Evaluating HRM at GSK: Workforce Planning, Development, and Engagement

This report provides an overview of Human Resource Management (HRM) practices at Glaxo SmithKline (GSK), a leading multinational pharmaceutical company. It begins by outlining the purpose and key roles of the HR function, including human resource management and planning, job analysis, recruitment and selection, training and development, performance management, and compensation. The report assesses GSK's approach to workforce planning, recruitment, selection, development and training, performance management, and reward systems. It also evaluates employee relations, employee engagement, and the adoption of flexible organization and working practices, including the concept of 'employer of choice'. The analysis emphasizes the importance of HRM in achieving business sustainability and highlights the crucial role of skilled employees in driving organizational success.

HRM

Introduction
In 21st century, HRM is the one of the most usable word in any kind of busine. HRM plays a
significant role in any type of business. In this modern era, business is now so competitive. If a
business want gain profit, reputation or even want to sustain in this competitive market they need
to manage their Human Resource Management so carefully. At first, we can say that HRM is a
one kind of management which helps a business to recruit skilled people from various places and
assign them different position. HRM also plays a vital role for their employee. They provide
training, motivation to their employee for improving their work related and human skill. this
assignment will be discussed on GSK and different features of HRM issued of the organizations.

1. An overview of the organization
Glaxo SmithKline is a UK based 10th largest multinational pharmaceutical company in the world.
This company is working on various types of product such as pharmaceutical, vaccine, medicine,
oral healthcare, nutritional product etc. GSK was established December 2000 at Brentford,
England, UK. In 2019, this company was generated 33.754-billion-pound revenue. 99,437
employers are working in GSK. It is the first company which was developed malaria vaccine
first time. At GSK, their center of attention is conducting the high level of corporate governance.
GSK is reached at this global phenomenon level through their R & D department.
2. An explanation on the purpose of the HR function and the key roles and
responsibilities of the HR function
HR is one of the most crucial activity in any kind of business. Every company is focused on
gaining sustainability in competitive market. For this reason, every company wants to hire the
most skillful employee. Because employee is the main strength of a company. Every company
wants run their company smoothly, as a result every company want assign the right person at the
right place. No other department can perform better job than HR department. Different types of
companies perform different types of function. But every HR has some common function.
Human resource management and planning: At first, HR manager evaluate and analyze their
company to develop their employee and recruit skillful employee. Secondly, they determine how
many of employees the need and what types of people they need. Thirdly, they pick up a suitable
process for recruiting. Finally, they hire the right person for right place.
Job Analysis: It is a one kind of method which describe the job. HR manager can know which
types of skill employers should have, how much time an employer should give to finish the
work. They need to specify the standard to measure the performance, What types responsibilities
and duty need to be carried away by an employee, how much salary would be preferable for this
job.
Recruiting and selections: This is the hardest and most crucial function for a HR. Every
company want to run their business effectively and efficiently. Only a bunch of skillful
employers can run a business fluently. That’s why expert and resourceful employers are asset for
a business. Therefore, to hire capable employee a company first need to make the job attractive.

Because talented people like to work on challenging job. HR needs to follow an elaborate
process to hire desire employee for their company.
 Identify the need & job description: Firstly, a department of a company find out
whether they need a new position or need to fill up vacant positions. Secondly, the
department needs to make a detail description of the job. Thirdly, they need to identify
what kind skill and experience should have for applying in the vacant position.
 Recruitment Planning: HR department needs make a strategy to attract the competent
candidate for the vacant job position. They need to determine how much money they can
spend for recruitment. How to source the candidate, what kind of method should take for
taking interview from candidate. They need to measure the training & development
programme for their new employer.
 Sourcing & advertising: It refers to what types of source they should use for fill up the
vacant position. There are two types of source in here, Internal source and external
source. In, internal source employee could be transfer from one department to another
department. HR manager can give promotion to their employee from lower level to
higher level to fill up vacant position. And, external source a company can hire their
employee from outside of the company. They can hire from recruitment agency,
university, e-recruitment, employee exchange etc. They can also provide advertisement in
local and domestic newspaper, make poster and flyers for recruitment. External employee
Identify The Need & Job description
Recruitment Planning
Sourcing & advertising
Test & Interview candidate
Selection & proposal of employment

