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Business issues and the contexts of human resources
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Executive summary
Business issues have been one of the major contexts of HR. This has contributed effectively on organizational development. The major focus of the researcher in this topic will be to assess key features on performance appraisals and other areas of business. The researcher has studied major forces that shape the HR agenda. In order, with Harvard and Ulrich model, the researcher has studied organizational effectiveness on business ethics and accountability positions. Moreover, the researcher has studied core aspects of organizational and HR strategy on business environment and planning attributes. Thus, through SWOT analysis, the researcher has initiated vertical and horizontal aspects of business planning and strategies on major policies and plans.

Table of Contents Introduction 4 Identification and analysis of the major forces shaping the HR agenda in the organization (AC 3.1) 4 Examination of HR roles within the organization that contributes to organizational effectiveness, business ethics and accountability (AC 3.2, 3.3, 3.4) 5 Flow of human resource 7 Reward systems 7 Employee influence 7 Work systems 7 HR contribution to design and implementation of organization’s business and HR strategies in describing the techniques and tools required to analyze the business environment on planning purpose (AC 4.1, 4.2, 5.2) 9 Management capability 9 Enabling system 9 Cost and control 10 Competition 10 SWOT analysis 11 Strengths 11 Weaknesses 11 Opportunities 11 Threats 12 Vertical and horizontal integration of strategies within the organization (AC 4.3) 13 Identification of HR role in business planning and strategies, policies and plans that make good provisions on costs (AC 5.1, 5.3) 14 Annual operation plan 16 Key performance indicators (KPIs) 16 Business priorities 16 Conclusion 16

