Developing Organizational and HR Strategies

This article discusses the importance of developing organizational and HR strategies to address HR issues and improve employee performance. It explores the challenges faced by Greenwich Pharmaceuticals and provides recommendations for aligning HR strategies with the company's mission statement. The article also discusses the role of HR planning, effective HR practices, and the influence of employment legislations on HR practices.

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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the employee issues in advance so that proper strategies can be developed for resolving them and
fostering good relations with them (Ulferts, 2009).
Task 2: HR Planning in a Business Environment
Human Resource (HR) planning can be defined as a continuous process of developing
systematic plans to achieve the optimum use of human resources. It emphasizes on identifying
current and future needs of an organizational and therefore determining the plans to find the right
number of people for the right kind of job and at the right place. Thus, it can be regarded as s
systematic process that is carried out for estimating the demand and supply of manpower with
required skills and competencies (Ali, 2012). The workforce planning is carried out for ensuring
that the requirements of human resources within an organization are able to meet its future
strategic aims and objectives. It ensures that organizational are able to develop a strategic fit of
employees to ensure that there is adequate supply of employees to meet the organizational work
roles and duties. This is carried out by the process of HR planning through analyzing the future
skills, knowledge and competencies of employees requires and developing proper recruitment
and selection strategy to hire the required number of employees. This helps in achieving a
strategic fit of employees by ensuring that employees with right type of skills are present to carry
out the required work roles and the organizations does not have to face their shortage
(Seyyedijavadin, 2009).
In this context, it can be stated from analyzing the HR issues faced by Greenwich
Pharmaceuticals that the most important problem faced by the company is of lack of an effective
strategy of human resource planning. This is responsible for the emergence of issue of shortage
of human resources to carry out the work roles and this is negatively impacting the performance
of the company. The employment issues that are causing the occurrence of employee shortage
within the company mainly are unfair dismissal, bullying harassment, improper recruitment and
selection, lack of employee motivation policies training and proper compensation plans (Miner,
2015). These all issues are leading to with high employee turnover and causing the problems of
employee shortage within the company. These HR issues faced by the company can be
adequately resolved with the development of proper HR planning strategies. The strategies of
HR planning helps in identifying the skills and competencies required on the part of employees
for addressing their work roles and responsibilities. This can be achieved by conducting job
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analysis that leads to identification of the type of skills and competencies that employees
required to carry out the work roles and responsibilities. This leads to developing proper
recruitment and selection strategies to recruit the right types of employees in required number.
Also, it will help in overcoming the issues that are responsible for high employee turnover such
as bullying, harassment and others to improve the employee organizational commitment level
and ensuring that they contribute to the maximum extent in achieving the company’s goals and
objectives. This helps in developing a healthy workplace culture so that employees are retained
are is able to meet the strategic goals of the company. It also assists in determining the type of
training and development that need to be provided to the employees so that their skills and
abilities match as per their work roles and responsibilities. The HR planning will also helps in
identifying the future workforce needs of the company and developing strategies for meeting the
future work roles and responsibilities.
Task 3: Effective HR practices and performance management in organizations
The employee performance and wellbeing issues that are faced by Greenwich
Pharmaceuticals include high employee turnover due to lack of motivation, training, bullying,
harassment, compensation plans, unfair dismissal and recruitment and selection. The issues are
mainly due to lack of an effective human resource department that is able to monitor the HR
issues and maximize the employee welfare. There is lack of effective motivational practices
within the company to align their goals and objectives with that of organizational growth
strategies. The presence of multi-graded pay structure that is resulting in everyone getting the
same percentage increase, lack of employee training and improper recruitment and selection
strategies are leading to negatively impacting the employee performance. There is need for
redrafting the HR mission statement to align the HR strategies with the long-term goals of the
organization (Mayseless, 2016).
In this context, it can be stated by the help of Herzberg two-factor theory of motivation
that can help in correlating the employee attitude with the workplace motivation. It has described
the hygiene factors the absence of which can result in employee dissatisfaction such as
compensation, job security, working conditions, leadership and relationship with colleagues. On
the other hand, the second factor is motivators that results in causing job satisfaction of
employees such as recognition, achievement, opportunities for growth and advancement. It can
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be state don the basis of the theory that absence of hygiene factors such as lack of compensation,
job security and improper working conditions with colleagues is leading to dissatisfaction among
its employees. Also, the intrinsic factors such as lack of employee recognition and opportunities
for growth are also leading towards dissatisfaction among employees. Thus, on the basis of the
theory it is recommended to the human resource department of the company to implement HR
practices that focuses on improving its recruitment and selection, compensation plans, training
programs, workplace environment, opportunities for carrier advancement that helps in improving
the employee’s performance and well-being (Deci, 2012). The goal-setting theory will also
adequately help in aligning the employee performance and motivation with the new
organizational mission statement. It involves developing an action plan for motivating the
employees towards attaining the goals and objectives of the company on the basis of SMART
criteria’s. The development of more specific and ambitious goal by involving the active
participation of employees will help in achieving improvement in their performance. Also, the
goals should be specific, difficult and have time constraints that lead to improving the employee
skills for attaining them. The development of SMART goals will helps in aligning the employee
performance and motivation for achieving the mission statement of the company. This is because
people perform better when they are committed to achieve specific goals that are linked to their
personal growth and development (Miner, 2015).
Task 4: Influence of Employment Legislations on HR Practices in Organizations
a. Recruitment and Selection
The Employment Protection Act 1975 is developed for promoting the improvement of
industrial relations and protecting the recruitment and selection rights of potential candidates.
The act helps in ensuring that people within the UK receive equal chances of employment and
improving their skills and competencies to meet the work expectations under the Employment
and Training Act 1973. Under these legislations, the HR manager of the company Greenwich is
required to provide equal opportunities of hiring, recruitment and training to all the employees
for improving their sense of belongingness towards the organization (Emir, 2014).
b. Bullying and harassment
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On the basis of Equality Act 2010, it is essential for the business managers within the UK
to adapt the use of fair employment practices and providing equal chance of employment to all
potential candidates irrespective of their gender, race, sexual orientations, beliefs and age. As
such, the business manager of the company is required to provide equal opportunities to al the
potential candidates to be hired and get selected within different job position as per the work
roles and responsibilities.
c. Disciplinary and Grievance procedures
The Trade Union and Labor Relations Act 1992 is established for governing any issue
related to disciplinary and grievances within the UK organizations. The act aims to establish the
trade unions for protecting the right of workers and provides a framework to them for engaging
in collective bargaining. As per the act, the employees can fight for their issues related to
bullying harassment or other grievances by the help of trade unions by engaging in collective
bargaining session with the employers (Barrow and Lyon, 2018).
Conclusion and Recommendations
It can be stated on the basis of overall discussion carried out in the report that aligns HR
strategies with the overall organizational goals and objectives are essential to maximize the
organizational productivity. It is recommended to the executive at Greenwich pharmaceutical to
develop an efficient functional HR team to carry out various HR functions and activities in
planned manner to address the employee related issues and concerns.
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References
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Deci, E. 2012. Intrinsic Motivation. Germany: Springer Science & Business Media.
Emir, A. 2014. Selwyn's Law of Employment. Oxford University Press.
Mayseless, O. 2016. The Caring Motivation: An Integrated Theory. UK: Oxford University
Press.
Miner, J. 2015. Organizational Behavior 1: Essential Theories of Motivation and Leadership.
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Mirsepasi, N. 2011. Human Resources Management and Labor Relations. Tehran: Publications
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