Human Resource Plan

SBHR6010 – Human Resource Management

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Table of Contents
1. Section 1......................................................................................................................................2

1.1. Executive Summary..............................................................................................................2

1.2. Introduction...........................................................................................................................2

1.3. Background of Tobago Motors Limited...............................................................................3

1.4. Scope of HRM Plan..............................................................................................................4

2. Section 2......................................................................................................................................5

2.1. Strategic/HR Analysis..........................................................................................................5

2.2. Mission, Vision and Values for the Organization................................................................6

2.3. SWOT Analysis………………………………………………………………………….7-8

3.1. Major Identified Strategic and HR Issues.............................................................................9

3.2. Actions to Deal with the Identified Issues............................................................................9

4. Section 4…………………………………………………………………………………….....10

5. Conclusion................................................................................................................................12

References......................................................................................................................................13
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Section 1

1.1. Executive Summary

The objective of the paper is to prepare a human resource management plan in Tobago
Motors Limited with the intention to understand the relevance of HRM plan in attaining
organizational objectives. The company has a culture of shared values along with accountability.
The company has values of integrity and honesty, growth, responsibility and regular
improvement for delivering the brand promise. Based on such considerations, the HRM plan is
prepared for the company in order to invest more on database process for bringing improvement
in the company’s human resource practices.

1.2. Introduction
Human resource planning that is related to a business plan of an organization has never
been more significant given the rapidity of today’s technology and the global economy that is
operated in and organizations need to react to these changes more rapidly. In the world of
business, organizations that fall short of planning with regards to their human resource needs
they will not succeed. Therefore, Tobago Motors Limited has intention of introducing a human
resource plan to keep abreast of the changes that are rapidly occurring so that they have
relevance and effectiveness in the motor industry. This company is observed to be the renowned
company in the automotive sale industry within Tobago. The objective of the paper is to prepare
a human resource management plan in Tobago Motors Ltd with the intention of understanding
the relevance of HRM plan in attaining organizational objectives (Dias, 2011).
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1.3. Background of Tobago Motors Limited

Tobago Motors Limited is one of the oldest automobile sales and service industry that
have established its business through separate subsidiaries in order to represent a major brand on
the island of Tobago. The company is intended to maintain superior quality of its products along
with its experienced team of specialists and trained technicians. Tobago Motors Limited is
known for leadership and prestige which is based on its organizational structure that translate
value to the efficiency on its daily operations. Tobago Motors Limited offers assorted products,
efficient after-sales service which has solidified the passenger car market. Tobago Motors
Limited gives a hands-on approach meeting the needs of the clientele and the focal point of
growth incessantly (http://massymotors.com).

Formerly, Tobago Motors Limited was the main distributor of General Motors Corporation and
represented GM Products, such as Chevrolet, Vauxhall, Opel and Holden passenger cars and
Bedford commercial vehicles. However , in the later 1960’s Tobago Motors Limited was
appointed as Nissan’s distributor, which was followed by Nissan Diesel in early 1970’s, then
Hyundai in 1993, and Subaru in 1999. In later 1998, Tobago Motors limited acquired 50%
ownership of Volkswagen and in 2002 another 50% of Peugeot Limited. As a growing business
and committed to customer satisfaction the focus increased to local market share and maintaining
the market leadership position and became the region’s preferred automotive dealer
(http://massymotors.com).
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1.4. Scope of HRM Plan

Human resource planning serves as a process that recognizes recent and future
requirements of human resources of varying organizations to attain organizational objectives
(Bamberger et al., 2014). The human resource planning will indicate an evaluation of the human
resources within an organization. The HRM plan will make sure regarding the presence of
employees with specific skills and knowledge in the organization. The training plan prepared in
this paper indicates the overall structure of training by means of which the human resource
development requirements of the company. However, the compensation plan in the HRM plan is
prepared with the main intention of evaluating the purpose and the components by which an
employee gains salaries, bonuses and incentives. The preparation of the human resource
management plan will encompass training plan, compensation plan, and the orientation plan of
Tobago Motors Limited.
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Section 2

2.1. Strategic/HR Analysis

The strategic HR analysis mainly states the overall framework of Tobago Motors Limited,
which might be used in developing a successful plan. In addition, the use of an efficient
interview and questionnaires helped in gathering the required data for the action plan. Delahaye,
(2015) stated that gathering information from employees mainly help in detecting the main
issues, which might be hindering the overall productivity of the workforce. The use of the
following question could help in detecting the viable issues hindering operation of Tobago
Motors Limited.

