Purpose and the Functions of Human Resource Management HRM

The majority of organisations use successful human resource management techniques to increase the productivity of their current staff. Employees who are suitably qualified and competent can contribute more than other team members. To help employees perform better and contribute more effectively, GSK uses a range of human resource management strategies. They manage several conferences, seminars, and training programmes to do this. They also provide a variety of high-tech tools to keep their staff members up to date. Once more, GSK provides appropriate salary and benefits based on employee success.

Unit 3: Human Resource
Management
Student: Desislava Topurova
Student Number: CCL-21-313
Group Number: HNC- May21A
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Student Assessment Submission and Declaration
When submitting evidence for assessment, you must sign a declaration confirming that the work is
your own.
Student
name: Desislava Topurova Assessor name: Olatunji Adekoya
Issue date: 23.01.2022 Submission
date: 01.02.2022 Submitted
on: 28.01.2022
Programme: BTEC Higher National Certificate in Business
Unit: Unit 4: Management & Operations
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Student signature: Desislava Topurova Date: 28.01.2022
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Table of contents
Introduction…4
The purpose and the functions of HRM, applicable to workforce planning and
resourcing an organization…4
Strengths and weaknesses of different approaches to recruitment and
selection…5
The benefits of different HRM practices within an organization for both the
employer and employee…7
Evaluating the effectiveness of different HRM practices in terms of raising
organizational profit and productivity…8
The importance of employee relations in respect to influencing HRM decision-
making…9
Key elements of employment legislation and the impact it has upon HRM
decision-making…10
IllustratIng the application of HRM practices in a work related context, using
specific examples…12
Conclusion…15
Reference…16
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Introduction
The majority of businesses employ effective human resource management methods in order
to boost their current employees' performance. Employees who are sufficiently competent
and qualified can contribute more than other members of the organization. GSK employs a
variety of human resource management techniques to help their workers improve their
performance and contribute more effectively. They accomplish this through managing
several training programs, seminars, and conferences. Additionally, they offer several
sophisticated pieces of equipment to keep their staffs current. Again, GSK pays appropriate
compensation and benefits in accordance with employee performance.
The purpose and the functions of HRM, applicable to workforce planning and
resourcing an organization
GlaxoSmithKline (GSK) is a pharmacy firm situated in the United Kingdom that was created in
2002. Brentford, London is home to the company's headquarters. This multinational
pharmacy was founded by Glaxo Wellcome and SmithKilne Beecham. GSK is the world's sixth
largest pharmaceutical company. They make an effort to distribute vaccines, medications,
nutritional supplements, and oral healthcare items throughout the world.
Human resource management
Human resource management is a business strategy that assists an organization in managing
its people in order to create competitive advantages. This phrase refers to the process of
improving the performance of organizational staff and assisting them in accomplishing
organizational goals (Johnason, P. 2009). Human resource departments in organizations are
primarily responsible for monitoring employee benefits, training and development,
employee recruiting, performance improvement, and reward management (Paauwe, J,. &
Boon, C. 2009).
As the human resources manager at GSK, I am responsible for representing all of the
organization's functions.
HRM's Functions
Each organization functions with the aid of its employees. And the HRM department's
primary responsibilities include developing employees' abilities and inspiring them to uphold
their organizational commitments. In general, human resource management oversees all
actions, from recruiting through retirement. HRM functions facilitate these activities. The
following are the functions that GSK does inside their organization:
• Recruitment and selection: Recruitment and selection is the process through which a
company chooses the most qualified applicants for a given position. The primary objective of
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this process is to recruit the most qualified individuals for the firm. Appropriate recruitment
assists in continually lowering the cost of recruitment. GSK use this capability effectively to
recruit talented employees.
• Orientation: Orientation is a program designed to acclimate new employees to their
organization. This program supports new employees in adjusting to their new work
environment. Again, an orientation program can be used to communicate a company's
mission and goals to new employees. GSK explains its duties and responsibilities to newbies
during the orientation event.
