Strategic HR Practices and Policies at Fletcher Construction 2018

This report provides a comprehensive analysis of Fletcher Construction's HR strategies, starting with a background of the company and its operations in New Zealand and internationally. It employs PESTLE and SWOT analyses to evaluate external environmental factors and internal strengths/weaknesses. The report identifies key strategic HR issues such as employee turnover, fluctuating labor laws, and a lack of qualified labor, leading to the formulation of strategic priorities like health and safety measures, investments, and customer value propositions. The recommended HR strategy focuses on developing a consistent plan, competitive advantage, and a resource-based approach, utilizing Lewin's change model for effective implementation. Risk analysis covers intellectual property, supply chain, and regulatory compliance, with key lessons learned emphasizing the importance of recruitment, compensation, worker safety, and regulatory adherence for advancing productivity and reducing employee turnover. Desklib provides solved assignments for students.

SHRM T3 2018
Group Project
“Fletcher Construction”
Team Member 1
Team Member 2

Background of the Company
 Fletcher Constructions is based in New Zealand
 It is a leading building contractor and infrastructure
developing project.
 It is within the Construction Division of the “Fletcher
Buildings Limited”
 It focus on building products and suitable home
environment have helped it expand their business
chain from New Zealand to Europe, Asia and UK
 The company was founded in the year 1915 in New
Zealand

PESTLE ANALYSIS
Factors Description Impacts
Political  Free trade policies  High impact:
Economic  Rapid growth of developing
economies
 High impact:
Social  Lack of skilled workforce  Low impact:
Technological  Increasing R&D initiatives  High impact:
Environmental The expansion of the environmental
policies
 High impact:
Legal Improvement in the employment laws  Low impact

SWOT

HR STRATEGIC ISSUES
 Employee turnovers and temporary
workers
 Fluctuating labor laws
 Lack of qualified labors

STRATEGIC PRIORITIES
 Health and safety measures for employees
 Increasing investments and cash flow
 Appointments and restructuring
 Developing suitable and engaging
customer value propositions

HR STRATEGY
 Development of a consistent plan
and an effective framework
 Focusing on competitive advantage
 Formulating a resource based
strategy
 An evolutionary strategy

Change Model
Applying the model developed by
Lewin for effectiveness. The stages
are divided into:
Unfreeze
Change
Refreeze

RISK ANALYSIS
 Violation and loss of intellectual
property
 Risks in supply chain
 Regulation and compliance
 Risks relating to mergers and
acquisitions

Lesson Learned
 Lesson 1: Recruitment and suitable staffing
is key to advancing productivity.
 Lesson 2: Compensation, and reward for
hard work will reduce the chances of
employee turnover and keep them
motivated for work.
 Lesson 2: Training, worker safety and
regulatory issues should be taken proper
care of. The HR department is responsible
for that.