Discuss about the Human Resource Plan for Tobago Motors Ltd.
To obtain increased understanding on the relevance and effectiveness of human resource plan, Tobago Motors Limited has been selected in this paper. This company is observed to be the renowned company in the automotive sale industry within Tobago. The objective of the paper is to prepare a human resource management plan in Tobago Motors Ltd with the intention to understand the relevance of HRM plan in attaining organizational objectives.
Human resource planning serves as a process that recognizes recent and future requirements of human resources for organizations to attain organizational objectives (Bamberger et al., 2014). The training plan prepared in this paper indicates the overall structure of training by means of which the human resource development requirements of the company. The preparation of the human resource management plan will encompass training plan, compensation plan, and the orientation plan of the selected company.
Tobago Motors Limited is one of the oldest automobile companies that have established its business through separate subsidiaries in order to represent a major brand. The company is intended to maintain superior quality of its products along with its experienced team of specialists and trained technicians (Akingbola, 2013).
The human resource planning will indicate an evaluation of the human resources within an organization. The HRM plan will make sure regarding the presence of employees with specific skills and knowledge in the organization. The HRM plan has selected Tobago Motors Limited in preparing such plan. The compensation plan that will be prepared in the HRM plan will have the motive of evaluating purpose and components because of which employees gain salaries, bonuses and incentives (Bratton & Gold, 2012).
The strategic HR analysis mainly states the overall Tobago Motors Limited, which might be used in developing an effective plan. In addition, the use of effective interview and questionnaires helped in gathering the required data for the action plan. Delahaye, (2015) stated that gathering information from employees mainly help in detecting the main issues, which might be hindering the overall productivity of the workforce. The use of the following question could help in detecting the viable issues hindering operation of Tobago Motors Limited.
The overall question mainly helped in identifying the grievance of the employee regarding the inappropriate compensation, training and orientation system. In addition, the employee mainly stated that there are problems, which mainly hamper the overall productivity and is reducing the morale of the employee. Furthermore, the termination process of the company is not valid as stated by the employee, which does not weigh the overall efficiency provided by an employee, instead counts the listed measures (Mello, 2014).
In addition, around 50 employees are interviewed and are asked the questions presented in the above paragraph. Furthermore, the finance, Administration, and labor department of the company has been interviewed for collecting the relevant data for the research. Jackson, Schuler & Jiang, (2014) argued that manipulation of data and intervention of personal grudge might invalidate the overall research outcome and reduce the overall viability of the study.
The mission of the Tobago Motors Limited is to bring out improvement in the human resource management process such as training and development, termination, recruitment and orientation. The vision of the organization is to position of its business as the most profitable and responsible company in the region (Mitchell, Obeidat & Bray, 2013). The company has a culture of shared values along with accountability. The company has values of integrity and honesty, growth, responsibility and regular improvement for delivering the brand promise. Based on such considerations, the HRM plan is prepared for the company in order to invest more on database process for bringing improvement in the company’s human resource practices.
After interviewing the managers and the staff of Tobago Motors Company, several issues faced by the employees in the company were identified. The survey revealed that the employees faced issues regarding compensation plan, orientation plan, training plan and termination plan developed by the company (Mollahajlou et al., 2015).
In order to deal with the HR based identified issues several effective actions have been taken to resolve the HR concerns of Tobago Motors Ltd. The human resource management issues and the associated actions to deal with those are described in details:
Table 1: The Human Resource Management Plan of Tobago Motors Limited
|
Human Resource Management Program |
Strategic Importance of the Program |
Program Objectives |
Program Recommendations |
|
Compensation Plan |
The compensation program will help in introduction of new health policy, education allowances, accident benefits, and offering monetary benefits based on employee’s superior performance within the company (Mollahajlou et al., 2015). |
Implementation of suitable compensation plan will facilitate Tobago Motors Ltd in attracting quality employees along with encouraging employee retention. |
Under the compensation program, Tobago Motors Ltd is recommended to draft such policy and pay quarterly bonus to all skilled employees at the month end. |
|
Training Plan |
The training program has increased importance as it can improve communication, improvement in the databases, increased in trainer’s knowledge, and can offer expert knowledge. |
All the activities in the training program have the objective of increasing employee job satisfaction, decreasing supervision, decreasing turnover, and enhancing employee motivation level (Schippmann, 2013). |
Under the program, the company is recommended to conduct seminars, conferences, technical sessions along with the meeting and training sessions within the area of work. |
|
Orientation Plan |
The importance of orientation plan includes its intention in improving Tobago Motors induction program along with communication and quality management system |
The objectives of the orientation plan are to facilitate employees to be familiarized with work, with increased productivity and retaining employees. |
The company is recommended to develop an efficient induction process, increase interaction among employees, and develop quality standards (Snell et al., 2015). |
|
Termination Plan |
Termination pan of Tobago Motors is deemed important as it can develop effective termination plan that will lead to reducing employee turnover within the company (Stone, 2013). |
The objective of the termination plan is to provide desired pension, conducting effective exit interview and offering effective notice period. |
The company is recommended to evaluate the retirement procedure and make effective pension and notice period procedures. |
Conclusion
The objective of the paper was to prepare a human resource management plan in Tobago Motors Ltd with the intention to understand the relevance of HRM plan in attaining organizational objectives. From the completion of the paper, it can be gathered that HRM plan has selected Tobago Motors Limited in preparing such plan. In addition, the employee mainly stated that there are problems, which mainly hamper the overall productivity and is reducing the morale of the employee. The human resource planning indicated an evaluation of the human resources within an organization. The HRM plan made sure regarding the presence of employees with specific skills and knowledge in the organization.
References
Akingbola, K. (2013). A model of strategic nonprofit human resource management. Voluntas: International Journal of Voluntary and Nonprofit Organizations, 24(1), 214-240.
Bamberger, P. A., Biron, M., & Meshoulam, I. (2014). Human resource strategy: Formulation, implementation, and impact. Routledge.
Bratton, J., & Gold, J. (2012). Human resource management: theory and practice. Palgrave Macmillan.
Bratton, J., & Gold, J. (2012). Human resource management: theory and practice. Palgrave Macmillan.
Delahaye, B. (2015). Human resource development. Tilde Publishing.
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), 1-56.
Mello, J. A. (2014). Strategic human resource management. Nelson Education.
Mitchell, R., Obeidat, S., & Bray, M. (2013). The Effect of Strategic Human Resource Management on Organizational Performance: The Mediating Role of High?Performance Human Resource Practices. Human Resource Management, 52(6), 899-921.
Mollahajlou, J. S., Rostami, A. R., & Parvar, H. R. (2015). Identifying the Driving Affecting Factors on Success in Human Resource Strategic Planning. Jurnal UMP Social Sciences and Technology Management Vol, 3(1).
Schippmann, J. S. (2013). Strategic job modeling: Working at the core of integrated human resources. Psychology Press.
Snell, S. A., Morris, S. S., & Bohlander, G. W. (2015). Managing human resources. Nelson Education.
Stone, R. J. (2013). Managing human resources. John Wiley and Sons.
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