Human Resource strategy

by Business Case Studies on Tuesday 5th October, 2010

As with any organisation, Tarmac relies on the skills and capabilities of its employees to meet its organisational objectives. Getting the right number of workers with the right skills in the right place at the right time is an ongoing process for businesses because workforce requirements change all the time. Tarmac constantly reviews its current and future human resource needs across all areas of the organisation. This is called workforce planning. To meet these needs, Tarmac uses recruitment, training and appraisal activities. Recruiting the right people is key to Tarmac's development. It needs workers with diverse skills from a range of backgrounds. Once employees are in place, they are given the opportunity to develop their skills and knowledge, benefiting themselves as well as the organisation as a whole.

To ensure job applicants and workers are not discriminated against, a number of pieces of legislation have come into force since the 1970s. The equal opportunities systems put in place as a result of this mean that recruitment decisions are based on getting the right person for the job rather than decisions being made on other irrelevant or discriminatory factors. On 1st October this year, the new Equality Act came into force. This Act brings together nine separate pieces of legislation regarding discrimination and covers age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and belief, sex and sexual orientation. The Equalities Minister Theresa May believes it will now be easier for businesses to comply with anti-discrimination rules. (BBC 1st October 2010)

Questions

  1. List the stages in Tarmac's recruitment and selection process.
  2. Explain why workforce needs within organisations like Tarmac are constantly changing.
  3. To what extent does an effective human resource strategy guarantee success for organisations?

Answers to questions

  1. List the stages in Tarmac's recruitment and selection process. • Identification of recruitment needs • Set job descriptions and person specification • Advertisements • Short-list based on applications received • Interview • Selection
  2. Explain why workforce needs within organisations like Tarmac are constantly changing. Workforce needs change because: • Workers may leave to take up other posts • Some employees retire • Individuals may be promoted within the organisation • New technology removes the need for some jobs but may create other types of jobs • The changing economic climate may result in greater or lesser demand for an organisation's products or services • An organisation may develop new products or move into different markets.
  3. To what extent does an effective human resource strategy guarantee success for organisations? On one hand, effective human resource strategies can contribute to success by ensuring the right number of workers with the right skills are employed. This impacts on the quality and productivity of the organisation and can also reduce labour turnover and absenteeism which in turn reduces costs. However, other internal and external factors will have an impact on the performance of an organisation. Internal factors might include leadership styles, marketing activities and financial performance. External factors may include the introduction of new legislation and the level of competition in the industry.

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