Changing Environment of HR

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  • 8/13/2019 Changing Environment of HR

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    Changing environment of HR

    We all need to consider the environmental factors when wanting to implement anything.We all

    require a contingency approach to be more effective in the present world. Thesame holds true for

    organizations. The purpose of this topic is to unravel the mysterysurrounding external and internal

    factors that complicate the job of an HR manager inactual practice.Thus you see, an HR manager

    works in a varied environment. He can only do his dutieswell if he is updated with the changing

    needs of the employees. And for this he naturallyhas to keep himself abreast with not only the

    environment in which the organizationexists, but of the environment from which the employees are

    coming to work.Here, lets take few of the environmentalfactors which have significant impact on

    theorganization. The term 'environment' here refers to the "totality of all factors whileinfluence

    both the organization and personnel sub-system"

    External Factors influencing the Personnel Function:

    Technological Factors

    Economic Challenges

    Political Factors

    Social Factors

    Local and Governmental Issues

    Unions

    Employers Demands

    Workforce Diversity

    Internal Factors influencing the Personnel Function:

    Mission

    Policies

    Organizational Culture

    Organization Structure

    HR System

    Q.2 diff between hrm nd shrm

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    The key difference between strategic and traditional human resource management isthat they focus on different things. Traditional human resource management focuses onthe administrative tasks of human resource management. For example, this area mightinclude putting someone on the company health insurance plan. With strategic humanresource management, the company focuses on strategy and operational matters instead

    of simply engaging in the administrative tasks that are required for every business. Thisadds more responsibility to the human resources department.

    Priority

    With traditional human resource management, the discipline is viewed as a necessarypart of doing business that has to be completed. With strategic human resourcemanagement, the practice is viewed as an essential part of the business. In fact, it isviewed as the most important part of the business because employees are the mostvaluable asset that a company has. Every decision that a company makes is made withstrategic human resource development in mind.

    The key difference between strategic and traditional human resource management is thatthey focus on different things. Traditional human resource management focuses on the

    administrative tasks of human resource management. For example, this area might include

    putting someone on the company health insurance plan. With strategic human resource

    management, the company focuses on strategy and operational matters instead of simply

    engaging in the administrative tasks that are required for every business. This adds more

    responsibility to the human resources department.

    Priority

    With traditional human resource management, the discipline is viewed as a necessary partof doing business that has to be completed. With strategic human resource management,

    the practice is viewed as an essential part of the business. In fact, it is viewed as the most

    important part of the business because employees are the most valuable asset that a

    company has. Every decision that a company makes is made with strategic human resource

    development in mind.