HRM Report: Analysis of Emerging Themes in the Business Environment

This report analyzes the key emerging themes in Human Resource Management, particularly focusing on the impact of the gig economy and Brexit on the UK business environment. The analysis highlights the issues of unemployment and job insecurity, exploring how the gig economy leads to temporary positions and a lack of employee rights such as holiday pay and sick pay. The report examines the implications of minimum wages and the challenges faced by employees in this evolving landscape. Furthermore, the report discusses the potential effects on the sector over the next five years, emphasizing the importance of employee satisfaction and the need for clear business strategies that protect employee rights and ensure fair treatment. The analysis references the article "Brexit: Rise of the gig economy in the UK fuelled decision to leave EU, MPs told" and provides recommendations for formulating business strategies to address these challenges.

Running head: HRM 1
Human resource management
Emerging Themes

HRM 2
Business environment may be separated due to the factors of external and internal which
influence the decision of the business. It is vital for the organization to maintain the competitive
advantages in the terms of social, economic and political. This report will focus and analyze the
key emerging themes of the article. The chosen article is “Brexit: Rise of the gig economy in
the UK fuelled decision to leave EU, MPs told”.
Analyze the key emerging themes
Human resource industry is substantial part in various kinds of organization and
industries. This industry is liable for hiring and sourcing of new employees and provides training
to them for improving their skills (Filimonau and Mika, 2017). It has been analyzed that due to
gig economy UK has taken decision to leave European Union. A gig economy is an environment
in which positions of the employee are considered as the temporary and organizations contract
with independent workers for short-term engagements. There are so many people who are
willing to work part time, the result of a ‘gig economy’ is cheaper. Uber, Airbnb and Deliveroo
are some example of it. Brexit is considered as the popular term for the perspective exit of
United Kingdom from the European Union. There are so many people who voted for Brexit due
to “fourth industrial revolution”.
It has been analyzed through article that the key emerging theme is unemployment. There
are so many employees whose jobs are unsecured. Due to gig economy there are various
employees who are not satisfied with their job. Article says that numbers of rights such as
holiday pay or sick pay along with other employee’s right are not given to employees in that
economy (Becker, Fetzer and Novy, 2017). It enhance the concern of employees to plan for
future, they do not have that much amount to spend for food. They are worried about their future

HRM 3
because they can see that they have not secured future and this fear and worry force them to vote
to leave the EU. There are so many workers of gig economy who are demanded only for basic
rights. Employees are not getting salary for what they hired. This activity amplifies the de-
motivation in the environment and they have started to blame each other (Lockwood, Froggatt,
Wright and Dutton, 2017). Human resource industry is the vital and huge industry which is
involved in every organization. it has been said by general secretary of the GBM that Britain is
'hurtling towards casualization of labor and society has a price to pay.’ The employees of the
human industry have felt even more disenfranchised.
Minimum wage is another key emerging theme in which employees are paid at minimum amount
due to gig economy. Sports Direct is asking warehouse staff to press either happy emoji or sad
emoji on a touchpad to tell about their feeling within a working environment. It is a big issue in a
human industry because if they pressed sad emoji on a touchpad they have to clarify the reason
behind pressing sad emoji and workers would not say in an honest manner that how they feel
over fear of losing their job. The employees of the human industry feel that politician has no
concern about their situation and even they do not understand the challenged that they are facing,
so they look for someone to blame (Vickers, 2017).

HRM 4
Affect the sector over the next five years
Above mentioned key emerging themes can affect the human industry over the next five years.
Gig economy is liable to force UK employees to vote to leave EU which may bring the issue of
unemployment. Unemployment can spoil the industry due to lack of job security (Lim, 2017). It
has been analyzed that Transline was ready to pay £1m in back pay after it appeared it had
underpaid agency staff. The human resource department of the Transline was not able to keep its
promise. The affect of this not fulfilling the commitment will have definitely influence the
industry adversely over the next five years. Another key emerging theme is minimum wages
which decrease the motivation of the employee and the working environment of the human
industry will be more hectic due to lot of pressure over the employees (Yukins and Bowsher,
2016).
Implications for the formulation of business strategy
It is important for the human resource industry to make employee satisfied towards their
job so that they do not fear about their future. There should be proper policies and procedures
which should be implemented by everyone within a working environment. It has been analyzed
that the organization of Transline had denied paying the back payment for the non-payment of
national minimum wage during employment. Sports direct has paid in full but there was only one
company Transline that did not fulfill their commitment with employees. It is vital for the
company to hire those employees who are capable for the company and the department of human
resource management should ensure about the pay scale of each employee and in the time of
crisis, employees of the company should be involved in the decision of the company (González,
2016).

HRM 5
Company should implement the business strategy to define the clear objectives and aims of the
company to the employees before hiring. Along with that the company should consider about the
employee rights in an appropriate manager so that they feel that they are working in safe
environment and their job are secured. They should be given proper national living wage and
holiday pay. The human resource industry should be responsible to work as per the rules and
regulations of the company and make ensure their employees that they will get for what they
hired. Their rights should not be snatched from them. It has been analyzed through article that
some workers will get up to £1,000 which is beneficial for only some workers but there should
be equality policy (Chapman, 2017).

HRM 6
References
Becker, S.O., Fetzer, F. and Novy, D., 2017, Unemployment, reliance on factory jobs and low
income explain Brexit, LSE Brexit.
Chapman, B., 2017, Brexit: Rise of the gig economy in the UK fuelled decision to leave EU,
MPs told, Retrieved on 8th November, 2017, from:
http://www.independent.co.uk/news/business/news/brexit-latest-news-gig-economy-uk-fuelled-
decision-leave-eu-european-union-mps-tim-roache-gmb-a7654206.html.
Filimonau, V. and Mika, M., 2017, Return labour migration: an exploratory study of Polish
migrant workers from the UK hospitality industry. Current Issues in Tourism, pp.1-22.
González, G.M., 2016, ‘Brexit’ Consequences for Citizenship of the Union and Residence
Rights. Maastricht Journal of European and Comparative Law, 23(5), pp.796-811.
Lim, W.M., 2017, Exiting supranational unions and the corresponding impact on tourism: Some
insights from a rejoinder to Brexit. Current Issues in Tourism, pp.1-5.
Lockwood, M., Froggatt, A., Wright, G. and Dutton, J., 2017, The implications of Brexit for the
electricity sector in Great Britain: Trade-offs between market integration and policy
influence. Energy Policy, 110, pp.137-143.
Vickers, J., 2017, Consequences of Brexit for competition law and policy, Oxford Review of
Economic Policy, 33(suppl_1), pp.S70-S78.
Yukins, C.R. and Bowsher, M., 2016, Brexit and the Trump Election: Finding a Way Forward
for Transnational Procurement, Eur. Procurement & Pub. Private Partnership L. Rev., 11, p.258.