Human resource management is the process of hiring, recruiting deploying, and managing people within an organization to achieve the goals of the company. Perfect Pharma Solutions is a pharmaceutical events company (Ahammad, 2017). The firm has a marketing, sales, finance, and editorial team to operate its business speedily in East London. The company provides bespoke events and meeting in the UK. This report is made to explain the human resource manager’s role and its functions such as employee involvement and interaction and supporting organizational change etc. This report also explains the strengths and weaknesses of human resource management and the organizational goals of the company.
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Human resource management is the practice of encouraging and helping employees and assuring a positive work culture atmosphere. There are some functions of human resource management that help in achieving the company's organizational goals.
Employee engagement and communication: It is an essential part of every business. A bigger level of involvement guarantees higher productivity and better employee satisfaction. Effectively handling employee involvement activities will also support enhancing employee retention rates (Ajgaonkar, et.al 2022).
Supporting organizational change: Organizational change management is the practice of encouraging organizational transformation to a successful resolution and it generally involves three main phases’ preparation, implementation, and follow-through. Human resource plays a double role in transforming management by starting and managing the changes and departments initiated.`
Employee training and development: Offering correct training and assuring the appropriate development of the hired candidates is a significant function of human resources. Speeds up the entire effectiveness and productivity of the employees, which in results the firm's business growth (Bratton, et.al, 2021).
Importance of human resource management for a company
Human resource management is a very crucial part of any organization because with the help of HRM company can manage the entire process of hiring, recruiting candidates, and implementing policies a company (Stone and Deadrick, 2015). To achieve the goals of the company human resource officer should implement the HR policies, enlargement of labor-management connections, and entire development of the company, etc.
Figure 1: Importance of Human Resource Management
As the company is expanding its business so it is facing some issues related to customer service, and staff turnover which impacts employees’ motivation, they feel less motivated which leads to less success and productivity in the workplace. So it is important for the company to implement new HR policies and encourage employees by offering them higher salaries and other benefits so they can perform well at the workplace. When employees perform well at the workplace they contribute to the company’s overall success.
Two functions of human resource management that create an organizational performance for the company
There are some functions of human resource management such as employee engagement and communication and training and development of employees that create an organizational performance for Perfect Pharma Solutions (Chacko and Conway, 2019).
Employee engagement and communication: Communicating with employees is an important part of the because they connect with people, human resource managers are able to comprehend their perspectives on work and engage employees at the workplace. Effectively handling staff involvement activities can help the organization in enhancing employee retention rates.
Employee training and development: by giving proper training and growth opportunities human resource managers can increase the performance of the employees at the workplace which increases the growth of the organization.
With better communication, the human resource manager can improve employee and employer relationships and involve employees in business activity, while giving proper training which can boost employees' productivity at the workplace and increase the entire success of the organization (Jamali, et.al, 2015).
Effects of the ever-changing nature of the company and its impacts on HR officer
Perfect Pharma Solutions' ever-changing nature includes pricing pressures, supply chain challenges, and a lack of talent. The bio-pharmaceutical field is a highly dynamic sector. There are some effects of the ever-changing nature of Perfect Pharma Solutions such as:
Drug pricing challenges: Problems with drug pricing are related to the poor understanding on the part of common people and rule makers of the difference between branded and generic products. The company has been facing lower price issues, due to market rivals and competition, for around three years.
Growth in technology and life sciences change pharmacy: Growing change is accelerating disruption over the healthcare value chain and changing the future of pharmacy. Clinical and mechanical transformations are coming at a record pace, building on the power of artificial intelligence robotics and understanding obtained from radically suitable data (Khan, 2018).
Hiring the right talent for the company: Hiring the right talent for the company is the main priority of human resources competitive compensation and employee benefits are important in attracting the right candidate for the company (Marler and Parry, 2016). However, to compete in the market, Perfect Pharma Solutions require working properly and giving meaningful experiences and a higher sense of purpose to the company's workforce.
Training and development strategies: -as the company's ever-changing nature impact human resource role and responsibility, it is necessary for HR officer to implement proper training and development opportunity for employees so they can contribute as much as they can.
