Benefits of HRM Practices for Employers and Employees

This article discusses the benefits of different HRM practices for employers and employees in improving organizational profit and productivity. It explores the flexible working system, training and development, and other practices that enhance employee performance and overall organizational performance.

Human resource
management

Contents
Introduction......................................................................................................................................1
P1 Explicate purpose along with functions of HRM which can be applied for workforce
planning as well as resourcing of firm.........................................................................................1
P2 Explicate strengths & weaknesses of distinct approaches which can be utilised for selection
and recruitment............................................................................................................................3
P3 Explicate benefits of distinct HRM practices in firm for employer as well as employee......5
P4 Evaluation of effectiveness of diverse HRM practices in organisational profit as well as
productivity..................................................................................................................................6
P5 Analysis of significance of employee relations for creation of impact on HRM decision-
making.........................................................................................................................................7
P6 Identification of key elements associated with employment legislation along with their
impact on formulation of decision-making..................................................................................8
P7 Illustration of applications of human resource management practices..................................9
Conclusion.....................................................................................................................................11
References......................................................................................................................................11

Introduction
Human resource management is process associated with recruitment, selection which
involves rendering of employees that furnish orientation, deliver training & development along
with appraising of employees performance. HRM denotes process for management of workforce
in an organisation where there development as well as management of employees will be carried
out. Basically, it denotes process for making effective as well as efficient utilisation of human
resources through which formulated goals can be attained. This report is based on
GlaxoSmithKline (GSK) Plc is multinational pharmaceutical firm which is headquartered in
London and was founded on December, 2000 as well as deliver their services worldwide. This
report comprises of purpose along with functions of human resource and strengths along with
weaknesses of diverse approaches. Furthermore, benefits which can be attained by employer and
employees will be furnished as well as effectualness of distinct HRM practices. Moreover,
significance of key elements associated with employment legislation will be illustrated along
with different examples of HRM practices.
P1 Explicate purpose along with functions of HRM which can be applied for workforce planning
as well as resourcing of firm.
HRM is considered as an imperative part of firm which involves multiple purposes as
well as functions which aids firm within rendering their functions in an effectual manner. Human
resource functions are linked with processes of appointing, sacking along with recounting as well
as determining suitable candidate as per requirements of firm. This is the formal system which is
being utilised by GSK Plc for management of their human resources in their working
environment. The systematic identification as well as analysis of what is being carried out within
firm in context of size, type as well as quality of employees for attachment of their objectives is
defined as workforce planning. The primary activities which have to be carried out by human
resource manager comprises of hiring, employee's benefits & compensation along with defining
as well as designing of work (Adekiya and Ibrahim, 2016). The different aspects associated with
this are illustrated below:
Purpose of Human Resource Management
HRM denotes effective process which is liable for facilitating development of work
which is being carried out by employees and comprises of their skills, knowledge and experience
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that is acquired while delivering their services within GSK Plc. This also assists employees as
well as employers for working mutually by which performance can be enhanced as well as
organisational objectives and goals can be attained on time as in well as in impelling manner.
Internal employee’s engagement: HRM works for amplifying effectiveness of
performance of employees for improvising working criteria in context of its quality. The
management of GSK Plc is liable for executing obligatory policies for employees so that they
can be developed as well as can render their services as per expectation of tasks which are being
carried out by them.
Cultural sensitivity: Human resource manager of firm is liable for upholding cultural
awareness within the organisation as per their working structure and style to ensure that their
operations re aligned. This enables employees of GSK Plc to respond within efficacious way in
working premises. For this, manager carry out impelling session along with appropriate get
together so that employees can be comfortable and render their tasks without any kind of
exertion (Sal and Raja, 2016).
Functions of Human Resource Management
HRM plays critical role in firm as their functions are applied within processes associated
with hiring, recruiting, selecting, acquiring, developing, maintaining along with delivering
compensation and remuneration to employees.
Recruiting and selection: They are critical functions which are being carried out by
HRM in each organisation as per their requirements. This aids management of GSK Plc within
screening as well as selecting well qualified candidates for peculiar job profile which will enable
them within preservation of organisational goals as well as objectives.
Managing employee’s relation: Employees acts as major pillar for attaining success of
firm. For this, management of employee's relations in an firm acts as insistent activity for human
resource management. The manager of GSK Plc is liable for managing relationship among them
in an effective way for trimming down disputes and misunderstanding among different human
resources who are delivering their (Paillé and et. al., 2014).
