MANAGING PEOPLE

External Environment and Managing People



External Environment and Managing People

Introduction

The practices of human resource management are aimed at mobilizing and development of human possessions for the deliverance of greater performance of the organization. In this study we try to explore the concept of Managing People in a holistic context. The main focus of the research is on PESTLE Analysis and its relation with learning about the changing human resource behavior with respect to the environment. The research also analyzes many aspects of organization and it issues related to Human productivity development. It also tries to gauge its effect on organizations missions, values as well as external social factors. Paper will also express the impact of initiatives on organization and individuals; also difficulties in managing initiatives.

This activity should aim to improve cross-communication, while upholding the organization of the company. Human resource management is an organizational function, focused on mobilizing and developing human resources for performance and accomplishment of organizational objectives (Listwan, 2004, 18).

Social Factors Identified From PESTEL Analysis and HR Initiatives Responding To These External Demands

In this section, we will illustrate the model of PESTLE, and along with illustrating we will be discussing the social factors involve; and how HR initiatives responding to these external demands. This PESTEL model will be defined to the context of Human resource management.

Factors Affecting Human Resource Management

All of the factors determining the staffing needs of companies can be divided into:

External environment-related organizations,

Internal relating to the organization and employees.

Human resource management is a set of activities related to people, aiming at achieving the organization's objectives and needs (development) staff. Employees of the organization are the basic instruments who are responsible for the achievement of the individual, as well as organizational objectives. The number of staff in an organization is not as important as the quality of staff. The quality people can only be achieved through the satisfaction of their basic psychological and safety needs. Efficient management of people leads to unravelling of issues and large problems within the organization. Team work can only be motivated if the human resource is satisfied with the need of self actualization. Every Human reacts differently to a different situation and desires with different feelings and attitudes.

The philosophy of the company, goals and strategy, plans, stages of development of the company, its size, and industries is some of the core business logics that cannot be neglected. Any organization having strong edge over these commands can progress smoothly as every person is ensured of expectations received and delivered. The philosophy of the company relates to its personality which comprises of values and missions practices, executed by prior or the existing management.

Many external and internal conditions are responsible for the creation of objectives. An objective oriented company (be it organizational or personnel oriented objectives) always formulates its strategies, goals and plans in relations to its staffing needs and requirements and for making efficient future decision making. This is also true for implementation of strategies as ...