HRM in relation to the transforming dynamic of future business company
Human resource management is the systematic management of the workforce, who collectively give a contribution to the fulfillment of the objectives of Perfect Pharma Solutions. An organization can survive in a dynamic and highly competitive atmosphere only when it capitalizes on the entire possibility of each employee. As today's time is a post-pandemic era, a management system that rules a hierarchy that solves for stability, administration, and regulation will longer be efficient (Mathis, et.al, 2016). So Perfect Pharma Needs to implement a flexible and responsive model that includes more connection, less transaction cost, demographic changes, and extraordinary mechanization. Human resource officers should focus on the basic values of the organization. Strengths and weaknesses of HRM in regard to making sustainable organizational performance
Strengths of the Perfect Pharma Solutions
Effective and experienced general managers: Company works on so many unique levels that it is very difficult for inexpert employees to manage any sub-sector of it.
Large number of buyers: Company has a wide-spread base of customers. It also produces some general types of tablets, which generally helps customers. This also assures that firm will have enough customers for their items (Rasool, et.al, 2019).
Weaknesses of the Perfect Pharma Solutions
Lengthy decision-making procedure: Perfect Pharma Solutions is quite enormous and extensive. So, when company taking a new or innovative decision, it may take a time before it is accurately implemented this makes the process lengthy.
Less profitability and less-profit margins: In this sector prices of resources are very high and profits are very lower more frequently than not. It is not only for the Perfect Pharma Solutions but it affects almost every company in this industry.
Critical analysis
Ren, et.al, (2018) critics that lengthy decision making process consume only a lot of time and money so Shantz, et.al, (2016) says that decision making process should be less time and money consuming and also effective. It is recommended that company should focus on its profitability and cost cutting by reducing its additional expenses.
Part B: Factors that are affecting HRM decision making
Government restrictions that were implemented in the UK in 2019 forced the entire nation to adjust to new working conditions. Sadly, this has affected businesses, particularly in the events sector. Employees at Perfect Pharma Solutions lost the willpower to be motivated at work, as was mentioned in part A. It entails determining where to use capital and source to improve staff enactment and business. Some factors affect Perfect Pharma Solutions' decision-making.
Legal and political factor: The political and legal atmosphere covers the effect of political bodies on the HRM department of Pharmaceutical event companies. This industry is one of the most important industries as it is the biggest supplier of generic medicine all around the world. Pharmaceutical industry covers 20% share in the world supply through volume and also provides 62% of worldwide demands for vaccines (Stone and Deadrick, 2015). Legal laws involve security norms, certifications and drug-related rules.
Operational strategies: New dynamic are imposing the pharma industry’s human resource departments to rethink their operational game plans. Pharma companies require more efficient method and likely companies can find a new functioning pattern for human resource in a somewhat unlikely place like research and development.
Government regulations that affect HR decision making
Most legal bodies worldwide levy laws on pharmaceutical organizations, in an effect to safeguard their people from dangerous drug effects. Régime laws such as lockdowns impact human resource decision-making in many ways. This could include shifting the hiring process remotely such as organizing online interviews, or temporary stop the recruitment process until the lockdown is over (Stone, et.al, (2020).
Operational tactics such as implementing new IT systems can also have an important effect on human resource decision-making in Perfect Pharma Solutions. For instance, if a new IT system is implemented, the HR department may require creating decisions related to staff training and development, such as offering training using the unique system, and assuring that staff has the required skills and ability to efficiently manage the new system.
Government rules and functional tactics can have an essential effect on human resource decision-making in Perfect Pharma Solutions. HR officers must be aware of this and ready to respond rapidly and efficiently to these troubles.
