Human Resource Management

Human
resource
management

Table of Contents
TASK 1............................................................................................................................................3
P1 : Purpose and Functions of HRM for workforce planning and resourcing.......................3
P2 : Strength and Weaknesses of approaches to recruitment and selection...........................5
TASK 2............................................................................................................................................7
P3 : Benefits of HRM practices for employee and employer both.........................................7
P4 : Effectiveness of HRM practices in terms of organisational profit and productivity......8
TASK 3 ...........................................................................................................................................9
P5 : Importance of employee relation in influencing HRM decision making .......................9
P6 : Elements of employment legislation and its impact on HRM decision making............9
TASK 4 .........................................................................................................................................11
P7 : Application of HRM practices in work related context................................................11
CONCLUSION..............................................................................................................................15
REFERNCES.................................................................................................................................16

INTRODUCTION
Human resource management is a organisation function which is having aim of
maximization of employee performance for achievement of organisation's overall objectives.
This function is related with recruitment of people and retaining them for longer duration of
time. HRT managers in every organisation posses the responsibility of managing overall
workforce with application of models such as 360 feedback and make plans for training of
employees so that they can make maximum contribution towards achievement of organisation's
objectives (Armstrong and Taylor, , 2020). This report is based on analysis of human resource
practises in GlaxoSmithKline PLC, which is British multinational company and its headquarters
are present in Brentford, London. There are various practises that are part of human resource
development such as planning of workforce, identification of strength and weakness or
recruitment approaches various HR practises and further importance of employee relations &
employee legislation is discussed.
TASK 1
P1 : Purpose and Functions of HRM for workforce planning and resourcing
Human resource management is a function that is concern with use of human resource in
various unction such as planning, organisation and controlling of people for achievement of
overall objectives (DeCenzo, Robbins, . and Verhulst, 2016).
Nature of strategic HRM:
 Strategic HRM is applying to all organisations.
 Focussing on utilisation of employee potential for personal development of employees.
 Inspires and motivates people for achievement of targets by assignment of responsibility
according to their competence.
Scope of strategic HRM:
 HRM deals with functions such as manpower planning, process of procurement,
compensation polices etc.
 This function is having concern with working environment provided to employees

 Maintenance of relations with labour unions, other employees etc.
Purpose & functions of Human resource department: Main purpose of human resource
functions is related with management of organisation and employees with a objective of
increasing productivity of employees (Stewart, and Brown, 2019). In context of
GlaxoSmithKline following are some of function of HRM that help in providing of skills &
talent for fulfilment of business objectives:
Job designing: For describing details of job that is experience, qualification, skills,
knowledge there is requirement for defining of responsibilities & tasks in a better manner. It will
help GlaxoSmithKline in procurement of talented workforce.
Training of employees: In this function HRM has to focus on providing required skills
to employees so that they are made capable enough for improving their present role. It is also
very helpful in preparing them for achievement of better performance level that ca help
GlaxoSmithKline in internal resourcing.
Recruitment & selection: For achievement of organisation's objectives it becomes very
important to have workforce with required amount of competence. By making proper
recruitment it becomes easy to select employees according to their competence (Banfield, Kay
and Royles, 2018). In GlaxoSmithKline it will help in procurement of a competent workforce.
Performance management: In this HRM function organisation will be able to make a
detailed evaluation of employee performance based on set standards for measurement of
performance. It will also assists HR managers to make a decision on oragnsiang various training
programmes depending up on the requirement of employees.
Compensation & benefits: This function is having association with cost controlling,
hiring of competent individuals and providing benefits & fair remuneration based on employee
performance. It will be beneficial for GlaxoSmithKline for planning their compensation &
benefits for entire workforce.
Further there is used of soft and hard approaches of HRM for management of employees
in following manner:
 hard approach: In this approach employees are treated as a very crucial resource for
achievement of organisations objectives. Focus of HRM is on identification of workforce
requirement, use of delegation and top down communication. Hard approach can be used

