You are on page 1of 2

Human Resource Management

The following are the ways in which environmental forces affect the HRM of an organization: A. Internal Forces of Environment 1. Organizational Culture: Organizational Culture has direct impact of Human Resource Management of an organization. It is the soul of organization, the beliefs values and its manifestations. Organization with different culture has different attitude towards their human resource and so effects the management of HRM 2. Organizational Resource: Organisation depends on its resource to perform day to day operation. The availability and usage of resource to produce final product also affects HRM. Over time is preferred by organization with high other resource but limited Human Resource. 3. Organizational Goals: Vague and abstract goals can mislead human resource and also can cause stress to employs which results to mismanagement of HRM. 4. Organization Structure: Organization structure has major impact on its HRM. Organization with Tall Structure focuses on centralization and consists of hierarchy whereas organization with Flat organization focuses on decentralization when minimum or no hierarchy. Flat organization focuses on freedom, delegation of authority, formation of self managed team and the like. B. External Forces of Environment: 1. Political : Political Situation of the country also has its own impact in HRM. One of the major issues in our country Nepal is politicization of labor and multiplicity of unions. With the political support of ministers labor union has become powerful and uncontrollable. Lockouts and strikes are treated as major resolution of dispute settlement. With stable political system of country human resource can be properly managed. 2. Economic: Economic condition of the nation also determines the success of human resource management. During the condition of BOOM employees are highly paid comparatively and hence are satisfied and easily motivated, while condition like depression cause dissatisfaction and poor performance in employees due to lack of motivation. Economic condition of nation is directly related with performance of organization and hence determines income of employees, which is a factor of motivation. 3. Socio Cultural: Socio cultural diversity is another problem of HRM. Management of work force diversity in international business is another challenge to organization. Socio culture diversification can cause stress in working environment and may even cause work place

violence if not managed wisely. If managed wisely, socio culture diversification can provide competitive advantage to organization, as behavior, knowledge; skills of different people from different culture are different. 4. Technological: The pace and advancement of technological change also has its impact of HRM of organization. Once technological advancement was hated by employees of organization as use of computers and use of automation did eliminate job of many employees. But its not the case now, the use of technology has eased the work of employees and increased their performance also. The following are some of the areas of HRM that are improved by technological advancement: a) Recruitment: News paper advertisement and college visit has been eliminated by job post on internet. Organization has started to ask electronic copy of resume rather than paper copy of resume. b) Employee Selection: Selection of right and deserving employee is another problem in HRM. Use of internet tools make background search of applicant quick and easy. c) Training and Development: The internet has provided HRM opportunity to deliver web based training and development to employees on demand. Language training and management development classes are provided online. Technology has collaborated groups regardless of their location. d) Communication: Employees today can communicate with any individual directly without going through channels. Instantly anytime, with anyone, anywhere. These open communication systems break down historical organizational communication pattern flows. They also redefine how meetings, negotiations, supervision, and water-cooler talk are conducted. For instance, virtual meetings allow people in geographically dispersed locations to meet regularly