Summary: The environment has a significant impact on human resources since it has driven

businesses to focus on hiring skilled individuals. It also influences the amount of technical
progress and the degree of salary disparity between regions. It also has an indirect impact on
human resources through influencing the internal environment, such as the company's culture,
policies, procedures, and goals. In the workplace, human resources is a department responsible
for managing all aspects of the workforce. The human resources environment is one of the
elements of the social environment that includes everything related to human resources and the
benefits they provide. HRM refers to the administrative responsibilities related to recruitment,
development, and protection of the employees to carry out an organization's work and reach its
goals.

INTRODUTION: A human resource's external environment contains many factors, the article
will discuss a few of them. These factors are beyond the boundaries of the organization and
beyond the control of human resources, and therefore any change of these elements constitutes
a danger to the organization, we attribute this to the fact that the organization is not separate
from the outside world, but rather it’s an open system that Impact and is affected by the outside
world, and thus the emergence of opportunities and threats. Consequently, it is critical for
human resources strategic planning to consider external factors to make human resources
decisions more efficient and effective in the face of challenges and opportunities, The following
are some of the external factors:

BODY: External Environmental Factors: Changes in the International Economy Today, the
changes in the international economy affect all of the national economies in a short time. This
is because of the integration of world economies. Accordingly, any recession in a country
which is important in world economy, might easily stimulate same conditions in other
economies. Therefore, in the unstable terms of world economy, the bargain between health
center and hospitals can be harder. In other words, negative developments for economies
would result in undesired situations. That is to say, employment rates would degrease,
unemployment would rise up, and so the social status of workers weakens.

Changes in Technology/medical equipment’s Changes in technology could provide more

appropriate infrastructure for mental and physical human health. To put it another way, any
development in science and so, technology would make it possible to set up a better
organizational substructure. Moreover, with this type of progress, also the incomes of
business organizations will grow, which can be expected to improve the wages and salaries of
employees.

Changes in the National Economy Changes in the national economy directly or indirectly
affects human resource activities of organizations, in terms of recruitment, employment,
redundancy implications, compensation and rewards/salaries. As mentioned above, any
recession in national economies might result in the reduction of workforce, or at least
significant cuts in wages or salaries and social support spending.

Internal Environmental Factors: Organizational Mission/Purpose All of the organizations

should behave through their mission statements. Mission statements demonstrate the
framework that organizations should operate in. Therefore, it also determines the human
resources policies, indirectly. As a mission statement shows the basic reason behind the
foundation of an organization, it gives a base, in terms of orientation, to any function of it.
Size of the Organization The size of an organization, which is very important for the extent of
HRM activities, can be measured especially through the number of employees, amount of
income for a year, or the sum of production.

Actions of regional health offices Federal and regional health offices determine purposes and
organizational strategy. Their philosophy and vision structure the framework for the policies
of human resource management. Equally, Federal and regional health offices are responsible
to form unified strategies across its branches. Therefore, human resource policies should also
be a part of those common strategies.

Conclusion: A variety of factors influence the external environment for human resources,
including technical, economic, legal, labor market, and employer requests. The external
environment has a dual influence on human resources management since it impacts both the
company as a whole and human resources and its different functions directly. Because human
resources are accountable for the organization's most important assets, organizations fight to get
talented human resources who can help the organization achieve its goals. and these
organizations are also eager to develop their employees continuously. Attending HR training
courses in Dubai is one of the ways to improve employees' abilities and give them the knowledge
they need to stay ahead of the curve in the field of human resources.

RECOMMENDATIONS: The results of the research reveal that priorities of top management”
is the most important factor affecting HRM activities. Equally legislation/regulation changes
in the national economy qualities of employees /sector characteristics size of the organization
changes in the technology, and organizational structure are other high ranking factors
affecting the HR practices, which have a mean of below. It is clear that top management
priorities are the elements that are considered at the first hand. This result shows the
importance and effectiveness of top management in an organizations. Similarly, legislation is
also a necessity that every institution has to take into account and obey. Therefore, these two
findings reflect the reality that, establishments experienced. On the other hand, changes in the
national economy directly or indirectly affect any function of an organization. So, again it
should be considered, and should be responded effectively. Similarly, health/sector
characteristics” also shapes business functions. At the same time, the “qualities of
employees” is an important variable that to determine the frame of HRM activities.
Moreover, “the size of the organization”, and “organizational structure” are among the
internal factors that the management of EPUC give priority while deciding their HRM plans
and implementing it.

REFERENCES: For this report writing I got help from book HUMAN RESOURCE
MANNAGEMENT by V S P RAO, and also internet Wikipedia, www.ijeais.org/ijaafmr,
https://www.lpcentre.com/ .