Human Resource Management Report: GSK's HRM Practices Analysis

This report examines the Human Resource Management (HRM) practices of GlaxoSmithKline (GSK), focusing on workforce planning, recruitment, selection, and employee relations. It begins with an introduction to HRM's purpose and functions, particularly in workforce planning, followed by an analysis of the strengths and weaknesses of internal and external sources of recruitment. The report then explores the benefits of HRM practices for both employers and employees, assessing their effectiveness in enhancing profit and productivity. It also covers the importance of employee relations and the elements of employment legislation. The report further discusses the application of specific HRM practices, including awards, motivation, and training, and evaluates their impact on employee relations and business operations. The report uses examples from GSK and includes a critical evaluation of the various approaches, practices, and their implications on the company's performance and employee satisfaction. The report concludes with a summary of the key findings and recommendations for optimizing HRM strategies within the context of a pharmaceutical company.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and Functions of HRM applicable to workforce planning..................................1
M1 Access functions of HRM for business objectives..........................................................2
P2 Strength and Weaknesses of sources of selection and recruitment...................................2
M2 Strength and weakness of selection and recruitment approaches....................................4
D1 Critical evaluation of various approaches of selection and recruitment...........................4
TASK 2............................................................................................................................................4
P3 Benefits of different HRM practices for employer and employee....................................4
P4 Effectiveness of HRM practices in raising profit and productivity..................................5
M3 Various methods used by HRM practices........................................................................6
D2 Critical evaluation of HRM practices to perform business operations.............................6
TASK 3............................................................................................................................................6
P5 Importance of employee and employer relations..............................................................6
P6 Elements of employment legislation.................................................................................7
M4 Key aspects of employees relations management............................................................8
TASK 4............................................................................................................................................8
P7 Application of HRM practices..........................................................................................8
M5 Rationale for application of specific HRM practices.....................................................10
D3 Critical evaluation of employee relations and application of HRM practices................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource department play an important function in a firm which enables
to manage recruitment and selection process. There is need of workers in different
departments of company and this requirement is fulfilled by HR manager. So these days
it is essential that manager has to manage all activities which are beneficial for
organisation (Ageron, Gunasekaran and Spalanzani, 2012). The goal and objective of
company is to maximise profit and increase productivity and this can be achieved with
the help of employees. This report is based on GlaxoSmithKline(GSK) Pharmaceutical
Public Limited company having headquarter in Brentford, London. This company was
established in 2000 through merger of Glaxo Welcome and SmithKline Beecham. This
report tells about purpose and function of HR department, strength and weakness of
selection and recruitment sources, Pros of HRM practices for employer and employee,
impact of HR practices of in enhancing profit and productivity, laws related to employee
applied at workplace.
TASK 1
P1 Purpose and Functions of HRM applicable to workforce planning
There are many roles and responsibilities of HR manager in organisation. In case
of GSK, there are many employees and it is essential to take care of worker's
satisfaction. Manager has to motivate workers to give their best and select those
candidates which are best for organisation. There is different roles and responsibilities
as per situation, HR manager must be ready to face all types of situations which may
arise in future. Manager must be of dynamic nature so they can make employee learn
new things.
Purposes of HRM
Employee relation- HR practices works for upliftment of employees in
organisation. There are different policies which are implemented by manager to improve
relation among workers. Several number of ways such as outing, movies, games, etc.
related activities which aims to increase interaction among workers. These methods
help company to achieve business objectives more effectively and efficiently.
Effective use of resources- There are various resources which are used to make
targets achievable. These are financial as well as non financial resources which
company take from society (Buyya, Beloglazov and Abawajy, 2010). If resources are
utilised in optimum way then there are possibilities that cost to company will reduce.
Laws- There are different laws related to workers such as holiday, tenure, office
hours, etc. These are framed and implemented by HR manager and they have to
analyse that it must be applied in correct manner. When modifications are done in legal
laws then this makes changes in policies of association too. This provides confidence to
workers that association is working as per legal norms.
