Organizational Success through

Workforce Excellence & Strategic HRM

 Group 1
Case study – Developing a Human
Resource strategy (Tarmac)
1- Abed Nour
2- Abed Houcein
3- Amrithalingam Raveena
4- Anilkumar Sandhyamol Amal Krishna
5- Asare Abhishek Rameshwar
6- Athapaththuge Don Hiran Basura Athapaththu
7- Avhad Mohit Vishnu
8- Ben Hlel Mohamed Oussama
9- Biju Betsy
10- Chaudhary Milan
11- Chempakasseril Murali Midhun
12- Chethimattam Prabha Anuja
13- Chittattukara Joy Jeminson
14- Choodani Chandrababu Anjali Devi
15- Chourasia Abhishek
16- Dissanayake Galbokke Appulage Ishani Priyantha
17- Don Kosala Dias Wijesinghe
18- Sampathawaduge Divya Kavindi Fernando
 TARMAC
Tarmac was established in 1903 and is a leading construction and
building materials company based in the UK, specializing in aggregates,
asphalt, concrete, and cement.

To be the leading sustainable building

materials and construction solutions
business in the UK, delivering high- VISION
performance products while minimizing
environmental impact.

• Provide high-quality and sustainable construction

solutions to customers.
• Invest in innovation and advanced technology to
MISSION improve efficiency and reduce environmental impact.
• Support employees’ growth and development, ensuring
a skilled and motivated workforce.
• Operate responsibly and sustainably, focusing on
reducing carbon emissions and promoting circular
economy practices.
 Summary of the Case Study
• How HRM operates at Tarmac and aligning HR strategies
• Innovative recruitment and selection strategies used by Tarmac
• How training and development operates at Tarmac
• Tarmac's workforce planning, employee engagement, competitive advantage
and sustainable HRM
• Personal development plans and diverse workforce planning by motivation

D Develop By targeting customers and working

marketers closely with them
R Reduce costs By being operationally efficient
FIVE big goals E Engage With everyone working to one plan and
at Tarmac employees having good performance recognized
A Act By promoting a sustainable and safe
responsibly approach to business
M Manage By looking after investments and
assets equipment, as well as the natural
resources used by the business
What is Human Resource
Management?
Human Resource Management (HRM) is known as strategically managing people to align
with an organization's goals while meeting employee needs. It involves recruitment,
training, performance management, employee relations, and workforce planning

Tarmac develops and engages employees through;

• Personal development plans
• Training programs
• Performance recognition
The purpose of Tarmac's HRM strategy is to improve efficiency and long-term success by
coordinating human resources with business objectives.
Recruitment and Selection at Tarmac
Recruitment is the process of discovering qualified candidates for a job
opening through simulating applications.
Selection is the process of shortlisting candidates and choosing the most
qualified candidates for a given job opportunity is referred to as selection.

• Identification of recruitment needs

1

• Set job description and person specification

2

• Advertisements (Journals – Construction Weekly & Personnel Today)

3

• Short-list based on applications received

4

• Interview
5
• Selection (Selection tools for Graduate students - competence questions,
group exercise, delivering presentation, psychometric testing and an
6 interview)
 Training Development

Training Focuses on short term skills

for current roles
Focuses on long term growth
and leadership skills
VS Immediate impact on Employees tend to take more
Development employee performance responsibilities over time

Gain technical and job Career advancement and

• Training is the short term process specific knowledge preparing future leadership
of improving workers' knowledge, skills and roles
skills, and ability to perform their Ex: Training employees to use Ex: Personal development
jobs. new machinery or software at plan implemented by Tarmac
• Development means employee’s Tarmac. helps to prepare employees
overall progression long term, The for leadership positions.
A formal course on using a
purpose of these learning
new technology in a quarry To get ready for a managerial
opportunities is to help employees might be offered by Tarmac. role, a commercial analyst at
develop. Tarmac may participate in
leadership development
courses.
 Advantages of Training and
Development
Improve employee
Employee satisfaction
retention

Increase
Innovation
productivity

Boost employee
Employee satisfaction
performance
The Importance of Diverse Job
Roles in Tarmac
A large business like Tarmac which operates in constructions industry needs a variety of job roles in order to
maintain efficiency, productivity and long term growth. several departments and skill sets collaborate to manage
operations, innovation, customer service, and compliance. As an example, we can see in the case study how
Tarmac operated for London 2012 Olympics by using a diverse workforce.

• Operational Roles: Quarries, recycling sites, and plants need skilled workers to extract and process raw
materials.
• Commercial Roles: Sales, marketing, and customer service roles ensure customer satisfaction and business
growth.
• Technical Roles: Web marketing officers and procurement managers leverage technology to enhance visibility
and optimize costs.
• Support Roles: HR advisors, finance officers, and business administrators provide essential support to keep
operations running smoothly. This diversity ensures Tarmac can manage its complex operations effectively,
adapt to new challenges, and maintain its market leadership.
 Strategic benefits of workforce
planning for Tarmac
• Cost Reduction: Proper workforce planning in Tarmac minimizes
recruitment costs by ensuring retention and up skilling of current
employees.
• Adaptability to industry changes: Workforce planning enables Tarmac to
adapt to market trends, technological advancements, and sustainability
goals by hiring and training experts to meet environmental regulations.
• Employee Development and Motivation: Through personal development
plans, Tarmac improves employees' capabilities and keeps them engaged,
reducing turnover.
• Improved operational efficiency: By ensuring that there are the proper
amount of machine operators and logistics coordinators, workforce
planning helps Tarmac to distribute resources efficiently and avoid delays
in the production and distribution of materials throughout quarries,
production plants, and logistics.
Impact of Workforce Planning on Tarmac’s
Performance and Competitive Advantage
Workforce planning
(Identifying hiring needs and goals)

