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Organization Overview

In an organization, the human resource management (HRM) plays a significant role. Without the functions of the human resource management, the organizations will not be able to foster the effective retention and the recruitment of the employee (Paillé, 2019). Human resources help to enhance and improve the organization to maintain a healthy as well as accepting workplace environment and culture at the same time. The current study aims to develop a human resource management strategy for the organization Courtenay Pharmacy that helps to build the customized strategies (medication) including the vitamins as well as the non-prescribed products. Resource planning, orientation, compensation plan will also be developed in this regard.

Courtenay Pharmacy consisted of a different kind of goal. As such the organization consisted of the opportunity for doing something different in the areas of pharmacy services, caring levels and the clients’ expectations.

The said firm is a local as well as the operated and family owned pharmacy located in Comox Valley in British Columbia. BC, V9N 2L5.

The firm offers the prompt filling of the prescription, counseling of the medication advice and services. As believed by the firm, the blister pack of the medication can help to build the strategies of the custom medication including the vitamins as well as the non-prescribed products. The delivery of the prescription is also available.

The number of employees are more than 25 in this firm having a revenue of <$5 million per annum.

In the said firm, there are job requirements of pharmacy assistance or medicine counter assistant. Here the organization is looking for the candidates having the customer service skills in order to help the order of pharmacists, along with dispense and prepare the medicines. The job role is to work with the patients on a regular basis as well as helping with the prescriptions (Renwick, Jabbour, Muller-Camen, Redman & Wilkinson, 2016). Their questions are to be answered over the telephones or face to face.

Knowledge-A graduation course (B.Pharm) or a high school diploma is the minimum qualification for this job. After the selection of the candidate an on job training will be provided in order to gain both the experience and the knowledge under the supervision of a pharmacist. It is noteworthy that the concerned training will help the candidate to gain the technical as well as clerical skills along with teaching them to work with the customers in a professional manner (Thite, 2018).

Skills-The required skills are as follows:

  • Ordering the supplies of medical
  • Maintenance of the records of the delivered medications
  • Selling over the counter medicines
  • Delivering the medicines to the destination
  • Answering the queries of the customers
  • Labeling the medications
  • Preparing the insurance claim
  • Printing and typing the labels of the prescription accurately

Abilities-In terms of abilities,

  • Customer service skills are required along with having proper patience and the ability to stay calm in stressful circumstances.
  • Abilities to enhance the team work
  • Abilities to pay attention in a detailed manner
  • Abilities to continue an excellent verbal skills of communication
  • Abilities accepting the criticism as well as perform well under the pressure

Capacity of resource

Allocation of the resource

Work management of resource

Teamwork management

Personal management of the work

Generic roles

Bottleneck resources

Demand and supply

Sequenced delivery



Named resource assignment

Task assignment


Monitoring of the performance (Waxin, Lindsay, Belkhodj & Zhao, 2018)

Knowledge sharing





Capacity of the Production

(Source: Self-Creation)

The LinkedIn platform will be used for the recruitment. As such, recruitment through this social media will allow to share such job postings with the entire network along with encouraging the two way conversation.

For the selection, both the external and internal approach will be used. The process such as application forms, interviews, group tasks, aptitude tests, role playing tasks and the presentation approach will be used in order to assist the appropriate candidates for the job (Holland & Jeske, 2017).  

Low costs:

? This will help candidates to acclimated their roles in a more quick manner

? They can be productive as well as competitive in the near future

Increasing the confidence of the employee:

? New hiring will help to gain confidence in a rapid manner by learning the company's systems, and expectations.

Improving the performance:

? This will help the employees to develop the relationships as well as building the key skills in a rapid manner through which they can improve their overall performance (Gope, Elia & Passionate, 2018) 

(Source: Self-Creation)

Framework of training


Required assessment

? Orientation of the formalized new employee

Mode of delivery

? Vestibule

Budget for each individual's

? Notebook: $20

? Lunch: $15

Style of delivery

? PowerPoints

? Discussion

? Icebreaker


? New hiring from all of the department

Learning objectives and goals

? Explaining the structure as well as the history of the concerned firm

? Understanding the policies of the operation in the company

? Meeting the needs of the concerned designation


? Training for 5 hours

? Offering the orientation for the new employees on 5th and the 16th of each month


? Doing email to the hiring managers

? Mailing to the new employees

Method of measurement

? Interactive team quiz

Job Requirements and Skills

(Source: Self-Creation)

For evaluating the staff, the ‘360 degree feedback’ method will be taken into account. Following the said approach, the concerned will strive to guide and evaluate guiding the new employees towards a continuous improvement (Ahammad, 2017). However, being a standard system of the performance evaluation, the concerned approach is expected to appear as integrating into the review method.


