Investigating Business Resources

Authors Avatar

P1 – Describe how a selected business manages its existing human resources

MANAGEMENT OF HUMAN RESOURCES WITHIN TARMAC

From:

Date: 30 September 2008

  1. TERMS OF REFERENCE

This report is for the manager and it will describe how Tarmac manages its human resources.  The report has to be delivered by the 30 November 2008.  

  1. PROCEDURE

In order to write this report an extensive research was carried out on the company’s website as well as on other websites related to the business.  

  1. FINDINGS

Tarmac is the leader supplier of heavy materials in the UK, providing solutions in all areas of everyday life, for everyone.  

Vision, mission and values: To be the first choice for building materials and services that meet the essential needs for the sustainable development of the world in which we live.

Tarmac is a limited company and a registered trademark.  

Tarmac is made up of three businesses - Tarmac Aggregate Products, Tarmac Building Products and Tarmac International Businesses.

Tarmac Aggregate Products produces aggregate, asphalt, ready-mixed concrete and provides a contracting and recycling service. This business is divided into seven areas to help them to respond and react more quickly to, and have a better understanding of local requirements. The seven areas are: Scotland and Northern Ireland, Northern, North West, Midlands, Western, Anglia and South East and South West.  

Tarmac Building Products produces cement, lime, mortar and concrete products.

Tarmac International Businesses’ activities range from aggregates and asphalt to ready-mixed concrete and concrete products. They are growing very fast and currently operate in Belgium, Czech Republic, France, Germany, Hong Kong, Middle East and Poland.

Tarmac is a large company and the organisational structure is complex.  The main departments for all three units are operational, technical and commercial; and the main support departments are shown on the diagram below.  

 

The business unit of aggregate products based in the UK and particularly in London has three main levels of staff:

Managers – they organise and plan their departments to exceed the expectation of internal end . They work closely with other managers across the company to promote a range of benefits, including: continuous process improvements, improving accuracy, reducing the need to repeat work and driving up efficiency year on year.

When it comes to human resource management they are responsible for getting the best performance from their subordinates by motivating the team through coaching and leadership, identifying priorities for continuous improvement, encouraging and rewarding staff who contribute with improvement ideas and actions and emphasising the importance of developing skills and capabilities; the company has introduced this coaching style of management instead of using the traditional one (autocratic). Some of these managers are called zone managers and they have a set of agreed performance indicators (KPIs); these show targets they need to achieve and the other employees can voice ideas or show how to achieve results. This is the main way used to improve continuously and also measure staff’s performance; however performance is registered formally as well through documents filled in by employees and managers.  

The Human Resources department also measures employees’ performance analysing data such as absenteeism.  

Supervisors - supervisors work with managers to ensure that operators apply procedures and practices consistently. This involves using  to create value-added services across the business.

Operators – they are responsible for day-to-day operations of the business. This is the level at which a graduate might enter the organisation in order to learn all aspects of the business. The role requires accuracy, efficiency and a high level of individual responsibility. Graduates can achieve rapid progress to more senior levels in the business.

Tarmac promotes and encourages a  of learning and development throughout the business through its Organisational Development team. This team leads and coordinates , learning and development opportunities in conjunction with managers. This enables people at all levels to acquire and practice high levels of skill and expertise. This means individuals can achieve their personal goals, as well as contributing to the wider  and  of the organisation.  Employees are then more motivated because they feel a part of the whole structure and not simply a small fish in a large pool.

In terms of other incentives for employees the company offers a generous package of benefits according to the roles played in the company but in general they are: generous holiday entitlement, contributory pension scheme, private health care, employee SAYE (Save as you earn) scheme, Share Incentive Plan, bonus, Employee Assistance programme for employees and their friends and family; and company car.

Businesses have to respond to rapidly changing markets and conditions in order to remain  and grow. Tarmac’s  of Change Management enables the business to respond to change. It has trained managers to be more like a coach than a boss. A  manager focuses on developing employees to manage themselves rather than managing every task. This makes employees more motivated and better able to deal with future situations.

Staff at Tarmac is encouraged to link professional with personal activities.  This is done for example by arranging football sessions once a week or taking part in charity activities.  In a recent event six employees helped to raise money for Cancer Research UK by climbing the highest mountains in England.  This allows employees to interact no matter their positions at the company.  

To finalise the company does not make use of recruitment agencies to hire staff, on the contrary they give loads of emphasis to this front either by promoting existing staff or by advertising new vacancies on their website which deals only with this matter.  The website address is  and the candidate can find information on everything from the company’s information to training, development, benefits and rewards.  

