Effective HRM Policies, Leadership and Organisational Change Report

This report delves into the crucial role of Human Resource Management (HRM) in fostering organizational success and competitive advantage. It examines the implementation of HRM policies and procedures, using AstraZeneca as a case study to illustrate how these policies, including those related to technology usage, employee expenses, sickness absence, employment improvement, misconduct, and family-friendly practices, contribute to effective people management. Furthermore, the report explores the activities and responsibilities associated with effective management and leadership, emphasizing their significance in navigating organizational change. Through examples from Tesco, the report highlights essential elements of effective management, such as goal setting, grievance redressal, employee retention, recruitment, and compensation. It also examines leadership traits, including monitoring, supervision, controlling, integrity, and communication, and their impact on achieving organizational goals. The report concludes by emphasizing the vital role of HRM and leadership in driving business growth and development.

Managing people

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
How HRM policies and procedures are implemented to manage people successfully and
maintain competitive advantage.............................................................................................1
Human resource policies and procedures at Astrazeneca.......................................................1
Activities and responsibilities associated with effective management and leadership in context
of organisational change.........................................................................................................3
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Human resource management plays a crucial role in an organisation which means that it
helps in making it competent. Human resource management maintains a healthy environment in
business by using various HR policies and regulations. Gaining competitive advantage in this
modern world is a major task of every business, human resource management is the most
appropriate factor which helps a business to grow more in a short span of time (Armstrong,
2020). In this report I will cover various HR policies and procedures are covered along with
explanations and how various HR policies helps in maintaining people in an organisation. I will
also include activities and responsibilities that are related with effective management and
leadership in context of organisational change.
MAIN BODY
How HRM policies and procedures are implemented to manage people successfully and maintain
competitive advantage
Human resource policies and procedures
Human resource policies are set of principles which helps in development of manpower
in a business entity. HR policies are a type of code of conduct which helps human resource
department to conduct its operations in a effective manner (Brewster, 2017). I have come to
know that in order to implement HR policies in an organisation there are several policies which
are known as procedures. In this report example of Astrazeneca is taken into consideration in
order to explain how policies and procedures are implemented in the company in order to
successfully and maintain competitive advantage. Astrazeneca was founded in 1999 and is a
British-Swedish multinational company. Astrazeneca is a pharmaceutical company which is
indulge in supplying pharmaceutical products all over the world. I have analysed various
operations related to HR policies in renowned company ''Astrazeneca'' which helps in effective
management of manpower (HR POLICIES OF ASTRAZENECA, 2021.).
Human resource policies and procedures at Astrazeneca
 Corporate information technology usage policy- Astrazeneca always keeps upgrading
its technology for effectively managing its human resource power. The company brings
continuous innovation and discoveries which helps in making its products competitive
and sustainable. Astrazeneca ensures all of its employees are following its corporative
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information technology usage policy in order to create a dynamic environment in
business. The company also applies rules and regulations in order to prevent stealing of
its information and technology. For protecting its technology and information the
multinational company has deployed high-tech security systems. Company Astrazeneca
keeps updated anti-virus software in the systems, it also keeps an eye on spams and
unauthorised devices which are used in their systems.
 Employee expenses global standard- Astrazeneca keeps it standard maintain in order to
satisfy monetary need of employees. The company majorly provides right amount of
compensation to workers in respect to right amount of time (Hoon, 2019). Corporate
credit cards are provided by company to its employees so that they can easily find a
source of money when they do expenses for Astrazeneca in other country. Astrazeneca
also has a HR policy of submitting expense report related to expenses which are
performed by a business organisation. Submission of expense report is limited to one
report in a month in order to cut processing cost in the company.
 Sickness absence policy- It is important to keep an eye on important leave policies for
human resource management. The company Astrazeneca has a major sickness absence
policy which includes all the necessary parameters of global standard in order to ensure
good personnel management. It provides good amount of paid leaves and casual leaves to
the employees. Company also provides In vitro fertilisation leaves for weeks to the
employees if they need it. Astrazeneca has system of giving leave to employees if they
get sick in the organisation. In that case employees may directly contact to their
respective managers. It also provides long sick absence leaves to the employees of the
company but they have to report to their respective managers.