Culture- Culture means environment of office. GSK has various branches having
numerous workers. They have different mindset so it is essential to create such
environment in organisation so workers feel familiar with workplace. Culture of GSK is
very flexible. Managers gives emphasise on working style and this is effective for
making changes in roles and responsibilities of workers. It is important to create good
environment in enterprise through which workers feel comfortable to work.
Functions of HRM
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Planning- There is requirement of planning while starting any activity. So HR
manager has to plan strategies. As GSK is working in pharmaceutics sector so if there
is change in government norms then it must be applied to organisation also. So manger
plays important role in planning (Shepherd and Günter, 2010).
Directing- In a firm, every individual need appropriate and suitable guidance of
work which term as directing regarding how to perform task. If HR manager is aware
about activities which targets at achieving business objectives then they can direct
workers. In GSK there is need of directing which is effective for analysing changes in
roles and responsibilities which are significant for achieving targets on time.
Motivation- This is one of the most important factor which has to be considered in
organisation. According to Dacin, Dacin and Matear, 2010 when employees are
motivated they perform with their work with full efficiency and this is profitable for
company. In GSK, there is use of various techniques which help company to achieve
goals and targets. In this case, there are possibilities that workers are not ready to
perform operations under changed environment then HR manager must motivate them.
Awards and Rewards- To improve performance of workers; there is requirement
of awards and rewards. Whenever associates work properly then HR manager have to
rewards them with suitable consideration. This will increases morale of worker and they
try to give their best (Functions of HRM, 2017). Employee's working in GSK needs
changes which are significant for performing business operations on time. This helps to
know changes and take actions which are essential to achieving targets.
These functions and purpose are significant for growth of business and this is
effective for making changes in working style. It is important to know what actions are
effective for goals and objectives of association. Manager of GSK has to work according
to market through which employees motivation is possible. HR manager can create
good relations with workers and their mindset can be judged.
Requirement of workforce planning
Planning related to workers are known as workforce management. There is
requirement of workforce planning in organisation so that working does not get hamper
(Rich, Lepine and Crawford, 2010). If GSK wants to expand their business then there is
requirement of workers, this need can be fulfilled by manager. It is essential that HR
department has to approach top level personnel and so there will not be imbalance
between need and supply of employees.
M1 Access functions of HRM for business objectives
GSK has to select approaches through which targets can be achieved. It is
important to make policies which are significant for growth and development. There
must be use of factors which is significant for growth of business. Employees ion
organisation has to be considered and actions must be taken to work according to
market demand. There must be award to workers in case of positive outcomes, so
positive vibes can be generated among workers.
P2 Strength and Weaknesses of sources of selection and recruitment
Selection and recruitment is most important job work of HR manager. There are
many ways through which company can place workers in company. HR manager has to
select source which is beneficial for company's requirement (Advantages and
disadvantages of sources of recruitment, 2018). These methods are selected as per
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essential. They have their pros and cons. Sources of selection and recruitment is
discussed below-
INTERNAL SOURCE
In this source, management of company choose person within organisation.
Employee referrals, retirement employees, etc. are examples of internal sources.
Pros of Internal sources
Motivates employees- This source is good in motivating personnel. It is important
to give priority to worker's need and then they can be promoted and shifted to other
department.
Cost and time effective- Methods covered under this sources saves cost and
time. There are possibilities that company wants to place person urgently then they can
use this source (Yang, Hong and Modi, 2011).
Cons of Internal Sources
Chances of partiality- There are possibilities that top personnel place person as
per their individual interest. It affects the image of organisation in front of employees
and they are demotivated.
Consistency in plans and policies- If same employees is working in company
then there are possibilities that there is no change in working style. If manger wants to
apply new techniques then employees may not ready to learn.
EXTERNAL SOURCE
This method is good when there is requirement of more employee and at
subordinate level (Dickman, 2010). In this method company has to hire external parties.