Introduction
Human resources have always contributed to business in all agenda. This has maximized the employee performance effectively through strategic objectives and major goals for the organization. HR policies have primarily focused on the aspects of business that includes training and development, employee recruitment and performance appraisals (Stone 2013). It is seen that on major startup companies, the strategic decision-making process is involved with individuals and other employees. HR departments are striving ahead to get success by hiring new employees that give a good flow of work and increase productivity for the company. The main purpose of the research will analyze major forces that shape the HR agenda. It also has a good contribution to organizational effectiveness, ethics and accountability. However, the researcher has identified that new implementations would analyze the business environment through proper planning and contribution (Werner, Fay and Popper 2012). The researcher has also explained different models to maintain effective communication that form a benchmark on HR polices. In order, the researcher has implemented horizontal and vertical integration on SWOT and STEEPLE analysis on the business environment. Thus, the main event would be to examine the HR functions and develop a strategy that would shape the organization for its betterment.
Identification and analysis of the major forces shaping the HR agenda in the organization (AC 3.1)
In this research, the researcher has taken suitable objectives to analyze the forces that shape the HR agenda. As commissioned by the Chief Executive officer of the organization, the role of the researcher would be to assess aspects of managing HR functions that shape the organizational strategy (Snell and Bohlander 2013). The vision of an organization is to provide support and services to major people. Thus, the organization’s agenda would be to listen to its customers that can act professionally and quickly. This will monitor the organization’s value on a regular basis in making differences among people. Moreover, this will create a workforce environment on high skilled workers and employees. The workforces will help the people to live healthier and longer in near future. It is essential to have a distinctive identity and a strong workforce that would make good environment. This will play an influential role on HR agenda and other working areas (Papalia et al. 2012).
The researcher has identified the external forces that shape the HR agenda through competition, marketing area, changing face of organization and the economic trends. Increasing expectations of major customers and competitors would offer services that are similar but the talented people would rely on the best products that would be useful in future. In order, to see that there is right number of people available, the organization would demand good partnership with the management terms on HR workforces (Michel 2014). However, HR has provided the right environment where people can learn to develop their goals and establish themselves through innovative learning procedure. This approach will be recognized by the major people to contribute towards organization success. In addition, investing human capital would provide best customer service through its channels and to its members. Hence, the major forces that shape the organizational agenda would offer its employees through open environment in encouraging ideas and helping its employees on informal culture (Mayes and Lewis 2012).
Examination of HR roles within the organization that contributes to organizational effectiveness, business ethics and accountability (AC 3.2, 3.3, 3.4)
The researcher has examined HR role that contributes to organizational effectiveness, business ethics and accountability by studying CIPD HR model and Harvard model.
Creating competitive advantage has an ethical perspective that works with management on partnerships and chains. This will reflect the business needs that work with people in directing and tailoring services on unique aspects. It is seen that all business units are mainly involved with the directors (Kontopodis 2012). Thus, it is done on all departments that deliver high level of performance on customer benefits and its bottom line. The individuals associated with organizational performance will sustain through: * Leadership and management practices * Performance management * Facilitating effective change in management * Development and training on management terms * Recognition and Career development
The administration and training developments on business units will make effective change on organizational development, management development, business technology and training, information systems, HR systems and resource management (Joshi, Liao and Martocchio 2011). The HR system works as a strategic partner in playing a role on finance operations and other business departments. Thus, the objective would be to provide high returns on the business investments among major people. Now, to give a proper idea about the research, the researcher has taken Harvard model to make an impact on major roles of HR. It sees employees as the major resource. It also emphasizes issues that are involved with people on decision-making process and to develop organization culture that is based on teamwork and culture. This model shows that it has shared goals that involve control and coordination in minimizing status and culture. It is also involved with the multiple stakeholders where employees seek to perceive interest from other stakeholders, unions, and government (Jackson, Schuler and Werner 2011). The HR has outlined major policies that involve:
Flow of human resource
The HR has managed the flow of people within the organization through selection and recruitment procedure. This is made through the organization by promotion, appraisal and placement and last if termination is involved in it. Moreover, it also makes sure that the right numbers of people are available on business needs (Holmqvist and Spicer 2013).
Reward systems
Even so, the business units are involved with a separate reward system in major places. It will have common purposes in attracting and motivating employees through organization’s involvement.
Employee influence
People are the main area of organizations. They will make views and concerns in giving an equal importance to major customers and stakeholders (Gómez-Mejía, Balkin and Cardy 2012).
Work systems
It is seen that the ever changing of business needs has made good use of information and technology through best possible outcomes within the organization.
The individual HR function also concentrates on the Ulrich’s model, which have the business units in their own separate departments. It will deal with effective strategies that concentrate on administration and other areas (Gibbs 2012). This also defines key responsibilities and roles of major human resources. The researcher has integrated key HR tasks that will focus on the different initiatives visible to the employees and managers of the organization. In order, the model shows how to increase the productivity on support and innovations in development purpose.
The code of personal ethics shows a major contribution in determining how employees create brand personality and brand value. This includes individual business units that have their own pursuit of conducting values. For example, training and development department units have their own way of conducting ethics that includes integrity, responsibility, independence and objectivity. Therefore, all the core values and ethics are considered for organizational development (Gerrits 2012). It is mentioned that the employees try to make relation on various policies to treat customers through security matters, data protection policies, and health and safety acts.
HR role also contributes effectively on major providers in terms of accountability. This delivers policies and procedures that will closely work with media policies on risk management and other fraud protection acts. HR role owns on sustainability policy and corporate responsibility that will expertise good area of using communities and business. However, it covers major areas that include employee support, volunteering, community health, and creating partnerships. This will also minimize the impacts on affiliations and environment like the business-minded organizations. However, the HR role on major groups will provide encouragement, support and motivation to employees (Ganser and Piro, 2012). Thus, this will conduct various activities to fulfill corporate responsibilities through employee participation. The accountability framework also establishes work support that administers on actions and decisions through organization’s support and its consequences. This will establish the agency head in maintaining effective human resource management policies. In order, delegating HR management policies will monitor responsibilities through various terms and conditions of Corporate Human Resource Management Policy Framework (Fisher 2012).
HR contribution to design and implementation of organization’s business and HR strategies in describing the techniques and tools required to analyze the business environment on planning purpose (AC 4.1, 4.2, 5.2)
It is seen that all organizations will focus on the same activities and actions in undertaking long-term objectives and goals. The vision of an organization will be to support planned strategies that will form good organizational development through two objectives that are as follows:
Management capability
The objective of an organization will develop through recruitment, training, and development process. The validated process will develop the managers of the organization to meet the business challenges in future probably (Devonshire-Ellis, Scott and Woollard 2011). This will also involve different strategies that include core competencies, succession planning, performance management, change management, career development and other feedback tools on customizable questionnaires.
Enabling system
The objective is to meet developing culture through performance-oriented programs. It would also include success measures that cascades through different level of organizational development through business priorities. The departmental objectives will have a specific foundation that will turn into SMART objectives on a consistent basis (Dahl 2014). Thus, this will set the performance level of employees in depending on their roles and business units.