 Are you satisfied with the compensation plan adopted by Tobago Motors Limited?
 Does the training system help the new employees attain the required knowledge, which
might be used in the on job process?
 Does the orientation plan help the new employee provide the required data for improving
their efficiency?
 Does the termination of employees have the valued reason?

The overall question mainly helped in identifying the grievance of the employee regarding
the inappropriate compensation, training and orientation system. In addition, the employee
mainly stated that there are problems, which mainly hamper the overall productivity and is
reducing the morale of the employee. Furthermore, the termination process of the company is not
valid as stated by the employee, which does not weigh the overall efficiency provided by an
employee, instead counts the listed measures (Mello, 2014).

In addition, around 50 employees are interviewed and are asked the questions presented
in the above paragraph. Furthermore, the finance, Administration, and labor department of the
company has been interviewed for collecting the relevant data for the research. Jackson, Schuler
& Jiang, (2014) argued that manipulation of data and intervention of personal grudge might
invalidate the overall research outcome and reduce the overall viability of the study.
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2.2. Mission, Vision and Values for the Organization

The mission of the Tobago Motors Limited is to bring out improvement in the human
resource management process such as training and development, termination, recruitment and
orientation. The vision of the organization is the positioning of its business as the most profitable
and responsible company in the region (Mitchell, Obeidat & Bray, 2013). The company has a
culture of shared values along with accountability. The company has values of integrity and
honesty, growth, responsibility and regular improvement for delivering the brand promise. Based
on such considerations, the HRM plan is prepared for the company in order to invest more on
database process for bringing improvement in the company’s human resource practices.
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2.3 SWOT Analysis of Tobago Motors Limited

A wide-ranging SWOT analysis presents a comprehensive tactical analysis of Tobago Motors

Limited business and operations. This analysis gives a unambiguous view of the organizations
key strengths and weaknesses and the prospective opportunities and threats. The formulation of
strategies augments the business profile in an effort to enable a greater understanding of the
investors, clientele and even the respective companies that are in competition with Tobago
Motors Limited. The SWOT analysis is as follows:

Strengths

Cost controlling – the cost of vehicles remains lower than the competition

Growth rate – over the past two year’s sales has drastically increased. This is evident by
the number of Nissan automobile present on the road today.

Eco – friendly – the company sells Nissan vehicles which are eco-friendly which gives
the company an extra advantage over the competitors that do not sell these type of
vehicles.

Sells parts, services and repairs automobiles sold.

Supports green environment

Weaknesses

Lacks luxuries – sells sports looking cars but are not luxurious.

Lack in luxuries- even though they are sellers of sports looking they are not luxurious.

Opportunities

Caribbean market expansion need to set-up business in other Caribbean islands.

Competitive market – as the business expands in sales of eco friendly automobile there is
great opportunity to pummel the market.
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Future profitability – as the business expands prosperity is definite.

Threats

Exchange rate fluctuation

Government regulations – as like anything else what may be good for one country may
be considered bad for another.

Decreasing fuel price – this may affect the sales of eco friendly automobile

At Tobago Motors Limited there are greater advantages than disadvantages in the operations of
its business. The main deterrent would be the unstable oil prices, competition growth, and
government regulations of varying countries changes as governments’ changes. However,
conformity to the external factor of Tobago Motors Limited would cause them to continue to
grow and expand in other potential markets.
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Section 3

Major Identified Strategic and HR Issues

After interviewing the managers and the staff of Tobago Motors Company, several issues
faced by the employees in the company were identified. The survey revealed that the employees
faced issues regarding compensation plan, orientation plan, training plan and termination plan
developed by the company (Mollahajlouet al., 2015).

