Human Resource Management In Developing Essay

Question:

Discuss about the Human Resource Management in Developing.

Answer:

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.

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.

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).

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).

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).

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).

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 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).

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).

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).

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 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).

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).

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).

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. 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 (Storey, 2014).

Reviewing the employees’ performances help in understanding the productivity level. The employees are being rewarded on the basis of that. Performance appraisals, benefits of the employees are all taken under consideration. Training sessions help in understanding the behavior of the employees. In addition to this, the renewal of the employees’ policies and benefits are done on the basis of the performance and productivity (Brewster & Hegewisch, 2017).

Recommendations

Assure Pharmaceutical Company has successfully gained mass attention, in terms of services as well as loyalty. However, the company needs to focus on digital marketing strategy, to promote its products and services on the global platform. The employees must be given the opportunity to socialize more. Furthermore, categorical programs must be introduced among the employees. Feedback machines must be installed in the stores, which will help the organization to gain an understanding of the customers’ behaviors and expectations. The company can also engage into social works like poverty alleviation, setting up of free medical checkup camps and distribution of free medicines, which in turn will prove beneficial for the company.

References

Alfes, K., Shantz, A. D., Truss, C., & Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model. The international journal of human resource management, 24(2), 330-351.

Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Aswathappa, K. (2013). Human resource management: Text and cases. Tata McGraw-Hill Education.

Beardwell, J., & Thompson, A. (2014). Human resource management: a contemporary approach. Pearson Education.

Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R. (2012). Human resource management in public service: Paradoxes, processes, and problems. Sage.

Bratton, J., & Gold, J. (2012). Human resource management: theory and practice. Palgrave Macmillan.

Brewster, C., & Hegewisch, A. (Eds.). (2017). Policy and Practice in European Human Resource Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.

Brewster, C., Houldsworth, E., Sparrow, P., & Vernon, G. (2016). International human resource management. Kogan Page Publishers.

Budhwar, P. S., & Debrah, Y. A. (Eds.). (2013). Human resource management in developing countries. Routledge.

Buller, P. F., & McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight. Human resource management review, 22(1), 43-56.

Hendry, C. (2012). Human resource management. Routledge.

Jiang, K., Lepak, D. P., Han, K., Hong, Y., Kim, A., & Winkler, A. L. (2012). Clarifying the construct of human resource systems: Relating human resource management to employee performance. Human Resource Management Review, 22(2), 73-85.

Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource management at work. Kogan Page Publishers.

Purce, J. (2014). The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.

Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management. Routledge.

Storey, J. (2014). New Perspectives on Human Resource Management (Routledge Revivals). Routledge.

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