In a perfect world, managing roles would be filled by the most competent individuals for the job, regardless of sex. A latest survey indicates more individuals feel that way than ever. 33 percent of individuals, if given the choice, said they would choose a men manager while 20 percent said they'd choose a females manager, according to Gallup's latest yearly study on work and education. While that gap has ongoing to filter over the decades, the most motivating news is that individuals (46 %) said it doesn't really influence them, a reaction that has been on the rise since 2002.

Our opinions on managers have come a long way. When Gallup first started asking these questions 61 decades ago, the results were intensely manipulated toward men: In 1953, 66 % of People U.S. recommended a manager who was a man, 5 % recommended a woman, and 25 % said it didn’t matter. Today, 51 % of People U.S. interviewed have a men manager and 33 % have a females manager, Gallup discovered.

Political leanings also showed up to be a factor in these opinions. Gallup discovered that People of US who identify as Republicans choose men managers (42 %) to female managers (16 %) and Dems are more equally split, with 29 % for men managers and 25 % for female managers. Gallup also discovered that while both men and ladies choose men managers, with females (39 %) a little bit more so than men (26 %), ultimately, workers who are currently working under a female manager were more likely to want a female manager in the future, signaling a positive frame-of-mind as more females take on roles of power in the workplace.

One of my friends finally get rid of one of its non-productive employee. According to him, that individual took every probability to perform against him and I had accepted, even reinforced it, for far a lengthy time. Someone nearer than you think is tanking your probability to be successful and here is how he or she is doing it:

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       1 -  Preventing issue even though it is charging the company everyday

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       2 -  Adhering her go in the excellent sand about economical analytics

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       3-  Putting factors off examining factors to loss of life and getting no activity

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          4-   Informing you that you don’t know what you are doing every day, while undermining your assurance and concentrate

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       5-   Preventing projects by doing individual projects during perform time 

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       6-  Putting factors off on social networking websites

Do you have anyone dealing with you like this? Would you pay the individual your wage something this way?

My friend did. He compensated as individual as much as he create and handled him as if he were the creator and CEO. He did this because he was that very worker. He was doing each of these factors. He was the most severe worker he had.  It is not fun to confess this, but I am doing so because I think more company owners ought to. Yes, company owners need to confess that often they are the greatest issues in their companies. Go on, be absolutely extremely truthful: Would you seek the services of yourself to do your job depending on your efficiency over previous times month?  

If so, excellent for you, partner. Keep up the great perform. If not, be a part of the public of company owners who drop into these efficiency ruts, whereby they indeed become the individual most appropriate for shooting.

If anyone else ever drawn this things, you would flame him or her overall. Yet, many company owners give themselves a 100 % free successfully pass.  Well, I suspended my own. I provided myself two new mantras instead: I ask, “Is this what I pay you for?” and “What would a pro do?”  In just about any situation in which I am not executing to the conventional I would anticipate of someone with equivalent liability, I discover that appearing one of the above two concerns does the secret to achievements to keep me providing outcomes, targeted, in an opportunity-driven attitude and purposeful in my activities.

If I'm being a financial-metric ostrich, it performs just excellent to ask, is this what I pay you for?  When I'm examining factors to loss of life, I ask, what would a pro do? If I'm undermining my own assurance, avoiding issue or involved in a social-media time pull, both these concerns implement perfectly. If I engage in individual projects during perform time, it performs to ask, is this what I pay you for? So, as you evaluate your own efficiency and perhaps look to flame your present self and substitute him or her with a group participant well placed for achievements, use these two little mantra-questions to keep you on monitor to being the best worker you have. After all, what would a pro do?

Boss and Leader: The Difference

There is no position where powerful leadership is needed more than in a stressful start-up atmosphere in which the likelihood is most placed against you, and huge initiatives to obtain and sustain grip are needed every day, not every quarter. So I see the difference between the two therapies an essential one to create. Bosses adhere to a preordained program and described positions, connoting little else but hierarchal power and nearing their initiatives in the perspective of their own careers—their settlement, individual objectives, position on the common totem rod. Management, especially the life changing ones, motivate beneficial modify in others, making believe in, developing communication and increasing spirits. In brief, managers tell individuals what to do, while leaders motivate individuals to do their best. When getting a organization off the floor, there is no space for managers, only leaders. Here are the features I believe increasing leaders should possess:

Work Flow Management through Charts

An experienced can set the direction for the organization, while a powerful manager can perform it, but it requires a real innovator to do both. There’s too much floor to protect in a start-up atmosphere for mature workers to be targeted completely on either long-term technique or day-to-day projects. Instead, it’s essential to develop a lifestyle in which individuals experience a feeling of possession and effectiveness in increasing the organization. I anticipate all Compass’ workers to be both visionaries who identify possibilities and area marshals who are regularly performing upon them.

