Changing Environment of HR
Transcript of 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.