Conclusion and Recommendation
Human resource management is the practice of hiring, selecting, and deploying within the organization. It is concluded that the company is expanding its business so it requires trained and motivated employees at the workplace for this Perfect Pharma Solutions employs human resource professionals who can carry out flexible HR policies and inspire employees at work. To reduce the effects of political-legal factors and government regulations such as lockdown and operational tactics Perfect Pharma Solutions should apply TRIPS and the minimum standards in its business. Because TRIPS provides higher security to intellectual property rights involving innovations. Companies should also conduct their business remotely to overcome the situations like lockdowns (Yong, et.al, 2020). To assure that Perfect Pharma Solution is capable to continue to function efficiently and to support the enhancement of the firm human resource officer should be prepared to take action rapidly.
References
Ahammad, T., 2017. Personnel management to human resource management (HRM): How HRM functions. Journal of Modern Accounting and Auditing, 13(9), pp.412-420.
Ajgaonkar, S., Neelam, N.G. and Wiemann, J., 2022. Drivers of workforce agility: a dynamic capability perspective. International Journal of Organizational Analysis, 30(4), pp.951-982.
Bratton, J., Gold, J., Bratton, A. and Steele, L., 2021. Human resource management. Bloomsbury Publishing.
Chacko, S. and Conway, N., 2019. Employee experiences of HRM through daily affective events and their effects on perceived event?signalled HRM system strength, expectancy perceptions, and daily work engagement. Human Resource Management Journal, 29(3), pp.433-450.
Jamali, D.R., El Dirani, A.M. and Harwood, I.A., 2015. Exploring human resource management roles in corporate social responsibility: The CSR?HRM co?creation model. Business Ethics: A European Review, 24(2), pp.125-143.
Khan, Y., 2018. Strategic human resource practices and its impact on performance towards achieving organizational goals.
Marler, J.H. and Parry, E., 2016. Human resource management, strategic involvement and e-HRM technology. The International Journal of Human Resource Management, 27(19), pp.2233-2253.
Mathis, R.L., Jackson, J.H., Valentine, S.R. and Meglich, P., 2016. Human resource management. How human resource management practices translate into sustainable organizational performance: the mediating role of product, process and knowledge innovation. Psychology research and behavior management, pp.1009-1025.
Ren, S., Tang, G. and E Jackson, S., 2018. Green human resource management research in emergence: A review and future directions. Asia Pacific Journal of Management, 35, pp.769-803.
Shantz, A., Alfes, K. and Whiley, L., 2016. HRM in healthcare: the role of work engagement. Personnel Review, 45(2), pp.274-295.
Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities affecting the future of human resource management. Human Resource Management Review, 25(2), pp.139-145.
Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
Yong, J.Y., Yusliza, M.Y., Ramayah, T., Chiappetta Jabbour, C.J., Sehnem, S. and Mani, V., 2020. Pathways towards sustainability in manufacturing organizations: Empirical evidence on the role of green human resource management. Business Strategy and the Environment, 29(1), pp.212-228.
Task 2
Part C: Introduction
The human resource department in any company plays a significant role in staff retention. Employee retention can include training and development, job promotion chances, offering incentives and bonuses, and enhancing workplace rules and processes (Ahmad, 2015). This report explains about the Sally’s Coffee shop which is located in Leeds, the shop manager is looking for candidates who have good communication skills and a good level of qualifications for the Baristas position. It is explaining that the company hires an HR officer for hiring candidate for the vacant position, for this company give an advertisement on the Indeed website which is free of cost. Companies choose this platform because it connects aseveralcandidates within minutes that are looking for a job. The HR officer describes the roles and responsibilities on the company’s official page and also mentioned the qualifications that are required for the Baristas role (Armstrong and Taylor, 2020).
Interview between human resource officer and potential candidate
To hires potential candidate human resource officer conducts an interview round. During the interview there are six questions that are asked from candidates to analyse their skills and ability (Budworth, et.al, 2015).
Question 1. Can you tell us about your previous experience working as a barista?
Question 2. How do you handle a busy and fast-paced work environment?
Question 3. Can you walk us through the steps you take to make a latte or cappuccino?
Question 4. How do you ensure that customer orders are prepared correctly and efficiently?
Question 5. How do you handle difficult customer situations, such as incorrect orders or complaints?
Question 6. Can you describe a time when you had to multitask and prioritize several tasks at once?