Efficient Resource Generation and Management

A manager requires a given set of sources and packages them out as effectively as possible; they arrange a military. Given the same set of sources, an innovator controls them; they produce a military. In a start-up atmosphere, the main task is not generally divvying up sources, but, instead, it’s choosing the right individuals to build up the best techniques and the most effective procedures who create use of those sources. Management identify the difference and concentrate on not just the next phase, but 10 actions in the future, making an organization for the lengthy phrase and not just verifying products off day to-do record.

Passion and Commitment towards Work

The phrase “nine to five” is an international one for the best company leaders, and those who are desperate to time out—bosses included—are ill-suited for a company atmosphere. Even after leaders keep the workplace, their thoughts are rolling for new methods to evolve and innovate, which creates them express an enjoyment for their organization that’s palpable to every worker.

Hunger for Learning

It’s been said that excellent leaders must be excellent students, and excellent students must be excellent audience. It’s a slogan that really resonates with me. Management must keep their sight and hearing start to reviews from their employees, their customers and their market.

Talent Management

People select leaders, following them to terrible and returning, whereas managers are foisted upon them. There’s a purpose Jennifer Astonish didn't celebrity in a film known as Terrible Management. If a manager can’t build out his or her own team—recruiting the best members—then there’s no way he can be an organization innovator. Management also comprehend they could have never created it this far alone.

Hardly ever does someone keep a job because of the cost review policy, the location of his or her work area or the wall color. Most individuals stop a job because they can no longer accept their administrator or they have missing trust in mature management. This is can be especially true in a new organization where the activities of a manager or leader are amplified. On the other hand, individuals will stay at an organization or in a job during the years if they regard and believe in their boss.

Why do individuals move to certain supervisors or leaders? What do they have that others don’t? Intelligence. Drive. Esprit de corps. Humbleness. Humankind. These are personified in the five rules of fascination for management. They are amazingly simple and guideline requirements for all supervisors and management. Exemplifying them will create you dearest and more important and never the reason someone results in your organization.

You Must Have a Strong Vision

Whether you are the CEO or a mid-level administrator, have a perspective for what you want your group to accomplish. It needs to be clear, brief, clear and understandable and simple to act upon. It needs to express positive outlook, passion and desire. This is personified by what you connect and your daily activities. People want to know what they will work toward and how to evaluate achievements. They will do their best if they know you have a strategy.

Good Decision Maker

This is the ability to create choices on efforts and the level to which you are comfortable continuing to move ahead in doubt. Hardly ever in today’s complicated business atmosphere will you have all the important points and data you want to create choices with guarantee, yet you are consistently need to create such choices order to keep the football continuing to move ahead. Therefore, it’s essential to believe in your co-workers, ask key questions, think about the appropriate information and believe in your intuition.

Establishment of Motivated and Efficient Team

A high functioning group works, forges companionship, encourages profession growth and offers straight with issue. Developing and caring a high-performing group needs efforts and energy. However, a powerful group of experienced, well known individuals will accomplish significant outcomes and make simpler the making decisions process by operating in a specific manner.

Develop High Awareness Level

This has both an inner and exterior element. The inner element is the degree to which you are conscious of your pros and cons. You are not ideal nor do you need to be. Recognizing this truth will help you to confess what you don’t know. This will allow others to advancement and add value in their specialty. They will appreciate you for the liability and identification. The exterior element is how you communicate to others. Selflessly dealing with your co-workers with reliability and regard will create a dedicated fan platform.

High Listening Power

Being an excellent audience means you are experienced at being able to express what you have often observed, such that the other person seems recognized. It’s crucial to pay attention to everyone, not just the loudest speech or your most reliable lieutenants. Sometimes, it’s the silent ones who have the most to say, even if it symbolizes an opposite view. Now is the best time put these into practice. Eventually they will become second characteristics, your group will enhance and good outcomes will follow.