Soft HRM
The human resource management approach which comprises of treating employees like
crucial assets of firm is referred to as soft HRM. This is liable for viewing their employees like a
critical resources who acts as key for attainment of their long term strategies. Within, GSK Plc
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they merge their employees needs within organisational strategies as this enables to have a two-
way communication which means that it becomes easy for interacting their goals in an
efficacious manner.
Hard HRM
When employees are just treated just like another resource just like a machine or tools
which are required for carrying out their business operations is referred to as hard HRM. In this,
needs of employees are not taken into consideration but just emphasis is laid on organisational
goals. This kind of approach is not utilised by GSK Plc as there is minimal interaction and for
retaining employees they have to be paid high which might not be feasible services (Marchington
and et. al., 2016).
P2 Explicate strengths & weaknesses of distinct approaches which can be utilised for selection
and recruitment.
The process that enables firm to identify qualified individuals as well as can be leased
from inside or outside its premises is referred to as recruitment. For this, it is essential that firm
makes use of tools for accomplishment of requirement of needs of GSK Plc as this leads to have
effectual interaction with each department and for this they can make use of platforms like
LinkedIn and many others are there. There are several recruitment and selection methods which
can be used by GSK Plc for bringing the best talents in organisation and being most effective.
RECRUITMENT
Recruitment can be done both internally and externally, these are two broad approaches
of recruitment.
Internal recruitment
When managers of company are seeking to fill the vacant position within the organisation
itself it is known as internal recruitment. Internal recruitment is a very cost saving process and
takes very less time to fill the position. Few internal recruitment process are as follows:
 Transfers- It is a method where managers moves one individual from their job role to
higher or lower level, according to their position (Kramar, 2014).
STRENGTH WEAKENESS
It is on factor which works as motivator for
individuals working in company. As people
During transfers an individual has ot move
from their comfort zone to other place leaving
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will work more efficiently for moving to
higher position.
their family and others which makes it a
weakening method.
 Promotions- It is the methods rendering staff a higher position in company and moving
them to new job role according to their abilities and performances (Bailey and et. al.,
2018).
STRENGTH WEAKENESS
The main strength of this recruitment method
is foremost it is time and cost saving. Along
with it allows staff to encouraged and their
performance level automatically increases.
Promotion if taking place for moving the
individual to higher position then it is a
positive process, but if they are being demoted
to the lower position then it demotivate staff.
External recruitment
This recruitment process is used by manager when they are looking for fresh talent to
flow in company and therefore, they move outside the entity to recruit more staff. In other words
when individuals are approached form the outside and invited in company for performing
respective job role. Few external recruitment methods are as follows:
 Advertisements- Through advertisements entity post information in external environment
about the vacant position for attracting best talents which are suitable for the firm.
STRENGTH WEAKENESS
Advertisements is the best source for reaching
to maximum number of people. Number of
platforms are available for giving
advertisements such as social media,
television, print media etc.
This form of external recruitment technique
involves huge cost and investments and also
not certain that it will prove effective.
 Placement agencies- These are the small organisations or third party agents who are
present in marketplace for searching for appropriate and required candidates for company
according to their needs and requirements (Klingner, Llorens and Nalbandian, 2015).
STRENGTH WEAKENESS
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By adopting this approach of recruiting
company can undertake best individuals
rapidly in no time and the cost involved in it is
also very low.
In case of or at the time of recruiting higher
level of staff such as superiors and directors,
this form of external recruitment process is
ineffective.
SELECTION
This is process of choosing the best candidates from the pool created in the recruitment
process. It is a negative phase as people are asked to leave for finding the most suitable
candidate. Selection process is the last stage of bringing new people and filling the vacant
position.
 Interview- One of the most common selection process is interview. In which a
interviewing team asks relevant questions from candidates for assessing their knowledge
about the post and evaluate their skills which are required by the firm (Kanfer, Frese and
Johnson, R.E., 2017).
STRENGTH WEAKNESS
This selection process provides flexibility to
employer or interviewee enabling them to
conduct thorough analysis of skills and
knowledge of the person.
The company need to undertake and do special
arrangement for conducting interviews which
is costly and time consuming.
P3 Explicate benefits of distinct HRM practices in firm for employer as well as employee.