  1. CONCLUSIONS

Tarmac is very fair to its employees and values its workforce.  This is shown by the way they manage staff, conduct social activities, and encourage personal development.  This is also shown by benefits and rewards offered.  

BIBLIOGRAPHY:

  •  on 30/09/08
  •  on 30/09/08
  •  on 30/09/08
  •  on 01/10/08
  •  on 01/10/08

P2 – Describe the main physical and technical resources that are involved in the running of your selected business

PHYSICAL AND TECHNICAL RESOURCES USED BY TARMAC

From: Cristina Morita

Date: 30 October 2008

1.0 TERMS OF REFERENCE

This report is to be delivered to the manager and it will be describing how physical and technical resources are used by Tarmac.

2.0 PROCEDURE

Research was carried out on the company’s website and also on other several websites relating to Tarmac and businesses in general.  

3.0 FINDINGS

3.1 Physical resources

Being a leader providing materials, services and products to the construction industry Tarmac has as one of its principles the provision of a safe and healthy environment to its employees, government, contractors, suppliers, community, customers and stakeholders.  

The main aspects involving physical resources described in this report are about its buildings and facilities, materials and waste, plant and machinery, equipment, vehicles, planned maintenance or refurbishment, emergency provision and security.  The research was concentrated mainly on one of the Tarmac’s divisions which is Tarmac Topblock, leader manufacturer of concrete blocks, however some information are about Tarmac all over the world as the company is huge, has several sites and offices, and over 12,000 employees.  

3.1.1 Buildings and facilities

Tarmac has 11 Topblock sites in the UK which are located near to raw materials sites and the majority of its ready mixed concrete and asphalt plants are sited near quarries to ensure speedy  and to save time and travel costs. It  to locate quarrying and manufacturing facilities in the most appropriate locations to meet local market needs as well.

Tarmac Topblock has a training facility available to the public specifically for thin joint blockwork at its aircrete factory in Essex. The facility focuses on training the trainers, especially college lecturers, whom offer construction courses. The training facility provides lecturers with comprehensive information on building with thin joint masonry, and associated materials and methods, such as projection rendering and plastering.

In general Tarmac has been providing adequate welfare facilities to all employees as the management of each business is responsible for ensuring that appropriate arrangements are made for the fulfilment of safety and health and for monitoring its implementation and effectiveness.  

3.1.2 Materials and waste

Preference is given to the use of locally sourced materials. This both supports the local economy and limits the impact due to transportation.  Use of recycled, by-product and waste materials is made wherever possible without detriment to the quality and performance of the products. Prime examples include ash from coal-fired power stations, blastfurnace slag, recycled foundry sand, quarry fines and recycled concrete.

Waste is a monitored Key Performance Indicator at each plant. Waste is recycled back into the process. In addition, uncured aircrete is immediately reused as part of the process and cured aircrete waste is recycled as aggregate for Hemelite production.

To reduce the use of water efficient manufacturing practices take place and when it comes to energy consumption steam from the curing process at the aircrete factories is reused throughout the cycle.  

3.1.3 Plant and machinery

Tarmac has trialled two systems to prevent employees becoming affected by hand-arm vibration syndrome (HAVS). HAVS results from damage to small nerves and blood vessels in the fingers caused by the overuse of hand-held vibrating tools, and can cause chronic pain and numbness. In 2007, Tarmac invested £500,000 in 15 modified mini-excavators developed by JCB. The vehicles have built-in, driver-controlled excavation equipment that reduces the need for hand-held jackhammers.

3.1.4 Equipment

Tarmac's  division has also adopted an innovative technology that measures workers' exposure to vibrations over the course of a day. Employees attach a small reader to their hand tools, which measures the length and intensity of vibrations. The reader also uses a lighting system to warn users about the risk of HAVS - green denotes safe working, amber indicates that it is time to stop using the machinery, and red warns of dangerous vibration levels. When they have finished using a tool, employees can transfer the reader to another piece of equipment and record their total, cumulative exposure to vibrations. The recorded information is downloaded to a database, which Tarmac uses to identify trends in vibration exposure and monitor the effectiveness of its efforts to reduce HAVS. The vibration monitors will be introduced into the business during 2008.

Join now!

ICT - until September 2007, Tarmac Online was a basic web-based system used by around 2,000 customers for confirming the details of invoices, delivery tickets and other documents. Customers who were taking receipt of a particular order could log onto the site to check their consignment against a scan of the original paperwork.

That was useful – especially when delivery tickets went missing or there was a dispute about an invoice – but it was cumbersome and limiting for both the company and its suppliers. It lacked timeliness, there was no means of drilling down into the data, and, most ...

This is a preview of the whole essay