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Human resource management involves finding, motivating, and retaining quality employees. Factors affecting HR include the work environment, organizational changes, skilled employees, demographics, and multiculturalism. HR directors must monitor and address these factors to limit their impact on the business.
Human resource management (HR) is a business function responsible for locating, motivating and retaining quality employees. Factors affecting human resource management include the current work environment, organizational changes, and the availability of skilled employees in the workforce. Other factors, such as demographics and multiculturalism, may also be present depending on the company’s location and internal needs. HR directors are typically responsible for uncovering any HR management factors and limiting their effects on the business. In most cases, this is an ongoing issue.
The current working environment in any given area is often beyond the control of most companies. For example, government agencies may mandate the use of labour, strict regulations create severe restrictions on the hiring of employees, wage laws prevent the use of large groups of unskilled workers, or unions have a strong market presence. The HR director is responsible for keeping tabs on these issues and informing other managers about them. External factors may require specific changes to a company’s employment policy to meet the demands, and non-compliance can have serious negative consequences for a company.
Organizational changes represent any number of internal factors that affect human resource management. Common internal factors may be changes from unskilled to skilled workers, new products that require specific job skills, and changes to compensation or other policies. HR directors often work in tandem with other executives to make these changes within the company. While some changes are necessary to meet external requirements, others are simply internal to maintain a competitive edge. Constantly changing factors can make this a tedious process.
Skilled employees are those individuals who have specific traits that make them more valuable. Some common examples here include accountants, engineers and lawyers, among many other types of skilled employees. These factors can often be very difficult to overcome, especially those in low skill environments. Skilled employees typically cost more in compensation and may be in higher demand by many businesses. Companies must determine the number of skilled employees needed and the budget available to maintain them.
Demographics and multiculturalism also play a role here. Older workers can cost more than younger workers, changing a company’s demographic needs. Multiculturalism may be necessary in environments with diverse ethnic groups. All of these can guide a company’s HR management.
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