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Human Resources Clear strategies
Dependent upon the scenario, there are two key strategies that need to be undertaken, the first one being a reasonable amount of inductions of female workers and the second one being a mechanism by which contract workers and technicians are incorporated as permanent workers. As a fast growing company, and one whose vision is focused on excellence and deliverance of high quality products. Boutique Build Australia needs an action plan to tackle both upcoming changes, which may become either a challenge or an opportunity dependent upon the approach.
Past Actions
The company already holds 7 years of corporate and operational experience, meaning their techniques are effective and contractual workers are loyal, even if they are not available all the time to work. The company’s decision to induct more female workers and permanent technical workers is for the sole purpose of equipping their team and making it stronger than before. The fact of the matter is that the company will now be dealing with complications such as the minimum wage, occupational training, maternity leaves, higher salaries for the former contractual workers, greater technological presence and greater social responsibility; all factors which correspond with the PESTEL analysis.
Actions for the next 12 months
The action plan for the next 12 months will be this based on the new developments which the company needs to undertake by amalgamating the economic, technological and legal matters with the social, political and environmental ones. Essentially, the former are focused on the firm’s own competencies whilst the latter are restrictive measures imposed by the extrinsic environment. These actions have been depicted with the utilization of the timeline below:
A timeline
Technological marketing Higher wages and fringe Social responsibility
benefits (also occupational + costs taken into
Training account
Strong legal and operational A friendly environment
mechanisms introduced by company
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Roles and responsibilities of Human Resources
It is the company’s duty to capitalize on these newly acquired assets. Firstly, as Berry (2005) mentions women have a subjective understanding of interior design, and this irrespective of the patriarchal or neutral environment needs to be utilized both covertly and explicitly. Secondly, Elson and Pearson’s (1981) analysis helps this cause by stating women’s “nimble” fingers being able to offer the expertise that men cannot, and hence this elegance needs be preserved through and through by the offering of fringe benefits, effective salary packages and a welcoming environment for their kind.
The second challenge lies in the permanent employment of contractual workers, behind which it is important to understand the reason behind such nature of the workers. According to Gonsalves (1988) a long staying issue is that there has been strong exploitation of contract workers, and it has occurred to the extent that they no longer trust the the companies hiring them, and therefore remain unavailable at times. The important duty that the company then has is to install friendly mechanisms and attractive packages to them, coupled with occupational training and a regain of the trust that was lost so that they may willingly embark upon a permanent position and serve the company loyally. Hellmann-Theurer, M. (2013) argument regarding how the work for the technical workers has always been unstable is indeed a stigma that needs to be tackled and done away with. Lastly, according to Kunda, Barley and Evans (2002) study, contract work has been historically better paying than permanent positions and the workers can acquire contracts from various companies if the work does not go well in one. It is therefore the company duty to tackle this challenge and offer high salary.
Outcomes
The company outcome is to eventually become the leading brand in boutique built homes, with a the most competitive workforce having both an even proportion of male-and-female workers but also permanent technical workers to ensure that the appropriate blend of both combines in offering the most lucrative customer service and final product.
Additionally, the role of the Human Resource Manager as well as the Operations Manager are crucial in the pragmatic application of this vision, hence the practical measures in their timely approach need to be adopted in order to ensure that the company attains these mentioned goals for becoming of the market leader.
