LMDP Interventions: Daimler Trucks Huntingwood Analysis Report

This report provides an in-depth analysis of the Leadership, Management, and Development Practices (LMDP) at Daimler Trucks Huntingwood in Sydney, Australia. It begins with an organizational overview, highlighting the company's position as a major automaker and its success factors, including its LMDP strategies. The report then delves into four key areas: employee engagement, examining the company's strengths in empowering employees and its limitations in fostering collective creativity; learning and development, assessing the company's professional training programs while identifying the need for cross-cultural training; wage and work time characteristics, evaluating the company's compensation and flexible work arrangements, while pointing out the absence of performance-related pay; and workplace health and safety, praising the comprehensive medical and health promotion services but suggesting increased investment to cover the entire workforce. The report concludes with recommendations for improvement across these areas, emphasizing the importance of creative thinking activities, cross-cultural training, and attractive performance-based rewards to enhance employee engagement and overall organizational success.

Running head: MANAGEMENT
Management
Name of the Student
Name of the University
Author Note

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Table of Contents
Introduction:...............................................................................................................................2
Organizational Overview:..........................................................................................................3
Employee Engagement:.............................................................................................................3
Learning and Development:.......................................................................................................5
Wage and Work time Characteristics:........................................................................................6
Workplace Health and Safety:...................................................................................................7
Conclusion:................................................................................................................................8
References:...............................................................................................................................10

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Introduction:
The importance of leading, managing and developing people at the organizational
context is observed to be considerably high for the modern business houses. With the
experience of severe impact of globalization, the companies are facing the necessity to
maintain their survival in the modern world of trade in a professional manner. As per the
comments of Armstrong and Taylor (2020), majority of the contemporary business
organizations are observed to be largely reliant on the excellence of their human resources for
the professional management of the business competition. Under such circumstances, the
organizations are observed to be primarily inclined towards undertaking of an optimal
workforce planning which is dedicated for the continuous improvement of their business
performances. Along with that, Bratton and Gold (2017), mentioned that the success of the
companies in strengthening their financial sustainability is observed to be largely reliant on
the efficient utilization of their resources. In addition to this, Sparrow, Brewster and Chung
(2016), stated that continuous improvement of the organizations in controlling the costing
associated with their human resources is regarded as an important success factor for them in
enhancing their financial sustainability. Hence, it is understandable that the significance of
the management and development of the human resources is considerably high for the
modern organizations.
The study is based on an organization named as Daimler Trucks Huntingwood of
Sydney. The selected organization is one of the largest automaker of Australia. The study
delivers a brief overview of their business actions. The study discusses regarding four
important topic of LMDP such as employee engagement, learning and development,
Workplace Health and Safety along with the Wage and Work time characteristics. The study
evaluates the success of the selected organization in managing the above mentioned LMDP

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interventions and with an in depth understanding, the study divers some important
information regarding the changes that are required for the company, the benefits associated
with such changes along with the risks that are on the cards in case the company is unable to
implement the same. Other than this, the study specifies some crucial recommendations for
the improvement of the company's approach in managing the above mentioned LMDP
interventions in a more professional manner.
Organizational Overview:
The selected business organization is currently managed by Daimler Truck and Bus
Australia Pacific Pty Ltd. Daimler Truck and Bus Australia Pacific Pty Ltd is also one of the
important members of Daimler AG Group of Companies (Daimlertruckssydney.com.au.
2020). Other than this, the organization achieved strong reputation of being a successful
automaker in the region with the establishment of ability in developing spare parts for all
Mercedes Benz, Freightliner and Fuso trucks (Daimlertruckssydney.com.au. 2020). One of
the crucial success factor of the company is their ability in developing diversified product
range for their customers. The company is substantially efficient in not only developing good
end user products but also the spare parts of their products are seen to accomplish a great
share of preference amongst the customers. The excellence of LMDP strategy of the company
is an important success factor for the organization in managing a sustainable business in the
competitive automotive and heavy vehicle industry of Australia.
Employee Engagement:
The company is observed to achieve greater excellence in the management of the
employees and that is visible with their participation in the decision making at Daimler
Trucks Huntingwood of Sydney. The higher authority of the company ensures that the
employees are empowered when it comes to take the responsibility of their operational

