Report on Business Issues and the Contexts of Human Resources
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This report examines contemporary business issues impacting Human Resources, focusing on factors like political influences, cultural change, and globalization. It explores how organizational and HR strategies are shaped by legislation, cultural balance, and technological advancements. Tools for analyzing the business environment, such as PESTEL analysis, are discussed, along with HR's role in strategy formulation, ethical behavior, and accountability. The report also evaluates HR's role in business performance, change management, and the use of business and contextual data for planning purposes. This document is available on Desklib, a platform offering study tools and resources for students.

BUSINESS ISSUES AND THE CONTEXTS
OF HUMAN RESOURCES
OF HUMAN RESOURCES
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Table of Contents
BUSINESS ISSUES AND THE CONTEXTS OF HUMAN RESOURCES.................................1
INTRODUCTION...........................................................................................................................3
CONTEMPORARY BUSINESS ISSUES THAT IMPACT HR....................................................3
1.1 Range of factors that impact business and HR management..........................................3
Political factors...........................................................................................................................3
SHAPING OF ORGANISATIONAL AND HR STRATEGIES....................................................5
2.1 Forces shaping HR agenda.................................................................................................5
Technological advancements:......................................................................................................6
2.2 Tools for analysing business environment.........................................................................6
2.3 HR contribution in the strategies of the business.............................................................9
2.4 HR practices contributing to ethical behaviour..............................................................10
CHANGES IN THE BUSINESS ENVIRONMENT....................................................................10
3.1 Role of HR in business performance and change management....................................10
3.2 Different sources of business and contextual data..........................................................11
CONCLUSION..............................................................................................................................12
REFERENCES................................................................................................................................1
BUSINESS ISSUES AND THE CONTEXTS OF HUMAN RESOURCES.................................1
INTRODUCTION...........................................................................................................................3
CONTEMPORARY BUSINESS ISSUES THAT IMPACT HR....................................................3
1.1 Range of factors that impact business and HR management..........................................3
Political factors...........................................................................................................................3
SHAPING OF ORGANISATIONAL AND HR STRATEGIES....................................................5
2.1 Forces shaping HR agenda.................................................................................................5
Technological advancements:......................................................................................................6
2.2 Tools for analysing business environment.........................................................................6
2.3 HR contribution in the strategies of the business.............................................................9
2.4 HR practices contributing to ethical behaviour..............................................................10
CHANGES IN THE BUSINESS ENVIRONMENT....................................................................10
3.1 Role of HR in business performance and change management....................................10
3.2 Different sources of business and contextual data..........................................................11
CONCLUSION..............................................................................................................................12
REFERENCES................................................................................................................................1

INTRODUCTION
Business is never complete without a proper management. Ion a world where people move
towards the extraordinary sense of merchandise and the trade and those industries that hustle in
order to be the best out of the lot, most important aspect is how far the management is able to
deal with the circumstances that the company will have to face. There are different managements
in an organisation or a firm (McCartney and et.al). The one most important one is the Human
Resources Management. The human resources in a company, is reliable personnel with all the
abilities that are required to cope up with. This particular management is regarded as one of the
finest assets to a company or a business that is striving its best to excel in the today’s generation.
This department in every organisation is responsible to cope up with activities related to hiring,
administration and training perspectives. The company that is opted in the report is Argos which
is a retailer in the UK. It was established in the year 1972 and is operating in the UK and Ireland.
Being a retailer, the company adopted many strategies and its management is the back bone to all
the thongs that it commits. The entire report deals with the practices that are in concern with the
retailer Argos.
CONTEMPORARY BUSINESS ISSUES THAT IMPACT HR
While taking up a business it is so natural to be abide by certain factors that contribute towards
making a situation profitable.