Actions to Deal with the Identified Issues

In order to deal with the HR based identified issues several effective actions have been taken
to resolve the HR concerns of Tobago Motors Ltd. The human resource management issues and
the associated actions to deal with those are described in details:

 Inappropriate compensation plan- This issue is hampering the motivation of the

employees considering which actions have been undertaken to improve the monetary
benefit policies and allowances for employees in the company (Mollahajlouet al., 2015).
 Inefficient termination plan- This issue is resulting in high employee turnover and low
morale of staff considering which beneficial pension plan and retirement benefits is to be
developed (Mello, 2014).
 Faulty training programs- This issue is resulting in decreasing employee productivity
in the company considering which programs to improve communication, trainer’s
knowledge and expert knowledge must be developed (Mello, 2014).
 Inappropriate orientation plan- This issue is resulting in decreased productivity of
employees as they are less familiarized with their work considering which establishing
better quality management system and developing effective induction process is deemed
necessary (Mello, 2014).
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Section 4
Table 1: The Human Resource Management Plan of Tobago Motors Limited

Human Resource Strategic Importance of Program Objectives Program Recommendations

Management Program the Program
Compensation Plan The compensation Implementation of Under the compensation
program will help in suitable compensation program, Tobago Motors Ltd
introduction of new plan will facilitate is recommended to draft such
health policy, education Tobago Motors Ltd in policy and pay quarterly
allowances, accident attracting quality bonus to all skilled employees
benefits, and offering employees along with at the month end.
monetary benefits based encouraging employee
on employee’s superior retention.
performance within the
company (Mollahajlouet
al., 2015).
Training Plan The training program has All the activities in the Under the program, the
increased importance as it training program have company is recommended to
can improve the objective of conduct seminars,
communication, increasing employee job conferences, technical
improvement in the satisfaction, decreasing sessions along with the
databases, increased in supervision, decreasing meeting and training sessions
trainer’sknowledge, and turnover, and enhancing within the area of work.
can offer expert employee motivation
knowledge. level (Schippmann,
2013).
Orientation Plan The importance of The objective of the The company is
orientation plan includes orientation plan is to recommended to develop an
its intention in improving facilitate employees to efficient induction process,
Tobago Motors induction be familiarized with increase interaction among
program along with work, with increased employees, and develop
communication and productivity and quality standards (Snell et al.,
quality management retaining employees. 2015).
system.
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Termination Plan The Termination plan of The objective of the The company is
Tobago Motors is deemed termination plan is to recommended to evaluate the
important as it can provide desired pension, retirement procedure and
develop an effective conducting effective make effective pension and
termination plan that will exit interview and notice period procedures.
lead to reducing offering effective notice
employee turnover within period.
the company (Stone,
2013).
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5. Conclusion
The objective of the paper was to prepare a human resource management plan in Tobago
Motors Ltd with the intention to understand the relevance of HRM plan in attaining
organizational objectives. From the completion of the paper, it can be gathered that HRM plan
has selected Tobago Motors Limited in preparing such plan. In addition, the employee mainly
stated that there are problems, which mainly hamper the overall productivity and is reducing the
morale of the employee. The human resource planning indicated an evaluation of the human
resources within an organization. The HRM plan made sure regarding the presence of employees
with specific skills and knowledge in the organization.
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References
About Massy (n.d) retrieved from http://massymotors.com/motors/pages/about.aspx

Akingbola, K. (2013). A model of strategic nonprofit human resource management. Voluntas:

International Journal of Voluntary and Nonprofit Organizations, 24(1), 214-240.

Bamberger, P. A., Biron, M., &Meshoulam, I. (2014). Human resource strategy: Formulation,

implementation, and impact. Routledge.

Bratton, J., & Gold, J. (2012). Human resource management: theory and practice. Palgrave
Macmillan.

Dias, L. (2011). Human Resource Management, Shoreline Community College.

Retrieved from https://open.umn.edu/opentextbooks/BookDetail.aspx?bookId=71

Delahaye, B. (2015). Human resource development. Tilde Publishing.

Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human
resource management. The Academy of Management Annals, 8(1), 1-56.

Mello, J. A. (2014). Strategic human resource management. Nelson Education.

Mitchell, R., Obeidat, S., & Bray, M. (2013). The Effect of Strategic Human Resource
Management on Organizational Performance: The Mediating Role of High‐Performance
Human Resource Practices. Human Resource Management, 52(6), 899-921.

Mollahajlou, J. S., Rostami, A. R., &Parvar, H. R. (2015). Identifying the Driving Affecting
Factors on Success in Human Resource Strategic Planning. Jurnal UMP Social Sciences
and Technology Management Vol, 3(1).

Schippmann, J. S. (2013). Strategic job modeling: Working at the core of integrated human

resources. Psychology Press.

Snell, S. A., Morris, S. S., &Bohlander, G. W. (2015). Managing human resources. Nelson

Education.
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Stone, R. J. (2013). Managing human resources. John Wiley and Sons.