Hrm at Glaxosmithkline Pakistan

Topics: Human resource management, Management, Human resources Pages: 6 (1551 words) Published: March 29, 2012
Human Resource Management (HRM) at GlaxoSmithKline (plc)


This report aims to explain Human Resource Management and its tactics with our exclusive discussion of HRM at GlaxoSmithKline (GSK). In our meeting with the Assistant Manager of Recruitment at GSK, Mr. Sufyan Ismail, we discussed the HRM policy being implemented in the organization. This term report shall be covering the points highlighted in our discussion that include the following HR procedures being undertaken at GSK:

1. Recruitment
2. Training and Learning
3. Corporate Culture
4. Incentives and Rewards for employees
5. The 70-20-10 principle
6. Innovation Vs Risk
7. Leadership and Organization Development
8. The HR strategy

About GSK:

GlaxoSmithKline (GSK) is one of the world's leading research-based pharmaceutical and healthcare companies. Headquartered in the UK, it is a global organization with offices in over 100 countries including Pakistan.GSK Pakistan Limited was created on January 1st 2000 through the merger of SmithKline Beecham (Pakistan) and Glaxo Wellcome (Pakistan) and it stands as the largest pharmaceutical company in Pakistan today. “We have a challenging and inspiring mission: to improve the quality of human life by enabling people to do more, feel better and live longer. This mission gives us the purpose to develop innovative medicines and products that help millions of people around the world.” ----- GSK’s mission. Introduction:

Human Resource Management is a tactical and logical way to deal with an organization’s most valuable asset i.e. the people. While human resource management is sometimes referred to as a "soft" management skill, effective practice within an organization requires a strategic focus to ensure that people resources can facilitate the achievement of organizational goals since HRM is directly related to the overall performance of the organization. It includes all management decisions that might affect the organization’s relationship with its human resource. An HRM philosophy deals with actions such as selecting, training and developing employee relationships and rewarding.

The Human Resource Management (HRM) function includes a variety of activities, and key among them is responsibility for human resources -- for deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies.

GSK’s dedicated HR teams have allowed them to promote a global culture that recognizes and rewards creativity, collaboration and responsibility. In this business-critical team they're committed to combining service excellence with cost-effectiveness.

HRM Functions:

Human resources management involves several functions. Together they are supposed to achieve the above mentioned goal. These functions can be performed in an HR department, but some tasks can also be outsourced or performed by line-managers or other departments. When effectively integrated they provide significant economic benefit to the company.

The HRM functions in practice at GSK include the following:

1. Recruitment:
By definition recruitment is hiring or selecting people for an organization. Every organization should hire employees who can fit easily into their culture. GSK has an interview evaluation form that all their potential employees are required to fill. Within which are listed the common GSK behaviors such as...
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