Changing environment of HR We all need to consider the environmental factors when wanting to implement anything.

We all require a contingency approach to be more effective in the present world. Thesame holds true for organizations. The purpose of this topic is to unravel the mysterysurrounding external and internal factors that complicate the job of an HR manager inactual practice.Thus you see, an HR manager works in a varied environment. He can only do his dutieswell if he is updated with the changing needs of the employees. And for this he naturallyhas to keep himself abreast with not only the environment in which the organizationexists, but of the environment from which the employees are coming to work.Here, lets take few of the environmental factors which have significant impact on theorganization. The term 'environment' here refers to the "totality of all factors whileinfluence both the organization and personnel sub-system"

External Factors influencing the Personnel Function: Technological Factors Economic Challenges Political Factors Social Factors Local and Governmental Issues Unions Employers Demands Workforce Diversity

Internal Factors influencing the Personnel Function: Mission Policies Organizational Culture Organization Structure HR System

Q.2 diff between hrm nd shrm

The key difference between strategic and traditional human resource management is that they focus on different things. Traditional human resource management focuses on the administrative tasks of human resource management. For example, this area might include putting someone on the company health insurance plan. With strategic human resource management, the company focuses on strategy and operational matters instead of simply engaging in the administrative tasks that are required for every business. This adds more responsibility to the human resources department.

Priority

With traditional human resource management, the discipline is viewed as a necessary part of doing business that has to be completed. With strategic human resource management, the practice is viewed as an essential part of the business. In fact, it is viewed as the most important part of the business because employees are the most valuable asset that a company has. Every decision that a company makes is made with strategic human resource development in mind.

The key difference between strategic and traditional human resource management is that they focus on different things. Traditional human resource management focuses on the administrative tasks of human resource management. For example, this area might include putting someone on the company health insurance plan. With strategic human resource management, the company focuses on strategy and operational matters instead of simply engaging in the administrative tasks that are required for every business. This adds more responsibility to the human resources department.

Priority

With traditional human resource management, the discipline is viewed as a necessary part of doing business that has to be completed. With strategic human resource management, the practice is viewed as an essential part of the business. In fact, it is viewed as the most important part of the business because employees are the most valuable asset that a company has. Every decision that a company makes is made with strategic human resource development in mind.