There are number of HRM practices which are performed by human resource manager of
every organisation. The HRM department of GSK Plc will also undertake number of HRM
practices which are beneficial for both the company and the employees. These HRM practices
and their benefits to both employees and employers are explained below in context of GSK Plc.
 Performance Management and monitoring- It is an effective HRM practice which is
performed by HR manager of GSK Plc for measuring the performance level of
employees, maintaining productive work environment and groups and identifying
effectiveness of workforce individually for allocating them related jobs and meeting
company's performance level. Through this theory or management approach workers and
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manager of company work together to plan, monitor and review workers actions and their
overall contribution towards the organisation (Banfield, Kay and Royles, 2018).
Benefit:
EMPLOYER EMPLOYEE
The managers of GSK Plc. Will get thorough
understanding of individuals skills and abilities
through which they can easily and
appropriately assign jobs. This will render best
results to company which help in maximizing
organisations profits and efficiencies.
The individuals, workers or workforce will be
encouraged and motivated as the tom
management is involved with them. This will
allow them to communicate all of their
problems and work related issued. Also, they
can acquire better opportunities for developing
and enhancing their skill sets.
 Training and development- This is a practice which is used and fulfil the purpose of
educating employees and updating their skill sets and capabilities. Training is given to
staff for introducing them with new changes takes place in company such as in systems
or in machinery. Development processes are conducting for educating staff about the new
changing trends which are flourishing in the external business environment and affecting
the firm and its operations. The main purpose of training and development is updating
individuals and making the operations of entity more effective by increasing the
efficiency of workforce. In other words the main reason behind training and development
is to widen the expertise of the personnel of company (Guest, 2017).
Benefit:
EMPLOYER EMPLOYEE
GSK Plc will be benefited as, workers will
practice all new skills which are developed
through training in organisation which will
enhance the efficiency of operations. Also, the
over all performance of company will increase
to an effective level.
Personnels, workforce or employees of GSK
Plc will get more knowledge and develop new
abilities which will result in increasing their
skill sets. This will ultimately help workers to
explore more opportunities and be more
effective and earn higher incomes.
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P4 Evaluation of effectiveness of diverse HRM practices in organisational profit as well as
productivity.
HRM of the organisation are responsible for managing various activities of the
organisation that improves the efficiency and productivity of the employees. By encouraging the
employees to perform better, overall performance of the organisation can be improved. Various
practices that are used by the HR managers of GSK are:
Flexible working system: In this system the employees are allowed to customised
working hours in which they decide upon the timings at which they can come but they just need
to complete the working hours. Also the employees are allowed with telecommuting in which the
jobs can be performed from any remote place etc. This strategy motivates the employees
effectively which has direct impact on their performances.
Training and development: Various training and development will be provided to the
employees with the help of which their capabilities of adopting the changes can be improved.
With the help of these practices the employees are provided learning of various medicines so that
they can effectively convince their customers with their competence. Various training programs
facilitate the growth of the employees and thus improve the profitability and performance of the
company as a whole (Herath and Prato, 2017).
Reward system: The HR managers determine various compensations and benefits that are
to be provided to the employees. This is because the rewards are the most important motivating
factor. Managers of GSK analyses the performances of the employees and on the basis of that
they determine the pay to the employees. With increase in benefits the level of motivation and
enthusiasm of the employees improves and this enhances the loyalty of the employees for the
organisation.
P5 Analysis of significance of employee relations for creation of impact on HRM decision-
making.
For the organisation it is important for maintain the relations with the employees as this
facilitate them to retain them for a longer period of time. This improves the competence level of
the employees as they are treated as integrated part of the organisation. It improves their
efficiency of undertaking various tasks. For the organisation such as GSK it is important to
maintain relations with their employees so that they can be made productive, efficient and loyal
towards the company.
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The employee relations make the company efficient enough to manage their employees
and thus it has impact on various decisions making of the HRM which are given below:
 Disciplined workforce: For ensuring discipline within the organisation various rules and
regulations are imposed by the management of the company such as GSK so that the
behaviours of the employees can effectively be managed. With this the workplace
environment can effectively be managed and thus it enables the managers to formulate
various strategies and implement them as the employees become supportive (Deery and
Jago, 2015).
 Effective decision making: Better relations with the employees make them competent
and productive as they are made comfortable with the environment that motivates them to
perform better. HRM with the help of determinative method of communication ensure
effective communication among the employees. This ensures that the employees have
sufficient information with which they can perform their roles efficiently. Thus it makes
the employees cooperative in case of any decision that is taken by the managers of GSK.