1.1 Range of factors that impact business and HR management
Political factors
Whatever be the business or an industry, when it is stipulated to a particular country or a region
definitely it will go through the political factors. It all starts with the registration of the company
or a business under the act of that particular government and country. The simple yet powerful
political pressures are the ones that are related to the taxation which will start along with the
business registration. One may not be aware of the things that taxation does to their business but
it has got a direct impact on the penalty that is issued one the norms are not up to the stake that is
mentioned (Binsawal and et.al, 2019). While dealing with the workforce, then comes the labour
force law which will indirectly improvise the taxation that the business will have to pay to the
government. The HR is responsible to generate ideas and suggest ways to tackle the pressures
Business is never complete without a proper management. Ion a world where people move
towards the extraordinary sense of merchandise and the trade and those industries that hustle in
order to be the best out of the lot, most important aspect is how far the management is able to
deal with the circumstances that the company will have to face. There are different managements
in an organisation or a firm (McCartney and et.al). The one most important one is the Human
Resources Management. The human resources in a company, is reliable personnel with all the
abilities that are required to cope up with. This particular management is regarded as one of the
finest assets to a company or a business that is striving its best to excel in the today’s generation.
This department in every organisation is responsible to cope up with activities related to hiring,
administration and training perspectives. The company that is opted in the report is Argos which
is a retailer in the UK. It was established in the year 1972 and is operating in the UK and Ireland.
Being a retailer, the company adopted many strategies and its management is the back bone to all
the thongs that it commits. The entire report deals with the practices that are in concern with the
retailer Argos.
CONTEMPORARY BUSINESS ISSUES THAT IMPACT HR
While taking up a business it is so natural to be abide by certain factors that contribute towards
making a situation profitable.
1.1 Range of factors that impact business and HR management
Political factors
Whatever be the business or an industry, when it is stipulated to a particular country or a region
definitely it will go through the political factors. It all starts with the registration of the company
or a business under the act of that particular government and country. The simple yet powerful
political pressures are the ones that are related to the taxation which will start along with the
business registration. One may not be aware of the things that taxation does to their business but
it has got a direct impact on the penalty that is issued one the norms are not up to the stake that is
mentioned (Binsawal and et.al, 2019). While dealing with the workforce, then comes the labour
force law which will indirectly improvise the taxation that the business will have to pay to the
government. The HR is responsible to generate ideas and suggest ways to tackle the pressures
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that will in directly impact the work force. The HR must maintain subtle relations and will have
to submit the norms as and when required.
Managing cultural change
The organisational culture is the very essential trait that is to be focused upon while taking up a
business. the organisation is composed of different employees with various mindsets and that is
the reason for any organisation or a firm to cope up with one single culture to bind them. The
organisational cultural management is in the hands of the human resources management. Culture
will be properly managed and enhanced only when there are people in organisation dedicate
themselves towards driving an output that is required by the firm. The HR is capable of
recruiting people with a subtle attitude to maintain and abide by the laws and regulations that are
a part of culture in the organisation. this can be particularly sensed when the HR is in the
recruitment and examines people that have approached to be a part of the company and its
perspectives.
Globalisation
There is an increase in the number of the business all over the world. Be it a small scale or that
with an immense base, the businesses are in a pace all over. The globalisation is at it perk in this
era where there is an increase in the economy and other aspects that are related to run a business
or a firm. Every year many people come up with different ideas to incorporate them in the
businesses and would implement them no matter how cost effective they are. When there is such
rapid increase in the globalisation, obviously there is a certain need to keep up the economy of
the company or a business. this again falls upon the HR management since they deal with the
financial aspects of the company or an organisation that which cannot be negotiated without a
detailed descriptive analysis. The HR is the representative of every nook and corner aspect of the
company that which is a pressurised one to maintain the global standards. Without proper global
trend maintenance, the business may not reach the crest that is required and is planned initially.
The globalisation will also bring about the opportunities of employment and that is again the
duty of the HR to carry out the required recruitments in the company.
Monetary policy
When a business is run under a particular government, then the economy of country is being run
by that particular government. The money that is required to run the policies of the business will
to submit the norms as and when required.
Managing cultural change
The organisational culture is the very essential trait that is to be focused upon while taking up a
business. the organisation is composed of different employees with various mindsets and that is
the reason for any organisation or a firm to cope up with one single culture to bind them. The
organisational cultural management is in the hands of the human resources management. Culture
will be properly managed and enhanced only when there are people in organisation dedicate
themselves towards driving an output that is required by the firm. The HR is capable of
recruiting people with a subtle attitude to maintain and abide by the laws and regulations that are
a part of culture in the organisation. this can be particularly sensed when the HR is in the
recruitment and examines people that have approached to be a part of the company and its
perspectives.