• Manage better working conditions: A better working environment enables people to
adapt more readily to a new situation. It is the role of human resource personnel to assist
new employees in adjusting to their new surroundings. GSK provides numerous benefits to
their employees in exchange for improved performance.
• Maintain positive employee relations: Employees are an organization's most valuable
asset. Keeping a positive relationship with them enables you to get to know them personally
as well as professionally. GSK strives to maintain a positive working relationship with all of its
employees.
• Training and development: This duty aids in the development of present employees'
performance. That is why GSK adapts all attempts at staff development.
Strengths and weaknesses of different approaches to recruitment and
selection.
Recruitment
Recruitment is a comprehensive process for selecting the appropriate personnel for any
commercial company. Human resource managers, recruitment experts, and managers keep
a close eye on the whole recruiting process. Organizations are increasingly hiring new
employees using current technologies (Johnason, P. 2009).
They utilise a variety of recruitment strategies while hiring individuals for the firm. The
following are the methods used by GSK:
Internal recruitment
Internal recruiting is the process of filling vacant positions inside a company with internal
employees. This procedure enables individuals to demonstrate their abilities and advance
their careers inside the organization. This promoted personnel remains committed to his
company and makes an effort to help. GSK makes an effort to fill open positions with their
own bright employees, which helps to cut recruiting costs by eliminating the need for
external advertising.
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The following are the advantages of this approach:
• Because older personnel need less training, training costs are reduced.
• Promoted employees get a sense of purpose.
• Advertisement costs are decreased.
• Concise method
This technique has the following shortcomings:
• A scarcity of young, bright staff.
• Others may be envious of one's elevation.
External Recruitment
External recruiting refers to the process of identifying appropriate employees from outside
the organization. When it comes to hiring new staff, the majority of reputable firms use an
external recruitment approach. GSK makes an effort to promote for innovative workers
through external recruiting.
The following are the advantages of this approach:
• Businesses get new blood.
• Collect ideas from various organizations.
• Newcomers have a higher level of qualification.
This technique has the following shortcomings:
• It takes time for new employees to get familiar with the organization's policies.
• Increased hazards.
• Expensive and time-consuming procedure.
Selection
Selection is the process of choosing the most qualified individuals with the necessary abilities
and characteristics to fill an organization's open position.
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Selection techniques
Selection procedures vary according to organization, industry, and even department within a
similar company. The following are the selection procedures used by GSK when hiring new
staff.
• Application form and curriculum vitae: When GSK begins any selection process, they want
curriculum vitae in addition to the application form.
• Online screening and shortlisting: GSK also uses the internet to recruit new staff.
• Interviews: GSK conducts interviews with qualified interviewers in order to hire the best
employees.
• Ability and other tests: GSK conduct a variety of tests to determine an applicant's
capabilities.
• Presentations: GSK often requests that applicants provide a presentation to impress them
when applying for senior positions.
The benefits of different HRM practices within an organization for both the
employer and employee.
Human resource management is the process of connecting organizational personnel to
organizational objectives, therefore improving their performance and assisting them in
achieving organizational and personal goals. The human resources management department
is primarily responsible for recruiting, managing, and developing employees. However, the
HRM department's primary responsibility is to provide a better working environment for its
employees. Again, this department makes an effort to establish positive relationships with all
organizational members. This kind of relationship in the workplace benefits both workers
and employers. GSK makes an effort to incorporate these advantages within their company.
The advantages include the following:
Development and education
Even highly competent and qualified personnel need training on occasion. The training
facility assists all personnel in remaining current. Any organization's human resources
department is tasked with the responsibility of training all of the organization's personnel.
Continuous development enables employees to stay current and provide innovative business
ideas to the corporation. GSK provides several training and development opportunities for
its employees.