in GlaxoSmithKline where they are willing to achieve some specific objectives and there
is involvement of less number of people.
 Soft approach: This type of approach is applied in case when employees are given
treatment as individuals and as a source of attainment of competitive advantage. Major
focus in this approach is retaining of employees for motivation them (Morgeson, ,
Brannick and Levine, 2019). In this approach there is action plan for providing overall
benefit to employees to retain them for a longer period of time.
Assessment of human resource functions that can help in management of talent and skills
for achievement of organisations objectives
Human resource department in GlaxoSmithKline will have to perform, various function
such as operational functions, managerial functions for effective management of human
resource. Based on performance of employees there is a need for planning of how to train
employees for performing their assigned task. This function is also used in performance appraisal
and providing right amount of talent & skills.
P2 : Strength and Weaknesses of approaches to recruitment and selection
Recruitment is a process in which there is a pool of talented employees created by
inviting them for applying for various job roles, two main sources of recruitment with their
strength & weakness is discussed below:
Internal source of recruitment is a basic procedure where companies are making efforts
to fill the requirement of vacancies on organisation by use of referrals such as promotion,
transfers etc. Vacancy can be filled by use of sources of internal recruitment as it is more
economic. It is also very helpful in saving of effort and time of the human resource department.
Strengths of Internal sources of recruitment  Appropriate selection of employees as
employer is aware of capabilities which
lacks in case of external recruitment.
 Adaptability of employees is high as
they are familiar with overall
environment and It takes less time in
adapting to new environment and new
job as other sources require lot of

orientation and training.
Weakness of Internal sources of recruitment  Limited choices are available in case of
internal sources of recruitment.
 Internal conflicts any arise if employees
feel that there has been biased
behaviour on part of organisation's
management.
External sources of recruitment includes various process that are concerned with
fulfilment of vacancies from various external sources in organisation (Kaufman, 2019). These
sources can be campus recruitment, employment exchanges etc. such sources help in attracting
new and fresh talent with new ideas & enthusiasm which has a positive impact on exiting
employees.
Strengths of External recruitments  Large number of choices are available
if hiring is done through this method of
selection (Brewster, Mayrhofer and
Farndale, , 201).
 Competent candidate can be hired from
large pool of choice are available with a
employer in this external source of
recruitment.
Weakness of external sources of recruitment  High cost are associated with this
source that includes functions such as
orientation, training etc.
 There are certain adaptability issues in
this source of recruitment faced by
employees as it takes time to adjust in
new organisation and its overall culture.
Analysis: while making recruitment in GlaxoSmithKline there are some sources of both
external & internal recruitment that can be used according to requirement of the organisation.

Internal sources can be used in case existing staff is competent enough and external sources if
there is a requirement of fresh and new ideas.
Selection is a process concern with selection of a suitable candidate for a particular
position by various procedures such as screening, written tests, interviews etc. For making a
analysis if present capabilities for a specific job, two major sources of selection are discussed
below:
Interview is basic process used for selection of right candidate for a particular job by asking of
different questions to candidates tp obtain detailed information (Jabbourand Sousa Jabbour,
2016).
Strengths of personal interview This is a time effective method helps in oral
interview of a candidate and same time
assessment can be done easily.
Weakness of persona interview If interview is biased it can lead to favouritism
that can affect selection of a Candidate without
posing of required competence.
Selection test: it is a approach that is used for making a analysis if personality of
individuals their aptitude, abilities base don a written test that can be subjective or objective
depending on required skills for vacant position.
Strengths of selection test There is critical assessment of employees
capabilities that can be done with the help of
this method of selection of employees.
Weakness of selection test This method can be unreliable if there are not
right type of questions framed for the purpose
of assessing of employees.
Analysis: While use of such methods in GlaxoSmithKline there has to be detailed
interview that must be conducted depending on type of job. Detailed test helps in selection of
right candidate for a particular job profile.