Globalisation
There is an increase in the number of the business all over the world. Be it a small scale or that
with an immense base, the businesses are in a pace all over. The globalisation is at it perk in this
era where there is an increase in the economy and other aspects that are related to run a business
or a firm. Every year many people come up with different ideas to incorporate them in the
businesses and would implement them no matter how cost effective they are. When there is such
rapid increase in the globalisation, obviously there is a certain need to keep up the economy of
the company or a business. this again falls upon the HR management since they deal with the
financial aspects of the company or an organisation that which cannot be negotiated without a
detailed descriptive analysis. The HR is the representative of every nook and corner aspect of the
company that which is a pressurised one to maintain the global standards. Without proper global
trend maintenance, the business may not reach the crest that is required and is planned initially.
The globalisation will also bring about the opportunities of employment and that is again the
duty of the HR to carry out the required recruitments in the company.
Monetary policy
When a business is run under a particular government, then the economy of country is being run
by that particular government. The money that is required to run the policies of the business will
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have to be given by the government. sometimes the monetary policies will be such that a
maximum amount will be left as a stay which the government depicts are the taxation or any
norms and policies imposed by the authorities. In such a case with the amount that is in reserve
of the business, the management will have to carry out the works of the business like that of the
pay and allowances. During this particular management the HR management will have to employ
the means that will not affect the employee terms and will have to cope up with the disturbances
of motivating them towards the better times ahead. The government policies are not always the
same. There will be different implementations around that requires a lot of resources. For this
purpose, the government will have to cut the resources that are allotted to the businesses.
SHAPING OF ORGANISATIONAL AND HR STRATEGIES
2.1 Forces shaping HR agenda
Legislation:
A business or an organisation must be a single idea but the maintenance is all about the
employees and the labour that are there in the business (Edgar, 2020). The organisation has got
certain norms and regulations that are to be maintained in order to elevate the firm. The
regulations of the firm are to be clearly explained to the workforce who is responsible to be abide
by the rules. A particular awareness about the targets and the laws are to be explained to the
employees in the business. It can be assured that a person who is well equipped with the rules
and the targets will probably develop a particular importance towards works and that will bring
about growth to the company.
Cultural balance:
The culture is an asset to the organisation when it is properly maintained. Every organisation has
its own culture and based on that the workforce will be made to work. There will be an
imbalance in the cultural maintenance and the workforce maintenance. There will sometimes be
a void developing in the relation between the organisation and the employee. The HR is
responsible to balance the voids between the organisation and the employees. The sole
responsibility of the HR is to tackle with the short comings amidst employees and will have to
maintain a healthy working atmosphere. There will be people with different mindsets yet the
organisation assures to maintain the same working culture with the aim of providing oneness
among the employees.
maximum amount will be left as a stay which the government depicts are the taxation or any
norms and policies imposed by the authorities. In such a case with the amount that is in reserve
of the business, the management will have to carry out the works of the business like that of the
pay and allowances. During this particular management the HR management will have to employ
the means that will not affect the employee terms and will have to cope up with the disturbances
of motivating them towards the better times ahead. The government policies are not always the
same. There will be different implementations around that requires a lot of resources. For this
purpose, the government will have to cut the resources that are allotted to the businesses.
SHAPING OF ORGANISATIONAL AND HR STRATEGIES
2.1 Forces shaping HR agenda
Legislation:
A business or an organisation must be a single idea but the maintenance is all about the
employees and the labour that are there in the business (Edgar, 2020). The organisation has got
certain norms and regulations that are to be maintained in order to elevate the firm. The
regulations of the firm are to be clearly explained to the workforce who is responsible to be abide
by the rules. A particular awareness about the targets and the laws are to be explained to the
employees in the business. It can be assured that a person who is well equipped with the rules
and the targets will probably develop a particular importance towards works and that will bring
about growth to the company.
Cultural balance:
The culture is an asset to the organisation when it is properly maintained. Every organisation has
its own culture and based on that the workforce will be made to work. There will be an
imbalance in the cultural maintenance and the workforce maintenance. There will sometimes be
a void developing in the relation between the organisation and the employee. The HR is
responsible to balance the voids between the organisation and the employees. The sole
responsibility of the HR is to tackle with the short comings amidst employees and will have to
maintain a healthy working atmosphere. There will be people with different mindsets yet the
organisation assures to maintain the same working culture with the aim of providing oneness
among the employees.