Advertisement, Campus Recruitment, etc. are examples of external sources.
Pros of external sources
Less possibilities of favouritism- There will be lees chances of partiality as
workers are placed from external source. He/ she passes through various rounds of
recruitment so this give best candidate among crowd.
Environmental adaptability- GSK has good image in market which has to be
maintained by accepting policies happening in company. If company place some
external party then this will help workers to learn new things and adopt them.
Cons of external source
High Cost- This method is costly. As there is requirement of some external party
which charge commission, so this method is costly.
Possibilities of wrong selection- There is no surety regarding person placed
through this is correct for the post (Dimov, 2010). If person does not like culture of
organisation then he/she leave, this proves to be wastage of cost as well as time.
As above discussed facts shows there are some pros and cons of each
approach. When there is need of more employees in GSK external source must be
taken. This is effective for selecting candidate which is suitable for post. In external
source there are many options. But selected candidate must be efficient and they must
have knowledge related to concern designation. There is requirement of cost as well as
time so correct source must be selected. Sometimes there are possibilities that
environment of GSK does not like by new employees.
While to fill candidate at higher level, then internal source must be significant.
There is effectiveness of policies which are effective for analysing market. At top level of
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association, there is need of some decision making, so this can be taken by existing
employees more appropriately, which works for betterment of growth of GSK.
M2 Strength and weakness of selection and recruitment approaches
There is need of workers in organisation, so this can be satisfied with various
methods. It is important to make changes in business activities which are significant for
growth of business. It is essential to select approaches of selection and recruitment
through which cost must be low and better results can be achieved. This helps to select
candidate which is best and efficient for business growth. External method is best for
exploring new ideas and give new energy to existing workers.
D1 Critical evaluation of various approaches of selection and recruitment
Selection and recruitment is responsibility of HR manager, so it is important to
act according to knowledge and skills required. As there is need of various skills and
quality to perform business operations properly. It is important to know what can be
done through which changes are significant for growth of business. Internal recruitment
helps to motivate workers that if they perform well there are possibilities of growth. This
helps to work according to market demand.
TASK 2
P3 Benefits of different HRM practices for employer and employee
HR policies is not beneficial for manager as well as employees. There are
possibilities that company has to perform HR policies by analysing external as well
internal factor of organisation (Mitchelmore and Rowley, 2010). GSK is a medic ail
related organisation, so there is requirement to check external factors which may affect
business operations. There are many medicines which are prepared by organisation for
specific use and hence they must be stored and manufactured properly. There is
requirement of training for all this and this training need is fulfilled by HR manager. HR
practices are beneficial for company as well as employees.
BENEFITS FOR EMPLOYER
Good environment- HR policies are related to workers, so there is requirement to
policies which are focuses on good culture in company. This benefits employer to
communicate plans and policies as per environment.
Reward management- There is distribution of reward by manager of company as
per performance of workers. It is essential that HR manager has to check whether
employees are performing well or not (Drucker, 2012). So leader has to motivate
employees through performance appraisal.
Low absenteeism and turnover- HR deals with employees who are working in
organisation, such as leave, holidays, working hours, etc. There is requirement to create
environment which is favourable for employees so they do not leave organisation
frequently. There will be low absenteeism and image of organisation increases and cost
of training, induction of new personnel reduces.
BENEFITS FOR EMPLOYEE
Training and development- These days there is requirement of training and
development to make employees learn new things. This helps employees to polish their
skills, this helps in their personal development.
Conflict resolution- There are many employees working in GSK, so there are
possibilities of personal conflict among employees. HR manager has to create such
environment which creates familiar culture. There is need of team to accomplish task,
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through good relations among employees there will possibilities that they perform task
in good way and hence their growth prospect increases.
HR practices are beneficial of making changes in roles and responsibilities which
are important for growth of business. It is essential to know what changes can be made.
GSK has varieties of employees, so it is important to work according to need of
environment. This helps to make changes in business activities. Main aim of GSK is to
maximise profit, this can be performed with motivation of workers and their satisfaction.
