MOD003486 - HR Management: Solitec Engineering Ltd Operating Model

This report provides an analysis of the HR operating model for Solitec Engineering Ltd, focusing on how it supports the company's business objectives and aligns with its goals. It discusses the importance of attracting highly skilled talent through innovative approaches and outlines an onboarding methodology that incorporates various theories and best practices to ensure new employee success. The report also addresses development considerations to enhance employee skills and their ability to execute the business strategy. Furthermore, it evaluates the advantages and disadvantages of different HR operating models, including personnel departments, integrated talent management, and business support strategies, while also highlighting the role of the People and Performance model and the AMO model in supporting the new HR operating model. The report emphasizes the need for Solitec to retain existing employees, leverage social media for recruitment, network at candidate-specific events, and build a strong employer brand to attract and retain top talent.

Managing Human
Resources

Table of Contents
INTRODUCTION ..........................................................................................................................1
HR operating model to support start-up or SME with operating model that reinforce business
objectives and alignment including efficient approach to delivery of HR services to the
business with underlining theories and analysis of operating model including advantages and
disadvantages..........................................................................................................................1
Attracting highly skilled talent through innovative approaches and outline the on-boarding
methodology involving various theories, approaches and best practices in proposal enabling
new employees to be successful.............................................................................................4
Discuss the development considerations in your proposal to enhance all employees skills and
ability to execute the business strategy..................................................................................7
CONCLUSION ...............................................................................................................................9
REFERENCES .............................................................................................................................10

INTRODUCTION
Human resources plays a important role in dividing business that is related to screening,
recruiting, training job applicants and finding with administering employee benefit programs. It
helps the company to deal with rapid changing environment with quality employees. The HR
department plays a very important role in any business in respective of the company's size. The
organisation selected for this report is Solitec Engineering Ltd. The Solitec brand deals in
machines for handling of products which includes Food, fertilizers, minerals and
Pharmaceuticals. This report involves the HR operating model which can support start-ups such
as Solitec. It also includes operating model that will reinforce objectives of business and
alignment including efficient approach to the delivery of HR services. In addition to that it
involves approaches to delivery of operating model with its pros and cons of the model.
Moreover, it involves resourcing proposition assisting towards attracting highly skilled talent
through innovative approaches and outlining the onboarding methodology which involves best
practices, theories and approaches.
HR operating model to support start-up or SME with operating model that reinforce business
objectives and alignment including efficient approach to delivery of HR services to the
business with underlining theories and analysis of operating model including advantages
and disadvantages.
HR operating model is a representation of how managers organize HR function and
operates its delivery outcomes with its stakeholders within and outside the organization with
delivery of outcomes including HR business partners, HR technology, centres of expertise and
project teams. In this context, Solitec has various business objectives to achieve in long run.
There main objective is to achieve market share and profit with competitive advantage. It is
necessary to retain and attract employees with required skills set. In order to fulfil these needs
there is requirement of human resource operation model (Akhtar, 2018).Human resource
function is related to development of work in order to manage overall responsibility of Human
resource with different aspects including HR team, HR function, HR business partner and
department for people. There are various issues that arise from process of people management.
There is need of a proper structure to help defining the roles of dealing with high employee
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turnover with increasing the efforts and development of employees in contribution to
achievement of goals and objectives of business.
Operating model to reinforce business objectives:
It represents an abstract of how HR function is operating and organizing to deliver results
to various stakeholders outside and inside the organization which involves HR business partners,
HR technology and shared services. SME stands for Small and medium-sized enterprises which
are independent firms which employ less number of employees that varies across countries. In
context to Solitec, the approaches of HR ranges from focusing on administration, pay and
contract to develop more holistic approach for the motive to address the employee life
cycle(Armstrong and Taylor, 2020). In reference to Solitec, the HR head is willing the shape of
the HR function strategy by delivering planned strategy effect in order to be a HR business
partner. The HR function in Solitec take orders from board and advices to be a part of advisory
and operational departments. Moreover the HR function offers the line managers and workers to
act as hired transnational services.