Technological advancements:
The modernised era requires modern solutions and modern implementations. There is an
advancement in everything that is existing. The marketing world is continuously in a pace of
exploring things that is a best suitable to its customers. Retailers try out every new thing in order
to meet their customer demands (Opara and et.al, 2017). In a business the aspects of technology
play a major role. Every person that is working will have to adopt to the changing technological
implementations. When there is anything new that is introduced in the organisation the HR must
be able to bring that into the employees and is responsible for explaining the usage and its
implementation. There are many employees who will not be properly monitored. The HR will
have to cope up with them in order to maintain the work efficiency. An effective business is the
one that has an effective Human Resources Management.
2.2 Tools for analysing business environment
There are certain tools for every business to sharpen its existence. Some of them will help to
understand where the business stands in this marketing world. Some of the following basic tools
that are required by any business are as follows:
PESTEL Analysis:
The PESTEL analysis is the most important aspect that is prioritised while taking up a business.
it is nothing but the political, economic, social, technological, environment and legal factors that
are associated with the company. Having a deep examination of every factor that the retailer
Argos adopted will help to understand the contribution in all the aspects.
Political: when it come to political there are many norms and the policies that are associated with
the country and the government that is ruling that particular zone. It is quite a common thing that
is related to the laws that are imposed by the government with respect to the taxes and the
proceedings which play a major role in the registration of a particular business. the business will
have to prove to the government its worth by not neglecting the simple things that will bring
about a great damage. One such factor that is necessity is that the relation between the
government and the business must be such that there will not be any further quarrels among the
legal proceedings of the business by the stipulated payments.
Economic: the economic point of view is not same everywhere. When the business is registered
with a particular government, they will allot resources to the business to cope up with the
circumstances. These factors are related with the future value of the business. Interest rate,
The modernised era requires modern solutions and modern implementations. There is an
advancement in everything that is existing. The marketing world is continuously in a pace of
exploring things that is a best suitable to its customers. Retailers try out every new thing in order
to meet their customer demands (Opara and et.al, 2017). In a business the aspects of technology
play a major role. Every person that is working will have to adopt to the changing technological
implementations. When there is anything new that is introduced in the organisation the HR must
be able to bring that into the employees and is responsible for explaining the usage and its
implementation. There are many employees who will not be properly monitored. The HR will
have to cope up with them in order to maintain the work efficiency. An effective business is the
one that has an effective Human Resources Management.
2.2 Tools for analysing business environment
There are certain tools for every business to sharpen its existence. Some of them will help to
understand where the business stands in this marketing world. Some of the following basic tools
that are required by any business are as follows:
PESTEL Analysis:
The PESTEL analysis is the most important aspect that is prioritised while taking up a business.
it is nothing but the political, economic, social, technological, environment and legal factors that
are associated with the company. Having a deep examination of every factor that the retailer
Argos adopted will help to understand the contribution in all the aspects.
Political: when it come to political there are many norms and the policies that are associated with
the country and the government that is ruling that particular zone. It is quite a common thing that
is related to the laws that are imposed by the government with respect to the taxes and the
proceedings which play a major role in the registration of a particular business. the business will
have to prove to the government its worth by not neglecting the simple things that will bring
about a great damage. One such factor that is necessity is that the relation between the
government and the business must be such that there will not be any further quarrels among the
legal proceedings of the business by the stipulated payments.
Economic: the economic point of view is not same everywhere. When the business is registered
with a particular government, they will allot resources to the business to cope up with the
circumstances. These factors are related with the future value of the business. Interest rate,
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monetary value, inflation, recession, etc. are the involvements in this particular factor. There will
be a sudden raise and fall and some deteriorating factors will be involved in the economic factors
(Breuer and et.al, 2018). The main thing that is to be taken care about is that there should be a
particular reserve amount in the name of the business and that must be maintained with all the
possibility to not use unless there is an emergency.
Social: this particular factor deals with the aspects of the trends and the culture in the
organisational environment. There is an urge to not coincide with few implementations and the
employees will raise an issue that is associated with the so called norms of the cultural impacts
of the organisation they are working. Few companies will deal with the changes where as there
develops a gap when it comes to the orthodox methods that are imbibed in few. Those who are
very much familiar with the initial policies will not get habituated to the new ones. This will
probably develop a void in the understanding. This is due to the socio cultural changes and they
are to be maintained in a way that cannot be pointed.
