Benefits of HRM Practices in AstraZeneca

Human Resource
Management
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TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
P1: Function of HRM-................................................................................................................3
P2: Strength and weaknesses of different recruitment methods-.................................................4
P3: Benefits of different HRM practices within organization-....................................................5
P4: Effectiveness of HRM practices-...........................................................................................7
P5: Employee relation impact upon the HRM decision-making-................................................8
P6: Impact of employee legislation on HRM decision-making...................................................9
P7: Application of HRM practices-...........................................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
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INTRODUCTION
Human Resource Management (HRM) is the organizational step for managing
organizational employee workforces such that high work productivity can be achieved by
collaborating the efforts done by the employees. AstraZeneca is the chosen organization for the
evaluation in this report. AstraZeneca tend to provide products like pharmaceutical and
biotechnology products to its customers all across the globe. In this present time of COVID-19
AstraZeneca is also widely known for its revolutionary steps for the development of COVID-19
vaccine (AstraZeneca, 2021). Evaluation on the purpose and scope of HRM practices is done in
this report, with that analysis on different strength and weaknesses of HRM practices in terms of
achieving organizational targets is also being analysed within the report. Also analysis on the
significance of HRM practices on employees and employer is also being evaluated within report,
Also identification of several factors which tend to affect the decision-making process of HRM is
analysed in the report.
MAIN BODY
P1: Function of HRM-
HRM is responsible for performing several operations within the organization through
which it tends to ensure that it is able to increase the chances of goal achievement for the
organization. Following are the different functions of HRM which it tends to perform within
AstraZeneca.
Recruiting- Recruiting is one of the prime activity which is being performed by the HRM, this is
an important step for the organization due to the fact that AstraZeneca has to ensure that it is able
to achieve high work productivity. Due to which HRM has to implement some recruitment
process by which it can achieve the desired target (Renkema, Bos-Nehles and Meijerink, 2020).
Thus through recruiting HRM can not only achieve high work productivity but also at the same
time can resource company with new talent and skills through which it can ensure that company
is able to make appropriate chances in its working process by which it can achieve desired target.
Performance management- HRM at AstraZeneca has to ensure that it is able to analyse the
organizational working process and with that is able to develop working strategy. Through which
it can ensure that it is able to make improvisations in the working strategy such that company is
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able to achieve an competitive edge. This is important step because since AstraZeneca is
showing high level of engagement in developing COVID-19 vaccine because of which company
has to ensure that employees are working as per the organizational requirements (Christgen and
et.al, 2020). Due to which the HRM may use 360-degree feedback for evaluating the employee's
work productivity.
Employee training- HRM has to ensure that organizational employees are able to make
improvisations in their working process by which the quality of the achieved result will be
improved. Due to which it often to provide training to the employees, this can be seen in the
present time of COVID-19 in which AstraZeneca has to develop advanced level of machineries
and because of which if the employees are not able to utilize the machineries then it will affect
the organizational working. Therefore HRM has to provide training to employees by which high
work productivity can be achieved.
Developing organizational working strategies- HRM is responsible for analysing the changing
market trends and then tend to develop organizational strategies by using company's strengths
through which it tends to ensure that it is able to achieve an efficient competitive edge
(Lindenmeyer Asadi and Stenbom, 2020). This is important step for the organization because if
the organization is not able to provide products in such a way that it is not able to fulfil the
customer requirements. Then the chances of brand switching will be increased for the
organization which will affect its sustainability in the market place. Due to this HRM has to
develop organizational working strategies by which concentrated efforts can be made to achieve
the desired target.
P2: Strength and weaknesses of different recruitment methods-
Recruiting is the process of hiring new candidates for the organization for a specific job
profile this is done in order to achieve a increment in organizational work productivity.
Following are the different type of recruiting methods.
Internal recruitments- This is a type of recruitment process in which candidates are being
selected for the job profile are being selected from within the organization. This is done because
employees are having an efficient understanding of organizational work process due to which
training cost is reduced and employee's loyalty is also increased. Following are the different type
of internal recruitment.
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