Human Resource Planning and Employment Law

This assignment delves into the human resource planning process, outlining its four key stages: analyzing current and future requirements, developing strategies, and reviewing/evaluating outcomes. It examines the influence of two crucial employment legislations – The Equality Act 2010 and The Employment Act 2008 – on HR practices within a company. Furthermore, it proposes recommendations for maintaining employee motivation and fostering a positive work environment to enhance productivity and achieve business objectives.

Introduction to human
resource management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
HR strategies and new mission statement...................................................................................1
TASK 2............................................................................................................................................2
Human resource planning...........................................................................................................2
TASK 3 ...........................................................................................................................................5
HR practices and performance management...............................................................................5
TASK 4............................................................................................................................................6
Impact of employment legislation on HR practices....................................................................6
CONCLUSION AND RECOMMENDATIONS............................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human resource management may be defined as a strategic approach for managing the
people effectively in a particular organisation with the objective of achieving competitive
advantage over the rivalry firms. The basic objective behind managing the employees in an
organisation is to improve their productivity towards the attainment of business objectives
effectively and efficiently. Greenwich pharmaceuticals is the leader in US pharmaceutical
industry in the field of medicines which have been cannabinoid prescribed. The company was
able to achieve this position through persistence and constant innovation. This report will include
HR strategies aligned with new mission statement of the company as well as detailed discussion
on human resource planning in the specific business environment(Cascio, 2015). Apart from
these, effective HRM practices along with performance management system in a particular
company would be discussed in detail. Moreover, impact of employment legislation on the HRM
practices would be taken into consideration.
TASK 1
HR strategies and new mission statement
HR strategies
Human resource strategy may be defined as an overall plan of a business organisation to
align its management of human resources with the activities of a business. It is very important to
develop efficient human resource strategies in order to run the business smoothly towards the
attainment of the business objectives effectively and efficiently. There are numerous strategies of
human resource management but the strategies that should be adopted by Greenwich
pharmaceutical company towards its attainment of new mission statement are as follows:
Performance appraisal: it is the most important for the company to adopt this strategy
because by appraising the performance of the employees, company would be able to boost the
morale of the employees which in turn would lead to decrease in the employee turnover
rate(Shields and et.al., 2015). Employee turnover rate would be decreased as the employees
would be motivated to retain in the company for a longer duration of time rather than joining the
rivalry firms. Thus, it is very essential for the company to appraise the performance of its
employees on a timely basis in order to increase the retention rate of employees.
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Training and development: another important strategy is to arrange efficient training
programmes for the employees in order to train them adequately. The basic objective behind
giving them training is to increase their productivity so that they work better towards the
attainment of the objectives of the company(Rice, 2019). Moreover, by providing them proper
training they would even contribute more efforts towards the development of differentiated
products which in turn is very essential for the company to survive in this competitive
environment. Thus, training and development would help Greenwich pharmaceutical company in
gaining competitive advantage over its rivalry firms which is very essential for the company to
maintain and grow its market share and continue its operations in a way by dominating the entire
market.
Recruitment: recruitment may be defined as a process of hiring qualified candidates for
the vacant posts. It is a very important human resource strategy that has can be adopted by
Greenwich pharmaceutical company as it would would help the company in hiring qualified
candidates which are capable of providing value added products to enhance the patients' lives
and speak to the payer, provider and end customers. Hence, the need arises for the company to
align its recruitment strategy with the new mission statement formulated by the
company(Nankervis and et.al., 2016).
Mission statement
New mission statement of Greenwich pharmaceutical company is 'to provide
differentiated products to the customers as well as to keep the employees motivated. The
company would provide value added products to enhance the patients' lives and speak to the
payer, provider and end customers'.
Hence, by adopting the above mentioned human resource strategies, company would be
able to achieve its newly formulated mission statement.
TASK 2
Human resource planning
Human resource planning may be defined as a process through which human resource
requirement for current as well as future period of time may be assessed or identified. It may be
defined as a strategy for the purpose of acquiring, utilising, improving and preserving the human
resource of a company. Furthermore, planning of human resource makes sure that employees fit
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the best to the job by avoiding both shortage as well as surplus of manpower. Hence, for this
purpose strategic planning for human resources should be done.
There are four main stages of human resource planning and these stages are as
follows:
Analysis of current supply of labour: the process of human resource planning starts
with identification of current workforce of a company. This stage of human resource planning is
very crucial because company cannot proceed with hiring of new employees until and unless
company is aware of the strengths of its workforce currently employed. In order to identify the
strength, company takes into consideration number of employees working in the organisation,
their capabilities, their qualification, experience, productivity, etc. Thus, by identifying current
human resource capacity, company would be able to proceed further that is identification of
future requirement of employees.
