External and Internal forces for Human Resource Management
Posted by zonan | Posted in internal and external factor in HR , internal.external factor HR
2. Understanding the external and internal forces enable the HR practitioners minimize constraints in performing their tasks and roles.
Comment the statement and justify.
Human resource management is defined as the way employees are recruited, organized, developed, appraised, motivated, and retained.
Through proper planning and effective management of their people, organizations can achieve their goals. There are still many organizations
that get mixed up with human resource management and personnel management. In the latter, most of the tasks carried out are administrative in nature
although related to employee matters. When we talk about human resource management, we are defining employees as resources that we need to manage effectively to get some form of returns.
There are internal and external factor that constraint the practitioner to perform their task.(click to continue )
External factors are factors outside the company .
For example: Cultural, World and countries economic condition, country’s Politic situation,
government policies and competitor action. Internal factors are factors within the company example: Age, gender distribution,
staff turn-over rates, staff attitude, level of discipline and many more.
Internal Factor could be understand by taking an action by which an organization employs, utilizes or manages, develops, and deploys its human resources
in order to attain its defined corporate mission and objectives. A human resource strategy is devised in respect of recruitment, employee deployment, motivation and engagement,
and employee retention. By doing this, an organization puts itself in the position of being able to achieve its mission and objectives through its human resources. The step to be taken is strategic
plan whereby employees' energy, time, capabilities, competencies and knowledge are incorporated in a step-by-step plan of action so that their contribution can be monitored and measured over time.
By doing this, human resource can become the prime drivers of corporate success. The human resource plan is aligned to the corporate plan. The primary goal of strategic human resource plan is to
improve employee productivity thus helping to generate higher revenue for the organization
Other internal forces is Restructuring. During restructuring both management and the company will experience new advances. Restructuring can save jobs, investment capital, the livelihood of the creditors,
as well as confirm a new economic value for the company. The following provides an overview of considerations when restructuring.
•Begin restructuring by creating and analyzing your financial picture, know the numbers. Identify profit centers, division, and your most profitable customers. Understand inventory and accounts receivables.
•Accumulate feedback and control reports. Talk (interview) and listen to everyone including staff, management, present/former customers, and suppliers/former suppliers to discover what it is you do well and what it is you need to be doing better.
•Decide what business model makes sense for your organization after analyzing financial reports and conducting interviews. The chosen model should center on profit centers, products, divisions, and customers and are likely to be indicative of what you do well.
•Focus on the new business model and cut everything else. It may be necessary to cut 60 to 80 percent of employees, revenues and assets. This may be difficult but it is also a necessary step in successful reorganization to save the company.
Outside factors will Influence HR in such as ways like downtime of economy make an employee feel unsafe and downsizing will take place. Here need the HR skill to ensure that the staff did not panic. Competitor also play roles to force HR practitioners minimize constraints in performing their tasks and roles. In Government policies issues, governments of developing nations often regard developed nations that encourage immigration or "guest workers" as appropriating human capital that is rightfully part of the developing nation and required to further its growth as a civilization. They argue that this appropriation is similar to colonial commodity fiat wherein a colonizing European power would define an arbitrary price for natural resources, extracting which diminished national natural capital. An extreme version of this view is that historical inequities such as African slavery must be compensated by current developed nations, which benefited from stolen "human resources" as they were developing. This is an extremely controversial view, but it echoes the general theme of converting human capital to "human resources" and thus greatly diminishing its value to the host society, i.e. "Africa", as it is put to narrow imitative use as "labor" in the using society.
By understanding these factors, the practitioner of HR management could improve their knowledge about the advantage and disadvantages of internal and external factor of the company, with that; they could improve and maximize their effort to become a better management to the company.
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