Tarmac's Change Management: HR Practices and Future of HR Functions

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VALUE AND CONTRIBUTION TO
ORGANIZATIONAL SUCCESS
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Table of Contents
INTRODUCTION............................................................................................................................. 3
1. IMPORTANCE OF ORGANIZATIONAL DESIGN THEORY IN CONTEXT OF ORGANISATION
STRUCTURE AND FULFILLING ORGANIZATIONAL STRATEGY.....................................................4
2. DIFFERENT APPROACHES AND TECHNIQUES USED FOR MOTIVATING, HUMAN CAPITAL
AND KNOWLEDGE MANAGEMENT............................................................................................7
3. RECOMMENDATION SUPPORTED BY JUSTIFICATION BASED ON A SYNTHESIS OF
KNOWLEDGE AND INFORMATION TO SHOW HOW TO IMPROVE THE DELIVERY OF
SUSTAINABLE PERFORMANCE................................................................................................. 10
4. HR DEVELOPMENT WILL AFFECT THE ROLE OF THE HR FUNCTION IN THE FUTURE AND
MAKE VALID JUDGMENTS AND CONCLUSIONS SUPPORTED BY A SYNTHESIS OF KNOWLEDGE
AND RESEARCH INFORMATION............................................................................................... 12
5. ORGANISATION DESIGN HAS TO RESPOND AND ADAPT TO CHANGE MANAGEMENT, TO
THE DIFFERENT TYPES OF CHANGES AND THEIR RELATIONSHIP WITH THE TARMAC.............14
CONCLUSION............................................................................................................................... 23
REFERENCES.................................................................................................................................24
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INTRODUCTION
In this, the company Tarmac and its working are discussed. The company is undergoing a
restructuring process. This report will explain how change management helps the company to
attain different goals. The report will also discuss the working of the different department and
their connection and functions. A report will also discuss how the HR department of the tarmac
company can motivate and manage human resource and bring out best in them to achieve the
goals of the organizations.
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1. IMPORTANCE OF ORGANIZATIONAL DESIGN THEORY IN CONTEXT OF
ORGANISATION STRUCTURE AND FULFILLING ORGANIZATIONAL STRATEGY
Organization design is an overall frame or a design in which the whole company works. In other
words, the organization design is a design or a plan according to which the whole company or
department works for a common purpose. Every organization has to follow a proper design and
structure to work in order to achieve growth and success (van de Kaa, et al., 2015).
THE DIFFERENT ORGANIZATIONAL DESIGN THEORIES ARE AS FOLLOWS
NEOCLASSICAL THEORY: This theory states that productivity improves in the organization with
the coherence of values and purpose. Employees and subordinates of the organization accept
the managerial authority. The purpose of this theory is to manage equilibrium. This theory also
states that employees should understand the company goal and objectives and should work
and move accordingly (Barca, 2017).
CONTINGENCY THEORY: This theory deals with conflicts. Other theories avoid conflicts, on the
other hand, this states the conflicts are unavoidable but they can be manageable. Theory says
that managers must be able to make contingent decisions on different circumstances. The
company’s managers should have conflict management skills in order to develop a sound flow
of work. Managers should minimize the reasons for conflict in order to avoid conflicts (Suddaby,
2015).
SYSTEMS THEORY: System theory describes the interrelatedness of all the departments of the
organization and change in one department can affect other departments of the organization.
Usually, all the departments are connected with each other for different purposes and reasons,
so change in one department can affect the working of the other departments (Morgeson, et
al., 2015).
COMPANY BRIEF
Tarmac company was found in the year 1903 by Edgar Purnell Hooley. Tarmac company has
more than 12500 employees and has a business in different countries like the UK, Poland, India
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and the Middle East. The company has a very complex organizational structure as per the
requirement of the business. The company has a motto to deliver best quality service to its
customers of all regions.
The tarmac company has a different department and they carry out different activities for the
organization to attain different goals. The different departments of the tarmac company are as
follows:
HUMAN RESOURCE DEPARTMENT: the working of the HR department includes planning and
forecasting of staff requirements. The department also does selections and requirement of the
employees as per the needs, and skills. The HR team ensures that the company should follow
the different HR policies and procedure. The department works for the welfare of the company
as well as for the employees. The HR department also fulfils the legal entities and procedures of
the government like different law for the employees and for the organizations (Harrison and
Lock, 2017).
FINANCE DEPARTMENT: The finance department monitors and manages the flow of finance
across the business. The finance department of tarmac also prepares records for financial
activities and transaction in the business. A financial team gives details about profit and loss.
