T1 - Environmental Context

• STEPED


  • Social (Expectations, Values, Lifestyles, Have/Have nots)
  • Technology (Information access and frequency, Generative Artificial Intelligence)
  • Environmental (Public Policy, Social Responsibility, Care for the Planet)
  • Political (Regulatory Shift)
  • Economic (Industry evolutions, Industry consolidation)
  • Demographic (Age, Education, and Background of people)
• VUCA


  • Volatility: The nature and dynamics of changes, and the nature of speed of changes and changes catalysts
  • Uncertainty: The lack of predictability, prospect for surprise, and the sense of awareness and understanding of issues and events
  • Complexity: The multiplex of forces, the cofounding of issues, no-causes and effect chain, and confusions that surround an organisations
  • Ambiguity: The haziness of reality, the potential for misreads, and mixed meanings of conditions; cause-and-effect confusion

  
• Key stakeholders of HR

  • Employees/Productivity
  • Line Managers
  • Customers
  • Investors/Owners
  • Community/Regulations
  • Human Resources Partnership/Alliance
• The 4 I's


  • Intensity
  • Individualistic
  • Isolation
  • Indifference
• Businesses are shaped by the context in which they operate (STEPED), they have to respond to velocity of the changes they faces (VUCA), they have to serve external and internal stakeholders, and organisations are more successful when employees have positive personal effect
• Responding to these four forces is not HR acting in isolation, but through corporations with business leaders and other staff professionals
• Talent


  • Our people are our most important assets
  • Our people are our customer's most important assets
• Conceptual SHRM Model


  • HR/Talent
  • Culture
  • Leadership
  • Strategy
  • Organisational Goal/Objectives
• An organisation that succeeds in the marketplace