IHRM4032: Human Resource Management Strategies Report

This report examines human resource management (HRM) strategies within the context of Greenwich Pharmaceuticals, aligning them with the company's mission statement. It explores various HRM strategies, including human resource planning, business management, and risk management. The report delves into human resource planning, its role in workforce optimization, and its application in addressing manpower shortages or surpluses. It identifies current and future issues faced by Greenwich Pharmaceuticals, such as unfair dismissal cases, bullying, harassment, and recruitment challenges. Furthermore, the report investigates employee performance and well-being, proposing viable HR practices to align performance and motivation with the company's mission. It highlights organizational alignment, transparency, constant appreciation, workforce planning, and compensation strategies. Finally, the report analyzes relevant employment legislation, including workers' compensation, the Data Protection Act 1998, and the Health and Safety at Work Act 1974, explaining their impact on the organization.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management

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Table of Contents
Introduction.................................................................................................................................................3
Task 1..........................................................................................................................................................3
Task 2..........................................................................................................................................................6
Task 3..........................................................................................................................................................8
Task 4........................................................................................................................................................10
Conclusion and recommendations.............................................................................................................12
References.................................................................................................................................................15

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Introduction
This report presents the ways of implementing the HR strategies and aligned with the new
mission statement of Greenwich Pharmaceuticals. It also discusses HRM strategies of Greenwich
Pharmaceuticals that can apply to achieve its mission statement. This report defines the human
resources planning and ensures human resource planning can ‘best fit’ within the workforce
while avoiding manpower shortages or surpluses. It also addresses the employee performance
and wellbeing issues as well as illustrates Greenwich Pharmaceuticals can implement viable HR
practices to align employee performance and motivation to achieve its mission statement. It
demonstrates the different employment legislation in relation to Greenwich Pharmaceuticals and
explains these legislations affect the employer and employee in the given organizational context.
Task 1
Ways of implementing the HR strategies and aligned with the new mission statement of
Greenwich Pharmaceuticals
The new mission statement of Greenwich Pharmaceuticals is “to drive the attention of
prospective people and supply them efficient product and services. The company also strive to
achieve well-being in the internal as well as the external environment”. Following are different
ways that could be practiced by Greenwich Pharmaceuticals for implementing the HR strategies:
Linking the business with HR requirement
The first step is to link the goal of business with HR requirement. For this, Greenwich
Pharmaceuticals can identify its internal capability for attaining the business goal. The key
function of HR is to understand the business, goals and strategy, business model and ways for
delivering the services to its customers. HR, who is already aware of the business demand, can

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meet organizational goal due to having an understanding of core competencies and weakness of
business (Noe, et. al., 2017).
Compensation and benefits
Compensation and benefits are the next steps of implementing the HR strategy in Greenwich
Pharmaceuticals. The purpose of using this strategy is to align the organizational performance
with the reward of employees, offering the required incentives as well as motivation essential for
the company to deliver its goals (Malik, 2016).
Production of the HR strategy
The final step of implementing this HR strategy into Greenwich Pharmaceuticals is to develop a
generic model of HR. This could be beneficial for attaining the organization (de Roo, 2017).
HRM strategies Greenwich Pharmaceuticals can apply to achieve the mission statement of
the organization
Following are different HRM strategies of Greenwich Pharmaceuticals that can be applied for
attaining the mission statement of the company:
Human Resources Planning
Human resource planning is a significant strategy that helps the business to develop the plan for
the future. For instance, by conducting a regular survey of workforces to assess employee
satisfaction, HRM department can develop the insight to the business leader on what requirement
should be considered in future in order to make the happier working place (Malik, 2018).
Business Management and Strategy
Business management and strategy should be considered for effective HRM. Greenwich
Pharmaceuticals can consider the understanding the information from insider organization, and

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from external sources like trends of the market for aligning the human capital of the company
with its own needs (Lange, et. al., 2017).
Risk Management
This area focuses on working with occupational safety and health act in order to offer safe as
well as ergonomic working atmosphere. Professionals in this arena help in creating safety
policies as well as conducting the safety audits of the company to make sure they are in
compliance with federal and state mandates (Pournader, Tabassi, and Baloh, 2015).
Task 2
Human resource planning
Human resource planning is the procedure by which management assesses how a company
should make from its existing manpower situation to its potential manpower situation (Reilly,
and Williams, 2016).
How human resource planning ensures the ‘best fit’ within the workforce while avoiding
manpower shortages or surpluses
The key aim of human resource planning is to make sure the best fit between workforces and
jobs while eliminating the shortage or surplus of manpower. The given steps will be used to
make sure the best fit within the workforces while eliminating the manpower shortage or surplus:
Analyzing Present Conditions with Human Resource Planning
The initial phase of human resource planning is to address the strength and weaknesses of a
company in the existing employee pool. It happens when a company uses a comprehensive audit
regarding the skills, experience, demographics, and compensation of each employee. HR should
assess the statistic fit in line with the goal of the company (Brown, et. al., 2016).
Forecasting labor demand

