Nobody downloaded yet

Human Resource Development Plan for Glaxo SmithKline Company - Case Study Example

Comments (0) Cite this document
Summary
The paper "Human Resource Development Plan for Glaxo SmithKline Company" discusses that the employees a wide array of professionals to maintain and improve its position in the pharmaceutical sector. Globally, they employ around 97,000 people with 40,000 in the department of sales and marketing. …
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER92% of users find it useful
Human Resource Development Plan for Glaxo SmithKline Company
Read TextPreview

Extract of sample "Human Resource Development Plan for Glaxo SmithKline Company"

Download file to see previous pages “Along with the changes in manufacturing processes and priorities came the realization that the necessary flexibility could be best achieved through skilled workers with knowledge of the technical aspects of production, as well as the abilities to attain maximum effectiveness within the company” (Byrne, 1999, pg1)
According to Rouda and Kusy, the definition of HRD is "organized learning activities arranged within an organization in order to improve performance and/or personal growth for the purpose of improving the job, the individual, and/or the organization" (1995, 1). As the trend in the industry is again slowly shifting from the ‘industrial age’ to the ‘information age’ it has become ever more important to capture all the benefits that a sound Human resource Development plan brings. Amongst other things, it helps you create a satisfied, loyal and committed workforce that is intrinsically motivated to give their best performance. It also helps you in countering the complexities of human nature and helps your employees navigate life situations with would otherwise impact your organization's goal-seeking endeavors.
HRD is also an organization's best chance to acquire, evaluate and retain its best performers. Through careful monitoring of the organization culture and the employees who have the ability to enhance it or improve from it can separate and focus on the ‘best’ employees. By nurturing their skills, an organization will benefit from their combined knowledge, experience and ideas as well as maintain a core workforce which can help in training and recruiting similarly talented people. This concept has become even more crucial with the latest trends in the worker lifecycle; no longer are there ‘jobs for life’- people require more than just job safety and monetary benefits from their employers, they need a sense of involvement, accomplishment, job flexibility, additional perks and to feel committed to an organization's goals.  ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Human Resource Development Plan for Glaxo SmithKline Company Case Study”, n.d.)
Human Resource Development Plan for Glaxo SmithKline Company Case Study. Retrieved from https://studentshare.org/human-resources/1772779-human-resource-development-plan
(Human Resource Development Plan for Glaxo SmithKline Company Case Study)
Human Resource Development Plan for Glaxo SmithKline Company Case Study. https://studentshare.org/human-resources/1772779-human-resource-development-plan.
“Human Resource Development Plan for Glaxo SmithKline Company Case Study”, n.d. https://studentshare.org/human-resources/1772779-human-resource-development-plan.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Human Resource Development Plan for Glaxo SmithKline Company

Analysis and interpretations of Glaxo Smithkline Beechem' financial statements

...?Analysis and interpretation of companies’ financial ments Glaxo Smithkline Beechem Executive summary This paper has analysed the financial results of Glaxo Smithkline Plc (GSK) which has the hoary past of more than two centuries as a pioneer in drugs manufacturing starting with laxative pills. It is now the sum total of four giants in the field viz Glaxo, Smithkline, Beecham and Welcome groups. The mergers were consolidated at the beginning of the millennium and the last ten year history of the GSK shows a consistent growth and stable existence. The restructuring the company underwent recently reduced...
9 Pages(2250 words)Essay

Human Resource Development

...?Human Resource Development Question 5 There are various factors that affect training transferring back to the business are: Creating Employer Branding: This basically means how devoted the employee is to the company. If he is more devoted, then the chances are higher that the training will translate into results for the company. Make it relevant to the employee: If the training is relevant to the employees’ needs, they are more likely to use them for the benefit of the company. Training should be an opportunity for personal development of the employee. Design or obtain employee training that has clearly stated objectives...
5 Pages(1250 words)Essay

