International HRM: Strategies and Planning for Greenwich Pharma

This report provides a comprehensive analysis of the International Human Resource Management (IHRM) strategies employed by Greenwich Pharmaceuticals. It begins with an introduction to IHRM and its significance in international business, followed by an overview of Greenwich Pharmaceuticals. The report then delves into the company's HRM strategies, including recruitment, employee relations, safety culture, and training. It further examines human resource planning, covering organizational objectives, HR inventory, forecasting, and the identification of manpower gaps. The report also addresses current and future issues faced by the company, such as unfair dismissals and attracting top talent. The report also discusses employee performance and well-being, highlighting issues related to employee performance and well-being. Finally, it explores the impact of employment legislation, such as the Equality Act 2010, on the organization. The report concludes with recommendations for improving IHRM practices at Greenwich Pharmaceuticals.

INTERNATIONAL HUMAN
RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1 ...........................................................................................................................................3
HRM Strategies Of Greenwich Pharmaceuticals........................................................................3
TASK 2 ...........................................................................................................................................4
Human Resource Planning .........................................................................................................4
TASK 3............................................................................................................................................6
Employee Performance and Their Well Being...........................................................................6
TASK 4 ...........................................................................................................................................8
Employment Legislation And Their Impact On Organization....................................................8
CONCLUSION AND RECOMMENDATIONS............................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
International human resource management (IHRM) is s broad and separate branch of
human resource management. International Human Resource Management (IHRM) is a
combination of activities which helps company to managing its human resources at international
level. It plays an important role in determination of success or failure of an international
business. It assists the organization in remodel the organization as it act as an innovator for the
company (Brewster, Chung and Sparrow, 2016). Greenwich Pharmaceuticals is a company
which was founded in year 1998. It was founded by 2 entrepreneurs Dr. Geoffrey Guy and Dr.
Brian Whittle. This company is working in Pharmaceutical Industry. This company is currently
operating its business in United State (UK) and United Kingdom (UK). The report will highlight
the HRM strategies in order to achieve the new mission statement. Report will also tell about the
Human Resource Planning. Report will also describe about the HR Practices and Employment
Legislation.
TASK 1
HRM Strategies Of Greenwich Pharmaceuticals
HRM Strategy is a high level plan to achieve the statement of mission and goals
decided by the HR team of Greenwich Pharmaceuticals. For the achievement of mission
statement of company, HR team can apply following HR strategies -
RECRUITMENT STRATEGY
Company can focus on its employer brand. To improve its employer brand, company
should respect and listen to its employers and employees. Firm should give them recognition for
their contribution. Company should understand them and maintain a good working environment.
Also, company can effectively use of social networking sites for the recruitment of potential
employees. Company should conduct cultural and entertainment activities to keep employees
happy. Thus, this all lead employees (who work another company) to work in Greenwich
Pharmaceuticals. Like this, brand employer will create and company will get calibre employees
for the company who deliver good quality service to its customers (Cascio, 2015).
EMPLOYEE RELATIONS STRATEGY
For the retention of employees in the company for a longer time, company can develop
and focus on the employee relation strategy in order to maintain and improve the relationship
between employees and managers of the firm. For the adoption of this strategy, company can

adopt participative management approach in which employees are involved in the decision
making process of the company. This make employees feel that they are important for the
company. Also, company can apply open communication system and focus on building infomal
team in the company. Open communication lead to understanding between members. This lead
to increase in respect for each other (Bratton and Gold, 2017).
SAFETY CULTURE STRATEGY
Safety culture refers to the combination of values and beliefs of employees that interact
with the value and belief of organization and create an organizational culture. For the positive
safety culture, company can implement the strategy. For the successful implementation of
strategy, company can make safety communication policy. Company can provide proper training
to the employees because trained employees are aware of the hazards and consequences of weak
culture environment (Bailey and et.al., 2018). Company can promote the involvement of
employees in meetings and decision making process. Also, company should make safety policy
which must be followed by every members of organization. Also, company should know about
all the cultures, its values and beliefs and respect all the cultures. Company can celebrate all the
cultural based festivals to make employees aware about the culture.
TRAINING STRATEGY
Training is an important part for the organization. Training strategy should be align with
the business strategy because training is mainly given to the employees in order to achieve the
organizational goal. Training should be given according to the skills and knowledge of the
employees. Before giving training to the employees, company should know employees and
identify the skill gap. In training, company can explain about the company, its policies and
procedures to the employees so that they can easily get to know about him.
The effectively implementation of these above mention strategies help employees to
deliver good quality services which help company to earn profits and accomplishment of the
mission statement of the company (Nankervis and et.al., 2016).
TASK 2
Human Resource Planning
HUMAN RESOURCE PLANNING
Human Resource Planning (HRP) is also known as Manpower planning or personnel
planning or employment planning. HRP refers to the process of planning about the human

