FACTORS AFFECTING AN ORGANISATION AND HR FUNCTIONS

There are many internal and external factors which can have an impact on the
organization and its HR function due to which SWOT and PESTLE analysis can be carried
out which have an impact on the organization.

SWOT Analysis:
The SWOT Analysis of Heritage textiles are as Follows:
Strength:
 They have a High level of customer Satisfaction
 Heritage textiles have high market share
 They have different rapid expansion ways of growing their business
Weaknesses:
 Involve indirect taxes and have high rate of interest
 They have different unfavourable labour laws
 These textiles Lies under a disintegrated industry
Opportunities:
 They are enhancing their target customer base
 They are expanding the market of their readymade garments
 Involves different increment of market share of the company
Threats:
 There is a very huge amount of market competition involved.
 their export demands involve fluctuation
 They should be able to maintain the balance between the quality of the products and
the prices

Pestle Analysis:
The Pestle analysis of Heritage textiles are following:
Technological factor:
With the most recent improvements and developments in the modern technology. The
administration board of trustees of the heritage textiles are expected to make changes in
their showcasing procedures and creation. They various viewpoints that are directly
related to the technological variables regarding the heritage textiles are development of
different websites and mobile apps, use of the different software’s like SAP and ERP,
modern day vehicles for transportation, different communication, distribution and
corresponding channels etc. These technological perspectives can be exploited by the
heritage textiles for the effective development of the company’s strategies.
Social factors:
One of the most significant elements that will be considered by the management board of
trustees and as well as the HR division of the Heritage textiles is the social factors. The
various components identified with the general public and market with deference to the
heritage textiles incorporate are the behaviour of the consumer, sex, age, religion, culture
and the growth rate of the population etc.
Political Factors:
These political factors should be considered to guarantee the achievements of the
marketing system inside the Heritage textiles. The guidelines and standards of the
country’s legislature alongside the rules of the area to which the business has a placed are
needed to be successfully followed. The HR office just as the administration panel of the
Heritage Textiles must guarantee that the HR of the association will follow each rules and
system of the government and the business of the organization in a productive way.
Economic factor:
These factors rotate around the viewpoint that are identified with the economy of the
business. The diverse economic factors that are to be considered by the heritage textiles are
exchange rate, rate of interest, inflation rate and economic stability of the organization etc.
(Saksham Garg,2014)

ORGANIZATIONAL AND HR STRATEGY & PRACTICES

Strategy formulation:
During the phase of strategy formulation, the HR manager plays a very important role.
The HR supervisor give an upper hand to the organization just as to control the expense of
the workers. The HR is additionally held with the duties of using the organization asset
adequately. The significant elements of the Heritage textiles are identified with the
organization workforce and the significance of the workforce for the methodology
advancements and the formulation is exceptionally high.
Implementation of strategy:
When the strategies are formulated the next step would be implementation of these
strategies. The HR administration of the Heritage Textiles Guarantee that the human
resource of the association is given the proper training that would end up being valuable
for the effective usage of the new strategies that would be created. Hence, the role of the
HR administration of Heritage Textiles is significant in the implementation of the
company’s strategies.
Role of HR and Key Models:
The significance of the HR manager role in the strategy development and implementation
can be referred to the distinctive HRM Models. They two HRM Models that are being
followed inside the Heritage textiles are
 Soft HRM Model
 Hard HRM Model
Soft HRM Model:
Soft HRM Model of heritage textiles treat employees as the most significant source of
business data and source of upper hand. In soft HRM Models employees are treated on
individual basis and their needs are planned accordingly. They focus on the needs of their
employees by giving them different rewards and by motivating them in the organization.
Their key focus is on the long-term workforce planning, in order to build strong and two-
way communication structure between the employees of the company.
Hard HRM model:
Hard HRM Model of the company treat their employees simply as a resource of their
business-like building or machinery. They have a strong communication with the corporate
world business planning that what kind of resources we are going to need, how much the
cost and how we will be able to get them. They focus on the HRM needs of the business and
how to manage and recruit them accordingly. And their key features are minimal
communication from the top and short-term amount of changes in the employee’s
numbers. (Mana’s Das,2017)
Contribution to Business Ethics:
The human resource managers of the heritage textiles play a very significant role in
delivering the ethical agenda within the association. The human resource administration
must keen to know about the problems and issues of the company’s employees and staff.
And then must aid them with all the business ethics of the organization. For example, IF
any of the members of the staff of Heritage textiles need some amount of money for a
medical problem. Then the HR managers of the company could aid them ethically by
providing three months salary in advance to the employees. Thus, in that way the HR
managers of the heritage textiles plays a very imperative part in the delivering of the
ethical agenda to the organization.

RESPONDING TO CHANGE
Business analysis tool:
In a globalized world an organization needs to loan an open door towards giving an idea
about the methodology of authority, consistency standards and ability of obtaining effective
and successful workers. Each organization have an amount of needs in order to construct a
high-performance business analysis tools of the organization for tomorrow. Similarly,
heritage textiles account to top three priorities in order to build their business.
 Building learning culture:
Heritage textiles underline a culture that give chance to the employees for their personal
and as well as professional development. The administrator centres around the
improvement of the consistent learning situation and culture in association in order to
viably infuse the abilities in the representatives that are required with the evolving scene. If
representative is made to feel that his improvement and aptitudes are appropriately dealt
with the lands propelled and position fulfilment wins the organization.
 Talent acquisition strategically:
Another need of Heritage textile structures the techniques that they build in order to
attract, gain and hold the workforce by the effective ability securing procedures. This
organization centres around the innovative methodologies and techniques to secure best
accessible abilities that consummately fit the job necessities. The reason behind this is that
if the employee is obtained strategically it will act as a backbone for the organization and
will help in accomplishing the organization goal.
 Employee engagement:
Heritage textiles centre around the employee’s engagement and considers the worker
relations as their significant need. Its centre’s around keeping up the fulfilment and
accomplish organization objectives by making a sound environment. The reason behind
this need is that if a representative is considered in decision making it helps the spirit of
workers and diminishes the non-appearance and turnover.
The procedure that is utilized to survey the best three needs of Heritage Textiles follows a
chain of activities that incorporates the initial step as deciding the system that best fits the
need zones. Under this a lot of guidelines are prepared that are need in the association in
order to attract and reach to the needs for the organization. At that point next step
followed is distinguishing proof of the significant zones that should be focussed upon for
example, workers frame a significant piece of association, so all needs are engaged towards
accomplishing the fulfilment of representatives that help to accomplish the organization
objectives.
After this a criterion is set up and afterward last choice from all the other option and the
list of the priorities are selected as major priorities. And the next step is to classify the
fundamentals and the necessary workforce under the decided priorities to get maximum
benefit and able to provide maximum satisfaction to all. The next procedure would be to
monitor all final priorities to be able to measure and evaluate the performance of all the
priorities and take correct action if required.
References:
https://www.coursehero.com/file/27545365/CHR-Assessment-Activitydocx/
https://www.academihttps://www.coursehero.com/file/pfdcqd/During-the-stages-of-the-strategic-
formulation-the-HR-manager-of-the-Heritage/
a.edu/9235838/Hard_HRM_vs_Soft_HRM
https://www.coursehero.com/file/p7gcigb0/2-Talent-acquisition-strategically-Another-priority-
of-Heritage-Textile-forms/