Strategic HR Practices in Pharmaceutical Companies

The essay explores the necessity for Assure Pharmaceutical Company to refine its HR practices by integrating a robust digital marketing strategy that extends its product reach globally. It emphasizes creating opportunities for increased employee socialization through structured programs and feedback mechanisms within retail environments to better understand customer behaviors. Additionally, the company is advised to engage in community-oriented activities such as poverty alleviation projects and free medical services, which not only bolster corporate responsibility but also enhance brand loyalty and market presence. The essay utilizes various human resource management theories and practices from authoritative sources like Beardwell & Thompson, Bratton & Gold, and Brewster et al., ensuring a comprehensive analysis of strategic HR initiatives that could drive organizational success in the pharmaceutical sector.

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Human Resource Management
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Executive Summary
The report consists of the human resource management policies of Assure
Pharmaceutical Company. It gives brief explanation of the selection and recruiting
procedures, performance evaluation and development of the employees and employee
development procedures, along with a brief explanation of what human resource management
actually deals with. The report throws light on how an applicant is selected and what are the
policies related to it. The pharmaceutical company believes in hiring the right personnel for
catering to the consumers. In addition to this, it gives a brief analysis of the selection
procedures, along with the company’s policies and norms which needs to be adhered.
As per the findings, the training and induction sessions help in gaining the feedbacks
from the employees. However, the report throws evidences on how the employees need to be
encouraged and motivated. This helps in resolving the issues of the employees. Moreover, if
the staff members are motivated and mentored on a daily basis, the performances will also
enhance. Satisfied employees reflect the organizational culture. This in turn brings in high
values to the organization. In addition to this, the report also discusses how performance
management of the employees helps in identifying the competencies and in competencies of
the workers.
The findings of the report suggest that Assure Pharmaceutical Company, however,
needs to adopt some innovative and modern strategies for the long term success of the
business. Several methods are being discussed and recommended on how the company can
engage into other training activities. Furthermore, feedback sessions can also help in
understanding the behavior of the employees as well as the customers. This also can benefit
the company to a huge extent. Categorical programs can be introduced for the employees’

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appraisals. Therefore, there are various implementations made in this report for the success
and growth of the company.

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Table of Contents
1. Introduction.........................................................................................................................3
2. Company policy..................................................................................................................3
2.1. Employee Development..............................................................................................3
2.2. Recruitment and Selection...........................................................................................3
2.3. Performance Management...........................................................................................4
3. Competency Based Framework..........................................................................................4
3.1. Employee Development..............................................................................................4
3.2. Recruitment and Selection...........................................................................................6
3.3. Performance Management...........................................................................................9
4. Recommendations.............................................................................................................11
5. References.........................................................................................................................12

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1. Introduction
Human resource management, abbreviated as HRM, refers to the process of selecting
and recruiting employees, providing them with induction and orientation, training,
development and assessment of the employees (Hendry, 2012). The report consists of the
policies, employee development, recruitment, selection and performance management
procedures of a pharmaceutical company. Furthermore, it provides with some
recommendations for the development of the policies and procedures.
2. Company policy
Assure Pharmaceutical Company’s human resource policies are highly appreciated
and admirable. The company has managed to provide its employees with a great working life.
It believes in hiring the right employee, having a sound knowledge about medicines.
2.1. Employee Development
The employees are given training for thirty minutes every day. It helps in the personality
development and fosters the working environment. The company hires skilled employees and
organizes orientation programs for them. This in turn, benefits the company to a huge extent
(Armstrong & Taylor, 2014).
2.2. Recruitment and Selection
The company maintains a procedure while selecting and recruiting new candidates.
The manager of the company needs to analyze first whether any position is vacant or not.
After doing an analysis of the position, the management team informs the human resource
manager regarding the vacancy. The company believes in hiring the right personnel for the
betterment of the organization (Berman et al., 2012).

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2.3. Performance Management
The company takes management of employee performance very seriously. The vision
and mission is to provide the employees with the best working environment, so that the
customers get best services. Furthermore, the employees are encouraged to socialize, which
helps them in building a relationship or bond with the customers (Budhwar & Debrah, 2013).
3. Competency Based Framework
3.1. Employee Development
Evaluation of performances of the employees provides the managers or individual
contributors a way to work together in a team. This helps in increasing the employee
performances through mentorship, training collaborative setting of goals and targets.
Reviewing the performances also helps in introducing new challenges in a multinational
organization. It also assists the existing employees in maintaining a diversified culture.
Moreover, fairness plays a major role in the success and growth of an organization. The
evaluation of programs and procedures in a fair and effective manner contributes to the
progress of the company (Marchington et al., 2016).
In addition to this, setting up of global standards helps in evaluating the performances.
This increases fairness as well as effectiveness in the multinational evaluation processes.
Introducing various cultural values as well as prioritizing different methods may help the
organization on the long run. In large multinational companies, there exist various layers of
management. This can lead to confusion and inconsistency, if the employees are not trained
effectively. Therefore, making effective and efficient development in the employees’
performance evaluation methods can contribute to the company’s long term success (Purce,
2014).