Finance team also manages the different legal financial requirement of the business. The
finance team of tarmac pays salary to the employees and also does forecasting for the finance
that needs to be required for the future activities of the business (Harrison and Lock, 2017).
MARKETING DEPARTMENT: The marketing department is an important department. This
department carries different functions for the business; this department makes strategy and
then implements them as per the needs. This department makes sound communication and
share information both internally with employees and externally with customers. The
marketing department of tarmac also involves in advertisement and promotion of the business
the department keeps the brand image high. The marketing department also monitors and
controls the activity of the employees. The marketing department also takes feedbacks and
quarries from the customers and share it to the company Harrison and Lock, 2017).
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OPERATION DEPARTMENT: This department is termed as the production department. This
department keeps the flow of production sound. This department manages raw material and
keeps the record of stock. Tarmac makes sound relation with different supplier and
intermediates (Harrison and Lock, 2017).
ORGANIZATION HIERARCHY AND STRUCTURE
Tarmac follows a bureaucratic style of management. In this style, the command and authority
follow from top to bottom. The manager’s assign and delegate work to the employees and
employees work accordingly. The managers of the tarmac have different roles and
responsibilities in organizations like the managers have to motivate the employees and also
have to manage the conflicts between them. The managers of the tarmac monitor and control
the flow of work of the company.
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2. DIFFERENT APPROACHES AND TECHNIQUES USED FOR MOTIVATING,
HUMAN CAPITAL AND KNOWLEDGE MANAGEMENT.
There are different approaches and techniques that the different departments of the tarmac
can use for the motivation purpose and improve the performance of the employees of the
organization. The different approaches of the tarmac can use are as follows
THE COGNITIVE APPROACH: the cognitive approach suggests that person is motivated by two
things like internal motivation force like thoughts and expectations and personal goals and
desire and other is external motivation like the rewards, bonus etc. the tarmac can use this
approach for the organization to bring out better performance from the employees. The tarmac
should first identify the need for motivation and then the company should implement a policy
for the reward (Noe, et al., 2017).
It is necessary for the organization to manage the human capital of the organization one of the
human resource capital approaches is discusses below:
PRIORITIZING TRAINING AND MENTORING APPROACH: In this approach the organization plan
training program after a different time interval. It has been observed that the different high-
performance companies have different mentoring programs for average and low-performance
employees. With the help of these programs the tarmac can bring all the employees at the
same performance level in the organization, this can help the tarmac to get the best
performance from the employees of the organization. The company can make a high-
performance team. Tarmac can carry out mentoring programs for the experience employees
also who are working but their performance is not up to the mark (Noe, et al., 2017).
Knowledge management can be defined as a process of creating, sharing and managing
knowledge in such a way that the organization can use the knowledge for multiple purposes
and in attaining the goal of the organization.
PROCESS APPROACH: In this approach the organization process the knowledge in a formalized
way like controls, process, filters and stores so that it can be further used by the organization.
This approach is mainly focused on the explicit knowledge etc. the Tarmac company uses the
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knowledge and use the knowledge for making strategies and controlling purpose. Tarmac uses
knowledge for different purposes like training purpose, selection processes and planning
process and various other purposes (Noe, et al., 2017).
Tarmac uses these approaches and techniques of different purposes like motivating, rewarding,
developing and maintaining the different department and activities of the organizations.
SELECTION AND TRAINING PROCESS: when it comes to the selection and recruitment of
employees of the Tarmac, the tarmac makes different plans and strategies and criteria for the
selection of the employees like where can Tarmac gets proper candidates and what should be
the criteria, which skills are required for the particular job etc. after the process of selection the
second part is of training the newly hired employees will be given proper training and coaching
from the experts of the tarmac company. The training is given on the basic job roles and
responsibilities like the person who is hired for the marketing post then that person will be
trained by the marketing experts and the training will be on the job training (Harrison and Lock,
2017).
MARKETING PROCESS: Tarmac is a construction company so the tarmac has to keep the quality
and service high. Tarmacs marketing department carries out different functions for the
organization both internally and externally. Tarmac company uses knowledge in strategy
planning, marketing, branding, managing clients relation etc. the marketing department uses
different techniques for motivating employees of the organization. The Tarmac believes in
delivering good quality in service for that, the company wants a high-performance workforce.
Human capital or human resource is the most important resource of any organization. The
marketing department of Tarmac Company makes different strategies and planning for the
market to be competitive. In the marketing process, the employees are not only delegated with
work or assign work but the managers also monitor or control the activity to maintain accuracy
and quality of the work (Harrison and Lock, 2017).
