When most people think of Human Resource Planning, the first thing that usually comes to mind is the internal environment of the organization. There is, however; the external environment which is just as important. The external environment consists of governmental policies, condition of the economy, demographics, technology, international influences, competitors, and a changing labor force (Greer, Peters & Youngblood, 1998). Neglecting the external environment can have devastating effects on an organization. Entire civilizations have vanished for failing to address external environmental factors and the need to adapt in an ever-changing environment. You may ask what extinct cultures have to do with HR planning and the external environment? Well, the answer is, everything. A great example of this is Easter Island. Mismanaging their natural resources, the forests in this case, left the island unable to sustain life. No one knows exactly what happened to the inhabitants, but we do know why their culture became extinct. The same thing can happen to any organization that neglects the external environment.
Environmental Scanning
The most important part of HR planning regarding the external environment is environmental scanning, a means to study the environmental climate to identify opportunity or potential dangers to an organization (Jackson & Mathis, 2008). As we move into the next century, the necessity to adapt, change, and update will be more important than in the past. Being able to adapt while staying flexible are essential if an organization is to be a successful in dealing and being able to predict changes in the organizational landscape. In order to effectively predict changes, an organization has to identify and address th...
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Organizations’ other resources can be hired, retained and discarded at any time but human resources needs special treatment. It needs to be carefully hired, deserve an extra effort to retain it and requires training & development to upgrade and improve its capabilities. Other resources depreciate with the passage of time but when the human resource gains more and more experience, it becomes more beneficial for the organizations. These characteristics have brought human resources to be the central element for the success of an organization. (Mohammed, Bhatti, Jariko, and Zehri, 2013, pg. 129, para. 2)
" This global London-based mining and mineral company was severely impacted by the global recession in 2008. Such an impact forced unprecedented workforce reductions worldwide and decentralized HR management had to be brought in under a single umbrella to ensure an orderly and efficient system that would support the organization’s future productivity."( Case Study OneRedesigning HR HRMG 5000 - Student Simple). Human resources have a strategic significance if managed efficiently and productively. The company revamped and managed its HR functions in a manner so as to achieve the strategic goals of the
...dule 3 – Workforce planning and employment [Blackboard ecourse]. In MGT 570 – Managing Human Resources (pp. 1-6). Greenwood Village, CO: Author.
Human resource management (HRM) is defined as the policies, practices, and systems that influence employees' behavior, attitudes, and performance (Noe-Hollenbeck,-Gerhert-Wright, 2003, p. 1). HRM has changed earlier attitudes and assumptions of personnel management about managing people in several significantly impacting ways and the new model of HRM includes many essentials vital to the basic management goal of accomplishing and maintaining competitiveness. In this paper, the author will describe the changing role of Human Resource Management (HRM) in response to trends in globalization, technology, diversity,
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At an operational level, organizations also have to be aware that the interdependencies between operational decisions and HR management practices. Decisions made on one aspect of human r...
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Organizations has been shifting their focus from purely maximizing production, to minimizing energy and material waste. The organizations had realized the significance of the natural environment, and had since been interested in environmental management. At the same time, the Human Resource Management (HRM) plays a critical role in influencing the organization, in terms of the culture and the employees. Hence, to fit these environmental practices into the organization, the HR would have to step into the picture, ensuring the theories will develop into actual practices.
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In the future, employing organizations will face a wide range of issues and challenges in meeting their workforce requirements. These periods of difficulties generally will center around the effects of external environmental influences on the organization and the manner in which it manages ongoing issues. Many of these external factors filter down and influences an organizations roles and responsibilities for talent scarcity, changing products or services, shifting demographic composition and their consumer preferences, etc.
...cludes marketing, sales, and operations have made an abundant of progression in adjusting to the globalization of HRM. However, the HR task typically lagged in areas such as policies and structures that boost globalization. The top challenges HRM faces in the globalization compromises of: comprehending the constant change of the global environment; building cognizance of global HRM and creating multicultural teams (Rioux, Bernthal , & Wellins ).
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)