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Talent Acquisition
Employee Development
Succession Planning
Rewards and Recognition Performance Management
Career Development
Figure: Employee Development Diagram
(Source: Brewster et al., 2016)
Assure Pharmaceutical Company is currently facing some issues in the market of
Asian region. There was a conflict between the employees and the organization was
unable to understand the market needs. Therefore, the company needs to conduct
various management programs and events, where professional experts and certified
trainers can take special sessions with the employees. The organization can conduct
special gatherings, where the employees must be given the opportunity to raise the issues and
interact openly, without any fear. This would resolve the internal conflicts to a huge extent.
The vision of the company is to offer the customers with best services and become one of the
leading providers of medicines, across the world. In addition to this, the company can provide
the employees with a balanced professional as well as personal life. Social gatherings and
events must be organized in order to motivate and encourage the employees to interact
openly, without any hesitation (Alfes et al., 2013).
Interactive sessions with the employees may help in gaining an understanding of
the employees’ demands and expectations from the company. It will help in overcoming

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the current situation of the company. Induction and orientation programs must be
conducted, where professional experts as well as certified trains will train the
employees. Moreover, the company should also take care of the employees’ benefits and
appraisals. The managers and human resource managers of the company must collaborate in
order to build a continuous employee development culture. It is the responsibility of the
employees to seek innovative and new methods of learning. The human resource manager
must facilitate staff development processes and activities (Aswathappa, 2013).
The training and development procedures must involve; formal training sessions,
encouraging employee participation in press conferences, on job training, employee
mentoring and coaching with the help of professional experts, job rotation and job
shadowing. In addition to this, the company must provide equal employment opportunities to
all the new applicants. The organization should also promote diversity, which will help in
fostering the workplace’s environment. Diversity trainings must also be conducted in order to
resolve the conflicts between the employees. Furthermore, leadership trainings must be
provided to the management team, in order to lead the subordinates to success (Beardwell &
Thompson, 2014).
3.2. Recruitment and Selection
The company maintains a procedure while selecting and recruiting new candidates.
The manager of the company needs to analyze first whether any position is vacant or not.
After doing an analysis of the position, the manager informs the human resource manager
regarding the vacancy. The description of the job is analyzed and the selection methods are
decided. The position description must include the title of the position, key objective, the
qualifications required for the position, work health and safety policies as well as terms and
conditions of the company. This must be done within three to five days after consulting with
the human resource manager (Berman et al., 2012).

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The senior management needs to sign off the position description after having a look
into it. On getting approval from the senior department, the management department should
start giving advertisement on the selected media channels, regarding the vacancy. This must
be done within ten working days. The human resource manager must send the advertisements
to the publications department, in order to post on digital media as well. This is followed by
the short listing of the new applicants. The candidates are shortlisted on the basis of
qualifications and experiences. Based on that, personal interview procedures are carried out
(Bratton & Gold, 2012).
The interview procedures are carried out after checking the references and
experiences. The pharmaceutical company conducts the interview procedure with a selection
panel of three human resource managers and a professional interviewee in the related field.
The preparations are done within two to three days. The interview applicants are selected on
the basis of the experiences and reference checking is done. The company provides job to the
deserving candidates. However, feedbacks are given to the unsuccessful ones over phone,
within one to two days, after checking the number of the applicants. The company
needs to enhance the recruitment procedure, in order to hire only the eligible
candidates, who can work in team by maintaining peace and harmony (Brewster et al.,
2016).

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Recruitment and Selection
Job Vacancy
Job Analysis
Advertising
Short listing
Interviewing
Selecting and appointing
Induction and employee evaluation
Figure: Recruitment and Selection Diagram
(Source: Beardwell & Thompson, 2014)
The above diagram shows how the selection and recruitment of the employees are
carried on. The manager of the company needs to analyze first whether any position is vacant
or not. After doing an analysis of the position, the manager informs the human resource
manager regarding the vacancy. The description of the job is analyzed and the selection
methods are decided. After getting approval from the senior department, the management
department should start giving advertisement on the selected media channels, regarding the
vacancy. This must be done within ten working days.
The human resource manager must send the advertisements to the publications
department, in order to post on digital media as well. This is followed by the short listing of
the new applicants. The candidates are shortlisted on the basis of qualifications and

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experiences. Based on that, personal interview procedures are carried out. The interview
procedures are carried out after checking the references and experiences. The interview
applicants are selected on the basis of the skills and reference checking is done. The job is
offered to the deserving candidates and the unsuccessful ones are given feedbacks over phone
(Sparrow, Brewster & Chung, 2016).
3.3. Performance Management
The company takes management of employee performance very seriously. The vision
and mission is to provide the employees with the best working environment, so that the
customers get best services. However, in order to face the issues of the Asian region, the
company needs to take some strategies. After hiring the fresh candidates, an orientation
program is to be conducted, where professional experts and certified trainers must give
valuable opinions. The pharmaceutical company needs to conduct sessions that are
interactive and the employees are encouraged to give opinions and views. Furthermore,
the employees must be encouraged to socialize, which helps them in building a
relationship or bond with others (Budhwar & Debrah, 2013).
In addition to this, the company can improve the training sessions to some extent.
Trainings sessions must be carried on a daily basis for about forty to forty five minutes, in
order to train them on disciplinary skills, managing consumers, understanding the behavior
and demands. Induction programs must be conducted by the human resource managers,
which will help the new employees gain an understanding of the company’s policies and
procedures, working environment and others. Certified trainers can organize seminars as well
as orientation programs for encouraging and motivating the employees to work better and
serve the best to the company (Buller & McEvoy, 2012).

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Performance Management
Plan
Manage
Review
Reward
Renew
The training sessions will also help in gaining feedbacks from the employees. The
staff members must be encouraged and motivated to speak up, on facing any kind of issues.
This will help in resolving the conflicts between the employees. Moreover, if the employees
are motivated on a daily basis, the performances will also enhance. Happy and satisfied
employees reflect the organizational culture. This in turn brings in high values to the
organization. However, performance management of the employees helps in identifying the
competencies and in competencies of the employees (Jiang et al., 2012).
Figure: Performance Management Diagram
(Source: Marchington et al., 2016)
The diagram shows the performance management plan of any company. It involves
planning and managing the employees’ performances. The training sessions help in gaining
feedbacks from the employees. The members must be encouraged and motivated to speak up,
on facing any kind of issues. This will help in resolving the conflicts between the employees.