Resourcing proposition to assist towards attracting highly skilled talent through innovation:
In the present report, Solitec HR function department is formulated in a way that
managers are working at each department for the motive to achieve desired goals and objectives
of the organization. HR operating model focuses on sharing services, partnering with business to
deliver learning and development with the aim to facilitate efficiency through solutions of
employee (Blakeney and Borins, 2018).For developing the newly HR model there are four major
stages in Solitec. These stages involves the process for recruitment and hiring of competent
workforce. This operating model involves four strategies.
Stage 1 : Operating model- Personnel department - A personnel department is responsible for
all the employee services including maintaining, motivating and attracting employees to ensure
an organizational goals and objectives are met. The main role of this department is to identify the
requirements and vacancies according to the job positions. In case of Solitec, the department
need to work in order to coordinate tasks of development, job evaluation, training programmes,
communication among employees, safety measures , employee benefits etc.
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Stage 2 of operating model: Under this stage it is related to day-to-day functionality and HR
transactions in order to serve staff, operational human resource and automotive. This stage of
operational model is associated with long term objectives which requires implementation for
achievement of organizational objectives (Burch-Hubbard, 2020).In reference to Solitec, the
company ensures that there is proper implementation of selection and recruitment strategies in
order to determine the best quality personnel in order to tap professional network.
Stage 3 of operating model : Integrated talent management – This stage of operating model
involves integrated talent management which involves various HR functions such as workforce
planning, performance management, selection, recruitment, reward and recognition, succession
planning and learning and development in order to integrate strategic leverage talent.
Stage 4 of operating model : Supporting Business – Small business love supporting their local
communities in order to stay operational and gain revenue. The loyal customers plays a
important role in development of small businesses. Such strategies involves managing the
employee relations with high engagement, leadership and trust which are part of enthusiastic
approach in order to enhance productive relationship among employee and employers.
People and Performance model:
It is a model of advanced human resource on review system. It ensures employee centric
system with recognition of good performance with proper feedback system. In the present report,
the people and performance model is supporting the new operating model of the Solitec. In the
present report, AMO model of human resource management which stands for Ability,
Motivation and Opportunity. Performance management is a process that includes formation of
various performance management techniques(Costea-Mareu and Militaru, 2021).In present
scenario, there are various techniques and tools adopted by management team , organization and
individuals in efficient manner. In this report, the Solitec HR operating model outlines the stage
where individual are selected on the basis of skills, knowledge and competencies. In reference to
the company, it need to focus on helping individuals to develop a detailed understanding of roles
and leading towards contributing to overall performance of organisation. The individuals in the
next step will understand the induction process with formulation of culture, values and strategic
objectives. In reference to Solitec, they need to help individuals in developing roles and
contributing to overall performance of organization.
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Role of HR operating model
Advantages Disadvantages
 It empowers leaders, business
employees and professional through
alignment of work.
 It enhances coordination and help in
shaping roles and responsibilities of HR
function.
 HR maturity can help people to achieve
objectives effectively and efficiently.
 Employees working can be affected by
strict regulations and conflicts between
managers of human resource
department.
 If employees have different view points
there is difficulty in managing the
employees as due to diverse nature of
employee view point.
Attracting highly skilled talent through innovative approaches and outline the on-boarding
methodology involving various theories, approaches and best practices in proposal
enabling new employees to be successful.
There are various approaches used by Solitec in order to attract new skilled candidates
which involves : Retaining existing employees : In order to attract top talents to company there is the way
to retain existing employees. The organization success totally depends on the employee
retention rate(De Cieri, 2017). It is the effort taken by organization to hold its existing
employees. Employee retention has major impact on performance and success rate of
organization. Advantage of social media : In order to attract different people from different
backgrounds who are active and using social media platforms for purpose of attracting
candidates for a job role in organization. For this motive, in order to attract suitable
employees its important to use social media platforms such as Snapchat, instagram and
Facebook for creation of campaigns to attract individuals.
