Developing Organizational and HR Strategies

IHRM4032: Introduction to Human Resource Management
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Introduction
The mission statement of an organization is highly important in outlining its goals and
objectives to be achieved and developing strategy for attaining the determined goals. It provides
strategy for achieving the business vision by assigning work roles and responsibilities to the
employees. As such, developing proper strategic framework before the employees helps them to
gain an understanding of the contribution on achieving the organizational objectives and thus
creating a sense of belongingness within them.
In the context of this, from the perspective of an interim HR consultant appointed at
Greenwich Pharmaceuticals of the UK, it can be said that it is presently facing the issue of
developing and maintaining a proper human resource department. The high competition within
the industry is causing the issue of high employee turnover and thus negatively impacting the
company performance. There is need for redrafting the mission statement of the company for
addressing the HR problems as per the company’s Chief Executive. The employee well-being
needs to included within the organizational mission statement and this can be reframed as
follows, ‘To provide quality products to the customers by developing a functional HR team
through implementing proper strategies for human resource development and welfare leading to
maximizing the business outcomes through improved employee productivity’.
Task 1: Developing organizational and HR strategies
Greenwich Pharmaceuticals is a UK based subsidiary of a US parent company that is
involved in manufacturing of a wide range of drugs. The company has developed a huge base of
employees for carrying out its different operational activities such as manufacturing, sales,
distribution and administration. The company is presently facing the problem related to high
turnover of employees leading to their shortage. It operates in a highly competitive environment
and thus the employees are easily poached by its competitors. In addition to this, it is coming
across the employee issues related to recruitment and selection, employee motivation and
training and the resignation of its HR manager. The new Chief Executive of the company is
concerned on drafting new HR mission statements for identifying the key areas in which the
human resource management should be improved and aligned with the company aims and
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objectives for maximizing its performance. The Chief Executive has emphasized on developing a
functional HR department for improving the employee performance.
As such, the new organizational mission statement has been developed as stated above
from the perspective of an interim HR consultant to address the HR issues faced by the company.
It is required to develop HR strategies for aligning with the new mission statement of the
organization that has been drafted above to address the HR issues that it has been facing (Wang
and Shyu, 2008). This can be achieved by the use of proper strategic planning that emphasizes
on achieving the long-term objectives of an organization and developing the goals to achieve
them. This can be described as a future-oriented plan that is developed for creating and
maximizing its competitive advantages for accomplishing the new mission statement developed
for the company. The HR strategy needs to be aligned with the departmental strategies to be
incorporated within the overall business strategy. It is important in this context the business
managers working at all levels of management should be provided adequate understanding of the
significance of developing maintaining an effective workforce and placing emphasis on
maximizing the employee’s welfare and development. The long-term goals and objectives should
focus on addressing the employee issues and thus can be achieved by developing a HR strategy
model. The model should centralize the business goals and align them with the HR competencies
such as organizational structure compensation, employee welfare, development and performance
(Mirsepasi, 2011).
Greenwich Pharmaceuticals can implement the HRM strategy of workforce planning,
compensation and benefits, employee relation, human resource development and risk
management for attaining the stated goals and objectives. Workforce planning will help in
aligning the needs and priorities of the company with the employee skills and competencies for
ensuring that it meets its production requirements and objectives. The compensation and benefit
programs will focus on developing proper compensation plans for the employees to improve
their motivation at work and enacting their productivity. The human resource development
strategy would help in improving the employee skills and competencies to match the quality
expectations of the company’s products. Also, emphasizing on developing long-term relations
with the employees and implementing an effective risk management plan will help in identifying
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