TASK 2
P3 : Benefits of HRM practices for employee and employer both
Human outsource department has to focus in management of people in such a way such
that it helps in improvement of efficiency of people. Such functions are very helpful in
increasing motivation level of employees by identification of employee requirements.
GlaxoSmithKline uses of HR Practises that are beneficial both for employers & employees for
ensuring effectiveness in organisation some of it includes:
Learning development and training practises: GlaxoSmithKline uses more formal
training to employees so that right amount of learning can be provide in right manner, there are
attempts made for use of classroom learning for imparting of technical & personal skills for
carrying of job (Delery and Roumpi, 2017). Such diversity of education programmes are often
done for employees to increase their knowledge abilities for meeting up of individual
responsibility.
Benefits to employees Benefits to Employers
 Training is very helpful in increasing
the present competence level of
employees for assessment of their daily
jobs and adoption of innovative
methods
 effective training is also a tool used for
employee motivation in working more
efficiently and effectively
 Training is helpful in reduction of
employee absenteeism from work in
GlaxoSmithKline
 Trained employees help in increasing
their overall quantity & quality of
output for GlaxoSmithKline.
Flexible working options: Organisations have to build a culture where they are able to offer
flexible practises at workplace. GlaxoSmithKline has adopted practises of flexible working
timings to their employees (Brewster, 2017). This policy is helpful in making employees work
according to their will and convenience.
Benefits to employers Benefits to employees
Flexible working arrangements are very
helpful for employees in balancing of personal
Flexible working hours are very helpful in
increasing employee productivity &

life responsibility along with work life. commitment towards organisation(Manda and
Wood, 2016). It is also very helpful in
retaining of employees in long run.
P4 : Effectiveness of HRM practices in terms of organisational profit and productivity
In every organisation human resource plays a very important part in attainment of
competitive advantage. GlaxoSmithKline considers approaches such employee monitoring &
performance management as essential practise for improvement of productivity of employees.
They use a 360 degree approach where employees set their objectives in the initial time of a year
that is further used in making a review of performance in the middle or end of a year.
Various training programs are also initiated by GlaxoSmithKline for maintaining
employees productivity.
Methods of HRM and iost application in organisational context
HRM practise are very helpful for a organisation in analysing of various ways such as
recruitment plans, conflict management etc. sometimes it can have a negative impact also such as
there are huge cost that have to be incurred that can further demotivate employees and it
consumes lot of time (Brewster, Mayrhofer and Morley,eds., 2016).
Evaluation of HRM practises and application in organisation
HRM practises are very helpful for a organisation in performing various functions such
as recruitment, planning, compensatory decision, conflict management etch. There are certain
negative impact also such as training programmes can lead to huge amount of cost that have to
be incurred by management. If in some cases a employee is leaving the organisation then it will
lead to wastage of resources. Apart from this in case of GlaxoSmithKline, 360-degree approach
can affect employees in negative manner if there is continuous control exercised on employees.
It can also be demotivating of there is continuous monitoring done on employees and their
performance level.
TASK 3
P5 : Importance of employee relation in influencing HRM decision making
Employee relation are regarded as efforts made by Companies in order to manage
relations with employees. GlaxoSmithKline tries to maintain positive relations with their

workforce so that disputes are minimized, there is presence of increased understanding. Such
relations are important both for employees & employers as discussed below:
 Healthy relations are very helpful in reduction of employee absenteeism that helps
employees in making more comfortable with their co-workers and focus is on
improvement of employee performance by providing them required amount of training.
 Increase in productivity is helpful in making decision for increasing of productivity of
employees (Voegtlin and Greenwood, 2016).
 Increased Employee participation is very helpful in having good relations with
management. It will also help in providing required suggestion that can prove helpful to
organisation for solving various issues arising in the organisation.
Employee engagement is a very important term associated with organisation for making
them feel their importance in organisation. This is a strategy used by GlaxoSmithKline in below
discussed ways:
 Encouragement of flexibility by making them adjust according to working schedules so
that employees are made more productive & there is a positive impact on overall
employee loyalty.
 HR managers in GlaxoSmithKline frequently take feedbacks from their employees to
take their opinion on various matters so that overall position of employees can be
assessed.
P6 : Elements of employment legislation and its impact on HRM decision making
Employee legislation consist of various employee rights & relationships with employers.
Major aim is to keep employee protected at workplace (Saks and Gruman, 2017). Several
elements if employee legislation includes working hours, remunerations. Wages, trade unions,
industrial relations etc. overall impact of employment legislation on HRM decision making can
be understood from below discussed points:
 Equality Act 2010: Equality act came in October in the year 2010. this act is a
combination of approx 116 legislations in one act it provided various details of legal
framework for protecting individual rights. It also provides with certain discriminatory
laws for defending individuals from unfair treatment.