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Job and work environment design
Job design entails properly coordinating duties. Additionally, it refers to certain specific
duties associated with a particular position. And good workplace design equates to a better
working environment. These two designs have a significant influence on an employee's
performance. If an employee understands his or her job in his or her position and also has a
favorable work environment, he or she may easily make a greater contribution to the firm.
As the human resources manager, it is my obligation to develop GSK's employment and work
environment for its workers.
The adaptable organizational structure
A flexible company is one that is capable of adapting to any form of change in the business
and responding appropriately and readily to all opportunities and dangers. Flexible
companies can adapt swiftly to changes necessary for sustained growth. Any company
difficulty may be overcome with a flexible organization. GSK is also a flexible organization,
since they use all human resource management strategies.
Performance and compensation
The notion of performance and reward is one in which workers give their all in exchange for
what they want. Employees do not work for no purpose in firms. They do this in order to get
the prize. This incentive may take the form of a higher pay, promotion, bonuses, or other
benefits. At GSK, managers motivate people to perform better by rewarding them for their
efforts. Your compensation will be determined by your performance.
Evaluating the effectiveness of different HRM practices in terms of raising
organizational profit and productivity.
If firms practice human resource management well, they may easily enhance yearly profit
and productivity. Here are some human resource management practices that GSK promotes
in order to increase profit and productivity:
• Develop inventive workers: GSK provides its employees with a variety of technical tools
that enable them to stay current and deal with any emergency scenarios. This enhancement
enables them to be more productive and contribute more to the company's profitability.
• Establish objectives and directions: it is the job of the human resources department to
familiarize workers with their tasks during orientation. This kind of activity aids in the
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identification of the organization's objectives and directions. GSK develops a strategy to
accomplish its objectives and establishes its direction. GSK's mission is to serve its customers
with superior pharmaceutical goods.
• Improve team management: A stronger team can do anything. Thus, team management is
a critical responsibility of the human resources department. A massive challenge may seem
trivial in the presence of a competent team. As a result, GSK should place a higher premium
on managing its organizational teams.
• Reward: Human resource departments may motivate workers by rewarding them based on
their performance. The reward process increases employee loyalty and motivates them to
perform at their best for the business. GSK often implements an incentive scheme to
motivate its staff.
• Share experiences, knowledge, and information: sharing previous experiences, knowledge,
and information may assist workers in developing their abilities and becoming more practical
in the workplace. GSK's senior management tries to offer their own knowledge in order to
identify the company's hidden intellectuals.
• Enhance employee skills and qualities: enhancing employee skills may assist the
corporation in overcoming any business issues. GSK organizes several training programs,
seminars, conferences, and campaigns to help current workers grow their skills and
attributes.
The importance of employee relations in respect to influencing HRM decision-
making.
Decision making
Making sensible business choices is critical for all organizations. Any organization's decision-
making process may assist it in confronting or overcoming any crucial issue (Brockmann,
Erich N, Anthony 2019). Again, employee relations are critical to a business's success.
Improved relationships within the organization contribute to the creation of a more
favorable work environment. Additionally, positive employee relations enable employees to
participate in the organization's decision-making process. GSK strives to maintain positive
relationships with its employees in order to solicit input into human resource management
decision-making. Several requirements for managing stronger relationships at work are
listed below:
• Productivity: improved relationships with organizational members enables employees to
adapt to their surroundings. Additionally, such adaptation enables them to be more
productive and contribute more. GSK encourages participation in decision-making by all
productive workers. These productive staffs are capable of generating a plethora of
innovative ideas.
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• Employee loyalty: Employees who have a positive relationship with their organization and
employers are more likely to trust the organization and act loyally. GSK has such a large
number of loyal workers because they are able to establish positive relationships with their
employees and empower them to make critical organizational choices.
• Decrease organizational conflict: an effective communication bridge can help to alleviate
organizational friction. Those companies that are adept at avoiding conflict are likely to
succeed. Organizations like as GSK are able to make several critical choices on time as a
result of its members' strong bonds.
