Human Resource Management

This document discusses the strategies, planning, and practices of Human Resource Management in alignment with the mission statement of Greenwich Pharmaceuticals. It explores the importance of Human Resource Planning, HR practices for employee wellbeing and performance management, and the influence of employment legislation on HR practices. The document also highlights the issues faced by Greenwich Pharmaceuticals and provides recommendations for improvement.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

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Table of Contents
Introduction................................................................................................................................2
Discussion..................................................................................................................................2
Mission Statement:.................................................................................................................2
The new mission statement of Greenwich Pharmaceuticals will be-.....................................2
Human Resource Management strategies:.............................................................................3
Human Resource Planning:....................................................................................................5
HR practices and Performance Management:........................................................................8
Influence of Employment legislation on HR practices:.........................................................9
Conclusion and Recommendation:..........................................................................................10

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Introduction
The strategic approach for an efficient management of people is known as Human
Resource Management (Bratton and Gold 2017). A short statement for the reason behind the
existence of an organization by highlighting the organizational objectives, operational goal,
kind of service or products, the primary consumer base as well as the region of operation. The
objective of a mission statement is to provide specific information about the key questions
like who the business serves to, what are the offerings and what is the key objective of the
business. It helps in providing a clear base for decision making. The purpose of the paper is
to present Human Resource strategies in alignment of the new deduced mission statement of
Greenwich Pharmaceuticals. The paper will discuss about the HR planning which best suits the
Greenwich Pharmaceuticals workforce situation. In this paper, the wellbeing and employee
performance issues will be identifies followed by presenting Human Resource practices which
can improve the current condition of employee motivation. Identification of the employment
legislation and its impact on practices of Human Resources for Greenwich Pharmaceuticals will
be highlighted in the paper. The paper will be concluded by reflecting recommendations for the
improvement of the Human Resource practices of Greenwich Pharmaceuticals.
Discussion
Mission Statement:
The new mission statement of Greenwich Pharmaceuticals will be-
To provide a positive work environment for our employees with the presence of equal
opportunities for personal growth, well-being and learning opportunities. Innovation and
creativity are encouraged for the purpose of improving the efficiency of the organization. The
workforce will be offered the similar concern, value and respect which the employees are
expected to reflect for the external customers.

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Human Resource Management strategies:
The description of long-term plan which is created for the purpose of achieving
objectives and purposes in the area of Human Resource and for the development of the
organization is known as Human Resource Strategy.
The Human Resource Management services which can be aligned with the new mission
statement of Greenwich Pharmaceuticals are as follows:
Effective training programs- Regular training program helps in understanding the gap
between the company’s objectives and employee motivational factors, resulting in an
increased sense of importance and respect among the workforce. The employers at
Greenwich Pharmaceuticals should ensure knowledge and understanding about the job
requirements of employees, as it will construct the base of training and development
programs.
Mentoring- The mentoring program can be beneficial for the organization as it will
respond to the issues of motivation, employee retention and unfair dismissal. The
mentoring program of Greenwich Pharmaceuticals will assess the employee involvement
and perception with an approach of goal-oriented feedback structure. The program will be
based upon the newly generated mission statement which is ‘employee well-being and
involvement’ focussed rather than ‘production-outcome’ (Kooij and Boon 2018). An
experienced employee will be tagged with the current employee groups and will be
assessing the critical issues with respect to the organizational culture. It will also
contribute towards the assessment of the source of bullying in Greenwich
Pharmaceuticals.
Implanting positive culture- Along with the established values for customer servicing,
Greenwich Pharmaceuticals should also incorporate certain values which will outline the
employee retention and motivational activities. A positive organizational culture will

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contribute towards the selection and retention of quality employees Jørgensen, F. and
(Becker 2015).
Communication for building credibility- The Human Resource Department should be
involved in facilitating a free flow of communication, which will ensure the attention
of employers regarding the issues faced by the workforce at Greenwich
Pharmaceuticals.
Appreciation for involvement and performance- Appreciation by non-monetary benefits
is equally important with the monetary compensation plan. Human Resource managers at
Greenwich Pharmaceuticals should include a monthly appreciation activity which will
ensure the motivational program for employee engagement and employee performance.
Providing effective growth opportunities- For aligning the activities and strategies of
Human Resource department with the mission statement, Greenwich Pharmaceuticals
will have to incorporate a new growth strategy, which will include workshops and tools
for supporting the understanding of the workforce. It will also contribute towards the
employee goal setting factors as well as for aligning the employee the Greenwich
Pharmaceuticals’ objectives to the employee responsibilities. Greenwich Pharmaceuticals
can incorporate the sense of involvement by creating personal growth opportunities.
Foster trust from the initial selection process- Human Resource Department at
Greenwich Pharmaceuticals should concentrate on the activities for building trust for the
senior management, among the workforce (Nankervis et al. 2016). The employees at
Greenwich Pharmaceuticals have to trust the competencies and policies of the upper
management, which will boost the motivational factors of the employees. The employer
activities at Greenwich Pharmaceuticals will have to synchronise with new mission
statement of the company which is concentrated on the accountability of process to
organizational success.