Technology: technology is a boon to the upcoming marketing world. Things get easier and
people will be more familiar with the onset of technology. Technology can be used by the
business in numerous ways (Nwachukwu and et.al, 2018). There are many people in the social
media platform. The promotional campaigns that are required for marketing can be performed by
the organisation on the social media where many people will get noted about the things that the
business is dealing with. The graphic advertisements that are required can be made by using
technology and that can even open doors to employment. The employee records and statistics
can be maintained online and the transactions can be performed in no time if the business gets
updated with the technological implementations.
Environmental: the growth of the business lies in the environmental factors both internally and
externally. The environment must be such that there will not be any disturbances related to the
fraud laws that will raise overnight stating that the business is not of the legal legislation. If there
exist any disturbances related to the environmental factors, the company must be able to prove
their existence. there will have to be a cooperative and a successful environment which will
create a healthy working space to the people around.
Legal: the company must at every now and then maintain the legal norms that are associated with
the existence of the company in a particular country. sometimes the government orders will be
such that one cannot expect the things that will typically get imposed upon (Islam, 2020). For
be a sudden raise and fall and some deteriorating factors will be involved in the economic factors
(Breuer and et.al, 2018). The main thing that is to be taken care about is that there should be a
particular reserve amount in the name of the business and that must be maintained with all the
possibility to not use unless there is an emergency.
Social: this particular factor deals with the aspects of the trends and the culture in the
organisational environment. There is an urge to not coincide with few implementations and the
employees will raise an issue that is associated with the so called norms of the cultural impacts
of the organisation they are working. Few companies will deal with the changes where as there
develops a gap when it comes to the orthodox methods that are imbibed in few. Those who are
very much familiar with the initial policies will not get habituated to the new ones. This will
probably develop a void in the understanding. This is due to the socio cultural changes and they
are to be maintained in a way that cannot be pointed.
Technology: technology is a boon to the upcoming marketing world. Things get easier and
people will be more familiar with the onset of technology. Technology can be used by the
business in numerous ways (Nwachukwu and et.al, 2018). There are many people in the social
media platform. The promotional campaigns that are required for marketing can be performed by
the organisation on the social media where many people will get noted about the things that the
business is dealing with. The graphic advertisements that are required can be made by using
technology and that can even open doors to employment. The employee records and statistics
can be maintained online and the transactions can be performed in no time if the business gets
updated with the technological implementations.
Environmental: the growth of the business lies in the environmental factors both internally and
externally. The environment must be such that there will not be any disturbances related to the
fraud laws that will raise overnight stating that the business is not of the legal legislation. If there
exist any disturbances related to the environmental factors, the company must be able to prove
their existence. there will have to be a cooperative and a successful environment which will
create a healthy working space to the people around.
Legal: the company must at every now and then maintain the legal norms that are associated with
the existence of the company in a particular country. sometimes the government orders will be
such that one cannot expect the things that will typically get imposed upon (Islam, 2020). For
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example one person gets registered upon a certain name and the other might also prefer the same.
The fraud handing over the proceedings to somebody that is not trust worthy will let the business
go in vain. The human resources management will therefore keep a check of all the records and
the legal proceedings both related to the organisation and the employees in order to cope up with
the circumstances.
SWOT Analysis
The SWOT analysis will help to analyse where the business stands in this marketing world and
what are the measures that are to be adopted by any business to overcome weaknesses and
threats.
Strengths: the strength of any business lies in so many factors. The way the company is
maintaining the policies without interfering into things that are of volatile and reduce the name
and fame of the organisation. it all lies in the workforce and how they are being able to cope up
with the things that are required to uplift the business and when there is a short coming then the
company’s strength will save it from drowning.
Weaknesses: the strengths that the business record will sometimes end up being the weaknesses
(Hassan, 2018). Being a retailer, the business will face competition with respect to the others that
are raising and are excelling in this field. The cost-effective measures will have to be developed
and implemented in order to prevent dispersion of the customers.
