the company to recruit different foreign employee in future scenario,
organization has to be ready with variety of the circumstance in organization.
Points in against of Topic
At the same time there are many different point which are against the topic. There are many
different author in the market who used to highlights that brexit is still a thing which is not that
clear to make different decision according to same in the organization. In the published paper
HR Management in Brexit Times (2017) author highlights that thinking about the future and
planning according to them in the current scenario is one thing which can impact the
performance of the business very adversely. Author also includes brexit in the same way. As
author highlight that their still a bit of confusion in finding out the different impact which will be
brought by the brexit on to the organization. So planning about the brexit in the current scenario
and planning the different activity in today context will eventually impact the performance of
current situation. Also, author highlights that this will also change the focus of the company
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from different current issue this may impact the performance of the business in the negative way
as well. For example if organization will look to manage the impact of brexit in the organization
they will eventually not able to see the current goal of the company as company will look to just
plan for the future, they will provide different training for future activity which will take in the
organization in future.
According to the analyzed done by carbery (2016) it has been identified that planning of brexit
in organisation will definitely have an negative impact on the revenue of the organization. Brexit
in organisation will eventually increase the cost of company in present scenario. Decisions of
planning of brexit in organisation can not be made as it has not provide any information related
to its impact on various activities of organisation. There are only some assumptions which are
made by HR department related to its impact and depending to such assumptions it can not be
taken into organisation. So author had advice that organisation should not waste time on
determining impact of brexit rather than they should wait for some clearity relating to its
impact on organisation to be determined and after that only they should take vital decisions
regarding brexit in the organisation should be taken or not. Another reason for the same is
budget, appropriate use of organisation fund can be made in future whenever it requires by
saving of fund in current scenario.
Brexit problem for Human resource Professional (2016) has also suggested that planning of
brexit in organisation is not a good thought. Employees need to invest extra amount of effort in
current scenario as they have to take variou training for overcome future obstacles and issues.
This will eventually leads to increase in burden of the employees. The situation of higher
employer turnover can also be created within organisation because of brexit. So in long rum
there will be impact on Human resource management of organisation.
Ridgway (2019) suggest that brexit can be planned in the organisation but first priority should
not be given to brexit. Brexit can not given first priority as it will create confusion among
employees. It will have negative impact on organisation as employees will not clear relating to
the different activities they have undertake. Although their will be no clearity of objective in
organisation but then also author believes that bixet could not be ignored. Author have paid
emphasis on the bexit but not at first priority but at different level of the organization as it will
have impact on the current situation of business. Author suggests that for effective planning of
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Brexit in organisation all important step should be interlinked and small steps should be taken
towards future objectives.
CONCLUSION
After going through above reports it has been concluded that their is still confusion related to
planning of brexit in the organisation as their are different assumptions which are made by
different authors and organizations. It has also been concluded that for improving the current
environment and situation of business bexit can not be given first priority in making different
HR decision in organizations. Brexit can be planned in organisation but at lower level of
management to achieve future objectives effectively and efficiently. Many author also believes
that rather than waste time on taking decisions of planning brexit in organisation they should
focus on the first priority of the organization. This will help company in facing future challenges
and overcome future problems effectively and efficiently.
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REFERENCES
Books and Journals
Clarke, H.D and et.al., 2017. Brexit. Cambridge University Press.
Ridgway, M., 2019. Brexit: human resourcing implications.Employee Relations: The
International Journal.
Mendy, J., 2018. Key HRM Challenges and Benefits.
Online
Brexit problem for Human resource Professional. 2016 [ONLINE] Available through
https://elearningindustry.com/hr-professionals-in-uk-7-brexit-issues.
Brexit issue for HR and workplace. 2017 ONLINE] Available through
https://www.fticonsulting-emea.com/~/media/Files/emea--files/insights/capabilities/
impact-brexit-hr-workforce.pdf.
HR Management in Brexit Times. 2017 [ONLINE] Available through
https://www.thehrdirector.com/features/cultural-change/hr-management-in-times-of-
brexit/.
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