Job posting and recruitment

Selection and hiring

Employee training and development

(Technical training, safety workshops, leadership
development programs)

Performance management

Career growth and retention

(promotions, employee recognition, leadership roles)

Improved performance and business success

(competitive advantage, skilled workforce, operational
efficiency)
Real Life Examples

• Goodrich Lanka Pvt Ltd (Shipping and logistics based in Sri Lanka)
Goodrich Lanka advertises job vacancies in websites (Top jobs) in order
to attract qualified individuals, that suits the gap and conduct two
interviews training programs to enrich the skills and talents.
• Freshworks (CRM & SaaS Company, India & US-based)
Freshworks uses referral-based hiring and structured technical
interviews to attract top talent. As an example company implemented a
fast-track hiring day, where candidates complete coding tests,
interviews, and job offers in one day. This reduced time-to-hire by 50%
and helped secure top talent faster.
• FusionCharts (Kolkata-based IT startup specializing in data
visualization)
Company does recruitment by hiring through referrals and GitHub
contributions rather than traditional job portals. For training and
development it focuses on peer-led onboarding, online courses, and
open-source contributions instead of classroom training.
 • Implement AI-powered recruitment
tools to streamline the hiring process.
• Implement chatbots for initial
candidate engagement and interview
scheduling to provide personalized
Future-Forward experience.
• Use HR analytics to predict employee
HRM: turnover, measure engagement, and
Innovative optimize workforce planning as a data
driven decision making.
Strategies for • Implement virtual reality training
programs to provide immersive
Tomorrow’s learning experiences and career
Workforce development.
• Green HRM - Promote eco-friendly
workplace policies, such as paperless
HR operations and carbon footprint
tracking.
QUIZ TIME
Quiz Questions

1. What is the primary role of Human Resource Management at Tarmac?

a) Extracting raw materials for construction
b) Creating financial budgets for the business
c) Identifying the skills and knowledge required by the business
d) Managing sales and marketing campaigns

2. What does the acronym "DREAM" represent in Tarmac's strategic goals?

a) Design, Recruit, Engage, Act, Manage
b) Develop markets, Reduce costs, Engage employees, Act responsibly, Manage assets
c) Deliver, Review, Enhance, Align, Measure
d) Develop, Retain, Employ, Achieve, Motivate

3. Why does Tarmac need a diverse workforce?

a) To comply with UK labor laws
b) To support its broad product portfolio and range of operations
c) To reduce operational costs
d) To eliminate the need for external contractors

4. What is the purpose of workforce planning at Tarmac?

a) To estimate the cost of employee benefits
b) To review human assets and organizational structure continuously
c) To eliminate older employees and hire younger staff
d) To manage customer service inquiries

5. Which of the following is not considered as a selection tool for graduates at Tarmac?
a) Delivering presentation
b) Psychometric test
c) Group exercise
d) AI powered screening tools
6. How does Tarmac ensure employee engagement?
a) By setting clear objectives and targets
b) By using a top-down management style
c) By reducing employee training opportunities
d) By focusing only on senior management needs

7. What is a key strategic benefit of workforce planning for Tarmac?

a) Minimizing the costs of raw materials
b) Ensuring the right skills and knowledge are available for future growth
c) Reducing the need for technology investment
d) Increasing competition in the market

8. What is considered the most powerful asset of a company?

a) Technology and equipment
b) Raw materials and resources
c) Its people (employees)
d) Financial capital

9. What is meant by Human Resource Management (HRM)?

a) The process of recruiting and training employees to meet organizational goals
b) The extraction of raw materials for building and construction
c) Managing customer service to ensure satisfaction
d) Developing marketing campaigns for business growth

10. What is the difference between training and development?

a) Training is job-specific, while development focuses on long-term personal growth
b) Training is for managers, and development is for employees
c) Training is for acquiring qualifications, and development is for building relationships
d) Training is optional, while development is mandatory
Quiz Answers

1.c) Identifying the skills and knowledge required by the business

2. b) Develop markets, Reduce costs, Engage employees, Act responsibly, Manage assets

3. b) To support its broad product portfolio and range of operations

4. b) To review human assets and organizational structure continuously

5. d) AI powered screening tools

6. a) By setting clear objectives and targets

7. b) Ensuring the right skills and knowledge are available for future growth
8. c) Its people (employees)

9. a) The process of recruiting and training employees to meet organizational goals

10. a) Training is job-specific, while development focuses on long-term personal growth

References
• [Link]
org/what-is-recruitment-and-
selection/
• [Link]
r-professionals/what-is-the-
difference-between-
recruitment-and-selection/
• [Link]
development/
THANK YOU!