recruitment is costlier than internal employee recruitment. But, in external recruitment
they may find more capable candidate than internal recruitment.
 Test & interview candidate: Every applicant will not get hire by the company. Because,
every company has very few limited vacant positions. So, at first, they need to reject
some applicants who are not suitable for their job. Then, they call the remaining
candidate for taking some tests and interviews. Tests can be held many other ways such
as mental test, physical test, practical test, written or verbal test.
 Selection & proposal of employment: After completing all types of tests & interview,
the interviewers rank the candidate by the score of tests. Then, they send proposal to their
desire candidate for joining in their company.
Without a doubt, we can say that recruitment is a crucial & lengthy activity for a company. HR
manager needs to be so careful for hiring a skillful employee. Otherwise, company can not
sustain in the competitive market an wouldn’t get a profitable return.
Training & development: It is one of the major activities for HR. New employees must need
training to cop with new work environment, sometimes old employees also need training to deal
with new generation. Training is a precise pattern where an employee can learn to manage
critical situation or learn to control a specific machine or gather technical knowledge. An
employee can develop him-self by mentally, practically and theoretically through training.
Performance management: HR manager needs review their employees time to time. It is one of
the significant tools to keep their employee in right track. There is a cycle for managing
performance. It included with plan, act, check & review. Plan refers to set up as specific goal for
individual and team. Act means to carry out the role & responsibilities which are given by the
department to achieve the goal. Check deals with the comparing goal with the achieving
objectives. Reviews refers to measure the gap between goal objectives and achieving objectives.
If the gap between goal and achieving objective is low then they are right track. In case the gap
between goal and achieving objective is higher than the expected then they should take some
development programme.
Reward & punishment: After the evaluation the performance management, HR manager needs
to decide what kind of action should be taken. If the performance management graph is upward
then the company can provide reward to their employee. Reward include with bonus, incentives,

vacation with salary, promotion, appreciation. Reward can be worked as motivation for
employee. When an employee gets reward, he feels that his work has got the recognition. For
this reason, he can be motivated for doing excellent work for the company. On the other hand, if
the performance management graph is downward the company can give punishment to their
employee. It includes with warning, firing, demotion, salary cut, cancel vacation. But sometime
punishment could be backfired, the performance graph could be more downward than before. So,
HR manager should be more careful to give punishment.
Compensation: Compensation is right for an employee. It includes with basic salary,
commissions, bonus, health and wealth benefit, children education benefit. Compensation is
honored by the company to their employee for their services in the company. It’s plays a crucial
part for employees to work in effectively and efficiency. It’s provides motivation to their
employee for doing their work fluently. It’s helps to increase employee loyalty to the company.
Skillful and experience employees won’t change their job for attractive compensation. So, HR
manager needs to make a compensation plan for find out the suitable salary for a position. It can
be measured according to job nature, role & responsibility.
3. An assessment of the approach to workforce planning, recruitment and selection,
development and training, performance management and reward systems
Workforce Planning: Work force planning indicates that every company should assign right
employee in the right places at right moment. HR manager should have that kind of knowledge
that what kind of skill is needed for a significant position. A strategic workforce planning start
with the strategic direction which indicates the mission, vision of a company and the makes
every plan to achieve the company’s mission and vision. Then, it follows the supply inquiry
which means the how much skilled employee the company has. It’s analyzed the company can
achieve their mission and vision with their current employee. The next activity is demand
analysis it contributes with how much employee is required for achieving the company’s goal
and it also forecast the future employee for the company. Afterward, the company needs to find
out gap between demand and supply of employees. Finally, the company needs to find out how
can they solve the problem of the gap between supply and demand. Last but not least, they
should monitor the plan to determine that the work force of the company is in right track to
achieve their mission and vision otherwise they should change their plan to catch their goal.

