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LPCIHRM4032                                                                               XXXXXXXXXXSPRING 2019 COURSEWORK BRIEF IHRM4032 Introduction to Human Resource Management Spring 2019    Coursework Brief   Handout: [ XXXXXXXXXX] Access via GSM Learn  Deadline for Submission: 14.00   Thursday, XXXXXXXXXX    Submit this coursework through the Student Portal with a Turn-it-in Report  Word Limit: 2500 words (Plus or minus 10%)  Learning outcomes assessed: At the end of a module students will be expected to be able to:  1. Explain how organisational and HR strategies and practices are shaped and developed and explain the purpose and key objectives of human resources management and the HR function within a contemporary business environment.    2. Identify  the purpose and key objectives of the HR function in contemporary organisations and be able to demonstrate the process of evaluating cuent and future human resource needs within the business environment; both in terms of numbers of people and skills and competencies. 3. Appraise the relationship between organisational performance and effective HR management and development. Know how to identify and respond to short-term changes in the business and external contexts and provide solutions to address them. 4. Explain the significance of employment legislation to an organisation's HR practices and evaluate how to harness effective HR practices in a global marketplace in terms of adding value and positive contribution to sustained organisation performance.   IHRM4032                                                                               XXXXXXXXXXSPRING 2019 COURSEWORK BRIEFThis Coursework is worth 100% of the total marks for this module.IHRM4032                                                                               XXXXXXXXXXSPRING 2019 COURSEWORK BRIEF  GSM  LONDON Page 2 of 15 Coursework Instructions Please read carefully• Carefully read the module handbook, the marking criteria and the grade descriptors.Academic Misconduct You are responsible for ensuring you understand the policy and regulations about academic misconduct.  You must: • Complete this work alone except where required or allowed by this assignment iefing paper and ensure it has not been written or composed y or with the assistance of any other person. • Make sure all sentences or passages quoted from other people’s work in this assignment (with or without trivial changes) are in quotation marks, and are specifically acknowledged by reference to the author, work and page.IHRM4032                                                                               XXXXXXXXXXSPRING 2019 COURSEWORK BRIEF  GSM  LONDON Page 3 of 15                     Blank   IHRM4032                                                                               XXXXXXXXXXSPRING 2019 COURSEWORK BRIEF  GSM  LONDON Page 4 of 15 Assignment Questions  The Role of HR at Greenwich PharmaceuticalsThe caseYou are a newly appointed interim consultant of HR at Greenwich Pharmaceuticals, a UK based subsidiary of a US parent company. Your company manufactures under licence a range of drugs developed in the United States. There are 400 employees caying out technical (laboratory), manufacturing, sales, distribution and administrative duties. It is a highly competitive market. Greenwich Pharmaceuticals has not been doing very well ecently – a new competitor has emerged in the same field and sales have slipped which is affecting the morale and confidence of staff.You have only been in the job for six months. A new Chief Executive has been edeployed from the United States to turn things round. He has been reviewing the performance of all the operating functions, especially sales, but he is now looking at HR. Your predecessor had produced a mission statement for HR that eads like this:“To provide quality services and support in hiring, training, staff relations, compensation, benefits and safety beyond the expectations of all employees, enabling them to better serve their external customers’’You had paid much attention to this – since you joined you have been experiencing an acute shortage and high turnover of key staff that had been poached and lured by competitors. You have also had to cope with a number of employment issues, including unfair dismissal case, bullying and harassment, issues with recruitment and selection, employee motivation and training. Your HR Manager has resigned and has not yet been replaced.IHRM4032                                                                               XXXXXXXXXXSPRING 2019 COURSEWORK BRIEF  GSM  LONDON Page 5 of 15 In general, the HR function has concentrated on service delivery in recruitment, asic training, day-to-day advice on employment matters, and pay and benefits administration (there is a conventional multi-graded pay structure with performance-related pay based on performance ratings, which, however, has tended to result in almost everyone getting the same percentage increase). Only some basic recruitment activities have been outsourced and a little supervisory training.The new Chief Executive has taken exception to the HR mission statement. As far as he is concerned it is too much about providing services and not enough about being accountable for enabling business success. He has told you to edraft the HR mission statement and describe the key areas in which HR activities should be developed so that they are aligned with company aims and objectives to make a more significant contribution to the company’s performance.You accept that much needs to be done and you are only too well aware that your job is on the line – you have to deliver. But you have misgivings (kept to yourself at this stage) about the proper role of HR. Is it just there to improve usiness performance or has it got a role as ‘employee champion’? You are aware that this term may not go down well with your hard-headed Chief Executive, who is likely to respond to it by saying quite forcibly: ‘Whose side are you on anyway?’Despite your perception of how he may react, you admire the Chief Executive for his forthright approach. You feel that he will always be prepared to listen to a easoned argument and without talking about being ‘the employees’ champion’. You do believe that HR should be actively concerned about the performance management, HR planning, well-being of employees and this should be eflected in the mission statement and be part of the HR strategy. You ecognise that this will go down much better with the Chief Executive if you can make out a convincing business case. IHRM4032                                                                               XXXXXXXXXXSPRING 2019 COURSEWORK BRIEF  GSM  LONDON Page 6 of 15 Assignment QuestionsAccording to an article by Trudy Brunot (2017), Functional Human Resource Management is the glue that holds an organisation together and the functional management areas are the ingredients in the glue. Hence, a functional HR department should cover six functional areas: business management and strategy, workforce planning and employment, human resource development, compensation and benefits, employee relations and risk managementYou have just been appointed as an interim HR consultant by Greenwich Pharmaceuticals. With reference to the above statement and your knowledge