Forecasting human resource requirements: it is very important to critically forecast
the future requirement of employees in an organisation in order to run the business smoothly.
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Illustration 1: Human resource planning process
source: (Strategic human resource planning, 2017)

There should not be shortage of employees as it will lead to unmanaged work and delay in the
work due to unavailability of adequate staff. On the other hand, there should neither be surplus of
staff as it will increase the cost of company in managing the employees. Hence,it is very
important to analyse the future requirement of employees in the company correctly in order to
achieve the objectives of the company effectively and efficiently(Noe and et.al., 2017). This step
takes into consideration forecasting of both demand as well as supply.
Develop talent strategies: after determining the current as well as future capacity of the
employees; it is very essential to develop and enhance talent of the employees. This is the most
important stage of human resource planning because in this stage the productivity of the
employees can be enhanced towards the attainment of the objectives of the company. This stage
includes recruitment and selection of new employees, training and development of existing
employees, remuneration and benefits to employees, management of performance and employee
relations.
Review and evaluation: the last stage of the human resource planning process is to
review and evaluate the human resource planning. At this stage each and every aspect of the
process is reviewed critically in order to determine the performance of the company towards the
attainment of their objectives. By proper evaluation, company would be able to determine
whether by adopting this process; company is able to run its business smoothly or not. If not ,
then certain changes are required which need to be inculcated in the human resource planning
process. Then the company will leave no stone unturned to bring the desired changes in order to
achieve the objectives of the company effectively and efficiently.
Current and future issues faced by the company
Current and future issues faced by Greenwich Pharmaceutical is to develop a
manufacturing process that builds the patients trust. It is very important to build a manufacturing
process in order to provide commitment to patients that there needs would be served in an
effective and consistent manner. The most important issue faced by the pharmaceutical company
is diagnosis of Rare Childhood-onset Epilepsies. It is very important to overcome this challenge
in order to protect the patients, clinicians and families from the Rare Childhood-onset Epilepsies
disorder. Another important issue is that some of needs of the patients remain unmet. Thus,
efforts should be made to address them effectively.
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TASK 3
HR practices and performance management
There are wide number of employee performance and well-being issues faced by
Greenwich pharmaceutical company(Shields and et.al., 2015). The most important concern that
is affecting the performance of employees is decreased motivation and confidence of employees
due to high competition in the market. This is even lead to increase in the employee turnover rate
because of lower retention rate of employees.
Apart from this, even it was witnessed that the company is facing large number of
employment issues such as unfair dismissal of employees, harassment issues which has lead to
negative perception in the mind of employees regarding the company. Even lot of issues were
faced at the time of recruitment and selection of new employees.
Hence, all these issues were faced by the company which in turn hindered the efficient
performance of the employees as well as well-being of the employees towards the attainment of
business objectives smoothly and efficiently. Thus, company should make all the possible efforts
to overcome these issues in order to run the business effectively in long run.
Moreover, it was found that motivation level of employees is constantly decreasing
leading to increase in the employee turnover rate. Thus, all these performance management
issued played a vital role in negatively affecting the performance as well as well-being of
employees and this in turn has hindered the attainment of the business objective smoothly.
Greenwich pharmaceutical company can implement safe, happy and healthy workplace
as a human resource practice to keep its employees motivated. By creating a healthy
environment, company would be able to increase job satisfaction in the mind of employees. This
in turn will help the company in boosting up the morale of employees so that they retain in the
company for a longer duration of time and doest not shift towards the rivalry firms(Ahmad,
2015). Thus, by developing a healthy and positive environment company would be able to attain
its newly formed mission effectively and efficiently.
Another human resource practice that could be adopted by Greenwich pharmaceutical
company is 360 degree performance management feedback system. By using this method,
company would be able to measure the performance of the employees accurately and adequately.
Through feedback system company would be able to evaluate each and every aspect of the
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performance of the employees crucially and this in turn would help in managing the performance
accurately.
Thus, on the basis of performance management company would be able to increase the
productivity of the employees so that they work better towards the attainment of the business
objectives. Hence, employees of the company would be able to produce differentiated products
which are important to gain the competitive advantage over the rivalry firms as well as it will
even contribute towards adding the value to the products(Brewster, 2017).