 Networking at Candidate specific events:
In recruitment process, the networking cultivate interest and increase the pool of candidate by
getting message out of the opportunities, culture and company beyond the posting process(Dey,
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De and Soni, 2019).It cultivates the interest and increases the pool of candidates and make sure
to invest in expanding and keeping the connections alive. Leveraging Technology: It creates new systems of revenue with integration of innovative
monitoring solution and providing clients the new insights for system interactions, data-
flows, leveraging technology developed interaction aware, cloud-based monitoring in
order to streamline business processes. In the present report, in case of Solitec , the
company need to have a new operating model in order to evaluate the overall practices,
theories and approaches which can assist the process of enabling new employees to be
successful. Reaching Out to Previous Employees: For future job opportunities, its important to have
good terms with the previous employees of organisations as long as they are in good
terms with the organisation(Holland, 2020). The worst the organisation can expect it that
they might reject the offer but if will help to check the count of workers who are willing
to leave their current jobs for prior roles. Building an employer brand : It refers to company's reputation and identity as an
employer. Its not only dependent upon the quality of employer but also focuses on
general perception of company as an employer. The main goal is to retain and attract high
quality employees. The present model has to focus on development of employer brand. In
context to the Solitec, there need to be engagement of employees by focusing more on
people and rewards to facilitate better employee brand. Some of the associated
approaches are mentioned below :
HR approach involves strategic approach for effective and efficient management of people in
organization and company to help business to gain a competitive advantage and to maximize
employee performance.
The present operating model is based on selection stage which involves two principle aspects:
 Short-listing from available applicants. To determine suitable person for Job role.
Selection Procedure: It involves choosing of suitable candidates from a pool of applicants. It is
the process of offering job opportunity to desired candidates. Once suitable candidates are
chosen, it involves picking candidates in accordance with skills and required
qualifications(Kappelides and Spoor, 2019). In this approach , the main motive is to short-list
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candidates to reach a realistic number of interview. In reference to the solitec, the company is
leading towards high effectiveness in their current operating model through removing the
unsuitable candidates from applications.
Duties of employer: The law has provided duties for employer which involves providing a
healthy environment with safety of persons who are in contact with workplace. In reference to
the HRM model , there are various duties that employer need to ensure which involves health,
safety and employee welfare.
Best Practices : In reference to the present operating model, the company is based on best fit
practice. The model is based on development of HRM policies that are laid by business
strategies(Reynoso and Cabrera, 2019).It involves policies, performance objectives and future
activities for achievement of organizational objectives and aims.
Strategic Contingency theory: This theory is based on departments or sub-units that are
necessary to exert power over another as the division of organization leads to strategic
contingency. In this present scenario, Solitec need to focus on two aspects which involves
strategic and contingency aspects.
Transaction Cost Theory :In context to HRM situation, transaction theory cost of corporate
governance aspect is based on understanding aspects of overall governance. It describes
framework based on concept that there are various types of cost that need to managed to prevent
negative impact of HR functioning.
General systems theory : It involves complex systems which can be discovered and modeled
mathematically. It relate to finding a general theory to describe all systems in field of science. In
reference to the Solitec, the operating model need to analyse that changes in one part has direct
impact on other parts of the system. Its important to evaluate and analyse these changes.
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Discuss the development considerations in your proposal to enhance all employees skills and
ability to execute the business strategy
Skill is defined as the ability of an individual that allows him to effectively work towards
achieving desired personal and professional goals and objectives. Skills enable individual to
perform better and offer desired results. There are number of skills and capabilities of that allow
individual or an employees to perform effectively in a team as well leads to promoting
effectiveness of team working(Tuan, 2020).It is essential for the organisation to determine the
way the employees skills are responding to the changing needs of the business. In case of chosen
company's operating model, the main focus of the company is to handle the cognitive complexity
that shows the personal capabilities to handle and acquire different information. As per the
current model the main focus will be on offering required training and development leading to
enhance the learning capacity of the employees. The organisation will ensure that the required
focus is given on enhancing the skills and capabilities of the employees leading to accomplish
desired goals and objectives.
Determining cultural dimensions: culture is refers to the norms, values and attitude
prevailing in the organisation that can impact the overall functioning and operations of the
organisation. In case of Solitec, there are various dimensions of the culture that are needed to be
focused in the current situation. These can be related to the masculinity, femininity, uncertainty
avoidance index and so on (Wagner, 2020). These factors can directly impact the operation and
functioning of the organisation so in order to smoothly carry out their work and gain competitive
advantage in the marketplace it is essential for the HR manager of the chosen company to
effectively consider the cultural influence effectively.
