企业招聘选拨管理分析--留学生essay代写范文

留学生essay代写范文:“企业招聘选拨管理分析，这篇论文主要描述的是以医药行业的辉瑞公司和默克公司这两间企业为例，介绍了在企业员工招聘和选拨过程中所采用的管理策略，以及员工招聘对于企业发展和人力资源管理有哪些方面的影响，本文也对两间企业发展的优劣势、发展的机遇和所面临的威胁进行了比较分析。

This essay is written in Human Resource Management good practice as concern to recruitment and selection in pharmaceutical industry. In this essay various methods of recruitment and selection are described. The recruitment and selection procedures in two leading organisations in pharmaceutical industry are compared.

By comparing these two leading organisations we can get the various aspects of human resource management. While comparing SWOT of these two organisations we get the actual position and environmental conditions of these two organisations. PEST were analysed for these two organisations and various political, environmental, social and technological impacts were studied.

Pharmaceutical industry is the part of health care industry. In Pharmaceutical Industry Recruitment and Selections are major matters of concern for human resource specialists. Human resource management (HRM) is a strategic, integrated and coherent approach to the employment, development and well-being of the people working in organizations. Recruitment is the process of finding and engaging the people the organization needs. Selection is that part of the recruitment process concerned with deciding which applicants or candidates should be appointed to jobs.[1] Reason for doing this essay is to understand the 'good practice' related to recruitment and selection in leading pharmaceutical companies like Pfizer and Merck.

作者简介---Brief biography of the writer

Jaideep is a graduate student in Pharmacy from a recognized university in India. He had completed his graduation in first class. After completing his graduation, he started working in a pharmaceutical company in India for one year. After that, he comes in UK for his post graduation. He is currently doing his Masters in Pharmaceutical science with management studies from Kingston University.

研究和方法论---Research and Methodology

Selection of Research Sources: The following electronic and paper sources were used for the identification of studies.

手动搜索---Manual Search :

i. Human resource Management Theory and Practice.

ii. Human Resource Management A Contemporary Approach.

iii. Human Resource Management in a Business Context.

iv. Human Resource Strategy.

v. A Handbook of Human Resource Management Practice.

电子搜索：谷歌、科学指导、科学网---Electronic Search: Google, Science direct, web of science.

Key words used for the search: HRM, Recruitment, Selection, Recruitment and selection, Motivation, Pfizer, Merck, SWOT Analysis, PEST Analysis, Manager, employees.

发现与讨论---Findings and Discussions

Human Resource Management (HRM) is a strategic approach to managing employment relations which emphasizes that leveraging people's capabilities is critical to achieving sustainable competitive advantage, this being achieved through a distinctive set of integrated employment policies, programmes and practices.[2]

Recruitment is the process of generating a pool of capable people to apply for employment to an organisation. [2]

Selection is the process by which managers and other use specific instruments to choose from a pool of applicants a person or persons most likely to succeed in job(s), given management goals and legal requirements.

医药行业---Pharmaceutical Industry

Public or private organisation involved in discovery, development and manufacturing of drugs and medicines. Firstly medicines were prepared by physicians and after that time by apothecaries. Currently development of drugs based on group efforts of highly skilled scientists at private companies and universities.

Pfizer is one of the biggest pharmaceutical company ranking number one in sales around the world. Its major products are Lipitor, Lyrica, Diflucan, Zithromax, Viagra and Celebrex.

PEST分析---PEST Analysis

行业-医药行业---Industry - Pharmaceutical Industry

组织-辉瑞---Organisation - Pfizer

政治影响---Political Impacts

Guidelines in how the benefits and effectiveness of its products are displayed in advertising with enquiries being launched into this practice.

经济影响---Economical Impacts

Length of time and cost to prouce drugs are quite high. The regulation on prices and the on-going price wars between companies as had a negative effect on their profits.

社会影响---Social Impacts

The demand for particular drugs changes with the demographics, this is also affected by the concerns society has with health.

技术影响---Technological Impacts

Advancement has enabled the production of more advanced drugs covering a wider range of illnesses in a short space of time. However limitations make companies unable to produce enough drugs to meet demand.

辉瑞SWOT分析--- SWOT Analysis for PFIZER [3]

优势---Strengths

Strong sales and marketing infrastructure

Revived blockbuster credentials in recent years - Lyrica, Sutent and Chantix/Champix

R&D innovation with a broad therapeutic coverage

Marketing strength in major geographical and therapeutic areas

Existing Patent protection for a number of years on key products

劣势---Weaknesses

Overreliance on Lipitor franchise

Entrenchment in low growth therapy area markets such as CV and CNS

Very limited penetration of biologics market

机遇---Opportunities

Restructuring strategy designed to cut costs and create a leaner company

Funding available to facilitate product/company

Acquisitions and in-licensing/co- development opportunities

Biologic market expansion

Decreasing development time through favorable R&D collaborations and internal efforts

Emergence of integrated global markets and globalisation for new products

Co-marketing agreements with companies wishing to capitalize on Pfizer's marketing

Strengths, providing Pfizer with strong products and therefore revenue growth

威胁---Threats

Considerable exposure to generic competition, focal point of which is Lipitor, due to lose patent exclusivity in 2011

Further large scale M&A activity could further decline Pfizer's profitability

Increased competition for core products like Viagra as its high cost encourages use of cheaper alternative treatments

Merck & Co. is another big company in the production in pharmaceutical products. Its major products are Antivenin, Arcoxia, Cancidas and Fosamax.