Performance is all about efficiency -- doing more, quicker and with less.  And with enhancing requirements from today’s at anytime, anywhere office, it is has never been more essential. To get the most of your day, you need to pay attention to these three sections of your life:

1: Time Management

Humans are infamously poor in multi-task management, so managing your efforts and effort is critical to enhancing productivity. The greatest time pull is surprising (and usually unimportant) tasks. We all know that desire to read the e-mail that just came in or to look at the newest notice to pop up -- an tendency psycho therapist Daniel Levitan, writer of The Organized Thoughts, calls the unique prejudice. This accidental task-switching consumes up a longer period than you might think. School of Florida details researcher Gloria Indicate found that it takes an average of 26 moments to restore from simple disruptions. To avoid this, plan out your day and compartmentalize surprising interruptions:

1.1: Me Time Concept

Go through e-mail and public networking up-dates that have accumulated over night and triage the backlog. Affect out quick reactions and recommendations, so other people can begin working on tasks. Schedule the bigger tasks. And remove the stuff that is informative or not essential.

1.2: Utilisation of Substitute Time

It’s insane not to use travel a chance to winnow out time-intensive tasks. During my morning hour’s travel, I do a roundup of my exterior professionals -- getting an upgrade on open tasks and figuring out if they need assistance. By time I reach the office, I have a precise picture of my projects’ position.

1.3 Save Time from Meeting Durations

You will get the same perform done, because so lots of your energy and effort is lost working with business call installation and ineffective chit chat. If you cut one five-person meeting per day from one hour down to 45 moments, you will restore 25 time a month of perform time. That’s approximately 300 time a year -- almost two months of work!

1.4: Avoid Back to Back Meetings

Running from back-to-back conferences is not effective, because you get exhausted and get off track. Prevent off quantity of time in your schedule and take smashes. Making these smashes a routine improves of a routine, creating a frequent schedule to keep the mind organized. If you can afford it, take a 10- to 20-minute power nap after lunchtime, too.

2: Environment Management

Your office location as well as to your exclusive area. Workplace may not be the final frontier, but it is an essential factor for enhancing perform productivity. Here are a few space-related tips:

2.1: Casual Offsite Working

When you need to write a papers or research a subject, the lack of office disruptions will improve focus. Some companies are discovering that allowing workers perform from house has other advantages such as reduced travel time, smaller lunchtime periods and less sick and tired days. See how you can apply recorded techniques from China travel site Ctrip, the AIIM and Wordpress platforms to your own office.

2.2: Information Collection Negotiations

There are too many programs to get around -- e-mail, microblogging resources like Yammer, talk resources like Lync, public networking resources like Tweets and LinkedIn and functional systems like SAP, Oracle and Sales force. Make notices from each application appear in one place.

2.2: Switch Off Irrelevant Mobile Updates during Work Time

Don’t let programs disrupt your focus with frustrating pop-up information. Closed them off. Now. And limit verifying your e-mail to set periods during the day. You won’t repent it.

3: Focus Management

Put yourself in a position where you can concentrate on doing the right process for the moment:

3.1: Avoid Indirect Communication Styles i.e. Emails

Pick up the phone or walk down the area and talk straight to co-workers. For geographically distant folks, use talk. You can give precise route and clear up uncertainty quickly. How long lost perpetuating limitless e-mail discussions is mindboggling -- and the useless errors produced.

3.2: Minimise the Problem Complexity

This will slow up the feeling of excess and the delay associated with taking on big tasks. One practical way to do this is to look at Nimble techniques for handling your perform tasks. Created in the software development world, Agile’s big participation to process management is splitting big tasks down into short strolling. Having a solution in hand throughout the process decreases the anxiety of working with big tasks.

3.3: Develop Checklists

Particularly when you are over-worked or are working under deadlines, records keep you on track.

Most individuals affiliate a poor innovator with being docile, deferential, fearful or meek. While that may have some benefit, poor control can also be bombastic, pig headed, domineering, dictatorial and imperious. Even if you are effective at including to the main point here, offering in new customers or developing new items and solutions, if individuals are not looking for you out or struggling to be on your group, you are a poor innovator.

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11.       Burnout Impact

Being motivated and committed are essential characteristics for effective control. However, if you are extremely working your individuals or rolling through employees, than you are not successfully using your sources. You may take pleasure in your efficiency by doing more with less, but today’s achievements may challenge long-term business health.

