Two Environmental Factors Those Are Likely to Affect Organizations in the Near Future - Coursework Example

Two environmental factors those are likely to affect organizations in the near future The sociological factors The sociological factors can be defined as ways in which the society in general affects an organization. Organizations are affected by the sociological factors in various ways and this could either have some positive or even negative impact on the running of the organizations. One of the aspects in which the sociological factors would affect an organization in the near future is through the changing ethical concerns where organizations are not quite sure of the right things to do as well as the right behaviors in the society in general. On the other hand the organizations would be affected I the aspect of responsibility and also accountability towards the employees. Similarly the work life balance in the organizations will also be affected in the future such that the employee’s attitudes towards work and also leisure could also change. On the other hand there would also be more flexible obligations in balancing the demands of the employees in the organizations. Another sociological aspect that would affect the organizations in the near future is in the distribution of income whereby the organizations managements will want more people to highly invest in their organizations. On the other hand the consumerisms will also affect the organizations in the sociological aspect such that there will be more competition between the various organizations for more consumers. The market lace will also become more competitive since the levels of education for the consumers will be higher. The consumers will therefore be able to make more informed choices in their consumer choices and behavior. The organizations will also be affected by the sociological factors in such a way that they will invest more in the people who are in their organizations and equip them with adequate skills which will make them more competent in the organizations market place. The technological factors The technological factors which are likely to affect the organizations in the near future could be classified in terms of the emerging new technology. In the near future the technological innovations will be very high and also very innovative. For instance the organizations will be affected by the new communication models which include the telecommunications and transportation of goods and services from one place to another. Similarly technologically the governments will spend more on research programs so as to ensure that the consumers are provided with the best quality of goods and services. The governments will also tend to focus more on the technological effort. The organizations will be affected such that there will be major new discoveries and also developments in various industries. The speed of the technological transfer will also be very high as well as the energy use in the organizations. Similarly the communication and the transportation infrastructures in organizations will facilitate changes as well as several adjustments in various industries where theses organizations are positioned in the market place. Similarly the transportation infrastructures in the near future will further widen the gap in the existing markets. The new technological advancements will change the forms of the organizations and also the systems of management in the organizations. This will allow the organizations to raise their productivity. Likewise with the new technological achievements in the near future the organizations will have an increase in their incomes thus creating a more powerful motivation that is demand stimulated for the organizations output growth. How the human resource planning can help the organizations to successfully deal with these changes The human resource management can help the organizations in successfully dealing with the technological and sociological changes. It can further achieve this goal by carrying out its functions with considerations on the expected changes in the technological and sociological aspects in the near future. First and foremost the human resource management in the organizations should enhance and develop techniques, systems and polices that are in line with the new technological innovations (Armstrong 2006) Monitoring and evaluating the performance of the employees The most important aspect of human resource management practice would be in the evaluation of the employees. The performance of any organisation will be determined directly by the performance of the employees. It would be possible to monitor and evaluate the employees of any organisation through the human resource evaluation systems. By evaluating the employees the human resource management would be checking the employee’s ethics in relation to the recommended work ethics in the code of conduct. Any changes would then be notably identified by the organisation and it can be easy for the organisation to make the needed changes for better employee performance. The systems of monitoring and evaluating the employees would be done continuously with a view of retaining the useful employees especially those that are responsible and who embrace proper ethics in the organisations. On the other hand by the human resources evaluating the employees it will be able to see the work life balance of the employees and it will also verify the attitudes of the employees towards leisure and work. Thus it will be able to retain the employees who are more productive in the organisations. In terms of technology through the human resource evaluation the organisation would be able to identify the employees who are conversant with the new technology as well as those who need further training so that they can become conversant with the technological advancements. The organisations will then be able to train its employees on the application of any new technological advancement thus improving their performance and individual contributions to the organisations and this will translate to the overall improvement in the organisations. (Beardwell and Holden 1997) On the other hand the evaluation will enable the organisations to improve the performance of its employees in the future. The common human resource strategy that could be used in the evaluation of the employees is the tight control strategy. This strategy will allow the organisations to monitor the daily activities of the workers and make sure that the employees do not determine the pace with which the schedules of the organisation are driven in the social and technological aspects. The evaluation should be driven by experienced managers who understand the present social and technological aspects as they also focus on the expected changes in the future The evaluation practice also promotes self-assessment for the employees which means that there is humble communication from one employee to the other with an objective to outperform each other in the emerging technology. The organisations subject its manpower to constant evaluation process with a view to ensuring that company standards are upheld in both the sociological and the technological aspects. Employee recruitment, training and selection practices The best method an organisation can directly improve its performance in successfully dealing with the technological and sociological changes in the near future is to employing, selecting and training the right people in the organisation. The best strategic practice to achieve this is to perform what is normally referred to as a job-fit practice. This practice is useful to organisations which do not want to have their employees undergo