40 page paper

Running head: HUMAN RESOURCE MANAGEMENT 1

HUMAN RESOURCE MANAGEMENT

Human Resource Management

Name

Professor

Course

Dare

McKesson

McKesson is a large company located in America. Its headquarters are at San Francisco, California. It is an old company in health care, serving more than 50% of America’s hospitals and 20% of clinicians. The company offers pharmaceutical distribution services in the whole of North America, operating in more than 16 countries. It provides different brands of medical products that are generic in nature, special to pharmaceuticals. It also offers online ordering solutions. McKesson works with a mission of creating sustainable future for healthcare and charting a course to better health. This is achieved only by working together with its customers and partners. It working values are accountability, putting customers first, integrity, respect, and excellence.

Employee Engagement Strategies

Engaging employees in work enables a company to enjoy competitive advantages which include low employee turnover and a high production capacity. Employee engagement refers to the extent to which workers are fully occupied with their work and how strong they are committed to their employers and responsibilities (Kumar & Pansari, 2015). McKesson uses different strategies to ensure all of its workers are fully engaged to their work and committed to responsibilities as well as the company itself.

Recruitment

In seeking to employ or attract people for employment, message conveyed is important. Advertisement message, as Coole et al. (2018) posit, plays a huge role in influencing the level of engagement and commitment of employees who succeed to secure a position in company come next future. McKesson has its jobs designed to allow employee engagement. Its advertisement messages add extra features in describing jobs to ensure that those who apply are motivated by such features to commit themselves to work. Features include minimal or no supervision, highly skilled personnel and challenging responsibilities.

In internal advertisements, the companies use different strategies to enhance existing employees who may wish to apply. It puts in more requirements for anybody to fit in the position and to ensure there is commitment, provides growth and more opportunities that employees can gain return for being committed. Having recruited an outside employee, the company warns employees of not reciprocating their commitment as away of challenging existing employees’ commitment (Coole et al., 2018). Also, it recruits external people to own jobs as well as company by use of messages that explain all benefits of being committed. Thus, through recruitment, company ensures the right people are selected wit prior knowledge that engagement and commitment are essential.

Employee Selection

To encourage more engagement assessment is essential. McKesson after recruitment goes through its pool of employees to select most appropriate people suitable to take up the job and adapt to the company culture. It also assesses applicants thoroughly through tests to find out how well they understand the associated job responsibilities. For those who pass such tests will always have a positive attitude and impression about company which makes them more committed (Kumar & Pansari, 2015). With such tests, new employees have a feeling that the company is careful and thus ensure commitment to work to avoid any mistakes in carrying out responsibilities. Therefore, through careful candidate selection, McKesson ensures that its pool of employees are engaged and committed for success of company.

Training and Development

Training new employees begins with what is called orientation. At McKesson, orientation is a mandatory process that all new employees or recruits go through. It gives employees an opportunity to understand their responsibilities, company work schedules and its governing policies (Kumar & Pansari, 2015). It is an opportunity that McKesson uses to inform new recruits how important they are in achieving the company’s mission. It fosters employee-company fit. Through training, all employees; current and new at McKesson are given skills necessary to perform their expected responsibilities. Kumar and Pansari assert that skill enhancement through training improves employee engagement as employees fell satisfied for the new skills they gain (2015). Thus, training is a strategy employed by McKesson to increase engagement and commitment of its employees to company success.

Performance Management

Managing employee performance is one strategy that increases their commitment and engagement in company activities. In managing performance, the goal is to ensure that company objectives are met and achieved (Mone & London, 2018). One way to ensure that goals are achieved at McKesson is involvement of employees in setting company goals. This gives them an understanding of what is expected of them. It also provides an opportunity for employees to accept even the hard to achieve objectives, which later increases their commitment towards obtainment of such objectives (Mone & London, 2018).

To ensure continuous engagement even in machine break downs, alternative methods have been put in place. For example, there is use of redundant machines networked to ensure if one breaks down, others are able to continue with operations. McKesson also encourages sharing of expertise information among employees so that those with more expertise do not leave with the knowledge while retiring. Mone and London (2018) state that performance appraisal meetings help identify any challenges that employees are faced with which hinder their engagement. Such meetings help ensure a conducive environment for employees at McKesson to work continuously according to company schedule. Thus, managing performance is one of the employee engagement strategies used at McKesson to ensure success.