Crisis control can become a way of life that decreases spirits and pushes away or decreases the potency of devoted individuals. With any company, there are times when you have to get rid of the late night oil but it should also be with here we are at your group to renew and refuel.

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22.       Avoid Challenging Task

A choice needs to be made and you are dance around the scenario. This can control from the need to be 100 % certain or not having assurance in your capabilities. So you keep delivering individuals off to discover more information to be able to get as near to 100 % as possible. Routinely you delay until the last possible time so if the choice changes out to be off indicate you can say “we” ran out of your energy and effort or “we” did not have all the information. Meanwhile, you keep up the procedure and have individuals rotating their tires looking for assurance (that more often than not does not exist) while other perform is not getting done.

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33.      Inadequate Direction

You are in a hurry to get a venture or task ongoing but you have not believed through what you want. You collect your group together for a quick kick-off conference and start considering out noisy. Your winding unfocused strategy outcomes in divergent tangents that are opposite and keep individuals puzzled. At the end of the conference, you still have not clearly conveyed tangible objectives and objectives and many dirty places are remaining start to presentation. Eventually, you’re making it up to the group to figure out and take the “I’ll know it when I see it approach”. As the group outcomes in the conference they silently sound, “Here we go again”. Understanding the task will be a disorderly blunder.

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44.      Team Minimization

Dressing down someone on your group in a conference or community establishing is a speed up to a bad popularity as an innovator. You may think that what someone did or said was ridiculous. Making a point of it in a conference only shows that you are volatile and a reduce rule. Weak control will constantly demean others as a way of developing themselves look or experience better. If someone is worthy of beneficial critique, do it in personal. Making a scene in a conference in which you make everyone unpleasant does not put you in power place. Quite the opposite, excellent individuals will not accept such activities and you will be remaining with a weak group that will provide average outcomes because they are scared of you.

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55.      Non-Execution of Commitments

You regularly jump into an essential customer conference, and to claim your place, you take when with huge actions and guarantees that you will individually see certain activities through. This makes you look excellent for when but once you have obtained your wonder with the consumer there is no adhere to through on your promise(s). You shift on to the next big thing and the relax of the group is remaining to select up the slack and figure out how to cope with what the consumer believes is a done cope. Eventually, this is will reduce your reliability and individuals will perspective you as all discuss and no activity.

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66.      Don’t Rely on One Person

This may seem like a wise choice since you will have more to select from and a higher possibility it will get done to your fulfillment. However, when individuals out, they will experience upset and disappointed because you have drawn several individuals away from their frequent task to perform on your unique venture. This is especially destructive if you do not use someone’s perform. It will indication that you do not believe in either of them enough to do the job. Or it will mean you take a scattershot strategy to handling the company expecting that something will keep. In either case, it will begin to deteriorate your management place.

77.      Improper Feedback

In purchase not to harm someone’s emotions, or to keep them satisfied, you do not offer sincere workable reviews. This can be about their efficiency, chance of being marketed or whether you see them as a long-term gamer on your group or with the company. By cloths the problem you make impractical objectives for the person on your group and misunderstandings when intended guarantees are not kept. Left uncontrolled, individuals will place little support in what you say supposing everything that comes out of the oral cavity area is a half-truth. Providing challenging, yet reasonable, reviews is a characteristic on a powerful innovator. In the lengthy run, individuals will appreciate your candor.

Being a powerful innovator needs equivalent quantities of self-awareness, self-management and humbleness.

The exclusive office is now more the standard than the exemption. Technology such as Skype and GoToMeeting and free conference phone calls allows companies to provide employees with a versatile routine where they don't all have to be under the same ceiling. For the worker, the exclusive perform lifestyle makes room for a better work-life balance. For the company, it increases the share of certified employees since location is no longer a barrier or a cost aspect when choosing for a position. If that individual is the right individual for the job, then operating slightly could be the perfect fit.

Elisette Carlson -- creator of SMACK! Press, a marketing and PR company targeted on impressive and genuine manufacturers in sports, health and fitness -- has a group of six distant employees. She considers that there are useful benefits and drawbacks to having a exclusive group, "including more efficiency." "There are less conferences and more a chance to produce what’s essential," she says. "We don’t get slowed down with office disruptions, water-cooler talk or conferences and instead are targeted on our every week objectives and projects at hand. Again, if you can handle your own time, we all find ourselves to be more effective."

