Challenges to HR Managers at British Gas

Ch entirely in allenges to HR theatre directors at British blow outChallenges to HR Managers at British atom smasher1.0 Q 1 . Business Environment is ever-ever-changing all(prenominal)day and bringing new challenges to the HR Managers. What atomic number 18 the challenges forces by HR Managers at British liquid in the UK?Ans. With the increase in craft competition topical anaestheticly and globally, nerves must reach client-focused to succeed. Therefore HR maestro has to work out to become a strategic partner and a change mentor within the institution. In order to succeed, Human imaging must be a business driven function with a thorough understanding of the organizations big picture and be able to work on key decision and policies. In general the focus of todays HR Manager is on strategic personnel retention and talents development. And they leave excessively outperformride and fight for values, ethics, norms and beliefs within the organization.In a 2004 Deloitte Research Study, Athey (2004. p1) noted that, organizations in recent days receive to deal with many external forces which influences the direction they do business and how they develop and implement a business plan. any(prenominal) of the external influences that encroachment an organizations business planning atomic number 18 government, natural disasters, terrorist threats, local and community, vendor, competitors, transportation etc. Therefore it is historic for British hitman to pass their business continuity plan. If British petrol able to do so consequently they arse rationalize their small and large un crawl inn imprint in their free-and-easy operations. That is why HR Manager of British Gas should evolve with the change in emulous market environment and ready that they must play a more(prenominal) strategic role in the success of an organization. So, in this global business environment crisis what kinds of challenges argon reflection by the British Gass H R motorcoachs? In UKs market the companies like EDF energy, era energy, N power, Scottish Hydrogen be consistently competing with British Gas. If these companies inflict their prices to attract more customers then it will be a challenging issue for British Gas. If this happens then, British Gas nooky reduce their prices at the same time manage their customers with calibre services and make them clever with offering any(prenominal) bonus facilities. For doing this British Gas has to hire take-headed employee and place them in a challenging position, Otherwise they might face the retention challenges.Secondly, looking at some political challenges like convention of counter policies country tax Since the whole world economy is tottering and to make some positive changes in UKs economy govt. might trim back some extra taxes to the big companies like British Gas. And if this is happen then British Gas management might think about to reduce their workers salary or layoff som e workers. Thus how to plan the HR force towards British Gas employee then? Then again some social factors like attitude of workers towards the management is a problem. Example workers are not giving their shell effort, may be they are emotional or not satisfied with their job. Sometimes the workers bring their family problem in work. So how the HR manager will handle these issues? Then again, when British Gas hire employee from different horticulture sometimes the hired people dont know the English very well but they have the competency of keeping the offered position. So its a kind of challenge for HR manager that which learns are given to the employee and how that employee will be scoffted to the specific position. A part of that, every single day new technologies are coming up. So how the British Gas HR will fit the workers with their new technologies, which training they can provide to the workers then? Then the late ages workers are not that adroit of using the exper t staffs but they are well efficient towards their manual of arms works. Thus how HR will fix this problem. According to Cox, (1993) suggests that a HR Manager necessitates to change from an ethnocentric view (our way is the best way) to a culturally relative perspective (lets take the best of a variety of ways). This shift in philosophy has to be ingrained in the managerial framework of the HR Manager in his/her planning, organizing, leading and despotic of organisational resources. Now we should look forward to how globalization changes the HR policies and a part of that, what kind of challenges are facing by the HR Managers. So globalization can be mendd maked on on-going political, economical, social and technological issues and with the help of these issues business environments have been greatly changing from last few decades. Thus organizations are required to respond in a strategic manner to the changes in order to survive and progress in this emulous world. And for surviving well into the market the HR manager should be integrated with the dodge and strategic need of the firm. Then HR policies should ad average, accepted and used by delimit managers and employee as part of their daily work. According to the above statement, the British Gas has already focused on macro based oriented, productive, and long term goals. Nowadays Human election function faces many challenges during the globalization process, including creating global mind-set within the HR group, creating practices that will be consistently applied in different locations charm also maintaining the various local cultures and practices and communicating consistent corporate culture across the entire organization. In this circumstance British Gas Managers should bear upon these challenges and the whole organization should attend the HR personnel not as just the administrative service but as a strategic business.As an expanding business of British Gas, HR managers will face some p roblems like Health Safety policies, EU regulations, huge demand for tone service to the customers. Therefore British Gas can developing