There is difference in goals of workers and organisation, so HR manager can bridge
gap between both. Through training and development employee's knowledge gets
polished and at the same time performance at work place also improved. When some
positive results is achieved, then employee's recognition must be there. This helps to
motivate employees and targets can be achieved.
P4 Effectiveness of HRM practices in raising profit and productivity
GSK is an public organisation which aims to serve best quality services to
workers, so there is need to motivate workers to give their best. It is essential that
company has to frame policies which are competent to external factors of company.
There is requirement of joint efforts of workers and employer to raise productivity of
company. But it is essential that HR manager has to keep eyes on operation of workers
so there will be improvement in working styles (Elliot, 2011). Framing policies is not only
task of manager and hence there is requirement to implement it in best way.
Training- There is requirement of training as per change in working techniques,
so this helps to increase in quality of product and services. In medicines there is
requirement to check what is need of society and then accept it which helps company to
create good environment in market.
Interaction- Through good HR policies there will proper communication among
employees. It is essential that company has to frame policies which are increases
communication among workers (Messersmith, and et. al., 2011). There are possibilities
that company has to plan some entertainment so employees will have motivated at work
place. With interaction, workers are aware of actions which has to be performed by
whom and when. As there are various departments in GSK, so it is important to make
coordination between them, so business operations an be performed effectively.
Bridge gap between employer and employee's objective- There is difference in
employee and employer objectives. This gap can be reduced through HR policies. HR
manager must communicate with worker and he/ she came to know about their
expectation and then manager can motivate them. As manager must use monetary as
well as non- monetary modes to motivate workers. This creates an environment of
competition and positive results can be extracted.
Assigning duties and responsibilities- When manager know about skills and
competencies of worker then this will help in assigning them job roles. This improves
qualities of product and reduces numbers of reflects. This helps company to improve
profits of organisation. This helps employee also to learn new ideas and improve their
skills.
GSK group has many workers so it is important to work according to need and
requirement of market. HR manager of GSK deals with workers and they motivate
employees to give best through which production and sales of enterprise gets improved.
Through HR policies there must be delivering some powers to subordinates through
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which changes are made in working style. There must proper communication with
employees through which business actions are performed in effective way.
M3 Various methods used by HRM practices
To make workers motivated at workplace, there are many strategies such as
change in roles and responsibilities which are effective for growth of business.
 There is must be proper communication channel among superior, subordinate,
so proper ideas and information can be delivered.
 Managers of GSK must use democratic style of leadership in which involvement
of workers must be there.
 Training of employees is done through method which is most important for
making changes in working style and improve quality of services.
D2 Critical evaluation of HRM practices to perform business operations
Application of HR policies can be done by manager by analysing market and
then use techniques which are effective. It is important to make changes in operations
which workers to know changes in business operations. Employees related activities
have wider scope as compared to others. HRM practices have significant role which are
efficient for knowing changes in roles and responsibilities through which business
operation's works to get positive outcome. There must be use be involvement of
employees so positive outcome can be made.
TASK 3
P5 Importance of employee and employer relations
Employee and employer are both important to run business of company. There
are possibilities of misunderstanding if there is no good communication among them.
HR manager must create clear communication channel so no one will get confused.
There are chances that company has to focus on achieving business objectives on time
and this can be done with the help of leader's motivation.
Manager must communicate with workers. If there is change in goals then it must
be shared with workers so they are aware about such change and perform task
accordingly (Esteves, Franks and Vanclay, 2012). There must be activities which make
employment engage in achieving business goals and targets. There are chances that
company has to give emphasis on working styles of employees. If there are difference
in then it must be communicated to employees and ask them to take corrective
measures. It is not possible for workers to accept changes without leaders motivation.
This is beneficial for company as as employees. Through guidance, employer can
deliver duties which are fruitful. While employees are aware but their code of conduct.