Organization does not fit properly in making relationships between business strategies and HRM but it will work on the theories that will give an effective result. It is seen that employees are the key aspects that shows good behavior in an organization. However, individual will promote themselves effectively through management functions, systems, processes and the organizational strategy. Thus, in a resource-based approach, the focus of an organization will be to sustain competitive advantage through human capital and to develop its employees through good knowledge and skills (Boylan 2014).
Now, to discuss the key aspects of business and HR strategies, the organization will find its current position to make it eventful on market environment. Thus, the objectives to be achieved for organizational development would include through:
Cost and control * Utilizing the resources that will form productive in a effective manner * Recruiting and retaining skilled staffs * Training and development patterns to perform organizational effectiveness with various employees * Flexible working patterns on business needs
Competition
* Updating products and services that are offered for good support on organization’s development (Bondarouk and Olivas-Lujan 2013). * Best customer service on other business levels * Designing and offering effective policies to the members of an organization
SWOT analysis
Meeting HR’s role has also analyzed SWOT analysis that would form strengths and weaknesses on internal factors and opportunities and threats on external factors.
Strengths
* There would be no involvement of shareholders as it enables profits to utilize better customer service and products to customers * People would also promote knowledge on various workforces among various consultants and providers. This will be driven through a customer-work force culture (Bai 2012). * Operations on various organizations would provide a good work environment to satisfy human needs.
Weaknesses
* If the profit margins are not gained, there will be not enough money to increase business. * Mixing workforce and serving long-term support will resist good change on departmental areas of organization (Bach and Edwards 2013). * Due to high turnovers over staffs, the operations would form a change of demands over business.
Opportunities
* Partnerships will make good sustainable positions on organizational control. * There will be higher number of consultants and workers involved in the organization (Fisher, 2012). * Availability of service providers will restrain good impact on decision-making process and other funding areas.
Threats
* Competition would develop the major providers with low interest rates. * Increasing customer demands would form a change behavior among employees due to globalization. * Outsourcing business would form a competitive environment but transformation would fall down (Kontopodis 2012).
It is important to have a look on the environmental aspects that will affect future forces on direction and goals of the organization. Environmental planning includes various external factors like markets and trends and internal factors include workforce and infrastructure. The STEEPLE analysis for an organization would affect organizational change through major forces that are demonstrated in a tabular form: Political factors * Attitude * Government stability * Political instability | Economic factors * Consumer confidence * Inflation rates * Monetary policies * Economic growth | Social factors * Income distribution * Demographic changes * Social mobility * Lifestyle changes | Technological factors * Development and new inventions * Technological transfer * Change in information technology * Life cycle | Legal factors * Tax policies * Safety regulations * Competitive regulations * Employment laws | Environmental factors * Environmental regulations * Protection | Table 1: Environmental planning aspects
Vertical and horizontal integration of strategies within the organization (AC 4.3)
Vertical integration works on the major practices that are developed for the operations to provide good support for organization’s control. It also describes the management styles that will bring supply chain under a common work environment (Mayes and Lewis 2012). This method includes vertical monopoly as it controls the subsidiaries that produce inputs of an organization. However, the purpose of the organization will provide good support to its customers and employees. Thus, it would result in effective and affordable policies to its major customers.
Horizontal integration may be defined as the HR functions that are closely inter-connected and inter-related with each other. This would achieve through a business unit that will look forward among skilled employees on customer service, nursing and administration sector, and information technology. In order, the HR policies will lead to internal resourcing and recruitment that would have a major plan for performance management, recognition, and employee relations (Penner 2012).
Identification of HR role in business planning and strategies, policies and plans that make good provisions on costs (AC 5.1, 5.3)
The global expansion of major organizations has resulted in good taste in its policies and functions. This would ensure good support among its employees to look forward to a changing environment. However, creating demand to most customers in fast changing environments will last long. The most organization would expect high standards from its team members because they have proposed good opportunity in the selection procedure. In order, they would enhance effective support for most successful brands that are produced in the market. HR has been one of the major parts of organizational development that would form various group functions. This has a good role to play in achieving fundamental positions and goals of an organization. It also makes sure that the business units has a right level to work with major people associated with the environment (Holmqvist and Spicer 2013). The researcher has also introduced major positions that will play a good role in HR planning and development. Flexible work hours, change of employment contracts, inter-departmental transfers have resulted in good work positions on HR agendas. This will also look at the environmental consequences that satisfy the business needs of HR under change management team. Thus, the major changes that have caused planning aspects of an organization are as follows: * Challenges of growth in the global market have increased experimental behavior of an organization. * Due to technological changes, the aspects of work environment would make effective considerations and processes in changing the demand for the organization. * Customer pressure also looks forward in promoting options at a better price in lowering the costs consequently (Joshi, Liao and Martocchio 2011).
However, it was seen that HR’s involvement in work various aspects was identified through a series of events that are as follows: * Making the resourcing policies and recruitment better * Advising team members will have effective considerations on their career development and through transferring new opportunities (Penner 2012). * Making sure that communication between major employees is consistent. Thus, this will work well in major departments and other field areas. * Helping HR policies to make change events on motivation and performance management
Now, the researcher will measure the organizational effectiveness through business priorities. It is said that what gets measured should get good attention and should be done. Therefore, to keep the business priorities focused and accountable, the key objective will be to assess the set up of annual processes that organization will bear in the coming years (Prados de la Escosura 2013). However, these have a key relevance on organizational support in meeting what business demand from its employees. This process would also have a similar contrast with the performance management among its employees. The organization has initiated a three-year strategic plan that will describe the direction of individual business units over the next three years (Reis and Jellum 2012). Thus, this plan would be completed every year with the good support of the organizations. In addition, the business units would be evaluated through effective management tools that operate through:
Annual operation plan
This will be a detailed preview of the financial targets that individual offer on major departments (Renckly 2011). It includes costs, profits, sales targets, etc.
Key performance indicators (KPIs)
These are the set of effective components, which operate through customers and people on various performance metrics (Shaw 2014).
Business priorities
This readily accepts change among various individuals that offers good environment.
Thus, performances of major employees are measured through brand values and behaviors that will be easily delivered and maintained. These are also maintained through different indicators that involve performance review, developmental plans, and the HR administration policies. Since the performance indicators work closely on training and development positions, it would measure human capital through work culture and its administration policies (Shek, Sun and Merrick 2013). Thus, management, administration and training and development will work effectively to manage people and to set key objectives in business.
Conclusion
The research concludes that human resources have always contributed to planning and development areas in business. HR roles have effectively utilized employees and customer in training and development, performance appraisals and recruitment process. The researcher has identified major forces that shape the HR agenda as revised by the CEO of an organization. In order, the researcher has played a key role in the organizational effectiveness on various business ethics. Moreover, the flow of human resources has carved a treaty to set business environment through proper planning purpose. Hence, the main aspect of this research is to develop functional objectives and goals that make it eventful in near future.