But that same efficiency can lead to less connection between associates, Elisette confesses. "The lack of ability of being able to have group breakfasts, meals or even beverages is skipped," she says. "We make up for it with Skype or FaceTime and do our best, but this does not and will not ever substitute real-time." For a worker operating slightly, the exclusive perform lifestyle offers the ability to perform versatile hours, avoid office state policies and handle his or her professional and family lifestyle. But the compromise, a deficiency of experience time with mature control and other associates, can be difficult to get around.

"Corporate configurations have an advantage that is often neglected. Employees have to be able to achieve out to one another for concerns, clarifications and skill-building guidelines," says web developer Nay Ayache, who works slightly on my group. "An exclusive office does not provide many possibilities to ask for help or learn from co-workers. An exclusive group must always remember that operating in different configurations indicates having different tempos and that the lack of ability to see each other’s stresses does not eliminate their lifestyle." While dealing with a exclusive group has its benefits, it can be difficult for some companies. Here are a few guidelines for operating an effective distant operation:

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)        Work Plan Management

Prepare an everyday or every week published strategy describing what is predicted of each individual on the group. This way, everyone can keep a record of their projects. Since employees will continue to perform from different places, use a venture store system to keep everyone in touch. There are several venture store systems available. I use Basecamp to connect with my group. As projects are modified, each individual on the group, as well as customers, are informed.

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 )        Set Regular Interaction with Team

Virtual office marketing communications depend mainly on e-mails and telephone phone calls, and the deficiency of experience time with managers and co-workers also indicates that there is a deficiency of everyday reviews about efficiency. When a worker cannot see his or her administrator in individual, they skip the information offered by non-verbal hints, such as gestures and face expression. A solution is to collect the group once a month for an exclusive conference using Search engines Hangouts, Skype or other interactive video software and discuss ways to develop skills jointly.

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 )        Communication Planning with Employees

Set a moment at the beginning of the day to connect with your group by cellphone to evaluation and response any concerns. Emails are excellent, but a lot can get missing in interpretation. A active administrator may response to an email with “that’s OK,” and the exclusive worker might read the response and understand the interaction in the wrong way. A trip allows everyone to listen to what is being said and obvious up any uncertain issues.

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           Team’s Expectations Knowledge

Since there is no chance of operating into the manager in the office, it is essential for you to check in regularly with your group to see how they are doing and if they are on monitor with regards to accomplishing their objectives. Similar to operating in a conventional office, a exclusive office should provide an worker to be able to develop. Be obvious and know what you have to provide them continuing to move forward.

1: Introduction

Strategic human resource management is an outcome of globalisation (Hassija, 2014). HRM practices have been changed globally due the economic, political, legal and technological factors affecting business management practices. Therefore, there is a strong need to develop clear understanding of the impact of external factors on HRM practices. This study has been designed to critically analyse the “External factors are uncontrollable and dynamics in HRM” statement. To critically evaluate the above statement, the researcher has analysed the impact of external factors on HRM practices. The impact of economic, legal, political, demographic, cultural and technological factors on recruitment and selection, compensation and benefits, training and development and performance management has been analysed with the help of examples. At the end of this study, the researcher has put a coherent, comprehensive and logical conclusion.

2: Impact of External Factors on HRM Practices: Scope and Nature

“External factors are uncontrollable and dynamics in HRM”, the statement proclaims the inevitable importance of influence of external factors on HRM practices. That is the reason why HRM practices vary from organisation to organisation at national and international level. Human resource management is being considered one of the vital factors affecting organisational performance; because it is human resource that can provide competitive advantage in highly competitive business environment (Noe et al., 2012). In this regard, the most important issue which should be addressed is rapidly changing environment faced by HR managers. There are several factors that affect the roles and responsibilities of HR managers and HR practices within the organisations. Internationally, the most important factors which can affect HR practices within the organisations are international economic conditions and technological advancement. At national level; economic, legal and political circumstances, cultural and demographic factors are the factors which affect HRM practices. In changing business environment influenced by external national and international factors the traditional and basic HR practices are becoming insignificant (Hassija, 2014). Therefore, to solve such external issues HR managers ensure to develop HRM strategies. International HRM is a particular example of changing HRM practices with effect of globalization (Torrington et al., 2008). So, it can be concluding that external factors are uncontrollable and dynamics in HRM.