Global Talent Management

Human resource managers use various strategies to plan on how company or business value can achieve their goals. McKesson strategies are used to gain a competitive advantage in the global competitive market. These strategies are important in recruiting, hiring, developing and retaining talents among employees (Oseghale et al., 2018).One strategy that has been used by McKesson to manage talents among employees is alignment of individual goals with company strategy. Plan for managing talents is aligned with company strategic plan (Oseghale et al., 2018). This has helped clarify roles required for employees in carrying out their jobs. Another strategy has been creation of a talented pool of employees. The company identifies talented people through recruitment, who are skilled and have ability to respond to any changing needs of the market. To encourage effective use of available talents, the company provides conducive environment through management of skills and interests thus creating collaboration between management and workers. Management provides required resources and tools that enhance collaboration.

Retaining talents is important for any business that wants to succeed. There are any strategies which can be employed to ensure employee turnover, which could deprive a company of its talented employees, is minimized (Collings et al., 2018). McKesson employs strategies like training, rewarding and providing incentives to ensure employee do not leave. In addition, pay for performance has been used to improve talents among employees, which has resulted to high performance and gain (Collings et al., 2018). Through all these means, the company has been able to manage talents required to survive in the current competitive market.

Corporate Social Responsibility

In playing its social responsibility, McKesson focuses on its principles; integrity, customer first, accountability, respect and excellence. Its responsibilities encompass quality of products in relation to patient safety, sustaining environment, considering employees and com unity as a whole and company governance and ethics (Morris, 2016). First, its responsibility in ensuring patient safety is played through provision of high quality and safe medical products safe for human consumption. The firm does ensure quality and safety through compliance with laws applicable to its activities, through maintaining high product integrity through verification and adhering to supplier and manufacturer requirements (Morris, 2016) . The company has also played a huge role in responding to epidemics like opioid in society to prevent its diversion. This is through provision of drugs needed.

Another corporate social responsibility is maintaining a good environment for the products people to thrive in. Reuse of recycled resources reduces unnecessary wastes (Schwartz, 2017). The company has a well established Regulated Waste Management Program to help manage hazardous waste products. It also uses efficient transportation means to ensure energy is saved. In relation to employees, the company supports healthy living to employees and families as well as providing a secure and safe working environment (Schwartz, 2017). Access to healthcare has been improved through online doctors, use of electronic health records and many others. It has also been able to give back to society through management of epidemics like opioid. McKesson has been governed with policies in relation with people and treat and in ethically conducting its business.

Human Resource Technology

Many activities in human resource management have been automated. This is aimed at improving employee experience. Human resource managers need to communicate and manage tasks and company resources with efficiency (Wilton, 2016). Thus, over years, many companies have managed every bit of its operation through improved technology. Many technologies are used at McKesson to provide efficiency in managing the company and its resources. One resource used at McKesson is the electronic records management (ERM). Electronic health records are important for information sharing and access (Wilton, 2016). At McKesson, ERM are used to facilitate easy management of records, access and sharing among employees. Another technology employed is one used in marketing. Marketing is done through social sites like face book, twitter, instagram and others (Long, 2018). Information in these sites exist inform of ads which are very accurate and intention capturing. Communication is made easy at McKesson due to technology. Data sharing among employees is done through online access to ERM. Its website has been essential in provision of any information about the company services. E-performance is used to collect performance data and monitor employees’ work (Long, 2018). Preparation and management of payrolls and compensation is done at McKesson through E-compensation systems, which are automatic in performing certain activities.

Employment Law and Human Rights Issues

Employment law and human rights are important issues at any workplace. Employment law regulates all rights and duties between employees and their bosses. The law is meant to ensure employees are treated fairly and their interests are carefully protected (McDougal & Chen, 2018). Major areas of employment law at McKesson are employment discrimination, unemployment discrimination and pensions. Employment discrimination law forbids any form of biasness in employing people (McDougal & Chen, 2018). For example, gender, age, and disability, salary, promotions, contact termination and others. Unemployment discrimination prohibits any form of discrimination in compensating retired employees (McDougal & Chen, 2018). Discriminations are examples of employment laws at McKesson. Human right issues that McKesson are all rights and freedoms that every worker has. They include dignity, respect, fairness and equality to everyone. All these are observed at McKesson.

