P1 – Human Resource Management in Business
In this report, I will be commenting on the internal and external factors that affect the human
resources department in terms of organisation. Human resources are a department within a business
that control many aspects such as employee wellbeing and recruitment, they are also responsible for
issues regarding employee payroll, the placement of employees, benefits and training.
Most medium to large size businesses will have a human resources department that can aid in the
planning and fulfilling the needs of the business, whether it be regarding employees or customers.
Firstly, I will talk about the internal planning factors within a business, these could be factors such as
assessing the current workforce, analysing the future workforce, identifying any gaps or vacancies
then taking the necessary steps to advertise them and developing the appropriate strategies to not
only maintain but identify how they can easily fill gaps within the business.
Internal factors are essentially things that concern the business or take place within what is already
happening in the business. An example of one internal methods of planning for human resources is
analysing how the organisation is changing to cope with new methods or how they are changing to
meet the ever increasing and ever changing demands of the public. Human resources must take into
consideration certain organisation needs as this is one of the most important factors within a
successful business, for example, if there is a change in demand for one aspect of the business more
than the other, then human resources must take action by either contracting or expanding their
workforce, this essentially means they are moving more of their workers from one department to
another.
Contracting is when a business makes a reduction in the number of employees it has whereas
expanding is when a business increases the amount of employees it has. Human resources may also
need to change their workforce not just in numbers but also in diversity, an example would be if they
are making new business investments or starting up branches in different countries. This would
require hiring multilingual employees that can still effectively command and take care of the
workforce.
Technology is also another major influence in businesses and their human resources departments.
The issue with technology and businesses is that technology is always rapidly changing and
improving, making previous software and models obsolete, this means businesses have to choose
carefully on what technology they want to invest in so they can get the most out of their money.
Technology impacts human resources because it is their responsibility to decide whether or not a
certain skill can be replaced with machines and whether or not it will be worth the investment in the
long run, this is a delicate issue that needs to be handled carefully and professionally by a human
resources department because it can affect the livelihood of their employees. An external factor to
how technology affects human resources is employee wellbeing and the use of technology by
employees in the workplace, for example, if one employee is using a social media platform to bad
mouth another employee then this can become a human resource issue that must be dealt with in
the business.
Another internal factor that many large businesses have had to consider in the past is whether or not
it would be ethical or beneficial to the company to outsource some of their work to other countries
for cheaper labour and production prices. This is a human resources issue because it affects the
availability of jobs within that businesses home country if the work is being outsourced. It can also
affect PR which is something human resources has to think about as it affects the businesses overall
image.
In this report, I will be commenting on the internal and external factors that affect the human
resources department in terms of organisation. Human resources are a department within a business
that control many aspects such as employee wellbeing and recruitment, they are also responsible for
issues regarding employee payroll, the placement of employees, benefits and training.
Most medium to large size businesses will have a human resources department that can aid in the
planning and fulfilling the needs of the business, whether it be regarding employees or customers.
Firstly, I will talk about the internal planning factors within a business, these could be factors such as
assessing the current workforce, analysing the future workforce, identifying any gaps or vacancies
then taking the necessary steps to advertise them and developing the appropriate strategies to not
only maintain but identify how they can easily fill gaps within the business.
Internal factors are essentially things that concern the business or take place within what is already
happening in the business. An example of one internal methods of planning for human resources is
analysing how the organisation is changing to cope with new methods or how they are changing to
meet the ever increasing and ever changing demands of the public. Human resources must take into
consideration certain organisation needs as this is one of the most important factors within a
successful business, for example, if there is a change in demand for one aspect of the business more
than the other, then human resources must take action by either contracting or expanding their
workforce, this essentially means they are moving more of their workers from one department to
another.
Contracting is when a business makes a reduction in the number of employees it has whereas
expanding is when a business increases the amount of employees it has. Human resources may also
need to change their workforce not just in numbers but also in diversity, an example would be if they
are making new business investments or starting up branches in different countries. This would
require hiring multilingual employees that can still effectively command and take care of the
workforce.
Technology is also another major influence in businesses and their human resources departments.
The issue with technology and businesses is that technology is always rapidly changing and
improving, making previous software and models obsolete, this means businesses have to choose
carefully on what technology they want to invest in so they can get the most out of their money.
Technology impacts human resources because it is their responsibility to decide whether or not a
certain skill can be replaced with machines and whether or not it will be worth the investment in the
long run, this is a delicate issue that needs to be handled carefully and professionally by a human
resources department because it can affect the livelihood of their employees. An external factor to
how technology affects human resources is employee wellbeing and the use of technology by
employees in the workplace, for example, if one employee is using a social media platform to bad
mouth another employee then this can become a human resource issue that must be dealt with in
the business.
Another internal factor that many large businesses have had to consider in the past is whether or not
it would be ethical or beneficial to the company to outsource some of their work to other countries
for cheaper labour and production prices. This is a human resources issue because it affects the
availability of jobs within that businesses home country if the work is being outsourced. It can also
affect PR which is something human resources has to think about as it affects the businesses overall
image.