Opportunities: if the business is able top incorporate all the essentials that are required by the
customers, then that sure will fetch loads of opportunities that are required for it to grow more
and reach the sales. The retailer’s choice is to grow more and extend the sales overseas in order
to reach the crest. Therefore, the management will have to regularly alter the opportunities in the
business journey and choose the ones that will make it reach the mark of being the best.
Threats: while flourishing there will be obstructions in the way either political pressure or
competitive pressures. There will sometimes be a thread of decline in trade. The rising
competition will not leave anything resolved. Unless and until there is a strong management to
rise above the standards, the threats will keep on occurring in the industry.
Porter’s 5 forces
Competition in the industry: being a retailing industry every now and then, there be a huge
competition with the subtle means of being the best. The product management must be such that
there will not be a drawback in the circumstances that will affect the customers.
The fraud handing over the proceedings to somebody that is not trust worthy will let the business
go in vain. The human resources management will therefore keep a check of all the records and
the legal proceedings both related to the organisation and the employees in order to cope up with
the circumstances.
SWOT Analysis
The SWOT analysis will help to analyse where the business stands in this marketing world and
what are the measures that are to be adopted by any business to overcome weaknesses and
threats.
Strengths: the strength of any business lies in so many factors. The way the company is
maintaining the policies without interfering into things that are of volatile and reduce the name
and fame of the organisation. it all lies in the workforce and how they are being able to cope up
with the things that are required to uplift the business and when there is a short coming then the
company’s strength will save it from drowning.
Weaknesses: the strengths that the business record will sometimes end up being the weaknesses
(Hassan, 2018). Being a retailer, the business will face competition with respect to the others that
are raising and are excelling in this field. The cost-effective measures will have to be developed
and implemented in order to prevent dispersion of the customers.
Opportunities: if the business is able top incorporate all the essentials that are required by the
customers, then that sure will fetch loads of opportunities that are required for it to grow more
and reach the sales. The retailer’s choice is to grow more and extend the sales overseas in order
to reach the crest. Therefore, the management will have to regularly alter the opportunities in the
business journey and choose the ones that will make it reach the mark of being the best.
Threats: while flourishing there will be obstructions in the way either political pressure or
competitive pressures. There will sometimes be a thread of decline in trade. The rising
competition will not leave anything resolved. Unless and until there is a strong management to
rise above the standards, the threats will keep on occurring in the industry.
Porter’s 5 forces
Competition in the industry: being a retailing industry every now and then, there be a huge
competition with the subtle means of being the best. The product management must be such that
there will not be a drawback in the circumstances that will affect the customers.

Potential of new entrants: the industry is such that there is never ending drawback in the entry of
new people since the employment is something that will never go in active. Therefore, the
management will have to filter the ones that are potential enough to make their work to the
company that will enrich the business to the next level.
Power of suppliers: there are a number of suppliers in the field of retailing. This results in the
lower response from the retailers. the company maintains good relation and the HR maintains a
record every transaction.
Power of customers: the power of buyers is turning to be moderate because there is much greater
demand in the retailing industry and there are more number of retailers. There the company is
maintaining the product standard and that which draws more customer supply.
Threat of substitute products: since the company is retailing there are many threats when
compared to the other sectors. The substitutes directly influence the product and there the
demand for the particular product falls.
SWOT PESTEL PORTER FORCES
Business
management
Helps in decision
making
Helps in analysing
business environment
Helps to analyse
competitive
environment
Marketing Helps to analyse
internal and external
forces
Helps to analyse
macro picture of the
industry
Helps to balance
power in the market
Competition Helps to know the
processes of other
competitors
Helps to analyse the
external factors
Help to identify where
the power lies in the
business to stand in
competition
new people since the employment is something that will never go in active. Therefore, the
management will have to filter the ones that are potential enough to make their work to the
company that will enrich the business to the next level.
Power of suppliers: there are a number of suppliers in the field of retailing. This results in the
lower response from the retailers. the company maintains good relation and the HR maintains a
record every transaction.
Power of customers: the power of buyers is turning to be moderate because there is much greater
demand in the retailing industry and there are more number of retailers. There the company is
maintaining the product standard and that which draws more customer supply.
Threat of substitute products: since the company is retailing there are many threats when
compared to the other sectors. The substitutes directly influence the product and there the
demand for the particular product falls.
