From this assertion, it can be noted that HRM policies in organisations are influenced and shaped by various internal factors that include dealing with the welfare of the employees, solving conflicts, motivating the employees as well as doing performance appraisals among other things. The HR policy in an organisation is also influenced by external factors.
Against this background, this report seeks to critically analyse some of the factors that influence the HRM policies and practices within an organisation. This report will be based on evidence drawn from a case study of Japanese car manufacturer, Suzuki which is operating in Hungary. The study illustrates that.” Therefore, basing the argument on this kind of state of affairs at this company, the report seeks to critically evaluate how different factors have influenced the HRM policies at this given organisation.
It is imperative to begin by highlighting the meaning of human resources management in order to be better positioned to get a clear understanding of the scope behind the HR policy framework.“HRM is a system of philosophies, policies, and practices that affect the people who work in the organization. It includes activities related to staffing, training and development, performance review and evaluation as well as compensation,” (Jackson et al 2001:242). It can be noted that people are the most important resource in the production of goods and services and are capable of setting pace of company growth or otherwise. This philosophy is based on the notion that employee commitment to the organisation is dependent on his perception of the extent to which his personal needs are met. Thus, only HRM practice which is underscored by this belief of reciprocal dependence between the employee and the employer can hope to achieve an optimal fit between them by means of wide spectrum of typical HRM functions (Swanepoel 1998).
The human resource approach is more ideal as far as company growth