Human Resource Management Report: Top Trucking Company Case Analysis

This report presents a case study analysis of Top Trucking, focusing on human resource management practices and their impact on employee relations and organizational performance. The study begins with an executive summary, followed by an introduction to HRM and its critical role in business operations. Task 1 examines the new workplace practices introduced by a new yard manager, including positive attitudes, participative leadership, building healthier relationships, providing equality, addressing cultural differences, and implementing rewards and retention policies. The report then identifies the risks associated with sustaining these changes, such as resistance to change, lack of planning, and operational disruptions. The case study further analyzes workplace changes within Top Transport Company, highlighting the shift from an autocratic management style to a more participative approach. The analysis includes the role of the union leader, the impact of managerial behavior, and the positive outcomes of improved working conditions and employee involvement. The conclusion emphasizes the importance of blue-collar unions, leadership skills, and favorable working environments for increased productivity. References to relevant academic literature are provided.

Managing Human Resource

Executive summary
In this present report study is based on employee relations in existing workplace where in
this report new manger will develop their new working practices in Top trucking organisation.
Where as, with the help of new workplace practices existing employees were feel comfortable and
put trust on new managers. As per detailed study, it can be stated that there are number of risk
which might affect the business entity operations. Top trucking is focused towards application of
change management but due to improper consideration of employees needs the risk has advanced.
Top transport company like Wollongong yard transport company was getting reputed and growth
happened within the company and in region too as it was high performance workplace.

Table of Contents
Introduction..........................................................................................................................................4
TASK 1 ................................................................................................................................................4
1 New workplace practices introducing by the new yard manager...............................................4
2 What are the risk to sustaining these changes............................................................................5
3 Workplace changes in Top transport company ...........................................................................6
Conclusion ...........................................................................................................................................7
References ...........................................................................................................................................7
Introduction
Human resource management is considered as one of most critical aspect which need to be
referred by every business. Managing Human Resource is a function of designing organizational

structure and objectives in such a way to improve employee’s performance. It deals in various
functions such as hiring, compensation, performance management etc. Managing human resource
also deals in safety, wellness, organizational development, benefits as well as employee motivation.
In present report, case study will be evaluated in context to the human resource management. In
this, issues of human resource management will also be discussed effectively in order to meet key
goals and objectives. ( Cascio, and Boudreau, 2010.)
TASK 1
1 New workplace practices introducing by the new yard manager
In top trucking company after some time this is new manger is appointed but in that
situation existing employees are not comfortable with new manager they always resist to change
management. In that situation manager face so many problems in workplace. But the new manager
is participative in nature, where they also show their contribution in their working practices. In that
situation there is various new working practices which may concerning by the new manager as
follows:
positive attitude: A new manager get adopt positive attitude towards their working patterns. In this
point all employees are also get feel positive in their such kind of working practices. Positive
attitude is create a render impact on the whole organisation. Positive attitude will help to creating
positive environment n their said organisation. ( Kusluvan,, Kusluvan, Ilhan, and Buyruk, 2010.)
Participative in nature: A new manger has to develop their participative leadership style in their
workplace practices. They follow participative leadership style . In this style existing employee will
get help from the new manger and build healthier relationship with employees and mangers.
Build healthier relationship: Manager focus on create a healthy workforce environment in
concerning organisation. A new manger is ensure to make more effective organisational
environment. Where each one of employee are get freely with other one's. (
Jackson, and et.al., 2011. )
Provide equality: A new manger has to be develop their policies about equality where manger
focus on to give them equal opportunity to each one of them to get motivated towards their work
and grab new opportunities. They treated each one of them as equally weather is the employee is
male or female.

No culture differences: A new manger has to be develop their no cultural difference in their
workplace. They treated each one of them as equally weather they belong from different religions
and different culture. ( Mendenhall, 2012. )
rewards and retention policies: A new manger has to be develop their rewards and retention
policies where manger focus on the performance basis they give them some rewards and benefits to
deserving employees . With the help of rewards and benefits employee get motivated towards their
working patterns. This techniques will help to retain more and more employees in their workplace. (
Koster, De Grip, and Fouarge, 2011. )
These are the various new workplace practices in Top trucking organisation. Where as, with
the help of new workplace practices existing employees were feel comfortable and put trust on new
managers. On the basis of these practices manager is participative and help every one to their in
work. They will help to performance enhancement, and they also provide authorities to put their
vies and ideas to create effective organisation. ( Mendenhall, 2012.)
2 What are the risk to sustaining these changes
As per detailed study, it can be stated that there are number of risk which might affect the
business entity operations. ( Rahn, 2015. ) Top trucking is focused towards application of change
management but due to improper consideration of employees needs the risk has advanced. It is
because any change that does not cover employees support cannot be employed effectively. Cost is
one of most critical aspect which can impact the overall development and change application. If
business firm is not having proper financial resources then it might be possible that business firm
can face issue in application. ( Rahn, D., 2015. )
If George and the yard manager willing to move on with the changes they required step-by-
step planning to implement it effectively. Without proper planning changes may cause terrible
losses instead of benefits. First they need to understand that what changes will take place and how
those changes will occur. There is need to assign the role to the individuals who are responsible to
look through the change process. Resistance to change is common risk factor. People are usually
reluctant to change which comes in their way and probably afraid to adopt the new procedures. The
change in the organization required leadership, so the one who managing the changes should have
previous change management experience or should be adequately trained for meet the demands
which may occur in change process. ( Carr, Gregory, and Harris, S.G., 2010.) Lack of knowledge
and experience may cause the reverse effect of whole process. Operational disruption is another
factor which generate risks in organizational change process. The change strategies may vary