• Motivate workers: positive employee relations motivate employees to do better. They may
get help from anybody in the workplace if they establish a positive rapport with everyone.
Again, confident workers are not afraid to offer their thoughts.
• Establish goals: A strong link enables senior managers to communicate the organization's
aims and objectives to subordinate staff. When workers are exposed to the objectives, it
becomes natural for them to make whatever choice necessary to achieve those objectives.
Key elements of employment legislation and the impact it has upon HRM
decision-making.
Employment legislation
Employment legislation is the process of enforcing an employee's rights and responsibilities
with the assistance of a court (Barone, Andrea 2001). These rules contribute to the
maintenance of positive relationships between employers and workers. Again, this
regulation outlines what employers expect of their employees, how employers may direct
their employees, and the employees' rights on the job. Employment regulation is being
applied in all company organizations since it enables employers and workers to have a more
positive relationship. The following are some examples of significant employment laws that
GSK adheres to:
1974 act on health and safety
This employment law became effective in 1974. Employers are required to protect the
safety, health, and welfare of their employees on the job with the support of this statute.
Apart from preserving the health and safety of permanent employees, companies must also
protect the health and safety of temporary employees such as customers, casual workers,
the general public, self-employed workers, and tourists. The government of the United
Kingdom enhanced several facilities and privileges for the benefit of workers. GSK
incorporates this statute into their business to safeguard the interests of both workers and
employers.
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2002 Equity Act
The equity legislation was designed to ensure that all workers working for the same firm
received comparable benefits. All employees, black and white, male and female, wealthy
and impoverished, religious and aesthetic, will have equal access to working amenities. This
legislation contributes to the eradication of workplace discrimination. GSK invokes this
equity statute to guarantee that its workers have comparable working conditions.
1978 Employment Protection Act
Indeed, this employment statute safeguards the commitments made between a business
and its workers. Organizations and workers may enter into such agreements about certain
terms and conditions of employment, and employees in both public and private
organizations can take use of this law. This agreement also includes the date of job
termination. Thus, an employer cannot dismiss an employee at will, and an employee cannot
quit at will. GSK ensures employment through enforcing its employment legislation.
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IllustratIng the application of HRM practices in a work related context, using
specific examples.
The following is an example of an applicant's application form for the post of human
resources manager at GSK:
Job analysis
Work analysis is another term for job analysis (Sackett, Paul R 2003). Job analysis enables
applicants to determine the skills and experiences required to obtain the job. Again, this
analysis supports applicants in becoming acquainted with the duties they will perform once
hired. Here is an example of job analysis in action:
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HR manager
GlaxoSmithKline ltd
Summary of the job
The human resources manager is the central individual in the human
resources department. As a result, he must possess an array of abilities and
experiences. Appropriate talents and characteristics may assist in impressing
senior management. Extroverts who are self-assured can use this opportunity
to advance their careers. Again, this stance is advantageous for survival in a
competitive market.
Responsibilities
• Capability of motivating organizational personnel.
• Capability to adequately monitor each employee's activity.
• Recognize the staff's untapped brilliance.
• A stronger relationship with the employees and other organizational
members is required.
Skills and qualifications
• A bachelor's degree in human resource management or a master's degree
in human resource management.
• Three to four years of experience in a closely similar area.
• Must possess leadership abilities.
• Both oral and written communication skills should be adequate.

Resume
A resume is a document created mostly by an individual outlining all of his or her abilities,
characteristics, history, and experiences. The majority of job seekers create their own
resumes in order to attract the attention of the organization's top management. The
following is an example of a resume submitted by an applicant:
Resume of: John Peterson
Cell no: 0989767564
Adress: str. Hrsito Botev, 24, ent. B2
Email: [e-mail]
Career goals:
I have three years of experience as a human resources manager. There I was so certain
that I could handle job pressure, was a diligent worker, and could motivate my
subordinates.