Hourly rate ($)




Working conditions













Admin assistant












May 2022

New Employee $20,000.00

Implementation of 2 years with 3% increase

(Source: Self-Creation)

Workplace health and safety

Key partners of business


Health risk assessment

Operations, HR, business leaders

Need of salary as well as the appropriate measures having the health surveillance programs to be implemented in a proper manner

Needs of the health assessment

Line managers and HR managers

Health programs need to be resourced and designed for addressing the risks areas

Professional advice

Line managers and HR managers

Support and advice for the matters related to the work and health

Development of policy

HR and business leaders

Practices and culture, policies that promote and maintain the compliance and health with relevant health as well as the legislation of safety

Change management

HR and line managers

Assessing the important changes such as pattern of shifting, working from the home as well as returning to work

Business continuity planning

HR and business leaders

Ensuring the contingency plans that are to be placed for dealing with the health risks posed by the disasters and epidemics

(Source: Self-Creation)

Developing a clear brand of employer: This could be the best alternative strategy as it relies on the process of recruitment depending on the rules of the hierarchical department (Mosley & Schmidt, 2017). The employer brand is expected to establish the rules apart from the other hitting firms along showing the candidates as well as the reason for which they need to work for the said company. However it is noteworthy that the employer branding is recommended to be reflected on the values, culture and the mission of the business.

Using social media platforms: The social media platforms can be increased as a popular strategy as the popular alternative strategy as the concerned firm has started to be targeted to millennials as the prospective candidates. Here, recruitment through the social media platform will actively help to find out the talent, job advertisement, communicating with the potential candidates, it is worth to mention that identifying the quality of the candidates with the concerned strategy of recruitment will help to create the presence of the concerned company on the social media platforms in order to align with the employer brand as well as the value at the same time (Weller, 2016).

Investing in an Applicant Tracking System (ATS): Investing in an Applicant Tracking System will save your recruitment staff money and effort (or ATS). An applicant tracking system (ATS) is a piece of software that automates the process of posting positions and discovering appropriate candidates (Lindström, 2018). One-click job advertisement to various sites, application sorting, as well as conducting interviews are all common examples. There are a lot of solutions out there, so do some research as well as select the finest applicant tracking system for your hiring strategy as well as size.

Finding out the passive candidates: Applicants who are employed by the company and therefore not actively seeking employment are referred to as passive individuals. Such individuals are usually the most qualified and appear to be the ideal candidate for the role. Calling out to them directly might demonstrate that you really are genuinely likely to be more productive and then will be sure to capture their consideration. Leveraging social media as well as networks to find a suitable applicant as well as raise exposure for your firm would be beneficial.

Exploring niche job boards: It may well be challenging to uncover talent on one of the many huge job business growth opportunities obviously it depends on the job the firm is looking for. Trying specialty employment sites for recruitment activities if the said organization falls into a smaller, more defined industry. All of those are smaller job boards which focus on a single type of employment as well as frequently feature communities of job searchers and advertisers. HRM may locate specialist employment boards in a variety of industries, from retailing to industry.


It can be concluded that HRM plays a significant function in an organization. Organizations will not be able to support good employee retention and recruiting without the activities of human resource management. Human resources aid in the enhancement and improvement of the organization's ability to maintain a healthy and accepting working environment and culture. The present research intends to design a human resource management strategy for the Courtenay Pharmacy, which will aid in the development of customized strategies (medicine), including vitamins and non-prescribed items. In this regard, resource planning, orientation, and a compensation plan have been devised.

The study also concludes that there are job openings for pharmacy assistants or medication counter assistants in the aforementioned company. The organization is searching for applicants with customer service abilities to assist pharmacists with their orders, as well as dispense and prepare medicines. The position entails working with patients on a regular basis and assisting with medications. Their inquiries will be answered over the phone or in person. The minimal requirement for this position is a graduating course (B.Pharm) or a high school diploma. Following the selection of candidates, on-the-job training will be offered to obtain experience and knowledge under the supervision of a pharmacist.


Ahammad, T. (2017). Personnel management to human resource management (HRM): How HRM functions. Journal of Modern Accounting and Auditing, 13(9), 412-420.

Gope, S., Elia, G., & Passionate, G. (2018). The effect of HRM practices on knowledge management capacity: a comparative study in the Indian IT industry. Journal of Knowledge Management.

Holland, P., & Jeske, D. (2017). Changing role of social media at work: Implications for recruitment and selection. In Electronic HRM in the smart era. Emerald Publishing Limited.

Lindström, J. (2018). ATS in supporting positive Employer Brand: How can Applicant Tracking System support in building Employer Brand?.

Mosley, R., & Schmidt, L. (2017). Employer branding for dummies. John Wiley & Sons.

Paillé, P. (2019). Green recruitment and selection: an insight into green patterns. International journal of manpower.

Renwick, D. W., Jabbour, C. J., Muller-Camen, M., Redman, T., & Wilkinson, A. (2016). Contemporary developments in Green (environmental) HRM scholarship. The International Journal of Human Resource Management, 27(2), 114-128.

Thite, M. (Ed.). (2018). e-HRM: Digital approaches, directions & applications. Routledge.

Waxin, M. F., Lindsay, V., Belkhodja, O., & Zhao, F. (2018). Workforce localization in the UAE: recruitment and selection challenges and practices in private and public organizations. The Journal of Developing Areas, 52(4), 99-113.

Weller, K. (2016). Trying to understand social media users and usage: The forgotten features of social media platforms. Online Information Review.

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