Managing human resources

This report will examine the various ways in which organisations have changed since the 1980’s, explaining how external influences such as Politics or Economics have helped organisations evolve. It will also explain how these changes have impacted on the workforce and in particular on job selection.
The various external influences upon an organisation can be shown in the diagram taken from Mullins (2002, p111). See Appendix 1.
Politics have had a major influence in changing organisations. For example, the changes in legislation on paternity leave (// 12/10/03) mean that male employees can choose to take either one week or two consecutive weeks’ paternity leave, and also are entitled to Statutory Paternity Pay (SPP) from their employers which is currently 90% of their weekly earning. This is due to change with the proposition of the forthcoming Work and Families Bill ( 12/10/05)which will give fathers the legal right to six months’ unpaid paternity leave during the first year of their baby’s life. This has major financial implications for many organisations especially smaller business such as independent travel agents who cannot afford to give workers the time off.
‘Reductions in the labour force have probably been cited as the major consequence of the change process induced by privatisation, since public-sector companies are traditionally associated with over-manning’ (Parker & Hartley, 1991; Parker, 1992; Haskel & Szymanski, 1994 cited in Cunha and Cooper, 1998).
The major political force for change in the 1980’s was Margaret Thatcher. Thanks to her radical new policies, many organisations were forced into re-thinking their policies, along with the ending of the Trade union’s closed shop practices. As Simon Heffer (The Daily Mail p.14 13/10/05) wrote; ‘…her programme of deregulation caused hundreds of thousands of opportunities in the service sector and truly ‘modernised’ Britain’s economy.’
Since the 1980s most of North America and Europe organisations...

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