-Developing a HR Strategy

By:Manish Dharma (06)Ketan Gaikwad (07)

Anjali Jalan (13)Mayuri Modi (29)

Preeti Rathi (40)Enayet Shah (51)

Introduction to TARMAC

Established in 1903

Building / Constructi on

Industry

Key areas of Operati onal

Structure

Variati on in the work

HR recruitment-

past & present

Why need good

employees ?

How to outperform

rivals ?Need for HRM & Workforce

Planning

The Human Resource Process of Tarmac:

HRM-How much and when?

High Performance

How to keep the focus

D Develop Markets

R Reduce Costs

E Engage Employees

A Act Responsibly

M Manage Assets

Objectives and Targets

Acquire skills

Awards and

Rewards

Acquire Qualifications

Employee’s Motivation

Workforce PlanningMeaning: • Process used to align the needs and priorities of the

organization• To ensure it can meet its legislative, regulatory, service and

production requirements and organizational objectives

Need/Role/Importance:• Intellectual Capital-• Iterative discipline -• Attrition- • Capacity Utilization-• Revenue Generation-• IJP’s and Promotions-

Workforce Planning Contd….

Training & Development-Diverse Workforce-

Training Duration & Actual Production Date-

Recession Period-Closing the Gaps-

Business have varied requirements with respects to jobs

Also in the Tarmac case here has described the various job profiles and the kind specialist skills

they have moved towards too

Every role has clear Job description

It also has people from varied fields and varied positions

Getting the Right peopleRecruitment and Selection

Job Description and Person Specifiction

Advertisements

Diversity

Shortlisting

Tests and Inteviews

• Personal Development Plan

• Helps Employee achieve full Potential

Building Skills & Capabilities

ROLES

Human Resource Advisor

Commercial Analyst

Business Administration

Team Leader

Human Resouce Advisor

Focus on matching the needs

Tarmac depends on its people

Every employee has a valuable role to play

Distinct and important competitive advantage

Conclusion…