Social forces impinging on Human Resources Management begin with the local society's norms about work and employment in general. What in the society lends status to individuals? What sorts of behavior are frowned upon and what sorts are condoned? What are viewed as the social responsibilities of the firm? What types of organizational control are (not) acceptable and legitimate?
Concerning the political environment, how do political pressures work on the organization in terms of Human Resources policies and practices? What do local governments expect? What support can be obtained from the political system? What impediments are imposed by the political system? Are aspects of employment relations subject to centralized bargaining and negotiation? Are employees and employers politically organized and mobilized?
Moving a small step to the legal environment, what are the statutory responsibilities of the organization? What rights do workers have, both individually and collectively? What sorts of employment practices are sanctioned? What legally enforced distinctions must be made among workers (e.g., exempt versus non-exempt in Europe)? What distinctions are impermissible? As for the economic environment, what conditions exist in the local labor market? How great is labor mobility? What economic pressures does the organization face in other product and factor markets? leia todo o artigo
