Global Debates: Brexit's HR Priority - A Comprehensive Debate

This report presents a comprehensive analysis of the debate surrounding the prioritization of Brexit planning for Human Resource (HR) managers. The introduction establishes the context, emphasizing the significant impact of Brexit on HR decision-making. The main body is structured to present arguments both in favor and against the proposition that Brexit planning should be the number one priority for HR managers. Arguments in favor highlight the importance of proactive measures to address potential employee uncertainty, recruitment challenges, and changes in employment laws. Conversely, arguments against suggest that focusing on Brexit may detract from current organizational goals, increase costs, and create undue burden on employees. The report concludes by acknowledging the complexities and uncertainties surrounding Brexit implementation, suggesting that while Brexit planning is important, it should not necessarily be the absolute top priority, with a balanced approach being the most effective.

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
CONCLUSISON.............................................................................................................................6
REFERENCES................................................................................................................................7
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 INTRODUCTION
Human resource management refers to the function of the organization which looks at
managing the different human resource of the organization in a way that it helps the company in
achieving the organizational goal very efficiently in the organization. Political decision of
separating from European Union will created the variety of the impact on the HR decision
making in the organization. This report highlights the debate on the topic “Brexit planning
should be the number one priority for HR manager”. Report in the initial stage highlights
different point in the favour of the topic. After that the report highlights the different point
against the topic of the report. In the end the report highlights the conclusion on the basis of
going through both in favour as well as against point highlighted by different author.
 MAIN BODY
TOPIC
“Brexit planning should be the number one priority for HR manager”
l Points in favour of Topic
Human resources function is one of the important function of all the organization in
current scenario, as it is very necessary for all the organization to maintain a good sort of
human resource in the organization to carry out different operation of the business (Tun Yang,
2022). There are many different internal and external factors which used to have a very
significant impact on the Human resource management of an organization.
The political decision like Brexit will also have very significant impact on the Human
resource planning of an organization. So author such as In their published paper (Mendy, 2018)
has highlighted that this is a high time for all the organization to consider the impact of brexit in
the organization and should plan different activity accordingly in the organization. Reason
behind the same is identified by the author is that Brexit will certainly create uncertainty among
different employee and they may be keen to move toward EU countries. So it is high time for all
human resource managers to plan different alternate plan in the organization to overcome any
such issue if occurred in the future. Also, HR manager has to make sure that they used to build
good sort of clarity among all the current employee of the organization. Clarity here means that
all the employee in the organization is having the knowledge about what organization used to
expect from their side and what benefit they will be getting by opting to stay in the organization.
This will eventually help different organization in retaining good number of the employee after
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implementation of Brexit also in the nation. (Hockenbury and Nolan, 2018) also highlights in their
paper that all the HR manager has to make sure that they used to consider different impact of
brexit before planning the training of employee in the organization. That their will be many
restriction and obligation through which organization has to go to carry out different operation
in the organization. This eventually will drive the operation of the business in many different
ways. Restriction may be in the term of the transportation of the employee from one nation to
the another as European union will be following the different rules at the same time UK will be
following the different rules this will reduce the amount of the employee present in the nation to
recruit employee from pool of the same. So all the HR manager in the organization has to make
sure that they used to train different employee in the organization in a way that they are ready to
resist different challenges which will be faced by them after implementation of Brexit in the UK
(Clarke and et al., 2017). Also, HR manager has to make sure that they are treating all the
employee equally by providing training to both local as well as foreign employee equal amount
of training in the organization this will eventually help the company in passing on good message
to all the employee in the organization. This will eventually help the company in retaining the
employee for longer period of time in the organization and will also help company in building
more diverse workforce on the basis of the skill set in the organization.
(Ridgway 2019) Pass on the opinion that it is also very important for all the HR manager
to consider Brexit in different HR planning is because there will be many changes in the
recruitment policy of the organization. Also it may happen in the organization that their may be
change in employment Law of the UK. So it is very important for all the organization to
forecast different type of situation which may occur in the organization in the future. So that on
the basis of the same organization is ready with plan and also alternate plan to overcome the
same in the future. As it has been analysed by the author that it will be difficult for the company
to recruit the foreign employee in the organization after implementation of Brexit in the nation.
So organization has to be ready with variety of the circumstance in organization. Reason behind
the same is identified that different employee will be resisting to Come to the UK as UK will be
offering less scope to them as compare to whole European Union. As a result it will get difficult
to recruit more foreign employee.
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Points in against of Topic
At the same time there are many author who are having different opinion as compare to
above author as they used to think that it is not that high time to consider Brexit policy in the
organization (Mendy 2018) Used to highlights in their paper that thinking of future decision
such as Brexit in current scenario will eventually impact the current performance of the business
as focusing on the future used to create the variety of the different type of the issue for the
company in the context of overlooking the current situation as not looking at the current
situation may create bigger impart in the organization as well. Author highlight’s that this will
eventually Change the focus of organization from current goal and this will result in negative
organization performance in current scenario also. Author has highlighted with the help of the
example that thinking of Brexit in current scenario will make a situation in the organization
where organization will not able to focus on the current goal of the business. Reason behind the
same is identified by the author that it may happen in organization that most of the current
objective which is set by HR manager is more at the defending side. This will represent in the
revenue and performance of the business. (Ridgway, 2019) Highlights that planning of Brexit in
the organization in current scenario will eventually increase the cost of the company. This will
impact the revenue of the company in the market. As there is not that sort of clarity among the
organization about the different impact which will be brought by the Brexit in the market. So
investing that sort of the resources on the basis of different assumption which is being made by
the HR planning is not that viable decision. So Author highlights that it is not that correct time
to think of different impact will be brought by the brexit. So HR manager should wait tile there
is good amount of the clarity in the market and after that should consider impact of brexit in
different HR planning used to take place in the organization. Another reason for the same is that
organization can save adequate budget in current scenario and can use the same in the
organization whenever it is requires the most in the organization. (HR Management in Brexit
Times 2017) Also supports the same by highlighting that thinking of Brexit in the organization
in current scenario will eventually create the extra burden on different employee in the
organization. As organizing different training in the organization to overcome the future issue
will ask employee in investing better amount of the efforts in current scenario. This may create
the situation of higher employee turnover in the organization in current situation. So author
highlights that it will impact the human resource management of the organization in long run.
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(Brexit issue for HR and workplace. 2017) Highlights that organization should consider
brexit planning in the organization but it should not be given as first priority in the organization.
As author highlights that taking brexit into consideration at first priority will eventually impact
the working environment of the organization as there will be not that sort of clarity among the
employee about the different activity which they have to perform in the organization. As there
will be no clarity of objective in the organization. At the same time author also highlights that
Bexit is not that small thing to be ignored by the organization. So author identify that
organization has to consider Brexit in different planning in the organization but not as the first
priority as it will impact the current environment and situation of the business. Author
highlights that this can be done in the organization by taking many small step toward future
objective and interlinking all of them when it matters the most.
 CONCLUSISON
Above report conclude that there is still variety of confusion about the implementation of
Brexit in the market and all the things which are coming out in the market are different
assumptions which are made by different organization and author. So it has been concluded by
many authors that looking at Brexit as first priority in making different HR decision in the
organization are not that great decision as it will impact the current operation of the business to
carry out the future operation in the organization. At the same time there are many authors in
the market who are having thought that it is the peak time for all HR managers to look at the
first priority in the organization. As this will eventually help the company in getting ready for
future challenges which will be faced by the organization in the future.
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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.
Tun Yang, B.A. Human Resource Management Article, Singapore University of Social Sciences
(2022)
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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