ENVIRONMENT OF HRM. Human Resource Service Human Resources Planning Recruitment Selection Induction and Orientation Training and Development Appraisal Promotions Transfers Demotions and separations in educational institutions. . OBJECTIVES.
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Identify the environmental factors that have bearing on HRM
Describe each environmental factors and
its impact on HR functions
have Their Bearing on the functioning on the HR
2. Internal forces
Political and legal
Organisational cultural conflicts
Political and Legal:
There are three institutions which together constitute the
total political environment. They are -i) the legislature,
ii) the executive, and iii) the judiciary.
i) The legislature - The legislature also called Parliament
at central level and Assembly at the sate level, is the law
ii) The executive – The executive popularly known as the
govt, is the law-implementing body. The legislature
decide and the executive acts.
has the role of watchdog. The main function of the
judiciary to ensure that both the legislature and the
executive work within the confines of the constitution and in the public interest.
All HR activities are affected in one way or the other by
this political and legal system prevail in the society.
To be specific, HR planning, recruitment and selection,
placement , Training and development, remuneration,
employee relations and Separation are conditioned by
Economic environment refers to all those economic forces
which have bearing on the HR factor.
Suppliers – For HR dept, suppliers are those who provide
human Resources to an organization.
Ex: Consulting firms, training institutes
Competitors – Competition plays significant role in HR
function and Activities. Organization need to groom its
employees through well managed HR planning programmes
to withstand competition.
Customers – Customers have their own influence on
companies personal Functions . So everybody in the orgn
must endeavour to offer products which gives satisfaction
for the money customers pay.
Technology plays a vital role in HR functions, in order
to make people more intellectual and efficient.
With the advent of technology, jobs tend to become more intellectual or upgraded. A job hitherto handled by illiterate or unskilled worker now requires the service of an educated
And skilled worker.
With the technology up gradation in the orgn job holders will become Highly professionalized and knowledgeable.
Culture refers to the complex whole which includes knowledge,
belief, art Morales, laws, customs and other capabilities and
habits acquired by an Individual as a member of society.
“Hire the right people and let them free”
“ They are known for their professional approach”
A firm’s personal activities will be influenced by it’s own union’s
as well as the union’s of other plants.
A trade union may be understood as association of workers or
management formed to protect their own individual interest.
All HR activities like recruitment, selection, training,
compensation are carried out in consultation with union leaders.
Every orgn has its own culture. Organizational culture is a
product of all the orgn’s Features.
Organizational culture reflects the past and shapes the future
Eg: Objectives can be achieved in several acceptable ways . Means
there are usually Multiple paths to objectives. The key to success is
picking the path best fits the Organizations culture.
There is often conflict between organisational culture and
employee’s attitudes. Conflict arises because of the following
Personal goal v/s organisational goal
Personal ethics v/s organisational ethics
Rights v/s duties
The impact of apex body, National Institute of Personal Management ( NIPM). On HR expert is minimal (National Local Organization on HRM).
The NIPM Provides periodic training Programmes,
seminars and conferences to HR professionals which
they can Implement In their organisations and increase
NIPM offers post-graduate diploma in personnel
management. The diploma is recognized by govt of Rwanda
For the purpose of recruitment to superior post and
Service under the government