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activities. At the same time, the senior management of the company communicates the
business priority or the objectives prior to the exchange of the freedom to the employees
(Daimlertruckssydney.com.au. 2020). At the same time, the organization is observed to be
determined in developing a productive working environment through their corporate culture
and the stronger emphasis of the company on aspects like employee employer
communication, leadership, ethics and conflict management is a clear reflection of the same.
On the other hand, the company is observed to be partially limited in enhancing the collective
creativity of their workforce which has a significantly detrimental impact on their business
actions.
The company has no specific interventions on their employees for enhancing their
creative thinking or innovation and that requires to change for ensuring the development of
diversified products. As a result, the company needs to come up with the provision of
enforcing the employees in participating in the creative thinking activities initiated by them.
Along with that, the success of the company in managing their human resources is
fundamental to their ability in employing 298000 number of people from five different
generation in their workforce and still achieving great financial success
(Daimlertruckssydney.com. 2020). The company is able to develop and uniform productive
culture which perfectly aligns employees of 150 different social orientations and nations in a
professional manner (Daimlertruckssydney.com. 2020). The executive managers of the
company is in need to initiate creative thinking practices such as Osborn Checklist and Six
thinking hats. The benefits of such an intervention is the enhancement of the ability of the
employees in thinking creatively or innovatively which will certainly boost the success of the
company in developing innovative products and in developing the collective creativity of the
company. The risk with not being able to implement the change is the threat of becoming
irrelevant in the automotive industry of Australia when it comes to continuously develop new

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products, develop sustainable products and incorporate the customer insights in
manufacturing bestseller products. As a result, the sales of the company will start to decrease
and that will certainly decrease the financial sustainability of the company.
Considering the recommendations, the executive managers under the guidance of the
senior management of the company is in need to come up with the provision for the practice
of creative thinking activities. The senior management along with the executive managers of
the company are in need to influence the employees for participating in the company
sponsored creative thinking activities where they will find the scope of practicing Osborn
Checklist, Six thinking hats and Green or Red light thinking (Rawlinson 2017).
Learning and Development:
With a close look at the training and development facilities of the company, it is
visible that the organization follows a considerably professional approach. Under the bracket
of p
rofessional development, the company is seen to conduct personal skill development
programme for their employees, specialist training programme for their employees along with
the executive development programmes for their executives. The senior management of the
company understands the importance of the specialized knowledge and that influenced them
in conducting the personal training programme. The programme is important for the
employees in acquiring important knowledge on the topics like Information Technology,
Communication, financial control procedure, foreign languages along with the personal and
professional agility development (Daimlertruckssydney.com. 2020). The specialist training
program provides the scope to their employees for participating in the Daimler academic
programs, workshop trainings along with expert trainings (Daimlertruckssydney.com. 2020.).

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Considering the executive development training, the company is able to develop the
scope for 27500 number of managers in learning leadership and digitalization through
utilizing global training, coaching program and business networks
(Daimlertruckssydney.com. 2020). Though the company has perfectly designed their training
facilities and their corporate culture is also pretty productive in nature, the company is seen to
be limited in delivering cross cultural training to their employees. The company employs
their staffs from 150 nations and the recruitment is continuously increasing for meeting their
excessive demand (Daimlertruckssydney.com. 2020). In such situation, the necessity of cross
cultural program is pretty high as it will enable the company in managing their team
dynamics and team performances in a professional manner. Though the company maintains a
good corporate and working culture, however, their incapability in not creating any scope for
cross cultural training of their employees can be a major risk for them in ensuring
maintenance of a good corporate culture with increasing number of new recruitments. In such
situation, the company is in need to develop cross cultural training facilities for their
employees. For theoretical perspective, the senior management must create provision where
the employees will be able to source information on different culture and at the same time,
the senior managers are expected to influence the employees for participating in cultural
programs of different culture and societal orientations.
Wage and Work time Characteristics:
With a close look at the Wage and Work characteristics of the company, it is visible
that the organization follows different salary slabs for their employees and executives. The
company considers the business performance in the formulation of their wage characteristics.
Along with that, the company has the ability to follow the industry standards in the
formulation of the Wage of their employee and managers. Other than this, the company
delivers value added benefits to their employees such as pension, old age benefits along with