Reference List
Bach, S. and Edwards, M. (2013). Managing human resources. Hoboken, N.J.: Wiley.
Bai, Y. (2012). Sustainable transportation systems. Reston, VA: American Society of Civil Engineers.
Bondarouk, T. and Olivas-Lujan, M. (2013). Social media in human resources management. Bingley, U.K.: Emerald.
Boylan, M. (2014). Business ethics. Chichester, West Sussex: John Wiley & Sons, Inc.
Dahl, A. (2014). Definitions and Developmental Processes in Research on Infant Morality. Human Development, 57(4), pp.241-249.
Devonshire-Ellis, C., Scott, A. and Woollard, S. (2011). Human resources in China. Heidelberg: Springer.
Fisher, S. (2012). Governing for sustainable urban development. Planning Perspectives, 27(4), pp.661-662.
Ganser, R. and Piro, R. (2012). Parallel patterns of shrinking cities and urban growth. Farnham, Surrey, England: Ashgate.
Gerrits, L. (2012). City futures: Confronting the crisis of urban development. Planning Theory, 11(2), pp.215-218.
Gibbs, R. (2012). Principles of urban retail planning and development. Hoboken, N.J.: John Wiley & Sons.
Gómez-Mejía, L., Balkin, D. and Cardy, R. (2012). Managing human resources. Upper Saddle River, NJ [etc.]: Pearson.
Holmqvist, M. and Spicer, A. (2013). Managing 'human resources' by exploiting and exploring people's potentials. Bingley, U.K.: Emerald.
Jackson, S., Schuler, R. and Werner, S. (2011). Managing human resources. Mason, Ohio: South-Western.
Joshi, A., Liao, H. and Martocchio, J. (2011). Research in personnel and human resources management. Bingley, U.K.: Emerald.
Kontopodis, M. (2012). Neoliberalism, pedagogy, and human development. New York, NY: Routledge.
Mayes, L. and Lewis, M. (2012). The Cambridge handbook of environment in human development. Cambridge: Cambridge University Press.
Michel, G. (2014). A Developmental Psychobiological Approach to Human Development. Research in Human Development, 11(1), pp.37-49.
Papalia, D., Olds, S., Feldman, R., Martorell, G. and Papalia, D. (2012). Experience human development. New York: McGraw-Hill.
Penner, R. (2012). Hotel design, planning and development. London: Routledge.
Prados de la Escosura, L. (2013). World human development. London: CEPR.
Reis, A. and Jellum, C. (2012). Rail Trail Development: A Conceptual Model for Sustainable Tourism. Tourism Planning & Development, 9(2), pp.133-147.
Renckly, R. (2011). Human resources. Hauppauge, NY: Barron's Educational Series.
Shaw, W. (2014). Business ethics. Boston, MA: Wadsworth, Cengage Learning.
Shek, D., Sun, R. and Merrick, J. (2013). Positive youth development. New York: Nova Science Publishers.
Snell, S. and Bohlander, G. (2013). Managing human resources. Mason, Ohio: South-Western.
Stone, R. (2013). Managing human resources. Milton, Qld.: John Wiley and Sons.
Werner, L., Fay, R. and Popper, A. (2012). Human auditory development. New York, NY: Springer.