RESEARCH AND DEVELOPMENT: The Tarmac Company does different research in different
fields to enhance the service of the company and to find a cost-effective method of doing work.
The company uses knowledge and skills to bring out talent from the employees and the tarmac
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also have different motivational and rewarding techniques for their employees. The company
motivates the employees in order to enhance their performance so that the company can make
a high-performance workforce which can ultimately help the company to achieve the goals. The
company operates in different countries and region for the company has to use different
knowledge and information work on different projects. The tarmac uses ideas and information
to improve the quality and service of the company (Harrison and Lock, 2017).
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3. RECOMMENDATION SUPPORTED BY JUSTIFICATION BASED ON A SYNTHESIS
OF KNOWLEDGE AND INFORMATION TO SHOW HOW TO IMPROVE THE
DELIVERY OF SUSTAINABLE PERFORMANCE
Tarmac is a construction company so it is very necessary for the company to deliver high-quality
service. The HR department of tarmac carries out different functions one of the core functions
is to maintain the sound performance of delivery goods and services. The different suggestions
that can be used for maintaining and enhancing the performance of the company are as follow
EFFECTIVE PLANNING: planning is the very first job in the HR department. The HR department
should first identify the requirement and then the HR department should do proper planning
for the human resource or the workforce. The HR department should first locate where proper
candidates can be obtained and then the HR plans to hire them on the basis of the job
requirement. Planning also involves HR planning, salary planning, performance planning and
reward planning. On the basis of the above explanation, the company should first focus on the
high skills workforce team and then on the results of the performance (Austin and Pinkleton,
2015).
PERFORMANCE MANAGEMENT: Performance evaluation and performance management are
very important for tarmac company. Tarmac company HR department should formulate and
implement different performance measuring criteria and tools, to evaluate the performance of
the employees. Tarmac should take necessary step towards low or average performer of the
company. The company should have a reward system that can boost the performance of the
employees and make them feel valued. The company should follow a participative leadership
style so that the employees can participate and can help the managers to take effective
decisions. The managers of the company should engage themselves in the activity in order to
maintain sound function (Kearney, 2018).
REWARD SYSTEM: The HR department of tarmac should have a reward system in order to
motivate the different employees of the organization the rewards can be of different types like
the growth, incentives, holiday packages and promotions. The company should have a reward
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system in order to bring all the employees on the same platform, with the help of the reward
system the company can improve the performance of the different departments and can help
in achieving short and long term goals of the company. The HR department of the tarmac also
ensures that managers are applying the HR policies and procedures consistently in the whole
business. The HR department also works in order to make the policies that can suitable for the
organization and for the employee’s growth (Kearney, 2018).
The tarmac is a multinational company that has all types of employees and different types of
customers. The company has to manage both the internal and external environment of the
business. The company should use a cognitive way of motivation in order to reward an
employee for its performance.
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4. HR DEVELOPMENT WILL AFFECT THE ROLE OF THE HR FUNCTION IN THE
FUTURE AND MAKE VALID JUDGMENTS AND CONCLUSIONS SUPPORTED BY A
SYNTHESIS OF KNOWLEDGE AND RESEARCH INFORMATION.
The emerging HR developments and change in HR practices have made the HR system more
advances. The companies are more adopting different HR practising to manage the employees
in better forms. Government is also making different policies for the welfare of the employees.
THE DIFFERENT HR PRACTICING WHICH is EMERGING ARE AS FOLLOWS
EQUAL PAY AND UNBIASED: one of the emerging trends states that the employees will be
treated with unbiased in regards to their gender and caste and region. Everyone will be given a
hike on the basis of their performance. In the recent Harvard global online study including
200,000 participants, more than 76% of people said that men are better than women as a
choice of an employee (Wright, 2018).
TECHNOLOGY: The new and advanced technology is emerging like the online performance
evaluation, dashboard maintenance etc. the HR department nowadays not only looking for
skills but actually talent and willingness along with skills. Biometric and time tracking is very
much helpful in maintaining a proper time for the shifts of the employees. Online training and
courses have also supported the HR in today’s world technology are getting advance day by day
so it is very necessary to choose a properly updated technology for the company (Wright,
2018).
CULTURE: The HR departments now a day is more concern about the culture, the HR
development make a suitable culture for the organization. Organization culture can be defined
as the value and behaviour of the overall organization in a particular place (Wright, 2018).
ROLES OF HR FUNCTIONS IN THE FUTURE MANAGEMENT
HR AND PSYCHOLOGIST: In the future of HR department the HR function will be of a
psychologist the HR managers have to motivate and develop an employee’s according to its
behaviour and mental status. In this HR first identify the need and then they take necessary
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