Training & development: It is one of the major activities for HR. New employees must need
training to cop with new work environment, sometimes old employees also need training to deal
with new generation. Training is a precise pattern where an employee can learn to manage
critical situation or learn to control a specific machine or gather technical knowledge. An
employee can develop him-self by mentally, practically and theoretically through training.
Performance management: HR manager needs review their employees time to time. It is one of
the significant tools to keep their employee in right track. There is a cycle for managing
performance. It included with plan, act, check & review. Plan refers to set up as specific goal for
individual and team. Act means to carry out the role & responsibilities which are given by the
department to achieve the goal. Check deals with the comparing goal with the achieving
objectives. Reviews refers to measure the gap between goal objectives and achieving objectives.
If the gap between goal and achieving objective is low then they are right track. In case the gap
between goal and achieving objective is higher than the expected then they should take some
development programme.
Reward System: After the evaluation the performance management, HR manager needs to
decide what kind of action should be taken. If the performance management graph is upward
then the company can provide reward to their employee. Reward include with bonus, incentives,
vacation with salary, promotion, appreciation. Reward can be worked as motivation for
employee. When an employee gets reward, he feels that his work has got the recognition. For
this reason, he can be motivated for doing excellent work for the company. On the other hand, if
the performance management graph is downward the company can give punishment to their
employee. It includes with warning, firing, demotion, salary cut, cancel vacation. But sometime
punishment could be backfired, the performance graph could be more downward than before. So,
HR manager should be more careful to give punishment.
4. The approach to and effectiveness of employee relations and employee
engagement, and comment on the adoption of flexible organization and flexible
working practice and ‘employer of choice
Employee Relations: It’s includes with relation between employee and employer. It’s also
indicates the relation between co-corkers. Since, employees are the heart of an organization then

the company needs establish a well job environment. Good employee relation of an organization
can give confident to their employee to do creative work, it’s also inspired the employees to give
highest performance to his activities. It can also work as motivation to their employees. There is
a process to manage the employee relation. Firstly, an organization can build cross functional
team. It means employees come from different department of an organization to build a team and
achieve a common goal. Different skill and different mind work on a team, the team can find the
solution of a problem very easily. This diverse team can produce some innovative ideas which
will help the company to increase their market share.
Employee Engagement: Employee engagement occurs when every employee of a company
fully committed to carry out their role & responsibilities for achieving company’s goal, mission
and vision. It’s improved an employee’s felling toward the company and it’s also force
employees to devote their focus on organization. There are some methods to increase employee
engagement in a company. First & foremost, is recognize the good work of an employee. When
an employee is recognized publicly, regularly or willingly by their company it boosts their
confident to do excellent work for their company. The another one is communicated with
employees at regular basis. It’s indicates that to talk with the employee to give information about
the company what is going on in the company, listen to their problem, help them to overcome
their problem, provide personal mentor to encourage them. Lastly, a company can also provide
the employee welfare programme such as giving the medical benefits, accommodation benefit,
transport benefits, etc
5. Analysis of the internal and external factors that affect Human Resource
Management decision-making, including key areas of employment legislation
Internal factors
Level of Growth: When a company increase their market share, HR manager needs to give more
focus on retain well skilled & experience employee in their company. When growth rate of a
company is high they need recruit more skilled people from market.
Update Technology: This is the ear of technology. Every kind of industry is using diverse
technology. The change of technology is very fast. To sustain in this competitive market every

company needs to adapt technology. Organization needs train their employee to cope up with the
new technology otherwise they will be lost in competition.
External factors
Government rules & regulation: Every company of a country should obey the riles &
regulation. They need to lead their company by the law of a country. They need to make their
business policy by the law of a country. If a country changed law on a particular subject and the
law is conflicting with the business policy of a company, they also need to change their business
policy such their method of hiring, firing, compensation, rules of vacation etc.
6. An application of the Human Resource Management practices in a work-related
context
The main focus of HR manger is to hire right people for company& retain the skilled people in
the company through attractive benefits. HR managers are responsible for this role.
Conclusion
HR department is responsible for hiring employee for an organization. Employee are the heart of
aa organization. To sustain in the competitive market organization needs right people in the right
place otherwise they will not perform properly. At this discussion we can understand that HR
manager should make a suitable job design, select an applicable method for recruitment,
compensation planning, performance appraisal.