resource in the organization. It refers to the assessment of current and future human resource
need of the organization in order to achieve the goals and ensuring the best fit within the
organization (Berk and et.al., 2019).
ENSURITY OF BEST FIT
It ensures the “best fit” within the Greenwich Pharmaceuticals by following proper HR
planning process which are as follows -
ANALYSIS OF ORGANIZATIONAL OBJECTIVES
HR team of the company should analysis the organizational as well as all departmental
objectives which help team to understand that what kind of work need to be done in the
organization in order to achieve the objectives.
CURRENT HR INVENTORY
After analysis of objectives, team analysis the current human resource stock in order to
get to know about the employees, their capacity, performance and potential.
FORECASTING DEMAND AND SUPPLY OF HUMAN RESOURCE
After that, company check the demand of manpower by the department and also analysis
the internal and external source for the supply of manpower.
ESTIMATING MANPOWER GAP
Manpower gap refers to the difference between manpower demand and supply.
Mitigation of this gap is done according to the job positions and job requirements. It also can be
reduce by providing proper training and developing program to the employees to acquire the
required skills and knowledge. This gap also can be reduce by recruiting and selecting the
employees from the outside of the organization. For that they prepare job description and job
specification in order to get clarity about the nature of job and select only those employees who
is expert is that field.
EVALUATION OF HRP
After doing all the above steps, it is necessary for the team to analysis the effectiveness of
HRP in order to prevent from the manpower shortages or manpower surpluses (Taylor, Doherty
and McGraw, 2015).
CURRENT AND FUTURE ISSUES
There are so many current and future issues face by Greenwich Pharmaceuticals
Company which must be address by them immediately. These issues are as follows -

CURRENT ISSUES
Unfair Dismissal – It refers to the act in which the termination of employment is made without
valid reason. It is the biggest issue face by company due to not strictly follow The Industrial
Relations Act 1971 by employer. Company do unfair dismissal of employees on the basis of
religion or beliefs.
Lack of Motivation – Due to unfair dismissal and breach of employment termination, current
employees are unsecure for their job in the company. This lead them not to focus on their work
properly which cause in decrease in confidence level of them. Thus, this all lead to lack of
motivation in them.
FUTURE ISSUES
Attracting Top Talent – Winning, Engaging and Retaining talented employees for the
organization is difficult task. That is the reason, it will become a future challenge that company
might face in the future. To attract the talent, HR need to know about the requirements of the job
which is changing according to the change happening in the global level. Due to this changes,
task become difficult and employee leaves organization.
Developing leaders for Tomorrow – Developing future leaders for the company is really difficult
task. It is not about developing the soft and hard leadership skills, but it is also about the dynamic
changes that is happening in global level. According to the changes, leaders need to be change
themselves. Also, there are so many employees who are leaving company due to lack of
relationship between employees and managers. That is why, it is difficult for the company to
develop talented and inspiring leaders for the future of the company.
TASK 3
Employee Performance and Their Well Being
Employee performance and employee well being plays an important role in the
achievement of organizational goals and objectives and success of organization. Greenwich
Pharmaceuticals Company ignore these two important aspect and now facing following
employee performance and employee well being issues in the organization. These issues are as
follows -
EMPLOYEE PERFORMANCE ISSUES -

Lack of knowledge about company – Employees of company don't know about the cultures and
working pattern of the company, this lead to bad behaviours from them. These bad behaviours
impact the performance of the employees and company.
Lack of ability – Due to lack of resource or lack of skills or lack of knowledge or lack of proper
training of employee lead to lack of ability to perform the tasks. This lead to poor performance of
employees which become a hazard in tasks completion (Buckingham and Goodall, 2015).
Lack of motivation – Due to lack of recognition or lack of promotion opportunities or not getting
proper pay for the work, lack of challenge in work or bad cultural environment lead to decrease
in confident level of employee. This cause to lack of motivation. Lack of motivation is the
biggest factor in performance issues face by company.
Personal matters – Work is only a part of employee's life. Although some employees are able to
compile external difficulties and operate normally in the workplace, others can not handle that
many difficulties. Difficulty with relationships, complications with personal or family health, and
financial difficulties are all examples that can affect the most motivated and skilled employees
and their performance level goes down (Mone and London, 2018).
WELL BEING ISSUES -
Stress – The company is delivering bad quality services which lead company not to earn
sufficient profits. This lead to a lot of work load in the organization and put a lot of stress on the
members of organization, which lead to bad impact of stress on their health and well being.
Bullying And Harassment – Bullying is a continuous misbehaviour or mistreatment with lower
level by upper level employees. This lead to physically and emotionally harm to the employees
who get bullied. Harassment is the act of threatening the employees. It can be physical or
emotional or both. Both bullying and harassment at workplace impact the health and behaviour
of the employees.
Lack of Safety Tools And Policy – Lack of safety tools and techniques not only impact the
employees' health, but also impact the whole organization. Also, lack of safety policy lead
employees to do that work in the organization which is dangerous for their life and organization.
Avoidance of these tools and policy can lead company to face legal action which lead to harm its
brand image.
Health History of Employees – Lack of knowledge of health history of employee can lead to
assign wrong work to employees which may lead to wrong impact on his health. For example –