Soumi · Accepted Answer

HUMAN RESOURCE MANAGEMENT
Table of Contents
Introduction	3
Creating a Mission Statement for the Organisation— Greenwich Pharmaceuticals	3
Task 1	3
Task 2	4
Task 3	6
Task 4	7
Conclusion and Recommendations	9
References	10
Introduction
The mission statements developed by the management for respective human resources (HR) at disposal, determines the functional efficacy and business performance largely, therefore, understanding the needs of organisation and developing a proper mission statement has been incorporated as the purpose of the current assignment. In the current report, after a brief introduction, the use of HR strategies, HR planning and HR practices and HR legislature and functionality in the context of the newly framed mission statement would be provided and will be discussed in separate sections, which would improve the understanding of the human resource management. 
Creating a Mission Statement for the Organisation—Greenwich Pharmaceuticals
Acting as the interim Human Resource Consultant at Greenwich Pharmaceuticals, which has 400 employees and a tough market to compete within, I have framed the mission statement- ‘To develop a working atmosphere that make employees, skilled, responsible and capable of satisfying the needs of external customer through the prioritisation of best practices that ensure, employee wellbeing from physical, emotional and social angles’.
Task 1
Human Resource Strategy is an organisational adaptation process, in which organisational culture is placed at the core, deriving a framework for organisational actions and business goal attaining. At Greenwich Pharmaceuticals, the new mission statement, which aims at developing a working atmosphere that makes skill development, employee wellbeing apparent, while ensuring the use of best practices and customer need alignment. In order to achieve the objective of the mission statement at the chosen organisations, as pointed out by Glaister et al. (2018), it becomes evident that an overall working culture development is requited, which is collective in nature and does not limit itself in specific areas of concern, therefore, in the current case overreaching strategy has to be adopted. 
In order to align the HR strategies with the organisational mission statement, firstly, human resource planning has to incorporate as the base for strategizing. The HR planning, as suggested by Berber et al. (2018), would give a proper idea about the available as well as needed human resources, based on the ration of which the business strategies of either HR expansion or HR retention would be finalised. The HR planning would ensure that maximum performance is generated from minimum resource usage, which would also lead to better skill development scope for retained employees and the external customer needs will be easily met, aligning with the drafted mission statement. 
As a part of the overreaching strategy, the leadership of Greenwich would have to be optimised. As seen in the given case study the at the organisational management has not been able to offer the best leadership standards as a huge number of employees had left the organisation due to the unfair and biased management, bullying and harassment and recruitment process. In order to align the organisational practices that best suit the interest of the organisations and mission statement, the leadership style has to be autocratic, so that the middle and lower level managers do not misuse the power in their disposal. As mentioned by Eizaguirre and Pares (2018), in cases of democratic leadership, the middle and lower level manager, given higher authority of decision making, often misuse their power for staffs selection, retention and promotion, which generates widespread dissatisfaction, eventually leading to employee shortage and talent retention issues.
Considering the aspect of increasing business potential and making the employees self-reliant as well as responsible, Greenwich pharmaceuticals can opt for the use of talent retention strategy, which would include the use fair recruitment, proper treatment, training and observation of workplace in a period manner. As opined by Banks et al. (2019), with a fair staff recruitment system, only talented and skilled employees are recruited, which despite giving higher wages, the recruiting company benefits as their skills, make them responsible, efficient and capable of providing consistency. In addition, the fair treatment at the workplace and making employees killed can be done using external staff trainer, and consistent observation of the workplace. The external staff trainer would reduce the scope of biased retreatment and retention of employee by preventing bullying, harassment, respectively, both contributing in the retention of talented employees.
Task 2
The human resource planning is a collective process in which the human resource management team of business organisations use measures to calculate, predict and act accordingly to get their human resource managed properly ensuring the retention of highest quality talent, proper quantity human resource at disposal and optimum use of resources to generate highest quality performance that benefit the business. As mentioned by Ramirez-Cedillo et al. (2018), human resource planning is the process, in which the business organisations prepares their future human resource and perceives business in long-term scenario. In case of Greenwich Pharmaceuticals, the use of HR planning would be effective way of improving from its HR issues, it had faced in past as well as is facing currently.
In general, the HR planning process involves four major tasks firstly to analyse the existing labour supply, secondly to predicting the future demand of labour, thirdly, the proportionately placing labour demand and labour supply for optimum results and fourthly, retention of the organisational goals. As noticed by Zoller (2018), in case of HR planning, the analysis of the current labour supply gives the HR management officials a proper idea about the availability of labour in the markets, in which the company is doing its business. The assumption of the labour supply,

LPC IHRM4032 XXXXXXXXXXSPRING 2019 COURSEWORK BRIEF IHRM4032 Introduction to Human Resource Management Spring 2019 Coursework Brief Handout: [ XXXXXXXXXX] Access via GSM Learn Deadline for Submission:...

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