My assurance aided me in gaining respect in that organization. Thus, I believe I am
confident enough to meet all of the requirements listed in the job analysis.
Qualifications in education:
I earned a Bachelor’s degree and a Master’s degree from the University of Harvard.
Activities outside of the classroom:
A frequent member of the university’s debate club, photography club, career club,
adventure club, and cultural club.
IT skills:
Internet access, SPSS, PowerPoint presentations, Microsoft Word, and Excel are all
examples of IT skills.
Interests
Chess, solving puzzles and rubrics cubes, talking with new people, traveling, reading
books, and photography are just a few of the activities I like.
Interview
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Interviews are primarily two-way conversations in which one person asks questions and the
other responds. When hiring new personnel, interviews are critical in determining the most
qualified candidates. Human resource departments provide many roles that facilitate the
interview process.
• Comprehend all of the candidates' credentials.
• Adequate information in the sector of human resources.
• Gain an understanding of the applicants' motivations.
• Unusual look; • Prior experience in a relevant position.
Letter of employment offer
Below is an example of a job offer letter:
Sept 23, 20**
Mr. X
123 Street
United Kigdom
Dear applicant,
We, the GlaxoSmithKline family, are delighted to have found an intellectual who meets
almost all of our qualifications.
You must accept the HR manager post on April 1 and adhere to our organizational policies.
Each month, a wage will be paid. Again, there are several non-monetary benefits and
incentives available to thinkers like you.
You are invited to apply for this opportunity as a human resources manager at GSK. Sign
the document and return it to us immediately. GSK would be delighted to have you as an
employee.
Sincerely
Mr. Y
Director, GlaxoSmithKline ltd.
Job offer letter
The evaluation procedure
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As a pharmaceutical corporation, GSK should possess medical intellectuals. As a result, they
make every effort to recruit talented staff and deny entry to unqualified people.
Technology evaluation in the recruiting and selection process
GSK utilizes current technologies to aid in the recruitment of new workers. The following are
some technical applications:
• GSK utilizes social media to recruit qualified personnel.
• With the use of technology, applicants may be tested even when they are not physically
present.
• Appropriate use of technology enables interviewers and recruiters to identify the
candidates' abilities and characteristics.
Conclusion
GlaxoSmithKline ltd is a world-renowned pharmaceutical corporation whose primary source
of revenue is its workers. Thus, they imply all human resource management duties in order
to satisfy their staff. Again, GSK employs a variety of recruitment and selection techniques
when hiring new employees. They recruit new employees both within and outside,
depending on the organizational position. Additionally, GSK gives several benefits to its
employees in order to encourage them to provide their best work.
Reference
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Johnason, P. (2009). HRM in changing organizational contexts. In D. G.Collings & G.
Wood (Eds.), Human resource management: A critical approach (pp. 19-37). London:
Routledge.
Paauwe, J., & Boon, C. (2009). Strategic HRM: A critical review. In D. G. Collings, G.
Wood (Eds.) & M.A. Reid, Human resource management: A critical approach (pp. 38-54).
London: Routledge.
Barone, Andrea (2001): Employment protection legislation: a critical review of the literature.
Taken from www.cesifin.it [1] Archived 2007-09-30 at the Wayback Machine.
Brockmann, Erich N.; Anthony, William P. (December 2016). "Tacit knowledge and strategic
decision making". Group & Organization Management. 27 (4): 436–455.
doi:10.1177/1059601102238356.
Adam Sulich (2016-02-06). "Mathematical models and non-mathematical methods in
recruitment and selection processes". Reviewed Papers Form 17th International Conference.
Mekon 2015. 1. ISBN 978-80-248-3684-3.
Sackett, Paul R.; Laczo, Roxanne M. (2003). "Job and Work Analysis". Handbook of
Psychology. doi:10.1002/0471264385.wei1202. ISBN 0471264385.
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