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Work-life balance and lowering employment stress- By making the work environment
focused on the employee well-being and motivational factors, the company can achieve
the set objective of offering an effective consumer service. Human Resource policies like
non-traditional schedules, like compressed work week (Haider, Jabeen and Ahmad
2018).
The Human Resource strategy which captures the essence of the newly structured mission
statement is-
 Building a positive organizational culture will contribute the most towards
elimination of current issues of Greenwich Pharmaceuticals.
 Another strategy, which can help with the current and future issues of Greenwich
Pharmaceuticals is the continual appreciation strategy with the inclusion of both
monetary and non-monetary benefits. It will help in the employee motivation and will
contribute towards the identification of causal agents for unfair dismissal.
Human Resource Planning:
The process which identifies future and current requirements of human resource for
organizations for the purpose of achieving set objectives is known as Human resource
planning. It offers a link between the strategic plans and objectives of organization and the
human resource management.
The following steps will determine the Human Resource Planning in the organization:
i. Analysing company objectives- Analysing the company aims and objectives will act
as the foundation for human resource strategies of Greenwich Pharmaceuticals. It will
determine the scope in the areas like marketing, production, customer retention and
employee satisfaction (Ansah et al. 2018).

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ii. Inventory data for present Human Resources- The updated version of Human
Resource Information System will present the current data and analysis of employees,
performance information, capacity as well as the potential of the employees (Brewster
2017). The estimation of internal and outsource human resource count can determine
the efficiency of the selection and recruitment process as well as it will assess the
effectiveness of training and career development program in Greenwich
Pharmaceuticals.
iii. Forecast of Demand and Supply of the Human Resources- This step will facilitate the
estimation of the department wise requirement of human resources in Greenwich
Pharmaceuticals on the basis of the job description (Conway et al. 2016). The job
designed should be planned according to the job specification and job description of
the estimated requirements. This will be based on the figures of employee turnover
and/or employee retention facilities.
iv. Manpower gap estimation- The gap between demand and supply depending on the
deficit and surplus of human capital will be estimated in this stage (Malik 2016).
Greenwich Pharmaceuticals will have to maintain a balance between the two aspects
for ensuring the optimal efficiency of recruitment and selection. The motivational
factors and competencies of the employees can be developed by the provision of
continual training and development.
v. Formulating Action Plan for Human Resource- The Action Plan includes the strategy
for recruitment, interdepartmental transfer, training and development programs as
well as retirement policies. In case of Greenwich Pharmaceuticals, the action plan will
have to be based on the deficit of recruitment as the rate of employee turnover is
increasing (Yalçındağ et al. 2016).

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vi. Assessing, controlling and feedback system- After the implementation of the action
plan of human resource, the system will be analysed for ensuring the effectiveness
and efficiency of human resource strategy (Rees and Smith 2017). This step helps in
allocating responsibilities to the selected employees and will monitor the deficiency
of the implementation process (if any) (Weiss 2015).
The Human Resource planning for Greenwich Pharmaceuticals will ensure the ‘best fit’
between jobs and employees by making a balance between surpluses and shortages of
manpower. It will help Greenwich Pharmaceuticals in the planning process for current and
future steady growth of skilled employees supply. For aligning the activities of Greenwich
Pharmaceuticals with the newly structure mission statement as well as to understand the gap
between employer and employee objectives, the Human Resource Department make action plans
including-
 Finding and attracting skilled workforce.
 Selecting, training and appreciating employee involvement.
 The plans for dealing and responding for the conflicts in workplace.
 Promoting organizational culture and values for achieving employee satisfaction
(Collings, Wood and Szamosi 2018).
Importance of Human Resource Planning for Greenwich Pharmaceuticals are as follows:
Forecasting of personal needs- Greenwich Pharmaceuticals can use the steps of
Human Resource Planning for understanding the future requirements for the size and
area of employees. It will help in supervising the manpower by removing the gaps
(Becker and Smidt 2016).
It will help in understanding the gap between the company objectives and employee
perception, which will enable Greenwich Pharmaceuticals to eliminate the current

