Importance of Human Resource Management in Philip Morris International

Human Resource
Management
(Individual Project)

Contents
INTRODUCTION...........................................................................................................................3
TASK A...........................................................................................................................................4
TASK B...........................................................................................................................................5
TASK C...........................................................................................................................................5
TASK D...........................................................................................................................................6
TASK E............................................................................................................................................6
TASK F............................................................................................................................................6
TASK G...........................................................................................................................................6
TASK H...........................................................................................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
Human Resource Management is defined as the method of hiring, choosing, inducing
workers, providing direction, providing proper training and growth, evaluating employee
efficiency, agreeing on salaries and giving benefits, empowering employees, preserving
relationships with colleagues as well as their labour groups, safeguarding the interests, welfare
and precautions of employees within accordance with the criteria of the company law (Albrecht
and et. al., 2015). This enable the company to acquire and maintain the skilled, dedicated and
dedicated well-motivated workers that it requires and prove to grow people's intrinsic capability
their strengths, abilities and employment prospects. By creating opportunities for learning and
continuing development, it also establish high-performance support programs and included 'strict
recruiting and evaluation mechanisms, competitive rewards systems including production-
contingent and staff growth and educate and motivate specific to company needs. This enable
the company to acquire and maintain the skilled, dedicated and dedicated well-motivated
workers that it requires and rove and grow people's intrinsic capability their strengths, abilities
and employment prospects. By creating opportunities for learning and continuing development
and it establish high-performance support programs and included strict recruiting and evaluation
mechanisms, competitive rewards systems including production-contingent and staff growth and
educate and motivate specific to business involves. To better understand the importance of HRM
within an organisation, one of the most leading company of USA have been selected i.e. Philip
Morris International. It is a manufacture and distribution of tobacco goods as well as cigarettes.
The organisation is involved in the following regional divisions: EU, the gulf region, Africa,
Latin America also Canada, as well as the Asian Zone. In comparison, the separation of the
EU made up of Norway, Singapore and Sweden, is related to the EU as concerning trade
negotiations. In addition, the separation between Mid-East, Eastern Europe as well as Africa
includes some nations in the Balkans and Southeast Asia (Buller and McEvoy, 2012).
In this report, concepts of strategic HRM, impact of regional and national culture, model of
employment, Storey’s 27 points of difference, local culture and HRM practice, differences in
terms of employment laws when international HRM changes local business systems is discussed.
In addition, corporate examples and literature for justification and proper recommendation are
also discussed.

TASK A
The strategic position of HR emphasizes mostly on coordination of HR policies and activities
with strategy for Company. The HR manager strives to become a part of that role strategic
associate, aimed at ensuring market plans are effectively attained as per the desired format. By
performing its duties, HR managers are growing a capacity of Philip Morris International to
implement its plans and bringing corporate tactics into human resources activities that is further
supported in three forms. Firstly, when the period from creation to the implementation of a plan
is shorter, the organisation will respond to change. Secondly, since the customer service
initiatives are being converted into concrete procedures and activities, the organisation can help
satisfy customer demands (Chelladurai and Kerwin, 2017). At third, with its more successful
project implementation, the organisation will improve financial efficiency within respective firm.
In selected firm HR strategies helps in adding value to business operation in following ways:
 Define customer: Senior management, staff, potential union members and anyone else
who comes underneath the Philip Morris International are the people the HR has to work
towards. To provide a good service, the HR manager has to set a concept per each
consumer individual needs.
 Understand and Optimize: HR actually plays a vital part in identifying the
company goals and rippling them through to the staff and recognises the expectations and
strategies and must be capable to convey them efficiently to the identified customers. HR
also has to take a constructive strategy, talk to senior executives, recognise the
differences and strive to find the best options for them in order to function in an efficient
way. HR should take steps and chat to the chief executive about his main issue of interest
but instead make adjustments, for e.g. if recruiting is his highest priority then it must be
perform in decent decided manner.
 Strategy and Connect: HR relationship builds engagement, dedication to staff,
inspiration contributing to a solid business culture. In the context of Philip Morris
International, the values that are understood and evaluated help regulate attitudes as well.
A strategic method facilitates the organisation's possibility of success as well as assists
with the emphasis. Each programme that is conducted must have a guidance plan together
with the expected outcomes.