Implementation of induction programme: Another factors that needs to be taken into
consideration is the implementation of induction programme. In case of chosen company, it is
required to focus on determining the employees are effectively integrated in and within the
organisation. The organisation needs to ensure that the employees rate of absenteeism and
turnover rate is effectively managed to improve the overall performance of the organisation. Also
in case of new employee joining the organisation proper orientation and induction programme is
offered to them enabling them to understand about the organisation as well as about its
functioning. In addition to this, proper analysis of how the different structure of the organisation
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functions, offering all the required information to the new employees will help them to cope up
with the functioning of the company effectively and efficiently.
Cross departmental collaboration: Another that needs to be taken into consideration by
the business organisation is effective cross departmental collaboration, it will help organisation
to achieve desired goals and objectives and enhance their overall functioning and profitability. In
case of chosen company, it is essential for the company to focus on alignment all the department
after implementation of new HR operating model, as proper coordination among all the
department will help company to avoid any kind of misunderstandings and provide clarity of role
and responsibility among the employees enabling them to perform better and achieve desired
goals and objectives(White and James, 2017).It will also help organisation to accomplish
continuous growth and success. Proper coordination among the employees or team members help
the chosen company to engage their employees towards performing better, as well as it will help
in smooth functioning of their operations.
Implementation of tailor made programmes: The last element that is needed to be
considered by the organisation is the proper implementation of tailor made programmes. In case
of chosen company, according to the new operating model of HRM in the chosen company, it is
determined that implementation of tailor made programme will help company in determining the
needs and wants of each and every employees effectively and efficiently. Understanding the
needs and wants of the employees and satisfying their needs accordingly becomes essential for
the organisation in their growth and success as well as retaining their employees for long period
of time. It will also help company to gain company to gain competitive advantage in the
marketplace. Determining the need and wants of the employees also leads to making employees
feel valued and important. The main focus of the organisation is to determine the preference of
their employees and avoid any kind of conflict among them leading to retain them for long
period of time.
CONCLUSION
From the above report, it has been analysed that main efforts of HRM model is to create
movement across HR boundaries to help in process of using these approaches. It is important to
have proper practices to present the HR managers for business partnerships rather than HR jobs.
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The main objective of HR function is to perform operations with suitable strategies. It also plays
a important role in improving the operations of organizations for achievement of goals and
objectives with the help of enhancing competencies and skills of employees.
It also involves approaches to delivery of operating model with its pros and cons of the model.
Moreover, it involves resourcing proposition assisting towards attracting highly skilled talent
through innovative approaches and outlining the methodology which involves best practices,
theories and approaches. It also includes development considerations in proposal to enhance
employees skills and ability to execute business strategy.
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REFERENCES
Books and Journals
Akhtar, M., 2018. Managing strategic performance in a dynamic business environment: a study
of two Indian oil companies. Global Business and Organizational Excellence, 37(5).
pp.47-62.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice.
Blakeney, A. and Borins, S., 2018. 3. Managing Cabinet. In Political Management in
Canada (pp. 27-40). University of Toronto Press
Burch-Hubbard, L., 2020. Managing Stress in a Constantly-Changing Workforce (Doctoral
dissertation, East Tennessee State University).
Costea-Mareu, I. C. and Militaru, G., 2021. Managing Business Risks for a Software
Development Company. FAIMA Business & Management Journal, 9(3). pp.52-59.
De Cieri, H., 2017. International human resource management: from cross-cultural management
to managing a diverse workforce.
Dey, P. K., De, D. and Soni, V., 2019. MANAGING THE CHALLENGES OF PROJECT
MANAGEMENT. Indian Business: Understanding a rapidly emerging economy.
Holland, P., 2020. Managing voice: an employer’s perspective. In Handbook of Research on
Employee Voice. Edward Elgar Publishing.
Kappelides, P. and Spoor, J., 2019. Managing sport volunteers with a disability: Human resource
management implications. Sport Management Review, 22(5). pp.694-707.
Reynoso, J. and Cabrera, K., 2019. Managing informal service organizations at the base of the
pyramid (BoP). Journal of Services Marketing.
Tuan, L. T., 2020. Can managing employee diversity be a pathway to creativity for tour
companies?. International journal of contemporary hospitality management.
Wagner, D. N., 2020. Strategically managing the artificially intelligent firm. Strategy &
Leadership.
White, R. and James, B., 2017. Planning and managing the project. In The Outsourcing
Manual (pp. 47-52). Routledge.
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