BSBHRM501: HR Management Case Study - NCT Expansion Strategy

This case study provides a comprehensive analysis of Human Resource Management (HRM) strategies for National Camper Trailers Pt. Ltd. (NCT) as it plans for expansion over the next five years. It addresses key aspects such as staffing requirements, the impact of external business environments on...Read More

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of Student:
Name of University:
Author’s Note:

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Table of Contents
Assessment 2: Case Study...............................................................................................................3
Answer to Question 1......................................................................................................................3
Answer to Question 2......................................................................................................................3
Answer to Question 3......................................................................................................................3
Answer to Question 4......................................................................................................................4
Role and responsibility of the HR team, external contractors and senior managers...................4
Communicating the information related to HR strategies and services to the external and
internal stakeholders....................................................................................................................4
Communicating the service specifications, timeframes and performance standards..................5
Training support...........................................................................................................................5
Monitoring of the quality assurance processes............................................................................5
Identification of return on investment for providing the HR services.........................................6
Service agreements between the client’s groups, HR team and service providers......................6
Section of agreement of adoption from the CEO of NCT...........................................................7
Answer to Question 5......................................................................................................................7
Answer to Question 6......................................................................................................................7
Answer to Question 7......................................................................................................................8
Answer to Question 8......................................................................................................................8
Answer to Question 9......................................................................................................................8
References........................................................................................................................................9

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Assessment 2: Case Study
Answer to Question 1
The two options which can be suggested to National Camper Trailers Pt. Ltd. for the
staffing requirements over the next 5 years is recommended with product strategy and market
strategy.
Answer to Question 2
The process of reviewing the external business environment to determine the impact of
HR policies on NCT should be considered with
 Government Regulations
 Economic Conditions
 Technological Advancements
 Workforce Demographics (Armstrong & Taylor, 2014)
Answer to Question 3
The present policy and procedure of NCT on diversity requirement in the workforce is
aimed at a growth in the business by 10% in the next 5 years. The recommendation to be made
for the staffing levels in the next five years are listed as follows:
 Determination of skills, resources and experience as per goals of the business
 Maximizing the overall efficiency of recruitment process
 Reducing the time frame for the recruitment process

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 Shortlisting the number of candidates to be contacted realistically to find the right one
 Getting to know about useful insights which can be used for benchmarking (Bratton &
Gold, 2017)
Answer to Question 4
The most appropriate strategy for the actions plans and delivery of the HR services for
NCT is identified with the market strategy. NCT needs to revaluate the markets which it
currently serves and would like to serve in the next five years.
Role and responsibility of the HR team, external contractors and senior managers
The responsibility of the HR team is identified with proceeding with the recruitment
process which will be conducive for the market expansion strategy. The role of the external
contractors is further identified with the workers under their control is having a suitable and site-
specific induction unless it has been already facilitated by the main contractor. The senior
managers are responsible for directing and planning of the work of a group of individuals
(Brewster & Hegewisch, 2017).
Communicating the information related to HR strategies and services to the external and
internal stakeholders
Effective internal and external communication is considered as the key factors
contributing to the success of the projects. In addition to this, the internal communication process
is based on the several types of the factors influencing the organization and decisions for
entering into the new market domain. The strategies communicated to the external stakeholders
relates to clarifying the policies which are linked to the vision of the organization. The external

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communication strategy will be focused on investors, clients, contractors and suppliers (Bailey et
al., 2018).
Communicating the service specifications, timeframes and performance standards
The service specifications need to be delivered in terms of the staff recruitment, induction
and selection who will be having the knowledge of the new market. It will also include training
and development, performance appraisal and counselling. Lastly, the service specifications need
to be also identified in term of the remuneration, rewards and benefits which are associated to the
growth of the enterprise (Chelladurai & Kerwin, 2017).
Training support
The training support needs to be associated with the HR facilities which are seen to be
related to the motivation, change management, knowledge management, work environment and
mobility. The importance of the training is seen with the consideration of the training needs
which is streamlined with the changes in the market. It needs to be further seen that in several
types of the other aspects the training need is seen with focus on the particular skill which is seen
with the depiction of the employees who are able to accustom themselves to the changes as per
the market which they desire to enter (Marchington et al., 2016).
Monitoring of the quality assurance processes
The quality assurance is seen to be maintained with the several types of the other aspects
of which relates to the assessment of the present needs of the customers. Furthermore, the quality
team looks will look forward to assure the activities throughout the quality assurance services
and ensuring that the frequency of the quality inspections take place on a continuous basis. This