默克的SWOT分析---SWOT Analysis for Merck & Co.[4]

优势---Strengths

Strong industry standing

Robust launch portfolio with revenue growthunderscored by the commercialization ofJanuvia and Gardasil

劣势---Weaknesses

Patent expiry for biggest selling product franchise Zocor (mid 2006)

Weak core portfolio (comprising essentially Zetia/Vytorin) underscored by maturation and migration of key product franchises into expiry portfolio

Blockbuster growth strategy which closely ties Merck's position in certain therapy markets to just one or two products

机遇---Opportunities

Therapeutic diversification and expansion into diabetes, oncology and infectious diseases segments? Strong potential growth from vaccines business, driven primarily (but not exclusively) by highly innovative, first-to-market cervical cancer vaccine Gardasil.Diversification into biologics market via acquisitions of Abmaxis and GlycoFi.

威胁---Threats

Continued exposure to patent expiries and risk of generic competition to key brands across forecast window 2006 to 2012; Fosamax in 2008, Cozaar/Hyzaar in 2009 and Singulair in 2012.

In light of Merck's relatively weak core portfolio and its high generic-exposure expiry portfolio, the company is reliant on considerable sales growth from its launch portfolio, reflecting a higher risk growth strategy versus predominant core-driven growth.

组织中的招聘和选拔---Recruitment and Selection in Organisations

招聘---Recruitment [2]

Recruitment is a procedure that is undertaken in order to fill in a gap in the management and selection can be described as an assessed procedure in order to select a candidate that is most suitable for the position in hand. The main aim of recruitment and selection is to aid the decision making of the upper management to fill a gap; it helps them find the right candidate with the right qualifications and skills to be able to do the job not taking in to consideration their race, age, gender, colour or nationality. This is important as it is a fair, effective and in good practice. The recruitment and selection process is important to all organisations but at the same time there can be implications towards the organisational health and success i.e. costs that may incur in case a wrong decision are made, decisions made on dismissing a member of staff on false pretences. The overall cost for this process can vary and end up being very large.

The recruitment process is usually started when someone in the management leaves and this opens up an opportunity to a person with the same or more amounts of qualifications and experience to fill this position. Some organisations may even analyse the position and try and promote someone to fill the space or even spread the responsibility amongst other members of staff in the same department if they think that they do not need someone new and the work load can be managed by other members of staff. In order for this to be carried out managers need to consider the vacancy very carefully.

Recruitment process can be expensive; this is why managers need to think carefully before starting the process. Only if it is considerably necessary for the organisation to fill the position, will they start it. It is also very time consuming as well and a lot of consideration will need to be taken by the managers in order to choose the right candidate. This applies to the Michigan model, as this model describes an organisation as using their employees as much as they can but at the same time they are very money conscious. So starting the recruitment process will be avoided as much as they can even though they want the best members of staff possible. Many small organisations will follow this model as they would not have the resources to start this process or even the workforce to enable the process to start i.e. running interviews, staff to go through application forms or CVs.

Once decided to recruit new candidates for the vacant spaces the following model of Stages of recruitment and selection will be followed.

招聘和选拔的阶段---The Stages of Recruitment and Selection [2]

In stage of recruitment the suitable candidates are attracted by several means like Advertising [5]

Although this is the just first area of the overall recruitment strategy, advertising, by its very nature, is normally the most important and most expensive part of the whole process. It is considered the most important part because without a successful advertising campaign the organisation may never be able to attract quality candidates in sufficient numbers. This would prove to be disastrous to the company as they may be forced to settle for an inferior employee. The first and perhaps pivotal step for the organisation to take before deciding which sort of employee is needed is to examine its own pertinent needs and objectives thereby recognising which skills and qualifications are needed. This will cut down on superfluous correspondence and time wasting, interviewing a person who did not meet the job requirements. Because this part of the recruitment strategy is so expensive and it is very important to get it right. It would be wasteful to use a blanket policy. Demographics have a part to play in the advertisement strategy. Since the industrial revolution certain areas around the country have encouraged certain skills and abilities to develop and it would be prudent to look at this diversity when deciding which skills and abilities to target in any given advertisement campaign. It is important that not only are the right areas targeted but that the correct message and requirement is being conveyed. Advertising in itself is a highly skilled and crafted vehicle and thought and originality is an integral part of this most important process. During the past decade the advent of IT has meant that more and more organisations are looking to complete their job advertising and applications through the internet. This is a cost cutting and time saving method.

选择---Selection [2][5]

Once an advert is placed the selection process will start. There are many different methods of selection such as interviews, application forms, self-Assessment, telephone screening, testing, group Selection Centres, work Sampling/Portfolios.