Employee and employer are two mediums through which objectives of
organisation can be achieved. But there is requirement of smooth running of business
operations. This can be done when there is good communication among workers. If
communication is good then there will be good image in industry. There are many
policies framed by top level management of company, those can be implemented in
effective manner through motivating employees.
There is use of various approaches through which changes can be made and
employees get satisfied. It is essential to know market demand and this helps to alter
plans an policies of business. In GSK there is use of various approaches through which
changes has to be made in business operations. There must be good relations between
employees and employer. As there is difference in perception of manager has to
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improve it. There must be proper remuneration to workers, so they get motivated. When
some training methods are used by workers, then it must be discussed with workers
and their views must also be considered.
P6 Elements of employment legislation
There are many laws related to employees framed by government of UK. It is
essential that manager has to apply it properly. There are chances that government can
interfere in operations, so it is essential to make workers known about them. There are
possibilities of betrayal at workplace then they can file case under these acts
(Grossman and Salas, 2011).
Through these laws there will be proper working conditions, solution of problems
frequently, creates good environment in organisation, feeling of equality. Some acts are
discussed as under-
Data Protection- There are some specific and personal information related to
employees is kept with organisation. So as per this act it is essential that data must be
kept confidential and safe. This can be used by company for any official purpose. There
are various important information related to workers are submitted in association. So
this must be kept safe and it must not be used for any illegal purpose. If any evidence
find, then under this act worker can file petition against GSK group.
Dismissal- As per this act if employee found to be performing task which is unfair
and not in favour of organisation, then he/ she can be fired. According to this act if
individual is abusing, harming official property, etc. are part of unfair acts. Manager can
punish him/ her. There are some rules and regulations under which employees has to
work. These rules are discussed with employees at the time of joining. While working in
GSK group, if any person finds to perform misconduct or misbehave, then managers of
GSK group has power to fired them.
Collective Agreements- This act says that there are some common issues faced
by employees then it is discussed among trade union and then deliver to top level
management. From top level management, decision are delivered to them. There will be
proper communication of problem and it gets solved effectively. There are problems
which are facing buy employees such as salary related issue, cleanliness related
problems, etc. then it is communicated to team leader to further processed. This is done
under collective agreement. Team leader has to delver information collected with top
level managers to subordinates.
Health and Safety Act- This act emphasise on improving infrastructure of
organisation such as lights, ventilation, basic facilities, etc. So working in organisation
does not affect health of workers. There will no harmful element present near working
place. As in case of medical related organisation, there is need of proper precaution at
organisation.
These laws are important for company's growth also. The workers of organisation
are satisfied and hence they give their best. Candidates wants to join organisation and
there will be low absenteeism. These laws varies as per situation and hence there is
requirement of proper running of business (Lindgreen and Swaen, 2010). HR manager
is responsible to perform act effectively so employee does not have option to file case
in court. There will be discipline and coordination in activities which aims to achieve
business objectives.
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M4 Key aspects of employees relations management
With good relation between employer and employee, results are positive
because of use of factors which are efficient for business growth. It is essential to know
what can be done through which good relations can be maintained between employer
and employees. Through this business operations can be performed effectively and
problems gets resolved frequently. When managers of GSK wants to make changes in
their working style then through communications views of employees can also be taken.
TASK 4
P7 Application of HRM practices
Various application has been used by organisation through their HRM practices which is
helpful in accomplishing the task of organisation. Basic two main practices adopted by
GSK are:-
Job Specification:- It is an official document that tell about the detail about all the
task and duties performed by individual in organisation (Low, Chen and Wu, 2011). It
require different set of competencies and abilities to perform that particular job position.
Proper examination has been conducted in performing different task in that job profile.
JOB SPECIFICATION
Organisation:- GSK
Job title:- Assistant Human resource manager
Qualification:- MBA or PGDM
Essential Criteria:
 Posses full knowledge of management skills and qualities
 Ability to handle all employee relations.
 Maintaining coordination and cooperation among employees in different
function of management.
