• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

HR needs analysis of Williamstown Racing Club (WRC).

Extracts from this document...

Introduction

PART A : HR NEEDS ANALYSIS PART B 1.0 Introduction Williamstown Racing Club (WRC) is committed to growing its revenue base, managing its labour costs and assets, maximising long term returns for its membership base, and building a performance oriented culture. It is recommended that the following Human Resource (HR) strategies be implemented such as job analysis and job recruitment; staff development and training program; monetary and non-monetary reward system; and industrial relation strategies. These strategies will be examined as to how they enabled WRC to recruit a highly skilled and effective workforce to meet their race day job roles and responsibilities. 1.1 Recruitment Strategy It is the WRC's objectives to recruit on a bi-yearly basis 300 part time and casual employees in the autumn and spring racing carnival to meet escalating job vacancies and responsibilities need to be met on the race day. "Job analysis information aids the recruitment process by establishing the job requirements to be met and thus identifying who to recruit, helping the HR manager to attract better qualified candidates."1 Furthermore, providing a summary of the duties and responsibilities with clear selection criteria will help managers and prospective employees to better understand the job demands (Stone, 2002, p. ...read more.

Middle

In maintaining the success of this HR strategy, it is important to build a systematic method to evaluate employees' performance, for example, specific goal attainment. By undertaking rewards and compensations to reflect its corporate culture, WRC is able to create a firm base for successful human resource management which allows potential future development and growth. 1.3 Staff Development & Training Investment in employee development and training is a source of sustainable competitive advantage. It advances WRC objectives, which is achieved through 12 months study programs for selected staff to get recognised qualifications by educational institutions. The 5000-hour training program in 2004 is also implemented to improve individual employees' skills to lead the organisation to success. "In the 21st century, the education skills of the workforce will end up being the dominant competitive weapon"3 (Thurow, 1992 cited in Olian, Durham, Kristof, Brown, Pierce & Kunder, 1998, p.21). Thus, training and development is essential for creating readiness and flexibility for a changing organisational environment. By accumulating trainee baseline data before training and development programs are introduced, the WRC department will be able to identify the means to help human resource decision makers develop appropriate and effective programs that focus on specific areas necessary for the organisational success. ...read more.

Conclusion

This implies that union commitment is not an expression of negative attitudes towards the organisation (Snape et al, 2000, p.214). Established positive attitudes about union-management relationship in employees will ultimately result in dual loyalty and commitment (Snape et al, 2000, p.206). Implementation of employee involvement techniques, increased training and greater responsibilities for quality among workers, distributive justice, promotional opportunities, job security and job satisfaction would help WRC create a more cooperative industrial relations climate where union-management relationship can remain positive (Bacon and Blyton, 1999, p.639). The success of the IR strategy largely depends on the employee base it self, therefore strong workplace consultation systems should be maintained within WRC while sustaining union involvement in co-operative workplaces (Geary, 1995, p.376). Conclusion In conclusion, the HR practices can be improved by implementation of the above-mentioned HR strategies, which include job analysis, maintenance of employee databases, and proper job description for systematic recruitment and selection. Secondly, fixed over award wages, individual or collective performance based pay, and performance evaluation criteria are recommended as a rewards and compensation strategy. Thirdly, study and training programs as well as accumulation of trainee baseline should be adopted as a training and development strategy. Finally, management can established and maintain a positive IR climate by trade unions participation in workplace activities via employee involvement techniques, distributive justice, promotional opportunities, job security and job satisfaction. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our University Degree Human Resource Management section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related University Degree Human Resource Management essays

  1. Training Needs Assessment in Dolmino's pizza

    Implementation and delivery of staff development programmes; 4. Evaluation of the total staff development activity; IV. 2. NEEDS ANALYSIS According to Hargreaves and Jarvis (2000:89) there are three main sources from which training needs arise: * organisational needs- meeting long term strategies, developing new products, new technology and retraining staff

  2. Analysis of H&M HR strategies

    This act like a signifier when there is some shift in the economy of a country take place, it probe the shift of responsibilities towards other part of the company which located apart from current. STRATEGY OF H&M AND SHRM: The long term strategy of H&M is to make fashion

  1. HRM Funtions Staffing, Traning, Compensations and Performance Management

    By providing clear job description employees now have a clear view of what is expected of them, and how they can be evaluated. Therefore, individuals now take responsibility for the continuous improvement of business processes, their own skills and contributions.

  2. The author wishes to pursue a career in purchasing therefore this project will ...

    Such systems require integrated technology work effectively. Carter et al (1990) state that integration is an initiative to build competitive advantage through early supplier involvement in product engineering, product development and the sharing of technologies. It is a way to obtain manufacturing capabilities with no capital investment (Narasimham and Das, 1999).

  1. Human Resource Management: Development, Activities, Planning and Recruitment

    and the behavioural elements - all of which contribute to an organisation's effective performance. In many ways, the Skills Development legislation have required organisations to re-engineer their developmental methods and practices. New concepts such as lifelong learning and recognising prior learning should form an integral component of the process of investing in employees.

  2. Cape Breton Wallcoverings - HRM analysis

    The case doesn?t give any insight into how the dismissals are handled, but it suggests that the employee turnover is very low. So it is possible that there are no set procedures for the situation. It there is not procedure how to handle these cases, the company may have issues

  1. The relationship between HR practices and sustainable competitive advantage.

    In the past, land and capital generate competitive advantage for business. HR was considered as a cost department in an organization and it was in a position that is attempted to be minimized. However, nowadays human resources have become the most important resource in organization.

  2. Lbour Relations Case Study - the Screen Actors Guild strike 2008-2009

    During this process the lawyers for both parties would have been required to use mediation in order to negotiate a settlement. If mediation did not work, the judge would have decided the case (Personal communication, Blue Earth County District Court Judge Norbert Smith, February 14, 2011).

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work