2.1: Impact of Economic factors on HRM Practices

Economic factor is one of the biggest external factors which have altered the HRM practices directly or indirectly. Country’s economic conditions are directly related with labour market and labour supply which subsequently affect the recruitment and selection patterns of the organisations. Moreover in labour market, the decrease in supply of particular skilled labour shapes the training and development strategies of organisations. Per capita income and DGP decides the minimum wage rate which is the part of compensation and benefits (Hassija, 2014) and according to Varma & Budhwar (2008) negative GDP drives cost cutting and rigid HRM practices. Several HRM practices linked with relative economic prosperity of the country as Torrington et al. (2008) explained the economic conditions of UK and discussed the lack of particular skilled labour in many industries of UK in relation with unemployment. Vosa (2010) conducted a study on the relationship between economic instability of Estonia and HRM practices and found that economic instability has influenced the HRM practices. Vosa (2010) found that Recruitment& Selection, Training & Development and Reward Management practices has influenced the most. Companies of Estonia started maintaining basic in-house training programs instead of paying external trainers. Companies also canceled performance appraisals and salary negotiations. Similarly, Varma & Budhwar (2008) explained that the number of tourists in Fiji declined from 585,031 in 2008 to 542,186 in 2009 due to global financial crisis. The phenomenon results in labour cost cutting and suppressing employees’ wages practices in tourism organisations of Fiji.

2.2: Impact of Legal factors on HRM Practices

Political and legal environment of a country actually gave birth to the standard HRM practices within the public and private sector organisations. Legal factors which affect the HRM practices are government labour policies, economic policy, national labour laws and health & safety regulations (Sylwia, 2013).With the passage of time more concrete and specific legal laws have developed to safeguard the employees at workplace. According to Kramar et al. (2014) Equal employment, Sexual harassment prevention, Safety and health management, Union contract grievances and Disability accommodations are the modern HR related laws which is being practices globally. Implementation of all these laws is different in every country according to their government policies and legal framework. Legal framework decides the application of different HRM practices through labour and employment laws. Researchers have found that legal framework of a country (labour laws) has direct impact on HRM practices (Varma & Budhwar, 2008). Labour policy addresses the companies on labour laws, minimum wage law, labour practices and compensation and benefits. British American Tobacco is a large multinational corporation operating a subsidiary company in Fiji. The company is providing the facility of maternity leave and paternity leave as well. In Fiji, British American Tobacco subsidiary obeying the legal requirements imposed by the government through Essential National Industries (Employment) Decree ERP (2007). Maternity leave is a requirement of ERP (2007) but at the same time, company is also providing paternity leave according to UK standards of managing employees.

2.3: Impact of Demographic factors on HRM Practices

Demographic factors are the characteristics of workforce such as gender, education level, race and cultural background (Varma & Budhwar, 2008). Ratio of men and women in workforce and the cultural diversity has its impact on organizational performance. On the other side demographic factors have an impact on HRM practices within the organisations. Organisations now have to keep balance in gender, racial and ethnic diversity (Kramar, 2014). Moreover, companies now have to design jobs by keeping the work-life balance in consideration. Thus, demographic factors have its impact on HRM practices related to HR Planning, Recruitment & Selection and Workplace Security. Varma & Budhwar (2008) stated an example of Hotels Industry of Fiji. They explained the employee turnover ratio in different departments and according to them the ratio is comparatively high in Cleaning and Food & Beverages departments when compared with Front Office. So, the companies are practicing different employee motivation and retention strategies for both types of employees.

2.4: Impact of Cultural Factors on HR Practices

Cultural factors are very complex to manage for HR professionals and with the passage of time many new practices have been observed in HR field to manage the culture. In large organisations, people from different cultures are hired which create the diversity and mismanagement of diversity can cause big damages to organisations (MacKay, 2005). According to MacKay (2005) every organisation has its own culture and employees tend to adjust themselves in that culture. He further stated that ethical behaviour has become a central focal point in those cultural values. This is the reason it has become a common HR practice to design an ethical code of conduct at workplace which every employee has to sign and follow. Meshksar (2012) stated that in today’s time of globalisation, cultural factors impact on HR practices cannot be ignored. Meshksar (2012) used Hofstede model and investigated the impact of cultural factors on HR practices and found that although culture is a factor which is responsible for reshaping many of HR practices. But HR practices redesigning is not confined to cultural factors only. It also includes socio-economic factors, political & legal factors and technological factors. He concluded that in high power distance countries such as Belgium, central decision making is executed regarding the recruitment and selection process, training and development process, pay and benefits process etc. Meshkar (2012) also found that in countries with collectivism culture the hiring is mostly done in organisations internally while in individualistic countries hiring process is executed through external sources such as advertisements, hiring agencies and from institutions.

