You are on page 1of 3

10/23/2016

Introduction

Developing a Human Resource


strategy
A Tarmac case study

Tarmac was established in 1903 and is the UK's leading supplier of building materials and
aggregates to the building industry.

Tarmac is most often associated with constructing roads or major building projects such as the new
Heathrow terminal and Wembley Stadium.
Tarmac's operational structure is divided into two key areas: Tarmac UK and Tarmac International

Tarmac International develops building products for supply around the world, especially in the
United Arab Emirates.

Nearly 11,000 employees work for Tarmac in a variety of work settings that include:
135 quarries
13 wharves
73 asphalt plants
172 concrete plants
36 recycling sites.

Introduction

Mission: 'To deliver the highest value from our


resources for our customers, communities, employees
and investors.'

In the past, most people's view of a Tarmac


employee would have been a man in a hard hat.
That is not the case anymore. Tarmac depends on
having people with high levels of skill in
externally-facing roles such as sales, customer
service and marketing, as well as internal roles in
IT, finance or procurement (often called
purchasing).
The recruitment of specialist employees in these
roles is now central to Tarmac's growth.

Most important resource within an organisation is its people. This is


because an organisation depends on the skills and capabilities of its
employees to meet its mission.

HRM as Strategic Process

Achieve the Execeptional

Employees are not a static resource. They need to be engaged,


interested, developed and motivated.
It is through such processes that organisations meet their business
objectives. This helps the organisation to outperform many of its
rivals.
This case study focuses on Human Resource Management within
Tarmac. It looks at how workforce planning and other HR strategies
enable Tarmac to meet its mission.

For Tarmac, Human Resource


Management is a strategic
process.

Tarmac's vision is to 'achieve


the exceptional'.

This is because it involves the


whole business in planning for
the future.

To deliver value to all its


stakeholders, Tarmac created
an integrated plan, which
requires all employees to
contribute in different ways.

Having the right skills and


knowledge
enables
the
business to meet its objectives
and compete more effectively
than
its
rivals.

Tarmac helps all employees


remember and focus on its
five big goals by using the
acronym
'DREAM'

10/23/2016

Employee Engagement

Work Force Planning

As Tarmacs business is now much broader, it must keep developing


its people. A key element of its plan is to 'engage employees' to use
their energy and skills to improve the business.

Workforce planning involves a continual review of human assets and the


business organisational structure. The process identifies the skills and
knowledge required at the present time. It also estimates what Tarmac
needs to have in place to respond to future challenges in its market place.

The HR management process provides the means to do this. For


example, the HR department offers formal internal and external
courses to give people training in key skills related to their current
roles.
Engaging people takes many forms. Tarmac ensures that employees
are motivated through:
clear and understandable objectives and targets
being helped to improve and acquire the skills, qualifications and
training to do their jobs effectively
being recognised for their performance and rewarded accordingly

At Tarmac, like most other businesses, human resource needs are


constantly changing:
Sometimes individuals leave the organisation to take up other posts.
Some individuals retire (this is a growing issue with the UK's ageing
population).
Employees are promoted within the business.
New technology removes some roles but also creates new types of jobs.
The changing economic climate may result in more or less demand for its
products.

Getting the Right People


The starting point of the
workforce
planning
process is to identify
employment needs for
the future. This process
involves
Attraction
Recruitment
Selection

Attraction & Recuritment

Selection
It is the process undertaken by
HR managers to choose the
best individual that has
applied for a job vacancy.
For
graduate
applicants,
Tarmac uses a range of
different
selection
tools
including
competence
questions, a group exercise,
delivering a presentation,
psychometric testing and an
interview.
This
thorough
process ensures that Tarmac
appoints the most suitable
individuals

It
involves
constructing
job
descriptions
and
person
specifications.
These identify what the job involves
and what essential and desirable
qualities the candidate must have.
These
are
used
to
create
advertisements, which are placed in
relevant press and media.
Recruiting the right people is
fundamental
to
Tarmacs
development.
It recruits individuals capable of
reaching higher potential. This
involves looking for individuals with
diverse skills from a range of
backgrounds.

Building Skills & Capabilities


At Tarmac, each individual has
a personal development plan.
This enables employees to
identify
the
skills
or
knowledge they want to
develop to improve their
capability and efficiency.
As a key part of the process of
workforce planning, this helps
Tarmac
and
individual
employees to set targets for
the
future.

10/23/2016

Personal Development
The process of personal
development helps employees
to achieve their full potential.
This
never
stops
and
demonstrates the underlying
practice of 'learning for life'.
Individual employees are
assessed on how they perform
in their plan. This therefore
takes both them and the
business forward.

Conclusion
Human Resource Management focuses on matching the needs of the
business with the needs and development of employees.
Tarmac depends on its people because their skills contribute to achieving
its business objectives.
Within Tarmac, every employee has a valuable role to play. The emphasis
is on helping individuals to work together. Workforce planning is part of
this strategic process, which looks at the long-term needs across the
organisation.
Personal development plans enable every individual to grow both
professionally and personally within the business. They also help Tarmac
to create a distinct and important competitive advantage through
selecting and developing highly motivated and skilled staff who are able to
perform at high levels.