 Employment improvement policy- Employment improvement is most important part of
HR policies in an organisation (Raut, and et. al., 2020). Scope of employment
improvement policy is wider in sense as it includes activities which are preventing gross
misconduct in the organisation. Gross misconduct includes malpractices performed by
employees or third party persons in an organisation which are
theft,fraud,dishonesty,harassment,fighting etc.
 Misconduct- It leads to minimise output of employees as well as it also harms reputation
of the business. Astrazeneca has effective human resource department which properly
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deals with the misconduct by taking effective steps in order to minimise and sort out
conflicts. The company has also adopted Zero tolerance policy for any scientific fraud
that happens at the workplace, under zero tolerance policy human resource management
directly fires employees if they do any scientific fraud like stealing of ingredient
information of its products. The organisation also publishes formal improvement
reports every month after assessment of current working conditions of employees in
order to upgrade human resource management.
 Family friendly policy- Apart from taking care of its employees, Astrazeneca also
focuses on improving family conditions of its employees in order to attract employees
attraction towards organisation (Santhanam, and et. al. 2017). Company's human resource
department focuses on providing Maternity,adoption,shared parental,new parent
leaves in the organisation. Astrazeneca even provide adoption leaves to its employees
when its employees adopt a new child.
From the above discussion I have analysed that all policies of Astrazeneca related to
human resource management are effective and precise. If I would be a human resource
manager of Astrazeneca I will also implement similar tools and techniques in the company with
proper assessment. Misconduct policy of the company is very much effective which eliminates
major threats which are coming in middle of operations. I will also ensure timely implementation
of above mentioned practices.
Activities and responsibilities associated with effective management and leadership in context of
organisational change
Effective management
Effective management plays a vital role in an entity (EFFECTIVE MANAGEMENT,
2021). After reading on effective management I will describe it as art of managing employees
with full supervision and to conduct management operations precisely. Effective management
deals with the execution of a strategy in an organisation and to implement that strategy in a
healthy and effective manner (Steffensen, and et. al., 2019). Every organisation in today's world
requires effective management not only management. I am taking example of Tesco in order to
explain effective management activities and responsibilities. Tesco is a British multinational
retailing company which was founded in the year 1909. This company majorly deals in
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Clothing,household items and electronic items. Effective management techniques at Tesco are
mentioned below.
 Setting goals- Setting proper goals related to a business is an important function of
effective management which is performed before starting a business operations. At Tesco
effective planning management team is there to not only set goals but it also ensures
that progress of goals is complying with time or not. This activity helps in achievement of
goals in a short span of time.
 Grievance redress- Conflicts arise out in every organisation, they are part of daily
operations. Due to conflicts in an organisation there are many grievances in a company.
An effective management will deal with grievance redress generously. At Tesco there
is a separate management for conflict management which helps in improvement of
functions.
 Employee retention- Employees are backbone of every organisation and experienced
employees are hard to find. Sometimes to unfavourable circumstances employees leave
the organisation(Tung, 2017). At Tesco there is a separate retention employee
management which works as a magnet to bring back employees to work. Tesco's
effective management performs excellent work in retaining employees for the company.
 Recruitment- Human resource management's main function is to provide right
employees to the organisation through recruitment. Recruitment is a major function of
human resource management. At Tesco employees are hired on the basis of high end
interviews and written tests which are essential in providing effective manpower to the
company.
 Compensation- Effective human resource policies related to compensation are
performed by management of Tesco. On the basis of needs and performance of
employees company provides compensation to its employees. In order to make
compensation effective at Tesco, company offers global standard compensation to
employees.
From above discussion, I have understood that human resource management is effective part of
resources in a company. Human resource activities are essential part of a organisation which
helps in growth and development. I have analysed that at Tesco human resource management
functions are performed in a precise manner.