extensive training but rather conduct their duties right away using their skills gained elsewhere pertaining the new technology (Dainty 2000) Another strategy that could be used by the organisation is the person-organisation fit practice. In this case, the organisation seeks to recruit and select persons with good morals who are able to meet the organizations’ values, culture and structure in the changing sociological aspects of the society. Human resource management practices have been utilized in measuring the analysis of the task to be carried out by organisations. These practices will guide the management to select persons with desirable attitudes and characteristics suitable for the job description. To ensure that this process becomes a success, some organizations are seeking services from expert recruiters to assist them get the best in the market. Although the process might be very expensive for the organisation, it is considered to be worth the cost. This human resource practice is done with a sensible objective that will encourage potential employees to show up for the selection while still considering the anticipated changes in both he technological and the sociological dimensions. This can be done by offering good remuneration package and other benefits for the candidates who are knowledgeable in the new technological advancements. The human resource managements in organisations should also carry out management training for its entire workforce in preparation for future managerial duties that will be in line with the new technological and social changes which are expected. This could however be done in response to business demands for the organisations. The human resource management should also keep its employees well trained, recruited and selected as per the current and expected changes in the sociological and technological aspects of the organisations. The employees who are recruited through various levels of selection are further taken through formal training for a specific period of time as per the company’s schedule. On the other hand the human resources management should review the performance of the employees after a specified period of time so as to ensure that the organisations systems are updated with the latest technological advancements. Manpower planning and organisational performance Manpower planning within an organisation is very critical in that, cases of either overstaffing or understaffing is detrimental in one way or another. The economies of scale for the business together with specialization orders are lost if the organisation is understaffed. On the other hand, if overstaffing is sustained, it becomes a waste and also expensive for the organisation. These factors are therefore part of the planning process being carried out by human resource management. They ensure that the organisation’s workforce is certainly enough to meet the general duty requirement (Druker 1995) In relation to the sociological and the technological changes the human resource management in an organisation can effectively deal with the expected changes. It can achieve this goal by assessing the needs of the current and future workforce within the organisation in relation to the expected technological and sociological changes. This could be done in advance so as to ascertain the level with which the organisation can retain, select or reduce its workforce as per the technological advancements. Thus the Human resource management could be utilized in balancing the resources to be used for human resource development with a view to ensuring that the organisational structures and objectives are upheld in the new technological advancements. This would also provide the organisation with a general picture or overview of the details of the present workforce and the changes which need to be carried out so that the organisation can be aligned with the expected sociological and technological changes. (Druker 1995) These details may include; age, sex, number, forecast capabilities and experience. All these factors when taken into account will ensure that the organisation prioritizes workforce duties and their maintenance. The workforce planning will also provide a critical analysis and statistical criterion of the human resource needs for the organisation. This will help the organisation plan for any future actions that are necessary to streamline operations within the organisation in the technological and also sociological changes. Such actions may include, labour reductions, redundancy or retirement if possible. As the organisation develops in its missions, it requires more and more strict workforce planning. Human resource development therefore will assist the management of any organisation to foresee future shortages, excesses or needs in terms of employee management in relation to the changes in the technology and social aspects. The recruitment and selection of employees is an important task for any organisation. Any management would want to have the best people in the market with better experience, skills and knowledge to work with the organisation’s management in meeting competitive market today and in the future. Due to increased competition, organisations are restructuring their department to meet challenges posed upon by the increasing number of competitors in the market putting in mind the changes that are occurring in the technology and social circles. Motivational practices To be able to be successful in the current global and domestic markets, motivation, for an organisation’s workforce is key realizing competitive advantage. Human resource management therefore, has the ultimate function of retaining good staff members who are the main drivers of the organisation. It takes a considerable amount of time to train an individual to attain better standards for any specific duty. To lose such an employee at any stage of the production process is suicidal for the organisation (Legge 2004) Specific emphasis is therefore taken into account to make sure that such employees are kept for as long as they are required and they are also trained further so that they are more knowledgeable in terms of the developments in the technology. On the other hand the organisations could motivate their workers by placing legislations that call for a pay rise if an employee furthers their education in the most current technological changes. This would motivate the employees to pursue all the skills which are related to the current innovations and this will catapult the organisations to higher levels. (Legge 2004) Conclusion There sociological and technological factors are likely to affect the organisations in the near future. In the sociological aspect the various changes in the society such as change in the consumer’s behaviour and also attitudes would affect the organisations. Technologically the new emerging technologies will affect the organisations structures and also operations. The human resource management can however play a very critical role in dealing with these changes in the technological and sociological aspects. Reference: Armstrong. M. (2006): Handbook of Human Resource Management Practice, 10th edition, (Kogan Page) London, Beardwell, I. and Holden, L. (1997): Human resource management; a contemporary perspective; London; Financial Times, Dainty, A. (2000) Improving employee sourcing within construction organizations, Proceedings of the ARCOM 2000 Conference; Glasgow; Vol. 1, Druker, J. (1995): Misunderstood and undervalued; Personnel Management in Construction, Human Resource Management Journal, Vol. 5, No. 3, Legge, K. (2004): Human Resource Management: Rhetoric and Realities. Anniversary Ed. Hampshire: Palgrave Macmillan, Read More