SWOT PESTEL PORTER FORCES
Business
management
Helps in decision
making
Helps in analysing
business environment
Helps to analyse
competitive
environment
Marketing Helps to analyse
internal and external
forces
Helps to analyse
macro picture of the
industry
Helps to balance
power in the market
Competition Helps to know the
processes of other
competitors
Helps to analyse the
external factors
Help to identify where
the power lies in the
business to stand in
competition
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2.3 HR contribution in the strategies of the business
The human resources management contributes a major part in the business activities. The
company Argos has a subtle means of operating the business by maintaining a proper human
resources management. Some of the works that are contributed by the HR in the company are as
follows:
Staffing
The business is all about the maintaining its employees. The company staffing policy is based on
human resources planning which is associated with the recruitment. In this the HR is responsible
to make decisions to recruit staff that will contain people with a high potential and dedication.
Training
The management is responsible to train its workforce with respect to the culture and the work
allotments that are a mandatory to be performed. During the training process the HR will be
responsible to dictate the terms and policies and make up the employees to stand for the
business.
Development
During the training process, the HR makes a potential assessment and with that the development
schemes are made and then the trained staff are allotted to those areas.
Career management
The ideas and the rules that are adopted by the HRM focus upon building a career that will
enrich the potential of workforce and career of the business.
Motivation
It is the sole responsibility of the HR to take up the motivation process of the employees. In the
retailing company there are many sectors out of which people will lack interest sometimes and
the HR will have to carry on with the intrinsic and the extrinsic motivations that are required at
regular intervals of times.
2.4 HR practices contributing to ethical behaviour
Fair practices
The HR in the company maintains the trust by not getting involved in the activities that will be
regarded as a fraud in any means. Since the company is totally managed by the department hence
there must probably be a fair means in the practices that are involved.
Pay equity
The human resources management contributes a major part in the business activities. The
company Argos has a subtle means of operating the business by maintaining a proper human
resources management. Some of the works that are contributed by the HR in the company are as
follows:
Staffing
The business is all about the maintaining its employees. The company staffing policy is based on
human resources planning which is associated with the recruitment. In this the HR is responsible
to make decisions to recruit staff that will contain people with a high potential and dedication.
Training
The management is responsible to train its workforce with respect to the culture and the work
allotments that are a mandatory to be performed. During the training process the HR will be
responsible to dictate the terms and policies and make up the employees to stand for the
business.
Development
During the training process, the HR makes a potential assessment and with that the development
schemes are made and then the trained staff are allotted to those areas.
Career management
The ideas and the rules that are adopted by the HRM focus upon building a career that will
enrich the potential of workforce and career of the business.
Motivation
It is the sole responsibility of the HR to take up the motivation process of the employees. In the
retailing company there are many sectors out of which people will lack interest sometimes and
the HR will have to carry on with the intrinsic and the extrinsic motivations that are required at
regular intervals of times.
2.4 HR practices contributing to ethical behaviour
Fair practices
The HR in the company maintains the trust by not getting involved in the activities that will be
regarded as a fraud in any means. Since the company is totally managed by the department hence
there must probably be a fair means in the practices that are involved.
Pay equity
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The HR maintain the pay equity which is to give its employees the benefits of their work that is
done on a stipulated deadline. The management ensures to provide equal pay to its workforce for
the same amount of work done by them.
Mutual respect
The business is lead by many employees where they are from different areas of work. Some
might be involved in highest position of the work where as there might be people in the less
position. The HR ensures that there will not be any kind of disrespect shown towards one
employee over the other.
Diversity
In an organisation the HR will not show the kind of partiality towards its employees. The
management treats everyone same and when there are issues raising according to the treatment,
then the HR is responsible to fill the void in the team.
CHANGES IN THE BUSINESS ENVIRONMENT
3.1 Role of HR in business performance and change management
The role of HR in the change management is regarded as the one that evolved from the CIPD
report. HR involvement is regarded as one of the finest means of approach during the change
management prospective. Some of the important aspects that are in charge of the change
management with regards to HR in the company Argos are as follows:
Involvement
The company ensures that the HR is responsible to take up the initiation to look after the projects
at the initial stage. This can be beneficial to the team as well as to the organisation. Any kind of
short comings will be addressed by the HR and will follow up with the team.
Balancing
The company’s HR management is such that it balances the work load and the objectives that are
in target of the company. The major task lies in how far the management is able to meet the
targets in a stipulated time in order to reach the crest.
