Factors Affecting Human Resource Planning

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Any HR plan can be affected by internal and external changes, so forecasting and flexibility are important for effective planning, adapting as required and therefore HR professionals have to be aware of what is going on within the company/industry and wider market in relation to all that influence change. Factors affecting HR Plans are given below:
Political factors are very important in planning. It is important to take into consideration likely changes to markets, budgets and availability of suitable applicants because of recent, anticipated political influences. In case of possible changes of governmental policies in coming years, it is important to understand new priorities regarding markets, industries.
Economic factors - amount of money
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HRM practices are influenced by different internal and external factors.
Kane and Palmer (1995) mentioned external factors affecting HR practices which pressure on companies that cannot be controlled and changed as organization needs for adapting in HRM field is important to have close look on external factors as these impact HR practices. To avoid HR burnt HR have to be sure that they paying close attention to external influences. So well-developed strategy for human resources should takes into considers external factors because there is a good chance that these external factors affects the organisation work.
These external factors include the following:
Economic Conditions/Changes: One of the biggest external influences is the shape of the current economy. Not only does it affect the current talent pool in the organisation, but it might affect the complete selection, hiring ability, compensation structure of the organisation.
Technological Change/
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Larger the company more specific are the practices. It plays an important role in explaining the intensity and type of HR practices within the company and forces to add new dimensions to HR implementation. On the other hand, it is significant for managerial style, in terms of autocratic or participative. As large organizations can be more democratic, so, their departments or branches might be more autonomous, decentralization is a necessity for an effective management in such types of establishments: less control - more self-confidence. Contrarily, SMEs generally have centralized organizational structure / managerial practice. That is why, HR of those companies is under close control
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