Human Resource Plan in Zeagol Company Ltd

...Human Resource Plan in Zeagol Company Ltd Abstract Zeagol Company Ltd has been operating in the pharmaceutical industry for twenty five years since 1986 when it was official opened. This company majors in the production of medicinal chemicals, drugs, and other pharmaceutical products, and has been a key supplier to laboratories in the state of California. Currently, this company has nearly five hundred employees working for it. This company believes that its employees are the most important investment it requires for success. Due to this, this company has developed a...
6 Pages(1500 words)Research Paper

Strategic Human Resource Development

.... Furthermore, the specific department comprises a Personnel Manager, a Personnel Officer and 3 Personnel Administrators. The main duties of the staff include the control of all issues related with the firm's human resource management except the payroll sector which has been incorporated in the Finance Department. The Personnel Function reports directly to the Legal Director. It has to be noticed that the authority of the Personnel function is limited and does not control the training sector which has been structured as a separate department within the company. Another significant problem is created by the fact that there is not a specific provision for the training of the head offices'...
9 Pages(2250 words)Essay

Human Resource Development

...workforce is the Sara Lee Corporation, a company that manufactures consumer goods and has worldwide operations. The HRD policies that Sara Lee follows allow the corporation to create a strong cultural conformity within its workforce because the implementation of its HRD policies brings about a strong sense of responsibility in its workforce, which in turn is a great performance driver. The organizations operates a number of brands such as Kiwi, Sanex, Jimmy Dean and Ambipure, and produces bakery, beverage, foodservice, household and body care products. The firm approaches human resource development with a highly positive attitude and has dedicated sizable...
22 Pages(5500 words)Essay

Human Resource Organizational Development in a Company

...Human Resource Organizational Development in a Company Organizational development is a process by which an organization, small or large, undergoes changes towards growth, expansion or new direction. Although the process differs from one company to another, it shares the constant evolution that requires common essential steps to assure successful implementation of changes. Change however is the word mostly dreaded upon by employees because of its consequences in work tenure and comfort zones. How then should changes for organizational development be best handled? The famous Italian diplomat and theorist Niccolo...
10 Pages(2500 words)Research Paper

Human Resource Development--Question

...Introduction to Human Resource Development HRDV 5000 Outsourcing training v. developing the training As a HRD professional what must you consider when determining to outsource your training or develop and deliver the training in-house? I would prefer to develop and deliver the training-in-house due to several considerations. First , it would be more cost effective to utilize the human resource available not only in terms of cost, but also in learning curve. It is way more expensive to hire outside consultant and/or trainors to do the training and they still have to study the organization which could take time before they can do the actual training. Second, using in house employees will have a positive effect of developing... when working...
2 Pages(500 words)Assignment

Human resource development

...Human Resource Development Introduction Strohmeier (2007) defined E-HRM as the method of planning and implementation of information technology for the optimum performance of HR activities. It makes proper use of web, voice and conventional technologies to upgrade various HR administration, transactions and performance. Parry et al (2007) believe that E-HRM essentially decentralizes various HR functions, which allows managers and employees to strengthen the HR functions through accessing channels of web-technology or intranet. This essay is to analyze E-HRM matter in modern company. The purpose will be first studied via operational, rational and transformational angles. Next, it will be presumed the possible effectiveness... and...
5 Pages(1250 words)Essay

Human resource development

...Human resource Development a. Individual learning theories relevance to the practice of Human Resource Development in business organizations: The huge complexity of domains of human resource development significantly needs the knowledge of learning theories that can intensively inform the development of human resource development theory building, research and practice (Stewart & Rigg, 2011). i. Cognitive theory indicates that learning is a highly dynamic interplay between the person, the environment and the individual...
3 Pages(750 words)Essay

Human Resource Plan

...: The products and services of Sinopec includes gas and oil exploration, marketing, refinery, sales and production of petrochemical products, chemical fertilizers and fibers. Other services include transportation and storage of crude oil, petrochemicals, refined oil products, and other petro-related chemical products (Wu, 29). Objectives: Sinopec Company is a very large organization, and on this basis, it needs an elaborate human resource plan. This human resource plan can guide the company into recruiting the best human resource personnel for the various positions it...
6 Pages(1500 words)Essay
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Case Study on topic Human Resource Development Plan for Glaxo SmithKline Company for FREE!

Contact Us