Understanding
The company’s HR management understands the stake holders concerns and will fit into the
shoes of those that are dealing with them which a mere task to accomplish. This will help to
anticipate the problems that are in regards to the stake holder concern (Thakur and Mangla,
done on a stipulated deadline. The management ensures to provide equal pay to its workforce for
the same amount of work done by them.
Mutual respect
The business is lead by many employees where they are from different areas of work. Some
might be involved in highest position of the work where as there might be people in the less
position. The HR ensures that there will not be any kind of disrespect shown towards one
employee over the other.
Diversity
In an organisation the HR will not show the kind of partiality towards its employees. The
management treats everyone same and when there are issues raising according to the treatment,
then the HR is responsible to fill the void in the team.
CHANGES IN THE BUSINESS ENVIRONMENT
3.1 Role of HR in business performance and change management
The role of HR in the change management is regarded as the one that evolved from the CIPD
report. HR involvement is regarded as one of the finest means of approach during the change
management prospective. Some of the important aspects that are in charge of the change
management with regards to HR in the company Argos are as follows:
Involvement
The company ensures that the HR is responsible to take up the initiation to look after the projects
at the initial stage. This can be beneficial to the team as well as to the organisation. Any kind of
short comings will be addressed by the HR and will follow up with the team.
Balancing
The company’s HR management is such that it balances the work load and the objectives that are
in target of the company. The major task lies in how far the management is able to meet the
targets in a stipulated time in order to reach the crest.
Understanding
The company’s HR management understands the stake holders concerns and will fit into the
shoes of those that are dealing with them which a mere task to accomplish. This will help to
anticipate the problems that are in regards to the stake holder concern (Thakur and Mangla,

2019). The HR is responsible to communicate with different groups that are responsible to know
the details that are related to the atrocities that occur during the change process.
Lewin’s change management model
the change management with respect to the human resources in this model comprises of three
types. Unfreeze, change and refreeze. These helps to know what to be included and the factors
that are to be excluded and the norms that are to be followed.
The McKinsey 7-S Model
According to this method, the change management is applied in 7s method. Through
Shared values which are central values of business,
Skills of the organisation,
Staff and their contributions,
Styles and behavioural patterns,
Strategy followed by the organisation,
Structure of the divisional work,
Systems related to resource allocation methods.
3.2 Different sources of business and contextual data
Within the business environment there will different data that is to be managed by the
management. Data can be primary, secondary, qualitative and quantitative type that is best
suitable to the organisation.
Hr metrics: the HR metrics in the company deals with the data that is related to the number of
members that are recruited and the statistics that are related to the training of the employees. This
data is of the written record format which will help to refer in times of need.
Industry information: the industry information refers to the aspects that are the factors of the
business. these also include the stipulated data of the total number of employees, their salary
analysis, the competencies, the product intake and the sales. These are recorded and kept for
further references.
Competitive information: being a retailer and working in a field is not the task, the actual task
is to the number of competitors and their ways such that one can easily compete with the same
the details that are related to the atrocities that occur during the change process.
Lewin’s change management model
the change management with respect to the human resources in this model comprises of three
types. Unfreeze, change and refreeze. These helps to know what to be included and the factors
that are to be excluded and the norms that are to be followed.
The McKinsey 7-S Model
According to this method, the change management is applied in 7s method. Through
Shared values which are central values of business,
Skills of the organisation,
Staff and their contributions,
Styles and behavioural patterns,
Strategy followed by the organisation,
Structure of the divisional work,
Systems related to resource allocation methods.
3.2 Different sources of business and contextual data
Within the business environment there will different data that is to be managed by the
management. Data can be primary, secondary, qualitative and quantitative type that is best
suitable to the organisation.
Hr metrics: the HR metrics in the company deals with the data that is related to the number of
members that are recruited and the statistics that are related to the training of the employees. This
data is of the written record format which will help to refer in times of need.
Industry information: the industry information refers to the aspects that are the factors of the
business. these also include the stipulated data of the total number of employees, their salary
analysis, the competencies, the product intake and the sales. These are recorded and kept for
further references.
Competitive information: being a retailer and working in a field is not the task, the actual task
is to the number of competitors and their ways such that one can easily compete with the same
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