In this report I will be assessing internal and external factors to consider in Human Resources

Internal:

Organisational needs: The workforce needs to be able to change when necessary. For example different demand for products and services will change the number of people needed in certain areas of the business. Businesses may move into new markets, such as branching abroad , this means the staff will need new skills such as learning new languages. More employees may be needed in distribution if the business expands. Technological change can also affect the internal working arrangements for example new technology may lead to less staff needed so they will be made redundant, this may also lead to new training being needed such as working self-checkouts or online shopping.

Workforce profiles: This means that a manager can view and monitor the types of employee working for the business. They include details such as age, gender, ethnicity and availability. Knowing ages can help you plan for the future in ways such as retirement or pregnancies etc. Profiling the qualifications and training of your workforce allows a business to make use of any special skills staff members have, such as second languages or knowing how to use certain software or machines.

Skills requirements: Analysing the skills of a business’s workforce is a very important part of human resources as it allows a business to create a profile of the experience, training and qualifications that current employees have. This is essential whether the business is labour or capital intensive. As the type of work changes within a business, so do the skills requirements. A business must assess the skill levels of its workforce in order to plan for the future.

External:

Demand for products and services: A business may have to change its HR requirements or staff based on the natural changes in