depending upon the size of the organization or project. Lack of consensus create drastic problems at
the time of the strategic change, everyone should be on board with the corporate change because
there may be so many problem occurred in between the process. ( Wright and McMahan, 2011)
Communication of the guidelines about the probable changes should be properly spread among the
organization, particularly if you are facing major changes. If other employees are not well updated
wit the information then the change process will be cause reverse effect. Changes can cause failure
in integrate the plan into the culture, operations and financial planning, which can cause
organization a drastic and terrible loss. The result of changes are not fully predictable, but the risk at
the time of changes occurred is that organizations become too ambitious only after the assuming the
positive result post changes, which can be harmful for the organization in the context that they cant
focus on the change process and what disturbance it is causing in the current operations. (
Cascio and Boudreau,2010. )
3 Workplace changes in Top transport company
As per Case study Analysis: Top transport company like Wollongong yard transport company was
getting reputed and growth happened within the company and in region too as it was high
performance workplace. but manager named George person was union leader delicate and playing
an important role in transforming information throughout company. The yard held strong position in
market but it had a tough workplace to work. Yard manager was very autocratic preferred to tell
people rather then taking their opinion and yelling at them if it was a bad day. This family company
was more reluctant to spend a huge amount of money on truck. ( Snell, Morris, and Bohlander,
2015. ) There were some drivers called bad eggs, and there were holding a lot of conflicts, lots of
accident and lots of stoppage. 3 years ago this family company was brought by big national
transport group and old yard manager was retired. The new owner had enough capital to spend on
trucks and maintenance drastically. They cleaned up the yard and brought new uniforms to drivers.
New computer system was installed in yard and even more new manager was appointed. This time
new manager was very firm and gentleman and used his managerial quality to take situations in
control. ( Werner and DeSimone, 2011.) He began to talk to driver and union leader and then things
begun to change. This man was not like previous manager who was shouting on workers rather he is
more concerned to ward workers. He first listen to the problem and find solutions rather then
shouting on them. earlier it had some major issues with union leader George with some short strikes
but after he realised that manager had genuine reasons and point of view to his problem. Some
workers who were bad eggs started to pulling out support from his leader and started working on

their proper way. Managers started sharing problem with workers and workers were not treated as
child now. So Manager the personally discussed with union leader and then things changed. The
result was that company won number of new contract in next few years and companies performance
was increased. They started to get visits from head office and other areas of country to observe their
way of operations. ( Werner and DeSimone, 2011.)
Views : Blue collar unions like transport working unions are more likely to engage in workplace
then public or private sector. Union leads play major role in transforming and creating working
environment as their name they are leader of all workers. So they have duties and responsibilities
toward their workers. Whatever mistreats happen to worker is responsibility of union leader and
whatever changes in rules and policies form companies side circulate it should be informed by
union leader. So as per my opinion union leaders are more engaged in workplace changes like this
in private sector as compared to public or service sectors because in public sector government
rules are followed and government always give requirement as per need of employees.
I found out if I am right from taking this case study after analysing situation was before and
after manager changed and working environment change. So this obvious indicates that managerial
behaviour is core key to success. When previous manager improperly behaved with workers huge
conflicts, strikes and other things took place. So After company was owned by National transporting
group and this company made investment in improving working convention and also most
importantly changed manager whole thing changed. New yard manager was more kind and skilled
then previous one. He listened to problem carefully and changed working conditions. So Firstly
union leader opposed but he agreed on manager that it had genuine point of view to the problem.
The working area was computerised. New uniform was given to workers. they listened to problem
by manager and they felt themselves involved in company. So because of this company won many
contract and Growth. ( Wright and McMahan, 2011)
Conclusion
Blue collar union are as important for their organisations as white collar in administration
department for their organisation and same important place for pink collar in service sector. Every
worker is important for its organisation. & union leader have to be responsible and involved in
working condition for their workers. They link as communicator between management and
organisation or company. So their responsibilities are graters for there colleagues.
If favourable working environment is given to employees productivity of firm can be increased.