Bashar AlAlfi/20018999 LO3

Q1:
External factor:-
•Economic Factors:-
The current economy's structure is one of the most important external impacts. It could also
make it more difficult for you to hire any employees at all, which has an impact on the talent
pool. Knowing what's going on in the world around you and making a plan for when there is an
economic slump are two of the most important strategies to prepare for economic conditions. If
a business has a rainy day fund or an environmental strategy, it can survive in any economic
climate.

•Technological Factor:-
Because the HR department may start considering methods to cut costs and shrink when new
technology are implemented, this is regarded as an external effect. A task that previously
required 2-4 persons could be completed by one person. Technology is completely changing how
we conduct business, and not just from the perspective of the consumer but also from a cost-
savings perspective on the inside.

•Workforce Demographics factor:-

The human resources department must seek for strategies to entice this new group of
candidates as an older generation retires and a younger generation enters the workforce. They
need to hire differently and provide alternative remuneration packages that appeal to this
younger generation. They must also provide a workplace that is accommodating to the way this
generation works. Human resource managers are responsible for more than just recruiting and
firing; they also ensure that all external influences are taken into account and that the correct
procedures are followed to prevent legal action and penalties.

Internal factors:-
•Culture:-
Another element that influences how human resource management is practiced is
organizational culture. The set of presumptions, convictions, standards, and values that all
members of an organization adhere to is known as its organizational culture. There are two
categories of components that make up an organization's culture: material and abstract
components. Values, beliefs, attitudes, and sentiments are examples of abstract aspects that are
internally focused. Material components have an outward focus and include things like
buildings, staff attire, and products. Every organization develops a cultural system with some
distinctive behavioral patterns because it is a social institution. An organization can be
distinguished from others by these special modes. The importance of corporate culture in
influencing organizational practices, especially human resource management, cannot be
overstated. It is possible to divide organizational cultures into two categories—high-performing
cultures and low-performing cultures—to better understand the variations in human resource
management methods across the various types of organizational cultures.
•learning and development:-
Training and developing human resources will help people better understand their tasks,
maximize the effectiveness of the business, and make the most of the currently available human
resources. Master their occupations, carry out their duties with self-awareness and better work
attitudes than before, and become more adaptable to future employment. The purpose of
training and development is to make sure that workers can execute their duties efficiently,
obtain a competitive advantage, and pursue personal improvement. Performance may be
measured by successful training and development, which will benefit organizational
development. Employers will benefit from training since it will enable them to put that
knowledge and information into practice to increase organizational productivity and efficiency
as well as the standard of human resource management. It should be taken into account as a
crucial component of human resource development along with laws and the educational system.

•Motivation:-
The most crucial idea in HRD is motivation. In the majority of organizations, motivation may be
defined as the urge or drive that a person has to do the task at hand. For instance, when given a
task, a person's motivation to do it impacts whether or not they will complete it in accordance
with the requirements. Additionally, a lack of motivation results in poor performance and a
decline in competitiveness, which costs the business its productive resources. Because of this, HR
managers place a strong emphasis on employees being highly motivated to complete their work.

Q2: