HR Policy: Organizational Context, Trends, and Analysis Report

This report delves into the significance of organizational context in formulating HR policies, emphasizing how these policies align with organizational ethics and goals to facilitate efficient and transparent work processes. It explores the impact of organizational and societal trends, such as globalization and evolving demographics, on HR policy framing, highlighting the importance of adapting policies to accommodate diversity and human rights. The report also extends the discussion into new relevant areas, such as the impact of social media on HR policies and the need for policy adjustments to reflect changes in the working process, ensuring employee satisfaction and organizational success. The report uses three references to support its arguments and analysis.

Running head: HR ASSESSMENT
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Name of the Student
Name of the University
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Synthesizing general lessons about the importance of organizational context in formulating
HR policy
Importance of organizational context in formulation of the HR policies have been
significantly high. It have been seen that the HR Policies are framed are as per the ethics and the
goals of the organization. Facilitating the working process of the organization is one of the major
job role of the business organizations. In case the HR policies that are formulated in accordance
to the need of the organization, it have been seen that the HR policies are majorly based on
proper ethics related constraints that the organization might face (Davidson et al., 2012). These
policies ensures that the working process of the organization is performed in a healthy manner.
This ensures that in case these policies are properly aligned with the goals of the organization,
the employees will be working well towards the goal of the organization in an efficient,
transparent and a proper manner. This will be bettering the work culture of the organization as
well as help in reaching the goal in a targeted manner.
Discuss ways your experiences with regard to the impact of organizational and social trends
on HR policy
As per experience it can be stated that there is a huge impact of organizational and
societal trend on the HR policy framing process. As per experience it can be stated that with a
change in the demographics, the entire HR policy framing can be altered. It have been seen that
due to globalization the main aspect that have been seen that the diversity have been high and
hence the policies are framed as per the globalization. It have been observed that there have an
increased trend regarding provisioning of the human and labor rights in work place and hence
wise these are the basic aspects that are to be considered during framing of the policies (Do,
Budhwar and Patel 2018). These policies are also considered in order to retain the employees.

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Hence it can be stated that social trends have been having a huge impact on the HR policy
framing. It have been observed that due to the fact that there have been a shift in the social trend
the entire working process have changed and hence this have been ensuring the fact that the HR
policies have to be altered for keeping the employees content.
Extend the conversation into new but relevant areas
The relevant areas that can be considered for completion of the discussion is as follows:
There is a requirement of increasing the domain of discussion. It can be stated that in case the
organization decides to get social the entire HR policy will be having an alteration. This section
also ensures that in case the data is provided as per the assessment of the socialization the entire
working process will be changing (Frenkel, Restubog & Bednall 2012). This is one of the major
reason that the HR policies are to be refrained in case the implementation of social media is
considered. Hence with the alteration of the HR policies, a change in functional process is
considered.

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References
Davidson, M, Reinemund, S, Borst, G, & Veihmeyer, J (2012) 'How Hard Should You Push
Diversity?', Harvard Business Review, 90 (11), pp. 139-143.
Do, H., Budhwar, P.S. & Patel, C. (2018). Relationship between innovation‐led HR policy,
strategy, and firm performance: A serial mediation investigation. Human Resource
Management, 57(5), pp.1271-1284.
Frenkel, S., Restubog, S. L. D., & Bednall, T. (2012). How employee perceptions of HR policy
and practice influence discretionary work effort and co-worker assistance: evidence from
two organizations. The International Journal of Human Resource Management, 23(20),
4193-4210.