Exploring Structural Change in Uk Economy and Labour Market Inequality in London

The general economic climate is another external factor however it relates to the product market. This can affect the employment relationship as there will be a drop in demand of products should the

There are lots of changes that have occurred in the management of people in the last 30 years in United Kingdom. Many companies find themselves operating in very different market conditions from those prevailing two decades ago as a result of far reaching political and economic changes. There are extreme levels of competition in the private sector that have also been mirrored by greater financial stringency in the public services sector, as the state has sought to commercialise, and in many cases privatise, public sector organisations.

Workforce and labor consist of availability of workers in all areas and regions of the world. The obtainable number of workers is the prime interest of the HR professionals. We must remember that the nations workforce is affect by economics, birthrates, education and the flexibility of the labor force. Since the baby boom generation mostly find themselves continuing to work pass the age of 65 and the labor force is growing only by 2% within the ages of 25 through 54 that HR professionals find that they’re having to invent more solutions to meet the demand of generational workers. This brings to mind that HR professionals must understand and be able to enforce immigration laws and to over see worker documentation. Per our text there is also

This report is in three sections. The first section outlines the external constraints that impact upon employee relations within the organisation. A brief summary of this

Recruitment and Selection are vital to the formation of a positive psychological contract, which offers the basis of administrative obligation and motivation.

Employees are most important assets of an organization. They contribute to achieve the goals of the organization So the organizations must to focus the employer employee relationship in the organization. ABC is a car manufacturing organization which has been booming in the past decade. Recently there has been an unfair termination of an employee which has made all other employees unhappy and as a result it has influenced the decision making of the organization. This assignment based how employer, employee relations have been in the organization and how employee legislation can help to maintain good HRM practices in the organization to make productive decision and solutions to the issue.

Datta, D., Guthrie, J., Basuil, D., & Pandey, A. (2010). Causes and effects of employee

In this essay will be examined three of the major external factors with which organizations have to face everytime and ,accordingly, these determine how it is shaped their HR agenda. It is a well-known fact that a company for its economic processes and to achieve its aims has to adapt itself assiduously to the changing conditions of the environment in which acts. The external contexts that will be evaluated in this paper are the economic, the political and the technological.

Dowling Peter J and Welch Denice E and Schular Randall S(1999), International Human Resource Management, South-Western College

Australia’s Human Resource (HR) practices are regulated by laws that specify the employers and employee roles as well as the working conditions. As such, there is minimal opportunity for exploitation or unethical business practices. But for the regulations to take effect, the relationship between an employer and employee needs to be recognised. This report seeks to analyse some HR issues that are pertinent to businesses that operate on a contractual basis.

Changes in the workplace due to the economy, technology, and globalization have affected many lives in modern day society. In addition, managerial approaches have influenced changes organizations have faced throughout the years, which tend to affect an organization’s workforce. For example, some of the changes organizations have had to encounter have been around the following, but are not limited to employee productivity, employee and organizational inefficiency, employee’s personal and professional value, and organizational structure to name a few. Furthermore, managerial approaches going back centuries have molded certain expectations people and organizations have of each other. For example, many individuals during the industrial era had an expectation to contribute to his or her household at a young age. The feeling of this type of obligation at times in today’s society are seen, but are not as prevalent. Instead of young people focusing on their studies, and skill set, they often have to find employment that he or she initially do not want to do, which often times leads to entry-level positions that are typically left. Allowing managers to often alienate and exploit the employee.

As of 2012, women make up 52% of the labor force (Women in the Labor Force: A Databook, 2), which is a massive improvement from about 100 years ago. Starting in the late 1800s, single, young women made up majority of females in the workforce and the opposite held true for married women (Goldin, 4). The typically young and single women that made up the workforce didn’t have college degrees and the jobs they were employed in (laundresses/cleaners) did not give them a lot of

The role of HR during economic downturn becomes more creative. With limitations in terms of cost factors, it has to focus on these vital areas

The significance of regulating employee relations cannot be underestimated. A cohesive workforce and harmonious working environment are necessary ingredient for an organization that seeks to grow its potential. As some of the important resources of a company, employees’ welfare ought to be of great concern to the company. Making the employee comfortable within the organization starts with ensuring good relations among the workers. The possibilities of constant conflicts and potential disputes at the workplace are enough to make employees resign to move to other companies. Consequently, the high turnover rate damages the reputation of the company, further undermining any growth prospects. Regulation of employee relations is a necessary initiative. In the international spheres, the significance is emphasized by the diversification of cultures of the employees. In managing employee relations at the international level, certain issues take precedent over conventional approaches to employee relations. For instance, security would be a priority concern for workers in a country ravaged by wars or political instability. Similarly, health becomes an important issue in regions prone to constant epidemics. Failure to address such important issues may lead to the departure of employees. The unique resource abilities of specific employees and their potential to drive organizations to success, calls for strategic efforts and initiatives to retain them. Maintaining foreign expatriates in

Globalisation, as an integrated and independent world economy, has contributed to the rapid expansion of international trade and world’s economic growth (Paik & Vance, 2006; Mutsuddi, 2012). The increase presence of global firms is shifting domestic HR towards global HR in addition to carry out a wider span of HR responsibilities (Losey, Meisinger & Ulrich, 2005; Rao, 2010; Jie, 2011; Mutsuddi, 2012). The generation of cross-border labour market also had brought human resource management into an international context (Mutsuddi, 2012).