Policy Development: Impact of Trends on HR Policies and Practices

This report examines the crucial role of HR policy development within organizations, emphasizing the importance of aligning policies with both organizational contexts and external social trends. It delves into the significance of recruitment, research and development policies, and the assessment of organizational philosophies. The report highlights how HR policies must adapt to organizational changes, such as office relocations, and external factors, including social trends like medical emergencies and pandemics. It also discusses the impact of these trends on HR practices, like talent management, technology and internal hiring. The report synthesizes general lessons about the importance of organizational context in formulating HR policy and discusses the ways in which HR leaders can use policies pertaining to talent management, technology and internal hiring to be responsive to organizational and social trends. The report also includes relevant examples and references to support its findings, and concludes with a discussion of how HR policies must be flexible to address both organizational and social changes.

Running head: POLICY DEVELOPMENT
POLICY DEVELOPMENT
Name of the Student
Name of the University
Author note

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Synthesizing general lessons about the importance of organizational context in formulating
HR policy
It is important for the HRM to maintain an alignment with the context of the
organization and develop its policies. There are certain features that are to be considered. They
are namely the recruitment feature, research and development policies and the policies that are
directly related to the assessment of the philosophes that are to be considered (Mura et al 2017).
In the initial case the main aspect that is considered in the process is that the HR policies
are separately developed for the hiring process. This ensures that the hiring of the individuals
will be requiring proper assessment of the principle and the testing process that are created as per
the contact of the need of the organization. In case there is a deviation on the process, there will
be improper assessment of the new employees. In case the context of the organizations working
process is considered, the main advantage that is received is that there will be proper recruitment
done as per the requirement of the organization.
Again with the help of proper assessment of the context of the business functionality
proper processing of the research and development can be performed. This ensures that there is a
proper assessment of the research and development as per the requirement of the context of the
organization (DeCenzo, Robbins and Verhulst 2016). The agreements that are made for
commencing the process is performed by the HR team as well. Hence proper analysis of the
context of business process will be acting important in the process. This section ensures that
there are proper assessment of the contextual development can be performed which will be
affecting the business process directly.

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The thought process of the entire organization is passively controlled by the HRs. In case
there is an imbalance in the required thought process and the thought process among the
employees that is created by the HRs the organization acts to be the sufferers. Hence there is a
proper requirement of analyzing the requirements of the organizational needs (Huemann 2016).
Discuss ways your experiences with regard to the impact of organizational and social trends
on HR policy
As per my experience I have seen that there is a lot of impact on the HR policies. In case
of shifting of office there will be change in the policies of the organization. This itself proves that
in case there are any kind of organizational issues, HR policies are to be amended in case of
organizational demands. Again in case of social trends similar prospects are to be considered.
Extend the conversation into new but relevant areas
An example that can be considered is that in case of medical emergency, there are
separate HR policies that are to be followed. In this case the prospect is considered to be
organizational. Again in case the disease gets pandemic there are separate policies that are to be
applied by the HRs. This falls under the social trend.

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References
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of human resource
management. John Wiley & Sons.
Huemann, M., 2016. Human resource management in the project-oriented organization:
towards a viable system for project personnel. Routledge.
Mura, L., Ključnikov, A., Tvaronavičienė, M. and Androniceanu, A., 2017. Development trends
in human resource management in small and medium enterprises in the Visegrad Group. Acta
Polytechnica Hungarica, 14(7), pp.105-122.