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Leadership
Leadership is quality of a person which helps in controlling functions of a team in an
organisation. Leadership helps in implementation of a strategy which helps a company to gain
competitive growth in long run. I have analysed in the era of stiff competition between many
organisations it is necessary to deploy a leader (Zaid, 2018). In general sense every company has
to apply leadership in its functions in order to gain competitive advantage. A good leader
always focuses on supervising team operations along with accomplishment of organisational
goals. I have taken example of leadership activities at Tesco in order to have a brief
understanding of leadership traits which are mentioned below with explanations.
 Monitoring- At Tesco firstly a leader provides formation of a strategy and then monitors
each and every activity throughout the time period. Assessment of every activity related
to strategy is performed by a leader at Tesco on daily basis. This helps in effective
achievement of organisational goals in a preferred point of time. It gives lessons to other
organisations also to implement leadership in their operations.
 Supervision- Supervision is necessary in an organisation in order to bring out effective
results from the operations. At Tesco every department has deployed a supervisor who
keeps an eye on major operations of activities. Supervisor is also involved in changing
patterns in production and cost cutting at Tesco which leads to minimise cost related to
its production.
 Controlling- Controlling business tasks on day to day business is hard for the company
so Tesco has hired leaders for every department for performing control operations. It is
important for an organisation to segment its market on the basis of different tasks so at
Tesco controlling is performed in every department. Controlling activity is backbone of
leadership traits so it is essential for an organisation to adopt it soon as possible.
 Integrity- As Tesco is a reputed and renowned British company it is essential for the
company to maintain integrity in the organisation. Good leaders always maintain integrity
of the organisation so Tesco has deployed leaders with essential skills of integrity. Tesco
wants integrity and reputation in market of UK so it has developed parameters for the
same.
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 Communication- Communication is very necessary in an entity in order to ensure
quality output from operations. Tesco has deployed modern technology communication
devices in the organisation and has hired leaders who help it in interlinking all the major
departments.
From the above mentioned discussion I have analysed that leadership is an important
part of a business which makes an organisation more competent. Leadership also helps in
achieving organisation's tasks in a short span of time. If I would be a leader in a large
organisation I would also prefer above mentioned activities and implement them in a precise
manner.
CONCLUSION
From the above stated report I can conclude that Human resource management is the
backbone of a business. HR policies performed in an organisation are very effective in bringing
out optimum utilisation of human resources as well as it helps in performing business operations
smoothly. I have also analysed that various leadership techniques play an important role in
completion of a task in the organisation. According to me effective management is also a healthy
part of a company which facilitates in decision making as well as in achieving long and short
term goals.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice.
Brewster, C., 2017. The integration of human resource management and corporate
strategy.Policy and practice in European human resource management.p.22-35.
Hoon, C., Hack, A. and Kellermanns, F.W., 2019. Advancing knowledge on human resource
management in family firms: An introduction and integrative framework.German
Journal of Human Resource Management,33(3).p.147-166.
Raut.R.D. and et. al. 2020. Analysing green human resource management indicators of
automotive service sector.International Journal of Manpower.
Santhanam.N. and et. al. 2017. Impact of human resource management practices on employee
turnover intentions.Journal of Indian Business Research.
Steffensen.J. and et. al. 2019. Putting the “management” back in human resource management: A
review and agenda for future research.Journal of Management,45(6)pp.2387-2418.
Tung, R. and Punnett, B.J., 2017. 5. Research in International Human Resource Management. In
International Management Research(pp. 35-54). de Gruyter.
Zaid, A.A., Jaaron, A.A. and Bon, A.T., 2018. The impact of green human resource management
and green supply chain management practices on sustainable performance: An
empirical study.Journal of cleaner production,204.p.965-979.
Online
HR POLICIES OF ASTRAZENECA.2021.Available through:<https://www.astrazeneca.com/our-
company/uk-hr-policies.html>
EFFECTIVEMANAGEMENT.2021.Available
through:<https://corporatefinanceinstitute.com/resources/knowledge/credit/how-to-assess-
effective-management/>
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