2.5: Impact of Political Factors on HR Practices

Political factors are one of the major forces which are responsible for a company’s mission and strategy (Singh, 2010). Noe et al. (2012) found that political & legal factors are one of those factors which affect HR practices.

Figure 1: Factors Affecting HR Practices (Source: Noe et al., 2012)

Kokkaew & Koompai (2012) stated that in Thailand political factors have also affected HR practices. They further stated that government policies in any country also pose some threats and hurdles for HR professionals. For example in Thailand the minimum wage level is very high set by government and it has posed a threat to HR managers to cope with this issue because this matter has increased the labor cost for companies (Kokkaew & Koompai, 2012). Labor cost is the major proportion of cost structure in most of the Thailand manufacturing organisations (Kokkaew & Koompai, 2012). Tayeb (2005) also developed a model which shows the flow of the impact of political factors on HR practices.

Figure 2: Impact of Political System on HR Practices (Source: Tayeb, 2005)

In some countries such as Lebanon political factors also a part of recruitment process. For example in Lebanon, the selection criteria for applicants who apply for bank jobs is not confined to education and experiences only. It is also compulsory for candidates to provide the references of some politicians because it is the central practice of HR in Lebanon and this process is known as Clientalism (Nakhle, 2011).  Moreover in Lebanon, workers are not allowed to discuss politics at their workplace so HR managers have to ensure the strict adherence of these types of rules as well in Lebanon (Nakhle, 2011). Shaw et al. (2013) also investigated the impact of political factors on HR practices in the markets of Hong Kong and Singapore. They found that in Hong Kong government has adopted the policy of non-interventionism while in Singapore government has been monitoring the HR practices and government is heavily monitoring the pay & incentive systems so HR professional has to make it sure to comply with government rules and regulations.

2.6: Impact of Technological Factors on HR Practices

Technological advancements are affecting all the fields of life. Impact of technological advancements can be observed in every field of life. Businesses have been transformed from industrial state into information technology age with the passage of time (Ensher et al., 2002). Long (2009) investigated the impact of information technology (IT) on HR functions and found that IT has been influenced the HRM functions positively. He further stated that IT has transformed HRM into strategic HRM. He also concluded that HRIT (Human Resource Information Technology) has helped management activities to be more effective and efficient. Johnson & Gueutal (2011) also described the importance of impact of technology in the field of HRM and HR practices. They urged upon the fact that in today’s advanced technological era it has become essential for HR professionals to be expert not only in HR skills and but also be proficient in applying their HR skills through the efficient usage of technology. Ramirez & Fornerino (2007) also investigated the impact of technology on HR practices on the basis of neo-contingency approach and found that technology has played an effective role in reshaping the HR practices in business environment. According to MacKay (2005) IT has affected the efficiently of hiring process. With the help of technological advancements we now see online recruitment process everywhere while in the past companies when wish to hire the employee call for application through advertisement. Afterwards, a lot of applications were received in hard copy and companies have to go through all the applications manually while in recent times, companies provide online application forms where applicant information is processes with certain conditions and then only those candidate data is shown which fulfills the job criteria.

3: Conclusion

It is concluded that external environment of the business is changing with rapid pace so it has become essential for HR professionals to get ready to cope with the changing requirements. It is also concluded that external factors around the business are not controllable and they have intense impact on business performance. These factors not only affect business performance but also enforce the HR professionals to take necessary measures to cope with issues due to the impact of external business factors which results in re-designing of HR practices. These external factors include economic factors, legal factors, demographic factors, cultural factors, political factors and technological factors. All these mentioned factors have transformed the HR practices with the passage of time and now HR practices have become more efficient in delivering the value to organisation through changing the system of recruitment & hiring, training & development, and compensation and benefits. In the end, the researcher has concluded that the statement given in the start of this study is true because all external factors are affecting HR practices around the globe and these factors cannot be controlled as well.

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