Rolls Royce Labour Market and Skills Analysis Report

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Labour Market and Skills Analysis of Rolls Royce
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Table of Contents
Introduction......................................................................................................................................2
Part 1: Labour market and skill analysis (LO1, LO2, D1)..............................................................3
1. Overview of the organisation and type of labour needs.......................................................3
2. Analysis of present labour market trends and factors influencing the trends......................3
3. Different types of legislation that organisation should take while workforce planning.......4
4. Current and expected skill requirements, on how current trends may directly influence for
the organisation...........................................................................................................................5
5. Comparison with other similar sized organisations with examples.....................................5
6. Conclusions and recommendations on how organisation need to respond to change (D1) 6
Part 2: (LO3, D2) Recruitment and Selection Portfolio for two different jobs...............................6
1. Developing recruitment and selection process flowchart....................................................6
2. Undertake job analysis.........................................................................................................7
3. Job specifications for two different jobs...............................................................................8
4. Person specification for each of the jobs..............................................................................9
5. Decide methods of selection and recruitment applied for two job roles............................10
6. Recommendations to improve documents on effective selection and recruitment (D2).....11
Part 3: HR Cycle (LO4, D3)..........................................................................................................11
Importance of HR lifecycle in strategic talent management organisation from initial
recruitment to transition............................................................................................................11
HR lifecycle can be integrated to support talent management with examples of HR practice ad
evaluation (D3)..........................................................................................................................12
Conclusion.....................................................................................................................................13
References......................................................................................................................................14

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Introduction
Skills and the labour market are vital part of any organisation. Most of the economy of the
organisation is driven by these two sectors. In this report, current graduate labour market and
essential skills are identified. Rolls Royce is chosen to address these skills and labour market.
The report sheds light on all the learning outcomes and critically describes them. Labour market
is defined as the availability of employment and labour in any organisation and the skills
required to be recruited in that organisation. The impact of labour market trends and requirement
of skills on the workforce planning of Rolls Royce and the current skills required to identify the
market trends is addressed in the report. Further, few recommendations are provided for the
effective recruitment process along with the stages involved in HR life cycle to support strategic
talent management. The report is concluded with a conclusion summarising all the learning
outcomes.
Part 1: Labour market and skill analysis (LO1, LO2, D1)
1. Overview of the organisation and type of labour needs
Rolls Royce Motor Cars Limited is a British Luxury automobile manufacturer. Rolls Royce is
fully owned by German group BMW. It was founded by Charles Stuart Rolls and Henry Rolls in
1904. During the First World War, these luxury cars could only be afforded by aristocratic
families and peoples. The car-manufacturing unit also builds aircrafts engine. The end of Second
World War led to increase in the business of Rolls Royce and the value of brand was increased.
The manufacturing of luxury cars is done by BMW, and Rolls Royce has emerged as a market
leader in production, technological progression and environmental run of aircraft engines. Most
of the labours, nearly 50 percent are engaged in production activity. The workers involved in
production would earn nearly $21.25 per hour in 2000 (Rolls-roycemotorcars.com, 2019).
Labour in automotive industry needs to be updated with advanced skills and they must know
how to precisely use today’s gadgets. The various labours working in Rolls Royce constitutes of
software engineers, design engineers, system engineers, project managers, business analysts,
sales managers, etc. These common job titles are in high demand in any automotive industry.
2. Analysis of present labour market trends and factors influencing the trends

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The company tends to have a longer-term vision and plans for their existence until 100 years.
Rolls Royce has announced that it would cut 4,600 jobs, as these could not rule their compulsory
redundancies. As reflected by McGuinness and Sloane (2011), the present statistics show that
there are almost 17,000 jobs entitled as design engineers, manufacturing engineers and other type
of engineers, which constitutes a major part of any automobile industry. The year 2018, has been
a year of glory for Rolls Royce as many countries and governments ramped up macro-
technology led initiatives. The current employee trend in automotive sector of Rolls Royce
includes computer aided designing, engineering, specialisation in MATLAB, prototype
manufacturing etc. These current job trends increase the demands of companies and various
other engineers. The factors that shape the market trends are international relation, government
policies, competition, expectation, demand and supply. According to Wilton (2011), a company
needs to satisfy the customers with latest technology and highest possible luxury. Rolls Royce is
known for their luxurious cars and it cannot be afforded by middle class people. The car-
manufacturing unit also focuses on high-class people and try to provide them with convenience.
3. Different types of legislation that organisation should take while workforce planning
Rolls Royce is committed to create a working environment in which their employees can give
their best. Workplace is a place where employees expect some respect and value for their well-
being. As opined by Wadsworth (2011), the UK employment law regulates the relationship
between employees and employers. The expectation of employers from employees is governed
by this unit. There are several types of employment statutes or legislations including civil rights,
medical and family leave, labour relations and workers’ compensation. The company tries to
build a highly skilled environment, which empowers their pioneers. There are various regulations
that need to keep in mind for Rolls Royce while planning their workforce. Some of the
regulations include Equal Pay Right, Civil Rights Act, fair Credit reporting Act, Rehabilitation
Act, etc. Buchan and Seccombe (2012) have stated that, most of these legislatures have been
formed to prevent employee discrimination based on their age, category or skin type. The steps
involved in workforce planning constitutes of a continual process, which is used to align the
current needs and priorities of an organisation. Legislations are an important part of any