an employee of Greenwich Pharmaceuticals Company is allergic to particular chemical. And
company give him a task to produce a product in which that particular chemical is being use.
This task will harm the employees' health (Guest, 2017).
TASK 4
Employment Legislation And Their Impact On Organization
Employment legislation is a combination of rules, regulations and laws which define the
relationship between employer and employees in the context of organization. Following
legislations are followed by Greenwich Pharmaceuticals Company -
EQUALITY ACT 2010
Equality act 2010 prohibits the discrimination between employees on the basis of 9
protected characteristics such as age, disability, gender, reassignment, marriage and civil
partnership, pregnancy and maternity, race, religion or beliefs, sex and sex orientation.
In the context of Recruitment and Selection, Organization must follow Equality act in
which employer can't recruit and select any employees on the basis of these 9 protected
characteristics (above mentioned).
This act impacts the employers such as employer of Greenwich Pharmaceuticals
Company must have to scrutinize their recruitment and selection policies and keep an eye on
what is happening inside their workplace regarding promotions, training and other career
opportunities provide to the employees.
This act impacts the employees positively because this act provide every employees equal
and same opportunities and treat every employees equally and fairly. This lead to no bad
competition between organization and creation of good working environment and culture in the
organization (Oates, 2017).
HEALTH AND SAFETY AT WORK etc. ACT 1974
Health and safety at work etc. act 1974 states the general principles for the management
of health and safety at work place. It also gives guidelines business to enable the employees and
employers safety instruments and code of practice in the context of safety of employees and
employers. It also mentions the general duties of employees and employers at work place to
maintain the safety in the organization.

In the context of Bullying and Harassment, Organization must follow Health and Safety
at Work etc. act which prevents employees and employees both from bullying and harassment at
work place.
Impact of this act on employers are as such that they need to maintain and provide a safe
workplace for the employees where harassment or bullying is not happening. Also, he has to
make a tight policy which prevent any improper behaviour which is harmful for the safety, health
and welfare of the employees.
Due to this act, employees are working at safe workplace. Also, this act guide employees
not to engage in improper behaviours which can be harmful for themselves or others.
EMPLOYMENT ACT 2008
Employment act 2008 tell about the procedure of resolving the disputes, compensate the
financial loss due to unlawful acts done by company and the application of the national
minimum wage.
In the context of Disciplinary and grievance procedures, company must follow
employment act which give guidelines about how to resolve the disputes between employees and
managers or two or more employees.
Employers have the guidelines to resolve the disputes and to handle grievances which
lead to fast and fair resolution and handle of disputes and grievances. This lead to no conflicts in
organization and employers relationship with employees become good, which cause tasks to
completion on time and creation of good working environment in the organization.
Employees become efficient and happy due to conflict less working environment which
lead them to deliver good quality services to the customers. It also helps in reducing the
employees turnover in the organization (Employment law update 2018 – 2019, 2019).
CONCLUSION AND RECOMMENDATIONS
From the above study, it has been summarised that due to bad strategic human resource
management lead company to suffer from various kind of loss such as poor performance,
employees' bad well being, unfollow of legislation, high turnover, lack of proper training, lack of
motivation and poor working environment etc. Thus, team of HR must implement HRM
strategies and before that, they should follow all the steps of HR planning which help company
to get good managers and employees. Also, company should focus on the recognition and pay
aspect which can motivate the employees to do better performance. Company should also take

care of the health and ability of the employees. Greenwich Pharmaceuticals can also promote the
open communication system which also help employees, employers and managers to understand
each others and respect each others. Firm also can hire leaders who may help in guide company
and employee to work better and achieve the personal as well as professional objectives.

REFERENCES
Books And Journals
Bailey, C., and et.al., 2018. Strategic human resource management. Oxford University Press.
Berk, L., and et.al., 2019. Prescriptive analytics for human resource planning in the professional
services industry. European Journal of Operational Research. 272(2). pp.636-641.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Buckingham, M. and Goodall, A., 2015. Reinventing performance management. Harvard
Business Review. 93(4). pp.40-50.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
Mone, E.M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Nankervis, A.R., and et.al., 2016. Human resource management: strategy and practice. Cengage
AU.
Oates, A., 2017. Industrial Relations and the Environment in the UK 1. In Greening People. (pp.
117-140). Routledge.
Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A
strategic human resource management perspective. Routledge.
Online
Employment law update 2018 – 2019. 2019. [ONLINE]. Available through :
<http://www.acas.org.uk/index.aspx?articleid=3909>