Emerging Trends in Human Resource Management

As days go by, many changes in different aspects are taking place. Many trends are emerging in human resource management. These are trends which McKesson can employ or adapt to ensure human resource management is an efficient. Such trends help companies improve in its management of human resource (Bringezu & Bleischwitz , 2017). One trend is availability of fitness and wellness apps to help develop employee engagement. For any sustainable workforce, balance is required between work and life (Glaister et al., 2018). Wellness and fitness apps can be developed by McKesson to ensure employees are fit. Also, online tests, quizzes and surveys are being used as online assessment tools for performance (Bringezu & Bleischwitz 2017). This is employed by McKesson. There has also been a different hiring scheme employed by people. There is full-time and part-time employment. McKesson can employ both.

Human Capital Challenges in the 21st Century

Human resource is the centre of every company. Without the best human resource, it is hard to realize business goals. However, right from recruiting to retaining human resource, many challenges are faced by managers (Kumar & Pansari, 2015). Challenges can be so much that extra costs are needed to manage. Despite all efforts put in by managers in ensuring productivity, many challenges confront them making it difficult to produce as expected. One of the challenges faced in human resource management is low employee morale (Kumar & Pansari, 2015). Employee morale is important in any work place. Low employee morale is a current problem in human resource which affects productivity. However much employees with low morale work harder, they cannot produce as expected. Another challenge is differences among employees. Where employees differ and disagree, teamwork cannot be developed Wilton, 2016). Without teamwork, there cannot be productivity. Lack of teamwork makes it hard for employees to move in a similar direction and thus, goals cannot be achieved. Lastly, discrimination at workplace is another human resource challenge. Discrimination lowers morale among employees (Wilton, 2016). It also causes job dissatisfaction. Discrimination thus lowers commitment among employees thus affecting productivity.

Best Practices in Human Resource Management

Effective human resource management requires adoption of best management practices. Best practices in human resource management are a beginning of success in production. Many of these practices exist and companies can adopt them for a change in productivity. One practice is good planning. Albrecht et al. (2015) sate that good planning enables identification of job positions that will require to be filled after sometime. This helps ensure that right people are employed in time to eliminate expenses incurred in employee turnover and replacement. Another practice is to consider how available and competent an employee is before work assignment (Albrecht et al., 2015). This ensures that delivery is done in time and that the right people are assigned appropriate job responsibilities. In addition to the practices above, managing workload among employees is important (Albrecht et al., 2015). Overworking employees gets them exhausted so fast. Assign work that can be efficiently handled by employees to ensure they produce as require. Lastly, considering a hiring process as a project helps ensure that all steps are managed and time well managed in training for successful hiring processes. All these, if adopted and practiced, make human resource management profitable and efficient to any business.

References

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Bringezu, S., & Bleischwitz, R. (2017). Sustainable resource management: global trends, visions and policies. Routledge.

Collings, D. G., Mellahi, K., & Cascio, W. F. (2018). Global talent management and performance in multinational enterprises: A multilevel perspective. Journal of management, 0149206318757018.

Coole, C., Nouri, F., Narayanasamy, M., Baker, P., Khan, S., & Drummond, A. (2018). Engaging workplace representatives in research: what recruitment strategies work best?. Occupational medicine, 68(4), 282-285.

Glaister, A. J., Karacay, G., Demirbag, M., & Tatoglu, E. (2018). HRM and performance. The role of talent management as a transmission mechanism in an emerging market context. Human resource management journal, 28(1), 148-166.

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Long, R. J. (2018). New office information technology: Human and managerial implications. Routledge.

McDougal, M. S., & Chen, L. C. (2018). Human rights and world public order: the basic policies of an international law of human dignity. Oxford University Press, USA.

Mone, E. M., & London, M. (2018). Employee engagement through effective performance management: A practical guide for managers. Routledge.

Morris, D. N. (2016). What does corporate social responsibility mean to fortune 500 companies and why? A 2015 CSR audit of the top 25 Fortune 500 Companies.

Oseghale, O. R., Mulyata, J., & Debrah, Y. A. (2018). Global talent management. In organizational behaviour and human resource management (pp. 139-155). Springer, Cham.

Schwartz, M. S. (2017). Corporate social responsibility. Routledge.

Wilton, N. (2016). An introduction to human resource management. Sage.