With the help of various practices such as collective agreement, discipline, grievance etc. the
employees can effectively be motivated. Better employees relations enables them in retaining the
employees for a longer period of time (Brewster and et. al., 2016).
P6 Identification of key elements associated with employment legislation along with their impact
on formulation of decision-making.
There are some laws and regulation which need to taken into consideration by the
managers of the organisation so that the employees can be managed efficiently. The HR
managers of GSK implement various laws with the help of which the chances of the conflicts
among the employees and their motivation can effectively be managed. Also implication of such
legislation and regulations enables the organisation in improving their image by ensuring that no
legal proceedings are faced. Some of such legislation that is adopted by the managers of GSK is:
Health & Safety at work Act, 1974- This legislation ensures that healthy workplace
environment are provided to the employees. For this their requirement need to be taken into
consideration. With the help of various safety norms the possibility of any accidents reduces
which make the workplace comfortable and safe for the employees. If such acts are not adopted
by the managers then it may lead to dissatisfaction among the employees (Albrecht and et. al.,
2015).
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Equality Act, 2010- With this it is ensured that all the employees in the organisation are
treated equal and fair in terms of pay, working conditions, gender etc. Implication of such law is
as very crucial for the organisation as with this they can keep their staff motivated and thus it
will enable them to achieve their targets. Also it facilitates in regulation the workplace culture as
with these optimistic behaviours in the employees can be encouraged.
P7 Illustration of applications of human resource management practices.
There are various documents that are prepared by the human resource managers such as job
description, person specification, job offer letter are prepared. With the help of such document
requirement of the workforce can effectively be managed (Stone and et. al., 2015). Some of such
documents are given below:
Job specification
Job Details
Post:- Pharmacist
Company:- Tesco
Job purpose:- The company requires a candidate for the post of Pharmacist, who has sufficient
knowledge and experience of the medicines. Also they need to have capabilities of monitoring
the drug therapies of the patients, forming heath care teams etc. The candidate is expected to
have optimistic behaviour which will enable them to manage situations positively.
Roles and Responsibilities:-
 Their roles include the preparation of the medications after reviewing the orders of the
Physicians.
 To control medication by monitoring various drug therapies.
 Maintenance of the records of controlled substances and to remove the outdated one
from the inventory.
Documentation of interview
Questioners are required for selection process:-
1.) What do you understand by the role of Pharmacist?
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2.) How can you manage a lot of inventory in the store?
3.) What unique skills and abilities do you have so that we select you?
4.) Do you understanding of various computer software?
Person specification
Post:- Chef
Organisation:- Michelin Star Restaurant
Attributes Essential Desirable
 Qualification &
Experience
 Post graduation in any
course related to the
role of chef
 Knowledge of
continental cookery
 Training in Culinary
Arts
 Minimum experience
that is required
includes 18 months.
 Skills or knowledge  Basic understanding of
health and safety
environment
 Ability to work under
pressure
 The skills to represent
their views so that their
own initiatives can be
taken by them.
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Conclusion
From the above reports it is concluded that the various HRM practices are undertaken by the
managers of the organisation with the aim of keeping their employees motivated and competent.
For this various practices such as training and development, recruitment and selection processes,
implementation of various strategies and policies etc. are taken into consideration by the
managers. Apart from this various approaches of HRM are used that contributes to the enhanced
productivity and the profitability of the organisation. Various legislation are analysed as their
implications need to be managed for managing the employees and avoiding any legal
proceedings.
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References
Books & Journals
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Effectiveness: People and Performance. 2(1). pp.7-35.
Bailey, C., and et. al., 2018. Strategic human resource management. Oxford University Press.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
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Brewster, C., and et. al., 2016. International human resource management. Kogan Page
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Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance and retention
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Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
Herath, G. and Prato, T., 2017. Role of multi-criteria decision making in natural resource
management. In Using multi-criteria decision analysis in natural resource
management (pp. 17-26). Routledge.
Kanfer, R., Frese, M. and Johnson, R.E., 2017. Motivation related to work: A century of
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Klingner, D., Llorens, J. J. and Nalbandian, J., 2015. Public personnel management. Routledge.
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management the next approach?. The International Journal of Human Resource
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Paillé, P., and et. al., 2014. The impact of human resource management on environmental
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