Investigating HR Strategies & Employee Performance at Glaxo Smith UK

This report investigates the impact of different HR management strategies on employee performance within the UK pharmaceutical industry, focusing on Glaxo Smith. It aims to determine various HR practices used in a global business environment, critically evaluate their relationship with employee performance, assess challenges faced by HR in managing international business, and recommend ways to improve performance through HR practices. The study employs a qualitative approach, using theories and models to examine the relationship between variables. Key themes explored include different HR management practices, the relationship between these practices and employee performance, and challenges faced by Glaxo Smith's HR department in managing international operations. Ethical considerations, such as obtaining consent and ensuring academic integrity, are also addressed to ensure the study's validity and reliability.

MBA7020 Research and Study Skills

TABLE OF CONTENTS
Background..................................................................................................................................2
Aim and objectives......................................................................................................................2
Rationale......................................................................................................................................3
Literature review..........................................................................................................................4
Ethical consideration...................................................................................................................5
REFERENCES................................................................................................................................7

Research topic: To investigate the impact of using different HR management strategies
upon employee performance for global business environment within UK pharmaceutical
industry: A study on Glaxo Smith.
Background
In the competitive era, it is necessary for the company to stay ahead in the competition
and this is possible when there will be smooth functioning of entire business operations. This is
completely depend upon the HR management practices and that is why, there must be a strong
team that support the international dealing of a company. HR management strategies deal with
employee performance, maintaining positive working culture and develop system by
coordinating a set of actions in order to get the required business goals (Ichsan and et.al., 2020).
That is why, it is necessary for the company to have best HR practices which contribute to
business success as well. In addition to this, with the help of effective HRM strategies,
companies are actually make the employees able to meet the defined aim and create positive
impact to attain the defined aim and objectives. Overall, it can be stated that this assist company
to gain the competitive advantage and create a positive impact over the business performance in
term of quality process etc.
The entire assessment is based upon Glaxo Smith which is one of the top British
international pharmaceutical company whose headquarter is in London, England and the firm is
established in 2000 by merger of Glaxo Wellcome and SmithKline Beecham. The quoted firm is
world’s sixth largest pharmaceutical company and also operated at different locations. That is
why, for the present study, by determine different HR practices employ by the company assists
to determine the impact upon employee performance. Hence, by using qualitative study method,
scholar is able to examine the relationship between the variables by using theories and models as
an evidence.
Aim and objectives
The aim of the study is to determine the impact of using different HR management
practices upon employee performance within Glaxo Smith
Objectives:
 To determine different HR management practices used in global business environment

 To critically evaluate the relationship between different HR management practices with
employee performance.
 To assess the challenges faced by HR of Glaxo Smith to manage the business
internationally.
 To recommend different ways through which company improve the performance by
employing different HR practices.
Research questions:
 What are different HR management practices used by businesses?
 What is the relationship between different HR management practices with employee
performance?
 What are the challenges faced by HR of Glaxo Smith to manage the business
internationally?
Rationale
The reason for conducting the research on this specific topic is such that businesses run at
global level and HR faces many issues pertaining to manage the performance. For that they
employ different HR management practices that assists to generate better outcomes. This in turn
recognized as an issue for the present study because employing various HR practices at company
might causes adverse or positive impact upon employee performance. This in turn consider an
obstacle for the business which needs to be minimized (Rondi and et.al., 2021). That is why,
with the help of thematic data analysis strategy, the scholar is able to generate the better outcome
and also determine the relationship between employee performance and employing different HR
management strategies.
Another rationale for conducting research on this specific topic is such that scholar
chooses the topic by their own that helps to determine different HR practices and this also aid to
improve the knowledge pertaining to the same. Further, scholar also have their own interest to
conduct study on this specific topic because it might be helpful for their future and that is why,
study on this helps to determine ways through which HR support company and contribute to
raise the employee performance as well. Thus, there is a need to conduct the study on this topic
which in turn helps research to meet their future plans and assist to improve the scholar’s skills
as well. Hence, it can be stated that conducting study on this particular topic will aids scholar to

create a positive impact and generate effective results to the chosen firm by focusing upon its
own HR management practices.
Literature review
Theme 1: different HR management practices used by businesses
According to Ahmed and et.al., (2021) HR management practices are deal with those
strategies that are used for company’s welfare and this in turn helps to attract new employees
towards it. Recruiting is consider one of the best HR management practice that helps the select
best talent so that company is able to meet the defined aim. Van Beurden, Van De Voorde and
Van Veldhoven (2021) also shared their views that compensation and benefits is another HR
strategy that helps employees to remain motivated. This can be in term of monetary and non-
monetary form so that it does not create any negative impact over the atmosphere.
Meyers and et.al., (2020) explained in their study that coaching and development is
considered another HR strategy that is used by the companies to remain active and attain the
complex task as well. Each organization have their own laws and as per the skills of their
employees, company can choose training and development sessions. This in turn reflected that
HR focused upon different strategies to generate effective results and gain competitive advantage
as well.
Theme 2: relationship between different HR management practices with employee
performance
As per the view of Alserhan and Shbail (2020) HR strategy have a direct influence over
the organization performance in order to improve the employee’s performance, and indirectly it
affected the motivation level. This in turn assists to generate the positive impact over the
organization performance and generate higher profit as well. Ertürk and Alkhayyat (2021)
reflected that implementing compensation and benefits within a company, assist employees to
improve the overall performance and this in turn contribute positively into the employee
performance. That is why, it can be stated that performance of employees become high when HR
employ effective strategy over a workplace. This assists to create a positive impact over the
employee performance and gain the attention as well.