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HR forecasts demand as per the strategic goal of the company. HR manager can evaluate the
trend of market, industry assessment, and technological advancement to turn up with ways of
attaining the goal of the company. In addition, forecasting retirement is a major aspect that
should be considered while business evaluates the staffing levels in upcoming times (Patidar, et.
al., 2016).
HR Sourcing Strategy and Implementation:
HR sourcing strategy and implementation consider different factors such as conducting
communication programs with relocation, employees, talent acquisition, recruitment, training
and coaching, revision of policy, and outsourcing. In addition, plans could be implemented to
develop the confidence among managers so that the procedure could be executed efficiently and
smoothly (Bunger, et. al., 2017).
Striking a Balance Using Human Resource Planning
Another phase entails the balancing the demand and supply. In this phase, HR generates a gap
assessment that determines the particular requirement for narrowing the supply of the company’s
labor in opposition to future demand (Jekiel, 2016). The mission of HR planning in Greenwich
Pharmaceuticals is to increase the amount of staff to make a high amount of money for the
company. Since, the goal and strategies of company transform over time hence human resource
planning could be used in regular activities (Papageorgiou, 2018).
Current and future issues faced by Greenwich Pharmaceuticals
Greenwich Pharmaceuticals faces different issues that are discussed at below:
Unfair dismissal case
In Greenwich Pharmaceuticals, unfair dismissal case creates for termination of employment and
any disciplinary action in against of employees is in breach of an act such as:

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 Dismissal and disciplinary action by employer exclusive of a valid cause
 Dismissal action for employees could be taken for serious misconduct while employee’s
conduct does not constitute serious misconduct as approved by the act (Huang, 2018).
Bullying and harassment
Workplace bullying is a consistent pattern of mistreatment from others within Greenwich
Pharmaceuticals that causes either emotional or physical harm. Hence, Greenwich
Pharmaceuticals can involve different tactics like nonverbal, verbal, physical abuse,
psychological and humiliation. In addition, workplace harassment is threatening and belittling
behavior directed at the individual worker and a group of employees (Hoyle, 2017).
Issues with recruitment and selection,
One of the key causes of creating a problem in the recruitment of Greenwich Pharmaceuticals is
a lack of understanding and perception into the nature of vacancy that a company is making
efforts to fill. Another issue in the selection procedure is the circumstances that a recruiter may
become too focused towards particular features and talent that they expect in potential
employees. It can lead to a predictable limitation in shortlisting applications and CVs and biases
in interviewing of the job (Bretherton, Chapman, and Chipchase, 2016).
Task 3
Employee performance and wellbeing issues
In Greenwich Pharmaceuticals, performance concern is created because of failure to attain the
requirement of the job. They rely on reasonable expectations of behavior and results as
illustrated by performance objective, job description, the organizational culture of company and
policy. In opposed to this, employee wellbeing is a key concern that a company is striving for
identifying to make sure that their workforces remain happy and encouraged at the workplace.

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After that, a happy workforce is productive employees within Greenwich Pharmaceuticals
(Alsop, Griffin, and Smith, 2016).
How Greenwich Pharmaceuticals can implement viable HR practices to align employee
performance and motivation to achieve its mission statement which you drafted
Following are the ways for implementing viable HR practices to align employee performance
and motivation to achieve its mission statement:
Organizational Alignment:
Greenwich Pharmaceuticals should make use of customizable alignment technique to align
different teams, workforces, and division with the key goals of the company. It serves as a
competitive asset to double the engagement of workforces and enable to make a better decision.
This alignment, as well as the overall productivity of Greenwich Pharmaceuticals, can drastically
enhance by perfectly articulation of roles and responsibilities of employees (Bryson, 2018).
Transparency:
The modern HR management system can enable the workforces to transparent outlook to all
associated procedures of Greenwich Pharmaceuticals. In addition, self-development plans,
rewards, and recognition can enable to access all the appropriate data in the minimum time
period (Bunger, et. al., 2017).
Constant Appreciation:
Greenwich Pharmaceuticals can consistently appreciate the employees. It is assessed a simple
thank you and the well-done note is enough for enhancing the performance of workforces.
Hence, it is stated that constructive feedback and regular appreciation could be beneficial for
motivating the workforces to perform better (Pignata, et. al., 2018). There could be nothing
better as compared to having an alternative of automated HR system to individually appreciate