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organisation to make that organisation run smoothly. It is essential for Rolls Royce to implement
strategic workforce planning.
4. Current and expected skill requirements, on how current trends may directly influence for the
organisation
Rolls Royce has set a benchmark for other automotive industry and retained the title of best car
in the world. As referred by Joseph and Schmuecker (2014), the organisation seems to focus on
continuous innovation, which can be seen in its launched product. Powertrain is assessed as the
most relevant and unique hard skill for the automakers. Along with power train, an employee
needs to possess variety of skills which include design failure modes and effects analyse,
computer-aided designing, MATLAB, Simulink, manufacturing engineering and other type of
jobs. These jobs and skills are trending in the market and one must possess these skills before
entering any automotive industry. These current trends may strengthen the building capacity of
the organisation. Rolls Royce could manufacture more products in a shorter period. As
mentioned by Nickson et al. (2012), the expected skill requirement by Rolls Royce also include
proficiency in these skills and along with these skills, one must possess proficiency in CATIA
and stamping too. The extraordinary feature is created by these skilled artists at Rolls Royce,
which makes is unique from other car-manufacturing units. The organisation treats each car as a
unique project and the engineers show their artistic creativity on these cars.
5. Comparison with other similar sized organisations with examples
Rolls Royce has many competitors in the market. It is seen that the car-manufacturing unit make
a single mistake, as the customers’ just move to another carmaker. For instance, Toyota and
Volkswagen is the largest car-manufacturing unit in UK (Powell et al. 2012). The mileage and
range provided by these cars are suitable for all types of people, whether they may be high or
middle. These companies try to serve all its customers. Toyota and Volkswagen cannot provide
the type of luxury that Rolls Royce can provide while still they are rated higher. The production
of Rolls Royce involves very little of robotics and the work is done precisely by human hands,
on the other hands most part of production unit is performed via robotics in various another car

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manufacturing unit. According to David and Dorn (2013), the British brand, Rolls Royce has
moved with time and designed impressive vehicles, which could beat the design of any other car
models. The carmaker has never been out of the competition that gives a tough competition to
the car manufacturers, which provide the customers which variety of car options.
6. Conclusions and recommendations on how organisation need to respond to change (D1)
In the era of technology and globalisation, Rolls Royce still uses human hands in its production
unit. The job can be done with the help of robotics. The company is trying is best to manufacture
cars with current technologies (Xu et al. 2015). The materials used in Rolls Royce is best as
compared to any other cars, but it would be easy for the customers to choose Rolls Royce if the
company provides speed with material. The cars manufactured by Rolls Royce are much
expensive. Many a times, there is no need of a bar in a bar, but the owner of Rolls Royce has to
move this with him. Thus, these changes should be made in Rolls Royce. It can be concluded
form the above topics that customers these days want everything in a single unit, if the company
could provide their customers with an inbuilt luxurious room, it could also provide them with
speed. As opined by Law and Bate (2016), the pricing techniques of Rolls Royce must focus on
middle class families, which would be helpful for them to increase their sales.
Part 2: (LO3, D2) Recruitment and Selection Portfolio for two different jobs
1. Developing recruitment and selection process flowchart
Recruitment and selection process is carried out by Rolls Royce to select a deserving and skilled
employee for the organisation. According to Sadgrove (2016), the company conducts five
psychometric tests, which includes situational judgement, verbal reasoning, measurement of
competencies, numerical reasoning and rules and interrelation. If a person has to work with Rolls
Royce, he/she must be highly equipped with these skills along with the car manufacturing
knowledge. Interviewing is the final process in selection of an employee. The programme
applied by the employee will determine the final stage and the way in which assessments are to
be conducted. The below mentioned flow chart determines the selection and recruitment process
in any company.

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Figure 1: Recruitment process
(Source: tutor2u, 2019)
The first stage of recruitment process constitutes of defining the requirements. At this stage, the
company or the organisation defines a set of skill that an employee must possess. The selection
for further stage is made as per these skills and experience in these skills. The second stage
involves attraction of potential employees. In the case of Rolls Royce, being a huge brand, the
employees get automatically towards the cars manufacturing unit (Davison et al. 2011). There is
no need for the carmaker to advertise for their vacancies. The final stage in recruiting process
involves selection of deserving people via job interviews and by testing their skills and abilities.
2. Undertake job analysis
Automobile industry offers variety of job opportunities and greets all the employees with their
skill. Automobile industry of any nation is the largest industry, which employs the highest
number of people. Rolls Royce, being a luxury car-manufacturer unit manufactures luxurious
cars and offers many opportunities (Bell et al. 2011). The company employs tens of thousands of
engineers, designers, managers and other professional workers along with thousands of skilled
and unskilled labours. The car-manufacturing unit manufactures many cars each year and so the