Troger (2017) analyzed in their study that HR develop strategy not only to take a
business at further level of success but their main aim is to generate employee relation which is
possible by providing positive atmosphere. Hence, it can be stated that with the help of effective
HR strategy, company is able to generate the effective results in terms of employee motivation.
Moreover, it can be stated that with the help of effective strategies, company is able to create
positive impact over the employee performance. Meier (2021) critically analyzed that if HR does
not focused upon the effective strategies, then it creates a negative impact upon working
performance. That is why, it can be stated that there is a need to focused upon strategy in order to
create a positive impact.
Theme 3: Challenges faced by HR of Glaxo Smith to manage the business internationally
Kaehler and Grundei (2018) investigated in their study that HR faces many issues in
order to manage the business internationally and that is why, there is a need to develop strategy
to minimize the issue. The biggest challenge faced by the HR is such that selecting the candidate
as per the requirement and this in turn consumes lot of time. Further, it has been also determined
by Mitchell and Gamlem (2017) that cultural and language issue is another challenge faced by
the company’s HR in order to manage the business internationally. This is so because company
operate at different level and that is why, there is a need to hire the employees of same region so
that they can understand the local languages. This in turn sometimes lead to make
communication error that affect the business performance and working environment.
Marr (2018) evaluated that offering training and development session to all the
employees working at different locations is consider another big issue for HR. This in turn create
adverse impact over the business and lead a company to affect the brand image as well.
Ethical consideration
In order to conduct the study in effective manner, there is a need to comply with the
ethical consideration such that researcher need to sign a consent form in order to conduct the
primary research. This in turn helps to generate effective results because taking permission prior
to the research help scholar to answer the research questions and this in turn conduct study in
more precise manner. Moreover, there must be a proper flow of communication between the
scholar and selected respondents so that aim can be meet. Further, all the guideline of University
must be complied where researcher should make sure that there should not be any plagiarism and

entire research should be made by their own. This can be reflected by adding references at the
end of a report that entails the research is conduct by scholar themselves rather that copied from
anywhere. Along with this, researcher should comply with code of practice in order to generate
the best outcome and make the research authentic by analyzing the impact of HR management
practices over the student’s performance.

REFERENCES
Books and Journals
Ahmed, M. and et.al., 2021. Do green HR practices enhance green motivation and proactive
environmental management maturity in hotel industry?. International Journal of
Hospitality Management, 94, p.102852.
Alserhan, H. and Shbail, M., 2020. The role of organizational commitment in the relationship
between human resource management practices and competitive advantage in Jordanian
private universities. Management Science Letters. 10(16). pp.3757-3766.
Ertürk, A. and Alkhayyat, R., 2021. Human Resource Analytics as a Life-Jacket for
Organizations Amid Crisis: Usage of HR Analytics as a Crisis Management Tool.
In Information Technology Applications for Crisis Response and Management (pp. 51-
71). IGI Global.
Ichsan, R. N. and et.al., 2020. Investigation Of Strategic Human Resource Management Practices
In Business After Covid-19 Disruption. PalArch's Journal of Archaeology of
Egypt/Egyptology. 17(7). pp.13098-13110.
Kaehler, B. and Grundei, J., 2018. HR Governance: A Theoretical Introduction. Springer.
Marr, B., 2018. Data-driven HR: how to use analytics and metrics to drive performance. Kogan
Page Publishers.
Meier, H., 2021. HR Management & Leadership: MBA Essentials (Vol. 2). BoD–Books on
Demand.
Meyers, M. C. and et.al., 2020. HR managers’ talent philosophies: prevalence and relationships
with perceived talent management practices. The International Journal of Human
Resource Management. 31(4). pp.562-588.
Mitchell, B. and Gamlem, C., 2017. The big book of HR. Red Wheel/Weiser.
Rondi, E. and et.al.,2021. One for all, all for one: A mutual gains perspective on HRM and
innovation management practices in family firms. Journal of Family Business Strategy,
p.100394.
Troger, H., 2017. Die Führungskraft als Personalmanager: Eine neue Rollenverteilung zwischen
Führungskräften und HR-Management. Springer-Verlag.
Van Beurden, J., Van De Voorde, K. and Van Veldhoven, M., 2021. The employee perspective
on HR practices: A systematic literature review, integration and outlook. The
International Journal of Human Resource Management. 32(2). pp.359-393.