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will be conducive in practicing of the proper technique, documenting the errors and soliciting
with the expert advice (Brewster, Mayrhofer & Morley, 2016).
Identification of return on investment for providing the HR services
The return on investment in the HR services needs to be taken into account for providing
importance to the HR activity and improving the credibility of the HR profession. The
effectiveness of the market expansion plan should be supported with the effectiveness such as the
success of NCT in the untapped market. The value of the strategy implemented by the company
needs to be measurable in terms of the ROI by the assessment of the gains from the new
customers from the diversified market (Reiche et al., 2016).
Service agreements between the client’s groups, HR team and service providers
The service agreements between the client’s groups, HR team and service providers
needs to be ensured across recruitment and selection process, planning of the workforce,
remuneration, job analysis, training and development. The SLA will include the following
components:
 Evaluation process
 Scope of services which is to be delivered
 Quantitative measures or standards
 Qualitative measures or standards
 Tasks to be completed which are related to the scope of the service
 Monitoring process
The aforementioned SLA’s will be conducive in answering the various aspects of the
detailed services which will be discreet as per the requirement of the business. The

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dependency of the SAL needs to eb further evaluated in terms of the various types of the
other facete which relates to the induction and the staffing in an organization (Albrecht et al.,
2015).
Section of agreement of adoption from the CEO of NCT
The adoption of the market expansion program needs to be ensured in terms of the
various type of the factors which are helpful in terms of the benefits to the organization which
has been well-thought-out with the requirements of the staff as per thee new market opportunity
which it seeks to endeavour. The agreement of the strategies is also seen to be based on
conducting the policy as per the main regulation which is followed by the organization. Some of
the other considerations of the CEO are depicted with inferring the success of the internal and
external communication which are considered as the key factors contributing to the success of
the market expansion strategy. The CEO needs to be ensure an effective internal communication
which will be able to bring a significant amount of change pertaining to the opportunity provided
to the employees along with the appropriate feedback. The effective communication would
enhance the overall performance of the organization and increase the perceived value among the
shareholders (Brewster et al., 2016).
Answer to Question 5
The action plan to ensure that the HR strategy and the action plan are seen to be based on
the adoption of the strategies as per the evaluation process, Scope of services which is to be
delivered, Quantitative measures or standards, Qualitative measures or standards, Tasks to be
completed which are related to the scope of the service and Monitoring process (Storey, 2014).

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Answer to Question 6
The issues pertaining to the turning up on time and they are failing to meet the neat and
tidy dress code needs to be addressed with the corporate policies which is focused towards the
following of the specific strategies maintaining basic discipline. The corporate policies need to
enumerate the actions which will taken against the employees not maintaining the dress code and
punctuality. This can be seen in terms of the multiple warnings which may lead to loss of leaves
in the future. The underperformance of the HR needs to be improved in terms of the various type
of the facilities which are seen to be based on the improving the present practices followed
within the company (Jackson et al., 2014).
Answer to Question 7
The process established for gathering and storing the information relating to the HR
services needs to be associated to the incorporation of the “Human Resource Information
Systems”. The HRIS system will be able to keep track of the names of the employees along with
the contact information. The important details of the employees in the HRIS systems are seen
with the department name, job title, salary, grade, DOB among various types of the other details.
Answer to Question 8
The variation management for the delivery of the services from the appropriate managers
are seen in terms of the changes in the variations pertaining to the additional costs. In addition to
this, the approval needs to take into account the government variations and private party
variations.

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Answer to Question 9
The employee induction will include overview of the personnel management, training
policy, leave policy, harassment and grievance policy. In addition to this, the code of conduct
will be followed with the various types of the policies which will be having a considerable
amount of impact on the performance of the HR services.

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References
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee
engagement, human resource management practices and competitive advantage: An
integrated approach. Journal of Organizational Effectiveness: People and
Performance, 2(1), 7-35.
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bailey, C., Mankin, D., Kelliher, C., & Garavan, T. (2018). Strategic human resource
management. Oxford University Press.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Brewster, C., & Hegewisch, A. (Eds.). (2017). Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Houldsworth, E., Sparrow, P., & Vernon, G. (2016). International human resource
management. Kogan Page Publishers.
Brewster, C., Mayrhofer, W., & Morley, M. (Eds.). (2016). New challenges for European
resource management. Springer.
Chelladurai, P., & Kerwin, S. (2017). Human resource management in sport and recreation.
Human Kinetics.
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.

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Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource
management at work. Kogan Page Publishers.
Reiche, B. S., Stahl, G. K., Mendenhall, M. E., & Oddou, G. R. (Eds.). (2016). Readings and
cases in international human resource management. Taylor & Francis.
Storey, J. (2014). New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.