HRM 530 Human Resources Management

Table of Contents


How can human resources be used to help an organization take advantage of or mitigate the effects of environmental and organizational factors on the market?


As a result of a variety of technological and sociological developments in recent years, the world’s economy has become more complex.

Change is required due to the increasing wealth of people, digitization and ease of communication across distances.

Stability is increasingly expected in the face of rapid changes.

If the company needs to research industry trends and market trends, the human resources will need to assess whether the employees are capable of bringing about change within the organization.

Human resources are responsible to recruit, train, and monitor employees. They can help you find the right people that can think outside the box, and offer innovative perspectives on the latest trends.

The human resources department can mentor and encourage them to become change agents once they have recruited the right people.

Management must encourage the human resources department to find people who are capable of handling the unpredictable situations within the company.

The human resources department has staff who have degrees in organizational and personal behaviour. This can help with managing uncertainty and change.

Human resources can be a change educator, helping employees to understand changing industry trends (Jackson Schuler & Jiang 2014).

External factors are the external factors that impact the company’s ability and effectiveness to function.

The external factors are outside of the control of an organization, but they must be managed by them so they can function effectively.

An organization can use environmental scanning to identify the threats, opportunities, strengths, and weaknesses it needs to manage.

The environment is a key part of the human resource manager’s role.

Human resources play an important role in minimizing or taking advantage of environmental or organizational factors in a marketplace (Munyon and al., 2014).

An organization may have established political factors that contribute to its instability.

Human resources must play an important role in the management of the trade unions to protect the employees’ interests.

Human resources activities can be conducted in relation to union leaders and industrial relations.

The human resources must be able to recruit, train, and assist in the implementation of legislative changes.

Many rules and regulations are set by the government to guide businesses.

The human resources can use the environment to help employees adapt to changing political environments.

The organizational culture can change due to political instability. Human resources can help reduce this.

Human resources must resolve organizational conflicts, such as discipline and goals.

Human resources practices should be adapted to the culture of the organization (Nussbaum Belli & Johnson 2012).

Refer to

An Aspirational Framework to Strategic Human Resource Management.

Political Skill and Work Outcomes – A Theoretical Extension and Meta-Analytic Investigation and Agenda for the Future.

Management of workplace conflict: The role of context.

Globalizing International Human Resource Management 1st Edition.

Hoboken: Taylor and Francis.

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