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issues of unfair dismissal, employee turnover and lack of employee motivation (Snell,
Morris and Bohlander 2015).
It will contribute towards searching right workforce at right time.
It will help Greenwich Pharmaceuticals by maintaining a balance between demand
and supply of human resources.
It will facilitate internal promotions by developing a succession plan in Greenwich
Pharmaceuticals.
HR practices and Performance Management:
Wellbeing can be defined as the state of mind of people in regards with their
workplace, relationships or life in general. Although, wellbeing is determined by personal
characteristics as well as on the social and workplace environment but it has been found that
employer plays a crucial role in influencing the wellbeing of an employee (Demerouti et al.
2017).
In a recent study of government of UK, it has been researched that improved
wellbeing can have direct impact on the workplace performance of individuals. It impacts
productivity, profitability, quality of services and product as well as contributes towards
employee engagement (Noe et al.2017). Positive mental and physical wellbeing of employees
will result in higher employee engagement and it will ensure the enhancement of employee
motivation in the workplace. Employer’s focus on employee wellbeing will ensure the
development of the sense of value among the workforce (Wilton 2016).
The issues in regards with wellbeing and performance of employees in Greenwich
Pharmaceuticals are as follows:
 Unfair Dismissal of employees
 Harassment and bullying

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 Employee turnover
 Lack of motivation
 Lack of effective recruitment, selection and training of employees at a continual basis.
Human Resource practices for addressing the issues at Greenwich Pharmaceuticals in
alignment of the mission statement:
Greenwich Pharmaceuticals should start providing job securities for employees.
Greenwich Pharmaceuticals can adopt the approach of selective hiring.
Greenwich Pharmaceuticals can form self-managed teams
Fair and transparent performance based compensation and evaluation policy.
Continual training program for relevant and specific skills.
Easy accessibility of information regarding policy or structural changes.
Influence of Employment legislation on HR practices:
The law which governs the employment practices in a workplace is known as
employment legislation. The Employment legislation affects employees and employer
directly. The Employment legislation ensures the identification of the employees who can be
employed. It also ensures the ways in which employees are treated in an organization under
the terms and conditions within which the employers and the employees can perform their
role.
The following employment legislation for Greenwich Pharmaceuticals are:
 The Employment Rights Act- The Employment Relations Acts of 1999 and 2003
reflects following rights for employees-
 It ensures protection against unfair dismissal of employees at work.
 Employees will be entitled for an itemized structure of pay statement.
 Entitlement for National Minimum Wage

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 The terms and conditions of the workplace for both employer and employee
must be present in writing.
 The Working Time Directive, 1999-
It ensures maximum of 48 hours in a working week and four day week off for
employees.
 Flexible working hours-
From the month of April’2019, UK introduced the provision of flexible working
hours.
 Recruitment and Selection Law-
It includes the right to work and includes the assessment of employers for any
criminal bindings and ensures data protection. It states that the legal obligations of the
employer should be updated before facilitating the recruitment process
 Equality Act 2010-
The act ensure the protection from harassment of employees in a workplace by
eliminating the discrimination based on sex, age, race, religious beliefs and
disabilities (Rofcanin and Bal 2017).
 Disciplinary policy and practice-
It ensure the response to issues in regards with performance, conduct and capabilities
(Hewett et al. 2018).
The employer and employees in Greenwich Pharmaceuticals will be positively affected by
the mentioned employment legislations-
The rights for employees will ensure the unfair dismissal in Greenwich
Pharmaceuticals
Flexible hours will ensure the increasing rates of employee motivation.

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The productivity will increase with the sense of job security, which will result in the
enhancement of productivity and employee engagement.
Employer will be successful in aligning the company objectives of Greenwich
Pharmaceuticals with the employee career growth.
Employer can decrease the rate of employee turnover.
Conclusion and Recommendation:
Therefore, it can be concluded by stating that employees’ satisfaction is a key factor
for ensuring organizational productivity. The employer should focus on employee wellbeing
for improving the factors of employee performance and engagement. The issues related to
employment insecurity and unethical practices like harassment can be responded by
incorporating continual training, appreciation and communication process. Greenwich
Pharmaceuticals should engage in restricting of the Human Resource Plan for building
motivational and engagement factors in the organization.

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