7HRC Human Resource Management in Context Assignment Help in UAE

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7HRC Assignment Task 1: Organisational Success and Human Resource Strategies in Dynamic Business Environments 

1.1    An organisation and its principal environment can thrive without hardship

 A thriving organisation should not cause the team any trouble because its ability to flex towards innovation and resilience with flexibility would come from a leader who is proactive about market trends and, therefore, willing to make a strategic turn at appropriate times. A culture in the organisation must be supportive and value continuous learning, transparency, and the well-being of employees in building a resilient workforce that would navigate any kind of change. This can be achieved by aligning with changes in challenges in an organisation’s environment through investing in sustainable practices and maintaining good relationships with stakeholders.

1.2 Human resource managers and professionals work in business and managerial environments

Human resource managers and professionals assist business and managerial settings in achieving the right skills from the workforce for the goals of an organisation. Recruitment, training, performance evaluation, and employee relations constitute the major functions of human resource management. They make sure that the workforce is motivated and empowered to perform the desired results of the business. Positive work culture, policy implementation, and conflict resolution are all part and parcel of this function, thereby adding to productivity and morale. They also will contribute towards strategic planning and talent needs, anticipating trends from the workforce and implementing suitable initiatives supporting the long-term vision for the organisation. A good mix of both management and employees would ensure an effective and collaborative workplace.

1.3  The way in which organisations develop their Human Resource strategies in response to internal and external environmental and working factors.

Organisations develop their HR strategies through careful consideration of the factors internal and external that could interfere with their mode of operations. The internal factors comprise the company culture, the workforce capabilities, and leadership styles. For example, an organisation that admires innovativeness in the company culture will have creative and highly sophisticated talent recruited and a working environment that promotes collaboration. Changes in labor laws, economic situations, and industry competition also alter the external environment impacting HR strategies. Organisations have to be exposed to changes brought about by increased market demand, technological advancement, and social expectations about flexible workability. Implementation of HR strategies in line with these factors helps keep organisations competitive, productive through the effective workforce, and innovative in growing the organisation.

7HRC Assignment Task 2: Understanding the Impact of External and Internal Forces on Human Resource Strategies and Practices

2.1   Organizational leadership and their HR department’s response to the competitive environment.

Technological advancement, changing customer preferences, and ever-changing market dynamics have created competitive organisations. The organisational leaders, along with their HR departments, catch up to the challenges by inculcating more agility among the workforce and investing time in developing talent. It works to build a resilient culture of adaptability that continuously fosters innovation and learning, allowing workers to react more efficiently and timely to ever-changing demands. HR takes the lead role in creating strategic recruitment, training, and retention systems, which demonstrate institutional performance by keeping the company competitive and sustaining growth over the long haul.

2.2  The impact of internal forces and globalization on Human Resource practices and strategies.

Internal and globalization forces have a strong impact on HR strategies and practices. Organisational culture, style of leadership, and workforce demographics are some of the factors that act in this domain from the side of the organisation. When it comes to recruitment, engagement, or retention, their approach to managing these concepts would vary. For example, an innovative-friendly organisation competes aggressively for highly skilled and adaptable workers in an attempt to create a learning organisation.

Globalization brings new challenges and opportunities with an expanding talent pool, diversity in culture, and increasing competition. To win, HR must learn to be able to adapt to legal, cultural, and economic environments by adopting best hiring practices, flexible work arrangements, and compliance globally with labor standards. In summary, all these actions propel HR to develop nimble, culturally sensitive plans that can help facilitate global operations and workforce unity.

 2.3  Legal regulations influence human resource strategies and practices.

 Legal regulations influence the ways and manners of human resource (HR) departments while at work since they are law requirements that guide the regime on how to comply with the law by forcing it to design on various concerns in the organisation. Compliance with labor legislation such as safety at work, discrimination, and workers’ rights prevents ill treatment and legal litigation. For example, the law on nondiscrimination makes the HR staff adopt fair methods of recruitment and promotion thus granting equal opportunities. In addition, wages and hours requirements state that employees should be reasonably compensated; hence HR will create fair compensation structures and time schedules. Once the organisation’s HR policies are put in line with the rule of law, then they reduce the risk of a legal issue and establish a better and fair reputation within the organisation which promotes employee satisfaction and retention.