Case Study : The External Environmental

Keywords: human resources management, HRM, motivation, diversity, communication, recognition, relationships, performance, economic growth, recruiting, candidates, creativity,

In present it is very essential to cancern about ecological and pysical environment as a business organization. Because most of the customers and environmentalists are attempting to protect the pysical enviroment from the cost of producing and marketing products. They are particularly concern about five majer issues in the pysical enviroment such as:

33 8. What strategic issues need to be addressed? 34 9. External environmental analysis 35 10. Internal environment analysis 60 11.

While there are many various global issues that affect the International Human Resource Management to run efficiently, there are two key concepts that play a major role in understanding how to approach them with cohesive and a well coherent strategy; they are the International Human Recourse Management Strategy and Understanding the Cultural Environment. In the International Resource Management strategy, many companies will do their research in finding companies that offer the

Any organisations or companies that do not allow themselves to adapt to these environmental changes may suffer in the long term.

Human resource system can be of two types Open system and Close system. Some Human Resource Systems allow the external environment to involve and they interact with external environment. These kinds of systems called Open systems. Mostly organizations adopt open system to survive. They receive input from external environment and then produce output. Systems which don’t allow anything to come in to them or they don’t interact with external either are Closed Systems, an organization adopting closed system cannot survived mostly. Taking this view of open system and close system from General concept theory, human resource system works in an organization. When an organization adopts open system we called it a dynamic relationship with the environment. By this point, all of the above definitions focus on a close fit between Human Resource Management and management strategy. The proponents of this way of thinking believe that the optimal Human Resource Management practices will vary with the management strategy. They stress the importance of how the strategy and Human Resource Management system fit together (external fit).Schuler (1992) lists philosophy, policy, program, practices and processes as components of Strategic Human Resource

Environmental issues and trends: Factors that may impact the organization and the way it conducts business. Internal issues include staff, services, skills, resources, and needs. External factors include such things as threats of outsourcing. A strategic planning committee compiles an environmental scan, a body of information about the environment. Broad issues, singled out as potentially

Abstract: Human Resource Management is fast gaining popularity and its importance is becoming unavoidable, this is due to the fact that Human Resource Management plays a huge role in the growth of any company irrespective of its size. Unfortunately it is yet to achieve global standards or strategy of operation; this can be attributed to the various differences between environmental factors, employment attitudes, cultural

The general environment is composed of dimensions in broader society that influence an industry and the firms within it. We group these dimensions into seven environmental segments that they are demographic, economic, political/legal, social cultural, technological, global, and physical.

The integrative model of human resource SHRM includes elements of both the control-based and the resource-based SHRM. Desired outcome dictates the elements that will be employed. HR policies can employ elements of commitment, collaboration, traditional and paternal control as needed to support its business strategy. Commitment strategies seek and develop internal talents to meet skill needed. Employees are seen as business partners and competitive advantage agents. Traditional HR and collaborative HR strategies have elements of externally acquiring physical resource or skills. External recruiting in the case of traditional HR strategy and subcontracting and hiring of consultants as part of the collaborative strategy can be used to provide competitive advantages to firms. External talents while providing short term advantages can be a disadvantage in the long term due to cost and potential threat to the firm business. The paternalistic HR strategy provides rewards for employees who learn and follow the company prescriptive directive for success.

Managing the Human Resource Environment is a crucial tool, which encompasses of compliance issues, companies objectives and the work environment. Here,

To assure the success of a business over a long period of time the business must be able to conduct regular analysis of their success. They must be able to determine where they are today and have a goal of where they would like to see themselves 5-10 years down the road. In order to conduct a true analysis of the company, one must complete an environmental scan of their organization. Thus scanning for events, trends, issues and expectations that they may be faced with in the future. Furthermore, examining all internal and external environment challenges. Internal environmental challenges may be with employees, shareholders or board of directors or the overall culture of the organization. External environmental

This essay is based on the Premium Oil and Gas Company (POG) case study. POG, as a global, company is functioning in diversified business environment. It causes in fact, a necessity to deal with varied internal and external environmental issues, that occur within the company. Internal business environmental issues are in control of the enterprise. External business environmental issues, on the other hand, are driven by factors, that are beyond the control of the company (e.g. legal issues).

Social Factors - The California Pizza Kitchen sells pizzas, pastas, salads, etc. and the ambience of the restaurants is quite informal and homely. Its primary key to its success has been that they were the first pizza restaurant that offered fresh and non-traditional ingredients for its pizzas. On a whole, the American consumer base is traditionally not very nutritional conscience when it comes to dining out. Regionally, the consumer preferences are suiting the business model of the company in most areas; however changes in the consumer

Human Resource management represents a fusion of personal management and industrial relations that is managerially focused and derives from a managerial agenda. It is a resource based conception of the employment relationship, some elements of which incorporate a development role for the individual employee and some elements of profit. It is an approach to organizations most important and value assets - People working there and the clients who indirectly plays a role in the development of the company. It may from inside the business or outside the business. If we talk about Globalization and Human Resource comes under International Human Resource management. The major function of