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chances for a particular job get high. For a particular job at Rolls Royce a person has to go
though several interview and training. The luxury cars are emphasized on high pricing
techniques. For example, a design engineer at Rolls Royce has to come with a unique idea along
with his team each time. The unique representation of his ideas makes the organisation unique.
The idea must be luxurious too. As reflected by Eagly and Carli (2012), the environment
provided at Rolls Royce seems of high class, so they employees working their feel themselves as
the customers and try to design the best suitable car. It is quite not possible for an engineer to
design a car that could have all the qualities, so the focus is on manufacturing luxurious cars.
3. Job specifications for two different jobs
Job description for HR manager
Duties  Overseeing the management and regulate functioning of
department.
 Maintain effective employee relations
 Develop strategic solutions to meet the high workforce
demand
 Provide training and development to newly recruited
employees
Job requirements  The HR manager must be people oriented and provide
outcomes
 Must possess knowledge of HR systems and databases
 Skill to form a plan along with his team mates and
leadership skills
Qualification  Degree in human resource or related field
 Communication and interactive
 Working Experience of 5 years
Table 1: Job Specification for HR Manager
(Source: Learner)

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Job description for Design Engineer
Duties  Research, design and create new products
 Develop virtual model of different design using computer
aided software
 Perform demonstration of product prototype that are to be
approved by the client.
Job requirements  Communication skill
 Ability to carry out detailed research
 In-depth knowledge of advanced gadgets and their practical
use
 Comprehensive knowledge and ability to think outside the
box
Qualification  Degree in design engineering
 Strong working knowledge of CAD software
 Precise knowledge of the industry in which you are working
Table 2: Job Specification for design engineer
(Source: Learner)
4. Person specification for each of the jobs
Person Specification for HR manager
Experience  Must have hold a position of HR manager for 9 to 10 years
 Strong competency interviewing and selection skills
 Experience in leading team or managing HR function in more
than two places
Education  MBA or sometime any other management degree in HR
 GCSE or equivalent, in English Grade C or above
Skills  Display integrity

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 Excellent communication skill, both written and verbal
 Excellent organisational and IT skills
Character traits  Capable of thinking out of the box along with its employees and
must handle disputes
 Committed towards job and responsibilities
Table 4: Person Specification for Design Engineer
(Source: Learner)
Person Specification for Design Engineer
Experience  Work experience of more than 5 to 6 years
 Must know how to cooperate with its staff
 Awarded for his/ her creativity in any field
Education  Degree in Design Engineering
 Diploma in CAD and work experience of CAD
Skills  Able to provide full mechanical design and engineering drawings
 Qualified in HNC/D level or equivalent
 Excellent written, verbal, IT and presentation skills
Character traits  Thinking out of the box and not involving in any type of disputes.
 Passion for machinery
 Superior intelligence
Table 4: Person Specification for Design Engineer
(Source: Learner)
5. Decide methods of selection and recruitment applied for two job roles
Rolls Royce recruitment form includes personal details and a section of about you, declaration
and some questions. The employer who is willing for the job of HR manager must possess good
communication skill, a degree and other skills and requirements as mentioned above (Dinh et al.

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2014). This is similar for the job of Design engineer. Then comes a questionnaire round, in
which both these interns are given with questions related to their respective fields and they need
to qualify the exam with proper qualifying criteria i.e. gain sufficient marks. The candidates who
have passes the written tests are now eligible for interview round. This round is held in three
stages, stage 1 is competency interview, stage 2 is presentation and stage 3 is group activity. As
opined by Tabassum (2011), the individuals who perform highest in these three rounds are
recruited in the company. The two job roles have different task, but the selection process for both
of these is same in most of the companies.
6. Recommendations to improve documents on effective selection and recruitment (D2)
Employees at successful companies such as at Rolls Royce are treated as key resource and are
essential for the survival of the company. Therefore, the recruitment process of a company must
involve selection of loyal candidates, which could further meet the needs of company. According
to Câmpeanu-Sonea et al. (2011), the recruitment process at Rolls Royce must involve
identification of recruitment needs, clear specification and description of the job, maintaining the
list of candidates from previous interview, considering all the alternatives, pre-selection and
finally designing the list of candidates who will be invited in the selection process. This must be
the exact criteria to select a candidate for the written or the interview test. Further, it should be
made mandatory for the candidate to carry a proof and state the proof that he possesses the
required skill. Special questionnaires must be conducted for the selected candidates a valid
medical certificate to be recruited in the company.
Part 3: HR Cycle (LO4, D3)
Importance of HR lifecycle in strategic talent management organisation from initial recruitment
to transition
HR plays an important role in managing, creating, implementing, supervising the policies and
acknowledging its appropriate functioning. According to Newton et al. (2015), the lifecycle of
HR constitutes of five stages recruitment, education, motivation, evaluation and celebration. The
first step is to grow a business and it starts with recruiting right people. The HR department