I neeed help with HR Unit 5 IP

Running head: STRATEGY IMPLEMENTATION 1

STRATEGY IMPLEMENTATION 9

Human Resource Environment

Sandra Fitzhugh

American InterContinental University

Abstract

The report was prepared with the aim of analyzing the operations of the McKesson Company Human Resource department and activities and offer a suitable recommendation based on the research carried out on the company activities. The research undertaken sought to identify and determine the effectiveness of the company`s Human Resource department and what possible measures might be implemented to help increase the efficiency of the company personnel. The research carried out seeks to enhance the McKesson Company effectiveness in operations and overall service administration to its various clients. The report analyses the various human resource aspects such as compensation and benefits, diversity, leadership and business strategy, employee relations, talent management, technology, appropriate practices in human resource, ethics and corporate responsibilities among other essential human resource factors.

Industry Compeitive Position

McKesson takes the term of keeping up with the joneses literally whn it come to helatcare and advances in the pratice of change. When it cofmes to hoe helath care tht industry can be quite competitive so Mckesson uses up to date methods and sytems to help incorporate the change. When using the home helath evidence based practices it keeps Mckesson ahead of the game with its compentention when it comes to deliver models such as medical homes and accountable care. Although the U.S. has good hospitals and advanced medical equipment somehow they still rank numbert 33 in the global rankings for longevity along with Cuba. The evidence based practices bring about a high quality patient outcomes and controls rising cost.

McKesson conducts annual reviews of their business expenses to identify any business expenses that have been trending upward. Along with this practice they also evaluate their compensation and benefit package in comparasion to other companies witin t.he industry. When conducting thes evaluatin there are clear cut question h\that hve be looked at to be sure tht they are on the right track below are some critical items to address.

· Look at your overhead expenses for the last two to three fiscal years

· Look for business expense increases by more than five percent from previous year

· Make use of an effective option to outsourcing

· The average shareholder’s compensation in the current and prior years

· Is the benefit package that good for each person within the company that includes retirement, health, vacation, disability, education.

· Are we inline with pay and time off in comparasion to ofther companies.

Comparator Group Competitive Position

Owens & Minor is considered a leader in the distribution of medical and surgical supplies. This company carries about 220,000 products from about 1,300 manufacturers. The many prodyct that this company carry are surgical dressings, needles, syringes, sterile procedure trays, gowns, gloves, and sutures. The company currently offers software and consulting services. The annual revenue for Qwens & Minor is 9.4 billion with roughy 8,100 employees and the company founded in 1882 and is rank 291 in fortune 500. Some of theier accomplishements for the community are help for the homeless youth which is call the Lighthouse Foundation tht gives young people a place to stay in a family environment. Another way in which they help is by donating computers from several companies in order to educate people in need.

The McKesson company is business of moving moves medicine. It is considered one of the top pharmaceuticals distributor in North America. McKesson products range from prescription and generic drugs to health and beauty care products and sells to over 40,000 retail and institutional pharmacies . This is a company that supplies major medical supplies wholesaler, providing medical and surgical equipment to alternate health care sites. The company was found in 1883 with annual revenues of about 190.0 billion and 37,700 employees and rank number 5 in fortune 500.

McKesson has a Volunteer Grants Program, that encourage and support thieir employees by li kin g the grant to individual or team volunteer involvement tht had no with no personal money involvmnt. The McKesson company has aligned their volunteer program with the McKesson Foundation’s that main focus is on cancer management and pays special attention to low income cancer patients. This is an area of great need that aligns closely with our core competencies as a healthcare company. There is a Corporate Citizenship team that leds walks that support cancer related nonprofits.

Human Resources Risks

Risk 1. Hiring the wrong people

In today’s industries it is important to avoid hiring mistakes which can be very costly for any business. It can be especially harmful for a company like McKesson because of all the different types clients they support. The most important step in finding good quality employees is figuring out if candidates possess the right type of attitudes and work habits to fit with your team and company’s vision with the ability to convey to customers the image you want to achieve. According to a careerbuilder survey 7 out of 10 bussiness have hired the wrong employee because of thing like poor work quality, negative attitudes, inability to work well with others, attendance problems, customer complaints, failure to meet deadlines. A good rule of thumb to avoid this problem would be to ask current employees because they know what it takes to get the job done so thiaface to face interviews with people who are not qualified or meet the basic requirements. Checking references is good because most people will be forth coming if you ask the correct questions. Doing a backrround checks will let you know who you are hiring and if you decide to give a second chance to a new hire then you could have them sign a certain type of release you have drawn up.

Risk 2 Violence in the work place

While Mckesson is a company that want it’s employees to feel safe and always work in safe environment it is important to have preventive measures in place listed below: are some sign that yu should look out for to determine if this can be a potential for violence.

· Sudden temper change

· Intimidating, harassing, and or bullying

· Bizarre comments

· Displays heightened levels of anger

· Comments about getting even with your coworkers

Risk 3 HR Compliance

In today’s reality there are HR compliance demands that companies must adapt to. When your HR depaetment adapt to these changes it is your talent management that is for your competitive success. Important area to pay speaial attemtin to areas such as recruitment, retention and productivity. HR department managers recognize that there are growing challenges of complying with HR and employment laws, but like most some companies feel that they cannot keep up the changing HR rules and regulations. Most department heads fell that they do not have adequate staff and resources to keep up with HR compliance challenges.

Human Resources Opportunities

Opportunity 1 HR Data

McKesson understands that it is easy to lose sight of long term strategies. With the health care industry it is important that information and communcation remains a top priority so taht is why Mckesson has implementaed a data driven approach to decision making by taking the data stored in their Horizon Human Resource management model can then use the HR Payroll Analytics tool to process data that can be shared over the healthcare system. The HR Payroll Analytics will be able to deliver immediate access to data the will help managers act quickly and make sound decisions. This system is a secured web based that will also give you access to labor and workforce data.

Opportunity 2 Employees Strengths vs weaknesses

It is important to engage with your employees and one way to accomplish this

goal is to boost employee engagement while focusing on your people’s strengths, not weaknesses. If you focus on strengths it will boosts productivity and performance.

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Conclusion and recommendations

The human resource incentives offered by the McKesson Company to its employees are the main reason for its success in both management and operations. McKesson, through its reliable management, has managed to develop a system that manages both payroll and the human resource function to enable the company to perform at an optimum level while significantly reducing administration costs. The talent management criterion has led to increased motivational levels to the employees while the leadership structure has enabled the company to develop annually. Also, the commitment of McKesson in giving back to the society and upholding ethical observations as well has seen the company rise gradually into one of the world`s finest brands. The McKesson Company can increase employee participation in welfare and outreaches as a form of giving back to the society. Additionally, the McKesson should increase the number of promotions instead of external recruitment as a way of improving personnel motivation.

References

McKesson| Company Profile from Hoover’s. (2016). Hoovers.com. Retrieved 11September 2016

McKesson HR Payroll Analytics. (2011). Mckesson.com. Retrieved 11 September 2016, from

http://www.mckesson.com/