Reviewing HRM practices
In the interview role play, the HRM practices relevant to recruitment and retention of employees for Sally's coffee shop are:
Assessing skills and capabilities: This involves evaluating the candidate's relevant skills and experience to determine if they are a good fit for the job and the organization.
Identifying talent and gap: This involves recognizing the strengths and weaknesses of current employees and identifying areas where additional talent is needed to meet the organization's goals. (Black and van Esch, 2020).
Workforce trends: This involves staying up to date on the latest industry trends and changes in the job market to ensure that the organization is competitive in attracting and retaining top talent.
By incorporating these HRM practices in the recruitment and retention process, Sally's coffee shop can identify the best candidates, match their skills and experience to the needs of the organization, and create a positive work environment to retain top talent (Hassan, 2016).
Importance of labour market
To achieve sufficient manpower to gain a competitive advantage company hires human resource managers to recruit the highest qualified and skilled candidates. For this HRM supports Sally’s Coffee shop to assure that potential candidates have adequate, skills and competencies to achieve higher success in the business. The labor market will impact human resource planning through the labor demand and supply (Manzoor, et.al, 2019). The current demand of Sally’s for labor involves the level of education, knowledge of customer service, skills, experience, etc. To obtain the best talent for the shop human resource officer conduct an assessment test which includes English and maths to analyze candidates’ skill gap and their ability to crack the tests. If candidates qualified these tests then they will be part of the interview round (Cseh-Papp, et.al, 2017).
Part D: Person specification for the role
The human resource officer of Sally’s Coffee shop is looking for candidates for the Barista position who can report to shop manager (Joll, et.al, 2018).
Role and responsibilities:
Candidate who knows preparing and serving hot and cold drinks like coffee, tea, some speciality beverage of the shop.
Candidate who can clean and sanitise work space, dishes and kit. And also who can clean people’s seating areas.
Candidate who have good communication skill so he or she can describe list of options and recommend items to customers.
Candidate is responsible for beverage items like artisan.
Sanitising seating areas and work space.
Qualifications:
Candidates who have good communication skill with fluent English.
Candidates who have experience in preparing and offering beverages to customers.
Candidates who can take customers’ orders and collect bill amount or payment.
Candidate who is friendly and enthusiastic.
A suitable medium for giving the advertisement
Indeed job searching and posting applications and websites transformed the online job search sector by becoming the first accumulated search engine for any and every type of job that people can discover digitally has rapidly become the biggest platform for online job search and constantly plays a vital part in matching the right candidate with the right employer (Pius, et.al, 2022).
Rational for using Indeed for advertisement
HR officer can post jobs for free of cost: Human resource officer can upload a post regarding Jobs for free on this website. The HR manager only required to create an account of Indeed with Sally’s Coffee shop’s name and job description. By using this platform HR manager can save the cost of advertisement.
Discover right candidate instantly: Indeed provide great sponsored facility for employers who wants to go on wider level in their findings for the right talent. Human resource manager can easily find the right candidate for the job vacancy because there are number of people are looking for job and connected on this platform so officer can instantly find the right and highly qualified candidate.
Showcase Sally’s image: With the help of Indeed human resource officer can create Sally’s Coffee shop’s official page, where HR manager can upload images of the shop services, jobs and other things that attract potential candidates.
Advantage and disadvantage of using Indeed for advertising jobs
Indeed, is one of the biggest employment search engines. On this platform employers and candidates can easily connect and any organization can discover the best suitable match for their job role. There are several job seekers and Indeed also helps them in finding the right job for themselves (Berthon and Pitt, 2018). But there are some advantages and disadvantages of using this site such as
Pros -
Indeed, is very simple to find similar jobs through keywords, position, sector and area with an adding of advance filter facility to narrow down outcomes.
This platform is suitable for any type of job involving freelance, internship and part-time, full time job etc.
People who are job seekers can upload and store their CV and instantly apply for jobs.
It is also notifying candidates through emails about new vacancies and job posts similar to their findings.
Indeed, offers both premium and free services for users.