TASK 4
Impact of employment legislation on HR practices
There are various employment legislations that have been laid down in order to manage
the human resources of the company. These legislations have an impact on the HR practices of
the organisations. Few employment legislations along with its impact on the employer and
employee are as follows:
The equality act, 2010: this employment legislation came into force in order to promote
equality at the workplace. Equality at workplace means no discrimination between the
employees at the time of recruitment and selection. All the job applicants must be given fair
chance of being selected irrespective of the caste, religion, gender, age,sexual orientation, etc.
this act extremely prohibits discrimination at the workplace with respect to every activity that is
carried during employment.
Under, this all the job applicants would be given a fair chance of being selected and
based on the performance and abilities the most suitable candidate would be selected(Davies and
et.al., 2016). Hence, by adopting this act in the employment activities, the company would be
able to improve its brand image and this in turn would help the company in gaining competitive
advantage over its rivalry firms.
Furthermore, bullying and harassment is even protected by the The equality act, 2010
employment legislation. Bullying means harming or intimidating the employees which are
perceived to be vulnerable at the workplace. Hence, it is important to protect bullying in order to
develop positive environment at the workplace, which is very essential to achieve the objectives
of the business effectively and efficiently.
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While on the other hand, harassment is concerned with aggressive pressure for
intimidation. Harassment is extremely prohibited at the workplace as it has very serious harmful
impact on the mentality of the individual. Harassment is even one of the protected characteristic
of the equality act, 2010(Hankivsky, de Merich and Christoffersen, 2019). Thus, by inculcating
'The equality act' in the employment practices, company would be not only be able to enhance
the image of the company but would also be able to create job satisfaction in the mind of
employees which is essential for running the business smoothly.
Employment act, 2008: this act came into force in order to remove the minimum
statutory disciplinary and grievance procedure. By enforcing this act, company would be able to
solve all its issues such as fairness of a dismissal as well as level of compensation to be awarded
to employees. This act would also contribute a lot towards motivating the employees to retain in
the company for a longer duration of time by creating job satisfaction in the mind of employees.
There are many stages at which employer encounters difficulty in handling the employees
regarding their performance that is concern regarding the productivity of the employees. Hence,
it is important duty of human resource department to inculcate employment act in order to run
the business smoothly. This act will also contribute a lot towards creating a sense of
belongingness in the mind of employees which is essential for increasing the productivity of
employees(Taylor and Emir, 2015).
CONCLUSION AND RECOMMENDATIONS
From the above study, it has been summarised that a new mission statement was
formulated along with the discussion on human resource strategies. The report concluded that
there are three main human resource strategies that are adopted by the company and those are
performance appraisal, recruitment, training and development. Apart from that, human resource
planning process was discussed in detail which showed that the process comprises of four main
stages. It started with analysing the current requirement and then analysing the future. After that,
strategies would be developed and finally review and evaluation. Moreover, two main
employment legislations were discussed in detail which had an impact on HR practices of the
company. The two employment legislations discussed were The Equality Act, 2010 and The
Employment Act, 2008.
Furthermore, it has been recommended that in order to keep the employees motivated so
that they retain in the company for a longer duration of time, company should ensure positive
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and healthy environment at the workplace. The company should even manage the performance
of the employees through constant feedback in order to increase the productivity of the
employees towards the attainment of business objectives effectively and efficiently.
REFERENCES
Books and journal
Ahmad, S., 2015. Green human resource management: Policies and practices. Cogent business
& management. 2(1). p.1030817.
Brewster, C., 2017. Human resource practices in multinational companies. The Blackwell
Handbook of Cross‐Cultural Management. pp.126-141.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Davies, C. and et.al., 2016. The Equality Act 2010: five years on.
Hankivsky, O., de Merich, D. and Christoffersen, A., 2019. Equalities ‘devolved’: experiences in
mainstreaming across the UK devolved powers post-Equality Act 2010. British Politics.
pp.1-21.
Nankervis, A.R. and et.al., 2016. Human resource management: strategy and practice. Cengage
AU.
Noe, R.A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Rice, C.M., 2019. Human Resource Strategies and Sustainability in Small Businesses (Doctoral
dissertation, Walden University).
Shields, J. and et.al., 2015. Managing employee performance & reward: Concepts, practices,
strategies. Cambridge University Press.
Shields, J. and et.al., 2015. Managing employee performance & reward: Concepts, practices,
strategies. Cambridge University Press.
Taylor, S. and Emir, A., 2015. Employment law: an introduction. Oxford University Press, USA.
online
Strategic human resource planning. 2017. [online]. Available
through:<https://www.lucidchart.com/blog/what-is-the-human-resources-planning-
process>
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