 Data Protection Act, 1988: This is act of parliament that is used for setting of guidelines
about scored data. It is used for defining of ways of storage of data. It helps in handling
of personal data of employees. GlaxoSmithKline, has to protect their personal
information of employees under this act. If any information is leaked by organisation then
they are made liable to compensate employee whose information has been leaked.
 Healthy and safety at work Act, 1974: It is a act enacted by parliament in UL that is
used for setting of framework for management of workplace health & safety. It is used
for defining of overall duties of employees, employers for maintaining of employee
safety at workplace. In GlaxoSmithKline, this act is concern with safety of employees
and reducing overall employee turnover.
 National minimum wages Act, 1988: This act is related to development of a legal
framework for providing minimum wages to employees. This has to be paid based on
employee competence. In GlaxoSmithKline management is bound to pat all their
employees minimum amount of wages that are fixed according on hourly basis and such
minimum wages does not vary according to competence employee.
Impact of employee legislations on decision making:
All the employee legislation are aimed at protecting employee rights. They also deal with
overall responsibility of employers in this regards. Such legislations are helping in providing
safer environment of working to all employees in GlaxoSmithKline. It also acts as a motivational
tool for enhancement of present dedication level of employees resulting in increased
profitability. HR department has the responsibility to follow all these regulations for making
workplace more safer for employees.
TASK 4
P7 : Application of HRM practices in work related context
HR practises are applicable to various sectors in a organisation. In context of a
organisation a person specification is developed (Amarakoon, Weerawardena, and Verreynne, ,
2018). Person specification is a basic document that consist of knowledge, skills, experience,
abilities etc. which is required by a person for performing of a job. It is from a job specification
for a particular job. Specification is related to a specific job. This document is very helpful for a

recruiter in making a analysis of candidates and select best suitable candidates. Below discussed
is is a person specification for a Chef position at Michelin star restaurant.

Person Specification
 Post: Chef
 Department: Administration department
 Key: Requirement of evidence for post while going through the process of recruitment :
(A) : Application form, (I) : Interview, (R) : Role
Attributes Essential Desirable
Experience and qualification Certificate hygiene for food
Third level in NVQ in catering
A masters degree in hotel
management
There must be cooking
experience
certificate for Hygiene level
Abilities or skills Interpersonal and
organizational skills
Cooking for minimum 80
people at a point of time.
Knowledge of ms excel,
outlook software etc.
Leadership skills for
managing of teams such as
cooperation, coordination, etc.
Assessment and analysis of all
risk factors
Ability to influence all team
members.

Main purpose of preparing a job specification is that it helps in creating ease in interview
procedure and at same helps in fair assessment of all employees. It also very helpful in analysing
requirement of employees for a particular job as candidates can apply only if they feel they are
qualified enough for particular job position.

CONCLUSION
It can be conclude from above report that human resource management is a very
important function helping in achievement of organisations objectives for performing various
organisational functions. It helps in analysing of workforce requirement and planning
accordingly for recruitment function, interview and selection test etc. It can also be conclude that
HR practises are very beneficial for both employer and employee. If there are healthy employee
relations then it will help in creating understanding of overall culture prevailing in the
organisation. Also, various employee legislation help in developing understanding of various
human resource practises in a organisation.

REFERNCES
Books & Journal
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of human resource
management. John Wiley & Sons.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Morgeson, F.P., Brannick, M.T. and Levine, E.L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Kaufman, B.E., 2019. Managing the human factor: The early years of human resource
management in American industry. Cornell University Press.
Brewster, C., Mayrhofer, W. and Farndale, E. eds., 2018. Handbook of research on comparative
human resource management. Edward Elgar Publishing.
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Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal, 27(1), pp.1-21.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
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Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Voegtlin, C. and Greenwood, M., 2016. Corporate social responsibility and human resource
management: A systematic review and conceptual analysis. Human Resource
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Saks, A.M. and Gruman, J.A., 2017. Human resource management and employee engagement.
In A Research Agenda for Human Resource Management. Edward Elgar Publishing.
Amarakoon, U., Weerawardena, J. and Verreynne, M.L., 2018. Learning capabilities, human
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