Appendix
PESTLE analysis

SWOT analysis…...

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...That is why in this climate I can insert the argument of the competences I have discussed before, the transversal competences, made known in 1973 by David McClelland to the publication of the article “Testing for Competence rather than Intelligence”. He was the scientist that through a long series of empirical investigations, he reach the demonstration that an excellent performance on the work place could lead not only to the technical and specialised competences, or to the IQ of the employee but also and most of all to a series of soft skills such as personality, motivation and the concept that individual has of himself, a sort of self-actualization, that are all the intrinsic and durable values of the subject. The second part of the dissertation describes, in concrete one of the project I was involved during the internship in Dubai at Global Management Consultants where I was taking part of the training delivered for one of the biggest Retail Company of Middle East, called Sharaf DG. The aim was to understand how all this work in concrete and which are the real benefits, once an organization look for soft-skills trainings for her employees. Sharaf DG is a Retail Company of Electrical Devices that only in Dubai has thirteen stores, most of all in the biggest Malls of the city. 2.0 Introduction 2.1 Introduction “Every shape to authentic instruction crosses through the experience.” J. Dewey. Always, more often in the last years, we listen to people......

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...DISSERTATION PLANNING The Hypothesis ← This is a premise based on observation of known facts, which can be tested. ← Your dissertation subject must have a hypothesis, ie you must set out to prove a statement is true. Aims and objectives ← Clearly identify the aims of your dissertation. ← List the objectives that you must meet to achieve your aims. ← Keep this list with you at all times when writing the dissertation. Time scales ← Collecting primary data can be very time consuming. ← Reading is a major aspect of your dissertation. ← Planning and structuring are key to your successful completion. Structure ← There is a formal layout for dissertations. Some departments may vary in their requirements. Check with your course tutor. ← Follow the structure closely. ← Within each section, plan how you will present your material. ← Use sub-headings to identify the flow of your argument and the representation of your data. ← You can always remove the sub-headings later. ← If you are told your structure can be less formal, beware! You have a much more difficult task on your hand. 10,000 words without an element of formality requires serious navigation tools. Focus & Presentation ← It is very easy to lose focus with such a major work. ← Every part of your dissertation must address the hypothesis. ← Students are inclined to pay attention to neatly laid out material, but ← Will fail to correct spellings and punctuation errors. ...

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...interesting at a company and even more with the arrival of new technologies. I want to make my dissertation on this, because I want to expand my knowledge about marketing, and so remain in the trend by taking the e-marketing with e-commerce also. Then I think it's a relevant topic in the current period in which we live, we must know that the new generation of people is increasingly technological and use it for everything. And this new generation of people will become the largest share of customers in stores. Then it is important to understand the role of new technologies, either at the level of consumer behaviour but also about improving sales processes and marketing techniques. To complete my "literature review", and thus improve my analysis, I will prepare a questionnaire on consumer behaviour in order to give a conclusion on the arrival of new technologies and consumer behaviour. I do not intend to target a group of people for the questionnaire to be given a general, but thereafter may be the same questionnaire again with only a group of people from the Generation Y or Z. I would also do a research in stores to get record on e-commerce, these aspects but also on marketing technical implementation in line with the new information and communications technology. This store could give me feedback in terms of its e-commerce, and confirm my reading experience review. Throughout my dissertation, I will liken my own research but also questionnaires and interviews in order to give......

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