面试---Interviews

One of the most commonly used and traditional selection methods is interviews, although more and more organisations are trying out different methods to identify one that suits them best or find one which is most effective. An interview can be described as a controlled conversation with a purpose. An interview is effective as it's a face to face conversation and the organisation can get an idea of what the applicant is like - first impressions count towards elimination; it also gives the applicant a more in depth information about the company and what the job entails. An interview focuses on the outer skills rather than intellectual i.e. communication skills, body language, these can say a lot for a person.

Application forms are preliminary of the selection process; most organisations provide an application form in order to judge a person by the personnel details they provide. By doing this interviews may be arranged for candidates who are most suited for the job by looking at their application forms. The process of short listing is made easier by application form, it is a lot faster and the whole recruitment and selection process may become slightly less expensive. However application forms cannot be used as a sole method of the selection process as it does not provide the organisation enough information about the candidate to go on.

测试---Testing

Testing is another method that may be used during the selection process. Testing is usually a follow up from an interview. It is mainly used when selecting applicants for managerial or at professional level. You will tend to find that testing is used only used for these positions as they need to find the right characteristics and to see if they can apply their qualifications and skills to the job in hand i.e. if it is for a manager's position, leadership skills need to be shown clearly. However more industries i.e. retail, are resolving to use this method within their interviews to make it easier on the decision making on the right candidate. On the other hand some people may look at testing being bias, on the basis of socially or sexually or even racial.

电话面试---Telephone Interviewing

Another method that is used if the position needs to be filled in urgency is telephone interviewing. These interviews can be arranged quite quickly as long as they have application forms or CVs to relate to. This is a good method if the vacancy requires good communication skills. The right type of language and clear speech is very important if the job entails talking to clients over the phone. Although telephone interviewing may not be the best method to use as it hardly gives any indication of what the person is like i.e. body language, appearance and in some instances it may not even be the right person you are talking to; you are only assessing one part of the person, the ability to communicate. It is not the fairest method either.

工作分析---Job analysis

The purpose of job analysis is to explore the activities within the job. By using job analysis we would know what duties, responsibilities, accountabilities and the job specifications are performed. It involves obtaining the objective of the job and verifiable information about the actual requirements of a job, the skills, abilities and competencies of the employees required to have to meet requirements. They must be flexible with their working hours. The observation method is to observe whether they key in the correct particulars of patients. The key factors of job analysis are task identifying, variety and responsibility.

辉瑞公司战略的批判和分析---Critique and Analytical Review of Pfizer's Strategy: [6]

Pfizer has done quite well historically and analysis has revealed that they are looking to position themselves strategically for the future. But as we enter a new era in the pharmaceutical industry with increased patent risks and lower marginal product returns, pharmaceutical firms like Pfizer must restructure their huge organizational mass to reduce structural inefficiencies, a cut cost which is required to enable them compete better in the changing global environment. Due to its massive R&D push, Pfizer suffers a relatively high rate of discontinuation in pre-approval products and more focus is required to reduce resource wastage. Pfizer's lack of promising products in its early stage pipeline has left its combined pipeline relatively weaker. This pipeline deficit will not manifest for a number of years yet, and Pfizer is perhaps well positioned than most to ensure that it balances its R&D pipeline before it becomes a cause for concern in future.

Pfizer's imbalanced geographical presence (the US accounts for over 60% of Pfizer's market area) may cause potential geographic limitations and can limit revenue growth should US demand weaken.

While the numbers of co-marketing and collaborative agreements, which Pfizer has established, are currently proving very favorable, agreements that geographically limit Pfizer's activities will ultimately reduce its long term potential and must be guarded against.

Finally, the economic emergence of mass production economies like India and China into the pharmaceutical fray will require new containment strategies. While this is not an immediate threat, over time the nature of competition will change and the big pharmaceutical firms must develop strategies to enable them reduce threats and seize the opportunities that are created in increasingly integrated global markets.

Going forwards, I recommend that Pfizer actions a resource\competence based analysis of its innate capabilities, those characteristics that offer Pfizer distinct competitive advantage over its industry rivals. There may be a role for using 'McKinsey's 7S Framework' to determine the firm's core advantages.

结论---Conclusion

In conclusion, Pfizer is following more good practice then Merck in recruiting and selection. Effective recruitment and selection is important to organisations as they need to be able to choose the candidate with the right skills and qualifications who will be able to apply these attributes to the job. And experience would be an extra benefit to the organisation if the candidate has been in the same sort of environment before. Each selection techniques have their advantages and disadvantages but the technique that is most useful would have to be interviews as they are the most effective. Although along with the interview other methods such as application forms may be used for the first part of the process to help during elimination and testing may be used for a further part of the process to aid the decision making.

建议---Recommendations

Pfizer's methods of recruiting are good but as in the case of application form they need to provide more room to the candidates to fill the details more accurately and it will also be easy for the HR specialist to evaluate the information provided by the candidate. They should also need to advertise more widely so that they can provide more information about the particular job to the appropriate candidate and get a pool for selection.

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