Human
Resource
Environment
and Functions
Learning Outline 1/3
Human Resource Environment
 Define human resources environment
 Differentiate internal and external
environments
Learning Outline 2/3
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
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Human Resource Functions
Define the functions of human resources
Identify the functions of human resources:
planning, job analysis, staffing, orientation
and evaluating employees
Introduce HR managers and identify their
roles and functions in the organization
Introduce the roles of HR managers: advising,
counseling, providing services, policy
formulation, policy implementation,
monitoring, advocating employees, etc.
Learning Outline 3/3
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Trends and Global Challenges
Introduce how trends and global challenges
affect human resources and identify the most
notable challenges that affect human
resources.
Introduce aging workforce, growing diversity
and skill deficiency as recent trends and
global challenges that affect human
resources and its current roles and functions in
organizations.
Human Resource
Environment
Human Resource Environment
 Human
resource environment is the
general view of internal organization,
business, economic and social,
ecological, technological, political, legal
environments that affect the nature and
scope of the job of human resources
 Divided between internal and external
environments
Internal Environments
 is
the set of environments that can be
found inside the organization itself.
 include the resources owned or
controlled by the organization that
include money, inventory, equipment and
materials
External Environments
 is
the set of environments that are not
found inside the organization and not
directly or heavily influenced by the
organization.
 include the demographic, cultural,
ecosystem, external competition,
economic, technological, political and
legal environments that can be found
locally or globally
Aims and Functions of
Human Resource
Human Resource Aims
Human resources aims to effectively utilize
human resources, maximize the
development of individual employees and
to create a desirable working relationship
among all employees of the organization.
Specific Functions of HR 1/5
1.
Human resource planning in this function
of HR, the number and type of
employees that are required will be
determined to start their hiring process.
This can be accomplished through
researches that were designed to
collect, compile analysis and interpret
the data in order to meet the needs of
the organization in terms of its human
resources.
Specific Functions of HR 2/5
2.
Job analysis – this function defines the
nature of a job needed in an organization.
It also outlines the worker’s requirements
that include skills, experience, education,
and of course – job description. The job
description is very important because it
provides the work, duties and activities of
the employee.
Specific Functions of HR 3/5
3.
Staffing – this function is simply the
recruitment and selection of employees
for the organization by the human
resources department. Recruitment aims
to attract qualified applicants that will fill
vacant positions. On the other hand, the
selection function will choose the most
qualified of all the applicants. The most
qualified will be selected and contacted.
Specific Functions of HR 4/5
4.
Orientation – this function corresponds to
acquainting new employees with
important aspects of working in the
organization that include but not limited
to working hours, company rules,
expectation to job, pay and benefit
programs, etc.
Specific Functions of HR 5/5
5.
Evaluating employees – this function
accounts people in the organization (also
referred as human resources accounting).
The accounting process measures the
cost and value of people by computing
the costs of their recruitment, selection,
hiring, training and maintenance and
comparing it to their outputs in the
organization.
Who are HR managers?
 Top
employees of human resources
department
 Handles important decision that concern
personnel of the company including
hiring, position assignment, training and
providing benefits and compensation.
Roles of HR managers
1.
2.
3.
4.
5.
6.
7.
advising
counseling
providing services
policy formulation
policy implementation
monitoring
advocating employees, etc.
Trends and Global
Challenges
Aging Workforce

In the United States as well as other
developed nations, the labor force can be
defined by its aging trend. In the United
States, it was reported by Bureau of Labor
Statistics that from 2006 to 2016 (10 years), the
increase in the American civilian labor force
will drop from 13.1 percent to 8.5 percent.
One of the most serious implications of this
downward trend is the faster growth in
number of workers 55 and older while those
workers 25-44 years old will only increase its
number very slightly.
Growing Diversity


The growing diversity of workforce in the United States is
also a characteristic of the current human resource
environment not only in the United States but also in other
nations. The growing diversity in the workforce of the United
States is not only exclusive to the diversity in terms of racial
or ethnic origins of the labor force but also in terms of
religion and gender of its employees. In 2016, Asian and
Hispanic racial groups are expected to be the fastest
growing racial groups; expected to comprise 8 percent
and 16 percent respectively of the total United States
workforce.
In terms of gender diversity, more women are entering the
labor force while men’s participation is expected to
decline slightly. It is expected that in 2016, women will
comprise 59 percent of the United States workforce.
Skill Deficiency

Brought by the innovations in the computer
industry and its important role in today’s
business; most companies today require their
employees to possess skills in operating
computers. Traditional physical or mechanical
jobs are put in to sideline. Instead, skills such
as mathematical, verbal and interpersonal
skills are favored by many companies. With
the disparity between the supply and
demand of these workers, many organizations
need to double their efforts in order to meet
the demand for employees with these skills.
Conclusion
By discussing its environment as well as its
functions and role in an organization, this
module provides very vital information in
order to understand human resources. The
discussion of the recent challenges and
global trends ensures that we are updated
to the changes in different environments
that affect the jobs and functions of human
resources.
THANK YOU!!!