wellness safety policies by conducting risk assessments which indentify hazards, carrying out health safety audits and inspections, implementing occupational health programs, managing stress, preventing accidents, communicating with employee about the health safety practices etc. And for ful asking the customer demand, those who are working for British Gas needed more technical training, people skills training. And the HRD of British Gas also can come up with some global training programs like Cross cultural engineering transfer, international protocol and presentation, Language training etc. If British Gas trains their employee with a global perspective then the adept employee shall be modify job satisfaction and retention of overseas staff and enabling a newly assigned employee to communicate with colleagues abroad. These kinds of training will not just now if help them to develop their skills and knowledge but also work as motivational and building block to organizational success.Q2. Comment on how HR activities contribute to the success of British Gas. Use any 2 HRM Models to exempt your answer.Ans. Nowadays effective and efficient HRM is a big challenge to all HR professionals. And the sole purpose of HR is to help humans via go-between between employees and employer. Thus British Gas has to fructify what benefits they are automatic to offer to their employees and what portions the telephoner is willing to pay for those benefits vs. what they may mandate their employees to plowshare costs in those same benefits. Since HR professionals are playing a very critical role for British Gas wherefore its important to know that how the HR strategies coordinate with British Gas business strategies. Since British Gas is a huge community and lots of technical workers are working with them thus in this come with th ere is a need to attract, retain and motivate employee because it is heavily dependent on the knowledge base and expertise of the employee and such there is a need for building a kind of high cognitive process culture based on a strategic mission. HR activities contribute to the success of British Gas in the following wayRecruiting both skilled and unskilled employee which have to go through the training and development called traineeship, which provides a way the new employee/ go in learns about the throttle valve industry, gain relevant skills and qualification to ensure that organization objective to bear on consumers high demand for quality services and competitive price for products and services.HR train their engineers throughout that career which ensure that its employees are kept up to date with new cultivation and technology to modify them provide the best possible service.HR has strategy of retaining its people by offering a commingle of financial and nonfinancial b enefits. This is in line with the organization strategy. As well as the good pay and allowance shunning also providing each employee the opportunity of buying shares in Centrica.From the compend above, it is clear that we can say British Gas adopts cardinal models, that is to say Fit model Holistic/dialogue model.Fit Model take on recognition of the importance of the people in the achievement of organizational strategy. Employees are seen as key in the implementation of organizational and HR strategy is designed to fit the requirements of the organizational strategy.British Gas uses this method to align their HR strategy with organization strategy also it aligns the interest of the workers (pension scheme, investing opportunity, development and training, salary interest)with the interest of the organizations (to maintain the competitive position the company has within the energy market, ensure returns on investment by fashioning profit by share holders) end goal.Harvard Fra mework for HRMHarvard model (Beer et al) of HRM unquestionable by Michel Beer, Richard Walton, Quinn Mills, they argues that human resource policies are to be influenced by two significant consideration, first, situational factors, second, shareholders interest. And Harvard framework also explains the significance of the HR policies in the organization which recognize external environment and refers that if its powerful used would lead to organizational potency. It also can be used a good fit between organization environment and HR policies and it would lead to various broker like employee commitment, cost effectiveness in product and services and congruence which are all covered by the Harvard model and the British Gas holds firmly these elements in dealing with its employee as one of its organizational objectives. The following elements will give us the idea that how the HR in British Gas apply this to the organization.Competence The HRM of British Gas has a polity that ref lects to the organisational objective in selection of their workforce. HR department not only concern about recruiting skilled engineers but also give anxiety to go through its assessment centre before appointing an employee for his/her job, which can determine the core competence and life skill of that employee. Personal skills that are created an impact on the customers experience when someone is to work on the field. Core competencies involves squad working, leadership skills, listening skills, problem solving skills, interpersonal skills(such as properly dealing with customers), motivation skills, innovation skills and responding to changes. These are crucial skills that can reckon the way an individual fits in and works within an organisation and also important because these skills can determine the companys lose or gain more customers. And if British Gas loses then the customers will be shifted to their rivals. Commitment fit in to Bratton, John and Gold, Jeffrey (Beer et al Human resource management Theory and confide second edition page 19). Refers, one way HR of British Gas can contributes to the company is that the employee are made to invest high interest to their work within the organization, which will give up two aspects First, it will enhance self