factors that influence internal and external jobs in an organization

Introduction

The human resources management is influenced by both internal and external factors. When hiring, the human resources management of an organization should focus on meeting the need of the organization. As a competitive tool, when planning the human resource managed, the managers should ensure that it aligns with the mission and the vision of the organization. Connecting both internal and external factors in the human resources management helps to ensure that a company achieves it objectives and achieve success in the industry.

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This paper examines the human resource management focusing on the factors that influence internal and external jobs in an organization.

Internal factors

The internal factors that influence the human resource management are factors that are within the control of the organization. The mission of the company should guide the organization when deciding the right people to work. The mission explains the goals and the objectives of the organization which intern influence roles and tasks of the employees. A good example is when an organization intends to promote sustainability is ensure that the hired employees aligns with the values of the organization. The employees who are able to embrace the sustainability values can help the organization to promote its sustainable goals (Armstrong & Taylor, 2014).

Corporate culture

The organizational culture influences how the employees interact with each other in the organization. The relationship between the employees influences performance of the organization because it influences decision making process. Large companies such as Google have flexible corporate culture that helps employees to work at the place of their convenience. In such organizations, employees are subjected to a conducive culture that promotes the values of the organization. The employees planning in an organization should consider the hours and work type in order to decide on the right staffs to fill various openings in the organization. A powerful organizational culture also helps the organization to avoid various legal issues such employees’ discrimination and wage related problems. According to Armstrong & Taylor (2014), an organizations focus on promoting the culture of the organization to promote good relations.

Business structure

            The structure of the organization should be aligned with the mission and vision of the organization. In a functional structure, the employees are hired depending to the skills and their role in the organization. In functional based structure, such financial department, marketing department and human resources department, are based on the functions of the employees. Departmentalization helps to ensure that the employees in an organization are working in their line of their knowledge and skills. In this regard, the human resource management should ensure that the staffs are hired based on their skills and knowledge to ensure that they add values to the organization.  The departments in the organization can also be based on the products which are produced by the organization. In this regard the organization can decide on the type of employees based on the kind of products that are produced (Brewster, Chung & Sparrow,2016).

Available funding

            When planning on the number of employees that should work in the organization, the management should put into consideration, the amount resources available for the employees. Good planning should be based on promoting high performance using a low amount of resources. The resources in the organization should be able to meet both the short-term and the long-term needs of the employees. Assets in an organization can be both tangible and intangible. As part of the intangible assets, it is the role of the management to ensure that the employees have the skills that are need to achieve the intended objectives. The employees should be equipped with the right skills to promote high performance to avoid wastage. The wages offered to the employees should be a reflection of the performance of the organization. Therefore the organization should ensure that the staffs are accorded a favorable environment to help them execute their duties to the best. In this respect, the organization should ensure that the staffs are provided with the right resources to enable them achieve their best (Brewster, Chung & Sparrow, 2016).

External factors that Influence Human Resource Management

Legal structure of the country

One of the external factors that influence the hiring process of the employees in the organization is the legal framework with regard to work force. Countries have different legal framework guiding organizations on the right approach that they should consider when a given decision related to employees. According to Brewster, Chung & Sparrow (2016), adhering to the legal requirements in a given country helps to prevent any violations of the law which can lead to costly legal battle as well as dent the image of company. In the U.S, the Equal Employment Opportunity Commission (EEOC) provides guidelines that organizations should follow when hiring and laying off staffs. The commission commands that not organization should discriminate employees based on their race, gender, religion or sexual orientation. This is why it is based on promoting equal opportunities to employees in the U.S. Legal framework in a country is also based ensuring right compensation of the employees. Adhering to the legal requirement of a country helps to promote good relations in addition to enhance the corporate image of the organization (Daley, 2012).

Supply and Demand

According to Daley (2012), supply and demand are some of the external factors that affect the staffing in the organization. It is first important to note that the availability of workers both inside and outside of the organization is one of the important factors to be considered. If there is huge demand for the workers for the organization and these cannot be found within the organization, then the human resource manager will have to look for new staffs from outside the organization (Brewster, 2017). There are instances when the company might be in need of a special kind of skills that might not be found in the organization. This might be difficult for the organizations that are in need of employees with special skills to do a specific job. For instance, the human resource manager might be in need of information technology specialist (Brewster, Chung & Sparrow, 2016).

Economic Conditions

An economic condition is one of the factors outside the organization that affect the management of human resources.  It is important to remember that the economic condition has got not only effect on the pool of talents that the organization needs, but it can also affect the ability of the HR hire new employees to the organization (Brewster, 2017). Therefore, for the HR managers to avoid these economic conditions like inflation, it is important for the management team to be informed of every change that is taking place in the world around them and also create a plan for dealing with these conditions whenever they occur. All companies stand a chance of losing their best of employees if they do not take care of any economic condition that might affect the business (Brewster, Chung & Sparrow, 2016).

Advancements in Technology

Changes or improvement in technology is considered as an external factor because if a new technology is introduced to the market, the human resource managers might be forced to down-size their employees and introduce the new technology to the market (Brewster, 2017). For example, if a single device or machine is capable of doing a job that can be done by 5-10 people more efficiently, the job be can now be done by one person who is the operator of the machine. According to Armstrong & Taylor (2014), advancement in technology is quiet revolutionizing in the organization not only from the point of view of doing business and not only from the consumer point of view, but also in the way of internal cost saving.

The Demographic of Workforce

There is need for the human resource management team to find a way of gelling the older generation in the organization with the new generation; as this will enable these two generations to learn from one another (Purce, 2014). It is important to note that the world has gone digital and therefore, there is need for the human resource managers to hire those employees who are technological savvy. There is also need for the older employees to retire from the company and there is need for the managers to work on the ways of recruiting new ones from the market (Armstrong & Taylor, 2014).

Conclusion

The department of human resource is one of the most important departments in the organization. There is no organization that can successfully operate without employees. It is the department of human resources that deals with the recruitment and staffing of employees. However, there are some internal and external factors that do affect the human resource management. When hiring, the human resource management should focus on creating strong team that will align with the values of the organization. This can be achieved by focusing on the mission and the vision of the organization. An effective human resources management is imperative for competition in the industry. The management should ensure that the employees are synchronized the values of the organization. This can help to create a strong team and a powerful organizational culture.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

References

Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.

Brewster, C. (2017). The integration of human resource management and corporate strategy. In Policy and practice in European human resource management (pp. 22-35). Routledge.

Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing human resource management. Routledge.

Daley, D. M. (2012). Strategic human resources management. Public Personnel Management, 120-125.

Purce, J. (2014). The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.

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