Cons -
There is high competition on Indeed, because new job posts are added every second.
Due to its premium services, free jobs posting falls down in the search outcomes and decrease the visibility with time.
This platform sponsored job posting which relies on pay-per-click, which is normally charged around 0.25 to 1.50 dollar. But sometimes organization did not get the expected candidate that they really looking for, so this really makes no sense for small businesses.
Strengths and weaknesses of HRM practices
To increase the sustainable organizational performance of the company human resource manager should be attentive towards HR strengths and weaknesses (Deming and Kahn, 2018). There are some strengths and weaknesses of human resource practice such as-
Strengths
Focus on training and development: Great human resource managers more focused towards training and development of employees to boost their performance at workplace. If Sally’s HR officer should value its employees training and enhancement so they can perform well and increase the productivity at workplace. Understand compliance: Human resource leaders well trained in everything from compensation and incentives to labour law because jobs are complying with rules and regulations. Sally’s HR officer must focus on everything that is related to employment so they cannot face any difficulty after hiring candidates.
Weaknesses
Avoid the monetary part: Finance and human resource both are different departments so it is necessary for sally’s HR officer to know monetary data and analytics can impact recruitment and administration decisions. It is needed for HR manager to spend money wisely on hiring process (Karim, et.al, 2019). Fewer customers focused: Human resource managers have two major audiences to focus that are employer and employees and due to this HR professional cannot connected to customers. So it is requiring for Sally’s HR officer to connect and focus on the impact of human resource tactic on customers to be better leader.
Conclusion
Human resource management is the practice of recruiting and retaining employees within an organization. Sally’s human resource officer is focusing on hiring candidates for the role of Baristas in the shop. The HR department uses the Indeed platform to promote job openings and to look for candidates. There are pros and cons to using Indeed, such as it is very easy to use and offers free-of-cost services to its users. The company has some strengths and weaknesses as it must be focused on improving the connection between human resource officers and customers and the company is more focused on its training and development program.
References
Ahmad, S., 2015. Green human resource management: Policies and practices. Cogent business & management, 2(1), p.1030817.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management practice. Kogan Page Publishers.
Berthon, P.R. and Pitt, L.F., 2018. Brands, truthiness and post-fact: managing brands in a post-rational world. Journal of Macromarketing, 38(2), pp.218-227.
Black, J.S. and van Esch, P., 2020. AI-enabled recruiting: What is it and how should a manager use it?. Business Horizons, 63(2), pp.215-226.
Budworth, M.H., Latham, G.P. and Manroop, L., 2015. Looking forward to performance improvement: A field test of the feedforward interview for performance management. Human Resource Management, 54(1), pp.45-54.
Cseh-Papp, I., Varga, E., Szabó, K., Szira, Z. and Hajós, L., 2017. The appearance of a new generation on the labour market. Annals of the Faculty of Engineering Hunedoara-International Journal of Engineering, 15(1).
Deming, D. and Kahn, L.B., 2018. Skill requirements across firms and labor markets: Evidence from job postings for professionals. Journal of Labor Economics, 36(S1), pp.S337-S369.
Hassan, S., 2016. Impact of HRM practices on employee’s performance. International Journal of Academic Research in Accounting, Finance and Management Sciences, 6(1), pp.15-22.
Joll, C., McKenna, C., McNabb, R. and Shorey, J., 2018. Developments in labour market analysis. Routledge.
Karim, M.M., Choudhury, M.M. and Latif, W.B., 2019. The impact of training and development on employees’ performance: an analysis of quantitative data. Noble International Journal of Business and Management Research, 3(2), pp.25-33.
Manzoor, F., Wei, L., Bányai, T., Nurunnabi, M. and Subhan, Q.A., 2019. An examination of sustainable HRM practices on job performance: An application of training as a moderator. Sustainability, 11(8), p.2263.
Pius, A., Alharahsheh, H.H. and Sanyang, S., 2022. Approaches and practices in strategic human resources management. In Research Anthology on Human Resource Practices for the Modern Workforce (pp. 1823-1842). IGI Global.
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