respect and value, at British particle accelerator the HRM has a form _or_ system of government that counter on employees, for those offered a job, With Human resource strategy British Gas provides the job benefits including a market competitive starting salary and van from outset. And with British Gas development offers technical comprehensive training for all its engineers throughout their career by their training academy. And the training ensures that employees are kept up to date with new information and technologies and provide best services possible.Second, it will accelerate the employee loyalty and executing towards their work. When British Gas offers employee to invest in the company w ith having to their own shares in its Parent company (Centrica), also offering good pension scheme after retirement which increase the commitment of the job and good mother wit of responsibilities. And its the plus point of promotion to management level, which is a strategy of the HR in retaining its suitable people for promotion to higher role, because it take managers to plan, conjure and co-ordinate the teams of engineers.Congruence here it states that there must be pledge between and amongst various HRM policies and practises in operation. At British Gas HR need to keep in mind the fact that having a company policies of recruiting people from different background and sex as is seen in the case, the company in trying to meet with a enlisting process that is all embarrassing (being recognised by operation now, wining the prestigious award for inspire the work force of the hereafter, an award for women into science and engineering etc) must consider not just overall employee n umbers but ensuring that it attracts and retain the skills that will be required within the business. British Gas managers articulate a programme of forecasting to assume how much the UK market for domestic gas service will grow and this helps the company to decide how many additional engineer they will require in the near future. Cost effectiveness At the same time HR policies must be evaluated in terms of wages, benefits, disturbance etc. In this segment British Gas HR implements its strategy that confront to the organisational strategy in developing and recruiting their employees to become capable and competent employees. And future managers can ensure the organisation turnover remains increasingly high and implement in their salary policy that is highly competitive. Thus, HRM knows it is much more cost effective to retain trained staff than recruit and train up new people therefore this strategy which is in line with the organisations strategy of minimising cost and maximising quality staff retain ship through offering a mix of both financial and non financial benefits helps the organisation achieve its goals.Lastly, looking at long term scenario, the organisation tries to differentiate between three levels social, organizational and individual. In organisational level increased effectiveness and ensure the survival of the organisation. By providing top-class service at lower price to its customers and ensuring for a well define working environment, and also developing job training and a good pension scheme for it employee at the British Gas. At individual employee level the long term output comprises the reward receive by the workers for their efforts. In the societal level some of British Gas societal goals (employment and growth) are attained, offering exciting career paths for people of all backgrounds. This is how HRM at British Gas can achieve the success.Q3. Describe Recruitment Selection Strategies that have been taking by British Gas to enhance organization performance?Ans. For British Gas workforce planning is essential because it analyze an organizations future needs for people in terms of numbers, skills and locations. It allows the organization to plan how those needs can be met through recruitment, selection and give them proper training. It is vital for British Gas to plan ahead because the company wants to satisfy their regeneration customers by recruiting socially inclusive workforce. It seems that their HR personnel are minuscular too much busy with the recruitment and selection process to meet its future demands for staff. It allows a business time to train existing staff to take on new responsibilities and to recruit new staff to fill vacancies or to meet skill shortages. But due to the recession, many organizations including British Gas not willing to expect so much on recruitment. Thus is this circumstance what are the strategies they are following in their recruitment and selection process.Recruitment stra tegies British Gas recruitment involves attracting the right of applicant to apply for vacancies. They follow some ways of recruiting people. They first looks at its immanent talent plan to fill a vacancy. This is a process that lists incumbent employees looking for a move within the same level or gets a promotion to the next level. Since they need to make happy veer customers thus they need to search people from the different regions peoples. So they can help their customers by offering different language, cultural value, norms ethics. They also emphasis on recruiting female engineers so that they can handle the female customers. This is just because sometime some female customers do feel comfortable to maunder to the male one. And for some other external recruitment, British Gas advertises vacancies (like apprenticeship) via their specializer Sky channels like parliamentary project TV, radio, newspapers, DVD for schools and British gas website.Selection Strategies involves choosing the most suitable people from those that apply for a vacancy, while keeping to employment laws and regulation. For British Gas screening candidates is a very important part of the selection process. This ensures that those selected for interview have the best fit with the job requirements.Ref The Challenges of Human preference Management..The Challenges of Human Resource Management. 25th November, 2009