Desirable criteria:
 3 years experiences
 Effective communication and intellectual skills.
 Full knowledge about HR plans and policies
Job Description:- It is considered as that document of business that contain all data
and information about roles and responsibilities that individual has to perform at the time
of completing any task.
JOB DESCRIPTION
Organisation:- GSK
Division:- Human resource department
Job title:- Assistant Human resource manager
Job location:- New castle
Job summary
Organisation is looking for capable employee who easily fulfil all the requirement of
Assistant human resource manager and also posses all the knowledge related to HR
skills and knowledge regarding business.
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Role:-
 Compliances of all laws and regulations
 Maintaining coordination and harmony among corporate culture.
 Systematic arrangement of training development
Apart from it during recruitment process at the time of interview some questions has
been asked from interviewee which stated below:-
 Tell me about yourself?
 Where you see yourself after 5 years?
 Discuss your experiences in past organisation related to corporate culture?
 Describe essential qualities of HR which required at the interacting with workforce?
When GSK carrying out their whole recruitment process then at that time they required
to reach with maximum number of individuals and select best from available
alternatives. During this procedures HR conduct the interview of individual in which CV
has been verified whose format described below:-
CURRICULUM VITAE
Curriculum Vitae
Name:- Ben Affleck
Address:- 26 Floor Brigham lane, London
Phone No:- 65874562
Profile Summary:
Organisation required an MBA in human resource department having an expierence of 3
years or more in order to become the part of company. Effective communicator having an
deep knowledge of management theories and topics.
Specialisation:
 Recruitment
 Management of Human relations
 Conflict management
 Training and development
Educational qualification: -
 Bachelor in Commerce. (B.com)
 Masters in Business administration (MBA) (HR)
Declaration:
I hereby declare that all the information provided is true and is best of my knowledge.
Date:
Place:
Offer letter:- It is given at the time when HR manager finally selected the candidate for
the job profile that includes all the terms and condition related to joining, leave policy
and salary structure followed by organisation is stated.
OFFER LETTER
Name:
Address:
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Post: Assistant Human resource manager
Dear.....,
I am writing to confirm my offer of place at GSK as a Human resource manager. Time for
working from 10:00 a.m. To 5:00 p.m. This occupation is offered to you after pre
employment check and after completion of three moth probation period as at that time
your performance was up to the mark.
This is permanent position and now you are eligible to get each benefits of staff member.
This will be effective from 15th March 2018 and your salary will be US$ 125 per month.
This will paid directly to your bank account on 2nd working day of each month. You will get
30 paid leaves plus bank holiday. It will be run from January 1st to December 31st.
Please find attached clearance form which I would be grateful if you fill it as soon as
possible and return to me.
If any questions then, you are free to contact me.
__________________
(Human Resource Manager)
From the above discussion that discussing HR practices are easy but there are
many more concepts which has to be considered. There is use of technique which are
effective for growth of association. It is important to make changes in business
operations as per plan. This can be done in significant way, which is effective for
making changes in working styles. There are various steps which is used by managers
of GSK group through which best candidate can be selected.
M5 Rationale for application of specific HRM practices
As discussed above there are many operations which has to performed by HR
manager, if these are not performed properly then negative results can be judged,.
Employees does not like to work because they do not get feel of important component.
It is responsibility of HR manager to put HR policies properly, so there must not be
negative results. Application of HR practices are signifiant which helps to know areas of
improvement.
D3 Critical evaluation of employee relations and application of HRM practices
Employer and employee are two components which work according t need and
requirement of business. They have to make changes in operations through which they
can judge positive results and business actions are working appropriately. There is
difference in application of HR policies which affects business goals and targets. If
relations between managers and employees are not good then business gets affected
adversely and brand image of GSK group gets reduced.
CONCLUSION
Above discussion shows that role of HR manager is increasing day by day. As
change in external environment company has to perform modify its policies also. There
is requirement of different skills as per change in designation. Manager has to play
important role in application of policies. There is need of change in working style to get
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