Human Resource Management Ezibuy

Question: Discuss about the case study Human Resource Management for Ezibuy. Answer: Influence of external business factors on human resource management function Human resource management plays a significant role in the retail performance of EziBuy of New Zealand. Human resource management not only streamlines the business operations but also helps to gain competitive advantages in this growing competitive world. However, growing demands of customers and changed environments of the external world create lots of challenges for the human resource manager of EziBuy (Bamberger, Biron and Meshoulam 2014). With internal economic and technical difficulties, the human resource management of this organization also faced difficulties from the external factors (Bamberger, Biron and Meshoulam 2014). The three major external factors which have significant effects on the human resource management performance are described as follows Demographic Factors: Demographic factors such as education, race, gender and cultural background have significant impacts on the organizational performance. Cultural diversity along with gender discrimination creates significant negative impacts on the HRM practices. The organizational authorities create pressure on the human resource manager not to select more women employees as they think female workers are very emotional and will not be able to make impactful decisions for the organization (Snell, Morris and Bohlander 2015). In addition, the older people are used to with the older technology and programs. So, if any new technical programs are introduced inside the organization for business benefits, these people do not want to adapt the changes. This kind of distinctions is not fruitful for any organization. Socio-Cultural Factors: People hired from different cultural backgrounds create workforce diversities which are very difficult to handle. Cultural diversities sometimes lead to conflict situations which result in unethical behaviors inside the organization (Bamberger, Biron and Meshoulam 2014). The Cultural mismatch is one of the greatest problems faced by the human resource manager of EziBuy as this affects the retail performance negatively (Gatewood, Field and Barrick 2015). In addition, the attitudes of employees are different; some are very dedicated, and some have high apathy towards work. Therefore, the human resource manager faced lots of difficulties while mitigating these problems from the organization. Political Factors: These factors are the major reason which halts the human resource operations to achieve organizational goals and objectives. The rules and regulations set by New Zealand government create a lot of pressure on the recruitment process of the organization. While hiring people, the human resource manager is strictly ordered that candidates should have some political references or background to get selected in the organization. Ineffective enforcement of these laws leads to sexual harassments, gender discrimination and organizational diversities (Berman et al. 2015). All these factors lead to poor psychological well-beings of the employees as well as create high employee turnover rates. Moreover, people recruited from political background always try to show their power which creates organizational discrimination. It becomes very difficult for the human resource manager to deal with those issues; as a result, organizational performances are getting affected. Effective Human Resource Planning Process By analyzing the external factors which are affecting the human resource department of EziBUy very badly, can be mitigated by moving from current manpower position to desired manpower needs. Through strategic planning, the human resource manager should have to use rights kinds and a right number of people at the right place and the right time, so that organization can receive long run benefits. Strategies to Solve the Problems of Demographic Factors: The human resource manager of EziBuy should incorporate diversity management program with the business applications which will help to ensure the fact personal differences should not be related to the hiring and recruiting process (Snell, Morris and Bohlander 2015). In addition, the organization should train and promote the women employees properly in the same manner as the men workers so that the gender discrimination problem can be ignored to some extent. Strategies to Solve the Problems of Socio-Cultural Factors: Integration of people coming from different cultural backgrounds can lead to conflict situations if not properly handled. In order to mitigate this, the human resource department of EziBuy should strategize proper plans to develop effective human capitals to engage the cultural changes in a positive way. After hiring people, the organization should pose an inductive training session for the employees to emphasize new ways and a new mindset for achieving maximum profits for the organization (Gatewood, Field and Barrick 2015). Moreover, the human resource manager should take one to one feedback from the employees whether they are facing any challenges inside the organization or not. After that, the HRM should take up appropriate countermeasures as per the organizational needs. This feedback process will help to mitigate the cultural problems of the organization at larger extent. Strategies to Solve the Problems of Political Factors: The human resource manager of EziBuy should be aware of the political factors with different workforce policies which are negatively affecting the organizational performances. Before adapting any rules and regulations introduced by the government, the human resource manager should fully examine the implications of amongst the organizational workforce. Therefore, it will be possible to bring out necessary improvements inside the organization (Bamberger, Biron and Meshoulam 2014). Moreover, the recruitment process should be totally based on skills and qualifications and not on the political background or reference. The human resource manager should take the responsibility to ensure the fact while anticipating the changes; normal functions of the organization are not affected. With all the above mentioned strategies, the HRM department should also determine manpower needs for the organizational benefits, and this can be achieved in the following ways Forecast the Future Manpower Needs: This totally depends on future requirements of staffs in the organization. Prepare Inventory for Present Manpower: The inventory plan should contain employees' abilities, work preferences, and skills which can be used as business information (Berman et al. 2015). Anticipate the Manpower Resources: it can be done by comparing the present resources with future requirements of manpower. Meet the Manpower Requirements: it can be achieved through proper planning, selection and recruitment, training, promotion and motivation to ensure that the manpower needs are properly met. References Bamberger, P.A., Biron, M. and Meshoulam, I., 2014.Human resource strategy: Formulation, implementation, and impact. Routledge. Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2015.Human resource management in public service: Paradoxes, processes, and problems. Sage Publications. Gatewood, R., Feild, H.S. and Barrick, M., 2015.Human resource selection. Nelson Education. Snell, S.A., Morris, S.S. and Bohlander, G.W., 2015.Managing human resources. Nelson Education.