Savannah Engineering, Inspection and Insurance Company's (SEIIC's) primary recruiting need is for engineering and technical personnel. Over that last two decades, these professions have generally been

Savannah Engineering and Human Resources

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Savannah Engineering and Human Resources

Introduction

Human resources manager play a vital role in organizational strategic change and development. Any change done by management affects the employee in one way or the other thus the need to include human resources management. Savannah engineering inspection and insurance company (SECIIC) have undergone a reorganization that may highly affect its employee. This paper discusses the organizational environment such as global, technology, economic, legal, and culture that influence change in human resources.

Economic and Financial

The SECIIC rely mostly on the main specific qualification of employee and is mostly occurred by engineers leaving out other skills outside. The financial condition does not only affect the skills and talent pool but that ability of SECIIC to hire qualified personnel. Change in an economic situation affects the inflation rate of the country, which influences the consumer's demand and personal need of the employee (Horwitz, Budhwar, & Morley, 2018). Change in consumer demand leads to a change in income spending that affects SPECIFIC employee demanding an increase in salaries and rewards. The change affects the rate of employment of the areas surrounding SECIIC requiring selecting engineer with additional qualification and experiences in insurance and inspection equipment.

The trends to consider in the economic area are employee retention and employment process for the SECIIC to continue grows and develops. The economic conditions affect the impact of engineer placement and choice of organization (Horwitz, Budhwar, & Morley, 2018). The engineering industries depend on the production, supply, product, and services design and output, which make engineer, remain high demand. It shows that employee lack engagement and involvement of the leader and appreciation of their efforts.

Legal

SECIIC operate under labor and employment regulation that tend to change with economic and political factors. Human resources have to consider what is needed to prevent a downward spiral in the company before it is too late. SECIIC human resource department has to focus on its employee legal aspect that may affect the company negatively and the changes needed to keep the company under legal terms (Minbaeva, 2018). For example, the change of health insurance legal affects the employee compensation contribution toward their health insurance while at work.

The trends the SECIIC have to consider are change in health insurance regulation that affects most of the engineer due to the nature of their work and the risk involved while performing their duties and responsibilities (Sparrow, 2016). Another change includes the change in minimum wages of the country that pushes for an increase in compensation. It also led to a change in the compensation structure. Involvement of employee by human resources management helps to come up with incentives compensation packages to ensure the longevity of their workers.

Technology

SECIIC uses technology to advance their engineering field. SECIIC has to take advantage of the rapid change in technology to boost their motivation and satisfaction of their employee. Information technology is making an overall change in the market, and SECIIC needs to adopt the latest technology to be competitive in the global market.

The latest trend in technology is the use of an information system such as human resource information system software (Cascio & Boudreau, 2016). They are used to manage, process employee data thus able to monitor and manage employee from a distance. Another trend includes the use of an artificial intelligence system to analyze what motivates the employee and incorporate them in their field of operation.

Global

Most of the organization has realized that most of the experiences and skilled employee do not only come from the local areas but also even from the global market (Bal & Bozkurt, 2018). It has led the field of engineering to expand and consider global recruitment as the sources for the better personality for the job. SECIIC have to consider if the change in the organization will lead to a search for skill from the global market.

The trends in the field have led to global training of engineering to include diversity training and cross-cultural, professional development (Cascio & Boudreau, 2016). It led to the engineer who can freely interact and work in a global nation increasing pressure to the local engineer such as those in SECIIC. Another trend involves global legal compliance that allows professional such as an engineer to work freely in any nation.

Social culture

The organizational culture affects the communication and interrelationship in the workers. Change in employee social life affect the organizational norms and believes that affect human resources policies. Change in demographics as an organization includes employee from the different local effect the dressing code and social culture in the workplace that influences human resources principles and policies (Horwitz, Budhwar, & Morley, 2018). Employee right has influenced much change in human resources policies as they defend their culture and social life in the workplace.

The trend in the area includes the use of social media and technology that has increasingly influence change in the social culture of the engineering filed. Increase in search engine also enables engineer relies on technology to perform their duties.

Conclusion

Change in economic factors such as inflation and interest rate of the country affect the compensation structure. Political change lends to change in legal and regulation that influence change in the engineering field. Global training and use of technology has led to the source of human resource from the global market.

References

Bal, Y., & Bozkurt, S. (2018). Globalization and Human Resources Management. Cultural and Technological Influences on Global Business, 1-13. doi:10.4018/978-1-4666-3966-9.ch001

Cascio, W. F., & Boudreau, J. W. (2016). The search for global competence: From international HR to talent management. Journal of World Business, 51(1), 103-114. doi:10.1016/j.jwb.2015.10.002

Horwitz, F., Budhwar, P., & Morley, M. J. (2018). Future trends in human resource management in emerging markets. Handbook of Human Resource Management in Emerging Markets, 470-488. doi:10.4337/9781781955017.00032

Minbaeva, D. (2018). Human Resource Management in Emerging Markets. The Oxford Handbook of Management in Emerging Markets, 656-674. doi:10.1093/oxfordhb/9780190683948.013.29

Sparrow, P. (2016). Globalizing Human Resource Management.