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the workplace injury benefits through private or statutory schemes of payouts
(Daimlertruckssydney.com. 2020). In addition to this, the company follow flexible working
times for their employees which increases the ease of their employees in managing their
performances in the best possible manner. Other than this, the provision of work from home
for managing the needs of their employees is also pretty prominent in stating the significance
of work time characteristics of the company.
Apart from this, the success of the company in managing their work characteristics
enables the employees to achieve the desired work life balance (Daimlertruckssydney.com.
2020). The provision of parental leaves also enhances the attractiveness of their work time
characteristics (Daimlertruckssydney.com. 2020). The main concern for the company in this
aspect is the absence of attractive performance related pay or rewards. The incapability of the
senior management of the company in creating an attractive rewarding or performance related
pay policy is a menace for the senior management in enhancing the performance of the
employees for meeting the desired team that the company is subjected to. The company will
be placed in a disadvantageous position in enhancing the production and quality of services
of the employees. The senior management is recommended to formulate an attractive
rewarding policy for their employees with inclusion of provisions for rewarding their
employees with extrinsic and intrinsic rewards.
Workplace Health and Safety:
The higher authority of the company believes that if the employees and healthy and
fresh then the company will certainly get more success out of it. With such a belief, the
organization created probably the best facilities for tackling the workplace injuries of their
employees and to maintain good health of their employees. With a close look at the
company's WHS, it is visible that the organization provides extensive medical services to

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their employees and along with that, the workplace health promotion of the organization
ensures accurate stress management and follow up of healthy nutrition by their employees
(Daimlertruckssydney.com. 2020.). Apart from that, the excellence of the company's WHS
activities also reflects with counselling services and mental health programs for their
employees and the managers (Daimlertruckssydney.com. 2020.). It will not be unjustified to
state that the company has a flawless workplace health policy and it is arguably the best
possible LMDP interventions initiated by the company. However, the company's investment
in the mentioned dimension requires a good hike so that it can cover each and every member
of their substantially large workforce.
The increment in the WHS budget of the company will increase the ease of the
company in delivering top quality medical and WHS services to all of their employees and
managers (Pescud et al. 2015). The risk with not implementing the change for the company
will be the incapability of the organization in covering all their employees under the WHS
policy and the company will be unable to provide appropriate safety to their employees
during the their operating hours. In addition to this, the incapability of the company in
increasing the funding for the WHS will certainly decrease the motivation of the employees
for delivering their 200% in their operations and there will certainly be a fear amongst them
for getting badly affected with workplace injuries (Baxter et al. 2015). The senior
management of the company is recommended to increase the funding for their WHS policy
interventions in a professional manner.
Conclusion:
On a concluding note, it is visible that the organization manages their human
resources in a professional manner. The success of the company in managing their WHS,
work time characteristics and training is observed to be role model for the other Australian

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companies. However, the company requires to enhance the attractiveness of their LMDP
interventions through increasing the funding for implementing WHS practices, introducing
performance related pay or attractive rewarding plan for the employees, developing cross
cultural training programmes and through initiating creative thinking practices for the
employees.

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References:
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Baxter, S., Campbell, S., Sanderson, K., Cazaly, C., Venn, A., Owen, C. and Palmer, A.J.,
2015. Development of the Workplace Health Savings Calculator: a practical tool to measure
economic impact from reduced absenteeism and staff turnover in workplace health
promotion. BMC research notes, 8(1), p.457.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Daimlertruckssydney.com. 2020. Specialist Training | Daimler. [online] Daimler. Available
at: <https://www.daimler.com/career/about-us/culture-benefits/professional-development/
specialist-training.html>
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Daimlertruckssydney.com. 2020. Culture & Benefits | Daimler. [online] Daimler. Available
at: <https://www.daimler.com/career/about-us/culture-benefits/>

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Daimlertruckssydney.com. 2020. Flexible Working And Digital Life | Daimler. [online]
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<https://www.daimler.com/career/about-us/culture-benefits/health-management/>
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Pescud, M., Teal, R., Shilton, T., Slevin, T., Ledger, M., Waterworth, P. and Rosenberg, M.,
2015. Employers’ views on the promotion of workplace health and wellbeing: a qualitative
study. BMC public health, 15(1), p.642.
Rawlinson, J.G., 2017. Creative thinking and brainstorming. Routledge.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.