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the efforts of team members. With the support of amazing features, managers and HR can
conveniently convey their appreciation to workforces (Bretherton, Chapman, and Chipchase,
2016).
Workforce Planning and Employment
HR manager of Greenwich Pharmaceuticals can focus on workforce planning and employment to
achieve its mission statement. Recruitment entails the applicants of screening and conducting the
interview. In some cases, HR worker would hire directly and other times, they basically
lessening the applicant field for managers (Behnood, et. al., 2017).
Total Rewards or Compensation
This strategy could be used by HR of Greenwich Pharmaceuticals that could be dealt with the
high amount of expenses of the company. It entails the direct compensation such as wages, and
bonuses and indirect compensation like benefits packages (Kaboli, Selvaraj, and Rahim, 2016).
Flexibility:
Greenwich Pharmaceuticals should use flexibility to achieve its mission statement as it is aligned
with the employee motivation. Flexibility is what each employee admires such as compensation
and working hours. The company can also align the variable compensation plan with quantifiable
employee performance to encourage the workforces to deliver the exceptional results at each
time. It can also allow them for managing and regularising the attendance. The company can see
an impressive enhancement in its performance over the time (Patidar, et. al., 2016).
Task 4
Different employment legislation in relation to the given case study
Workers’ compensation laws

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When the workforce is injured as well as creates an illness due to work-related conditions, then
worker’s compensation laws come into effect. In Greenwich Pharmaceuticals, employers have
the option to buy the purchasing worker's compensation insurance to increase the legal protection
against the most employee lawsuits as well as disciplinary damages. Those employers who select
to opt out the employee’s compensation insurance have no such legal security (Huang, 2018).
Data Protection Act 1998 (DPA)
In Greenwich Pharmaceuticals, HR manager keeps a lot of records and many of these would be
about the employees. HR manager can have the data like CVs, bank details, address details, and
may be even details about the health. The DPA controls the storage and use of personal data.
There are also data protection principles that should be used by all employers (Bretherton,
Chapman, and Chipchase, 2016).
Health and Safety at Work Act 1974 (HSWA)
It is key legislation that covers the occupational health and safety. The HSWA can seem
discouraging not least because when Greenwich Pharmaceuticals breaches the health and safety
legislation then it pays significant compensation and in certain cases, it pays charges related to
Corporate Manslaughter. There is need to make sure that Greenwich Pharmaceuticals perform
everything reasonable as well as sensible to make sure that employees are protected from harm
and their safety, welfare, and health (Bretherton, Chapman, and Chipchase, 2016).
How these legislations affect the employer and employee in the given organizational context
Recruitment and selection
The Equality Act 2010 affects both employers and employees in Greenwich Pharmaceuticals as
it prevents from discrimination. The stated aim of this act is to harmonize the discrimination law
and to strength the law to support the equality progress. For example, employers breach this law

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in recruitment and selection then, employees have the right to the case in against the employers
(Alsop, Griffin, and Smith, 2016).
Fixed-Term Employment
As per this law, fixed term workforces should not be treated less favorably as compared to
temporary employees unless; it is objectively justified in accordance to legal structure. If
employers terminate the fixed term employees then employers would be liable to pay
compensation on one or more than two months. Furthermore, if fixed term employees resign the
job then they will serve notice period. In case, both do not follow these guidelines then legal
action could be used by opposition party (Hoyle, 2017).
Bullying and harassment
Bullying and harassment is behavior that makes someone feel intimidated and offended.
Harassment is unlawful to conduct under the equality act 2010. In Greenwich Pharmaceuticals,
harassment is unwanted conduct associated with protected features under equality act 2010 that
has the intention of violating the dignity of individual and generating an offensive atmosphere
for that person (Bunger, et. al., 2017).
Disciplinary and grievance procedures
Greenwich Pharmaceuticals focuses on disciplinary and grievance procedure for employees to
handle their issue at the workplace. Employees can make formal grievance complaint if he has
tried solving the issue by talking to the manager but he has not satisfied. Employer’s grievance
process should focus on different steps such as writing the letter to the employer about setting
out the detail of grievance, meeting with employers to discuss the concerns and the competency
to appeal the decision of employers. Greenwich Pharmaceuticals can face the disciplinary action
when employers have decided they have a serious concern with employees and their work.

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Employers should put a disciplinary process in writing and it should incorporate disciplinary
procedure rules of employers, performance and behavior may lead to disciplinary action and
action that should take and right to appeal (Papageorgiou, 2018).
Conclusion and recommendations
From the above discussion, it can be concluded that Greenwich Pharmaceuticals uses different of
implementing the HR strategies and aligned with the new mission statement of Greenwich
Pharmaceuticals. These are linking the business with HR requirement, Compensation and
benefits and Production of the HR strategy. It can be summarised that human resource planning
can ensure ‘best fit’ within the workforce while avoiding manpower shortages or surpluses by
using different steps.
It can be recommended that Greenwich Pharmaceuticals can manage the training associated with
employees by using the online performance management software. As a result, it would aid to
enhance the performance of employees. It would permit the employees to map the competency
gaps, address the areas of enhancement, allocates the right training programs and capture the
training results. Greenwich Pharmaceuticals can increase the emphasis on training and
development of employees as it would lead to enhance their skills as well as leads them for better
performance (Patidar, et. al., 2016).