How roles and functions contribute to competitive advantage
A Tarmac case study

Below is a list of Business Case Studies case studies organised alphabetically by company. To view more companies, please choose a letter from the list below.

Page 5: The Human Resources function

Human Resources Management is an important asset to any business. It provides expertise in:

  • managing change and facilitating training and development
  • recruitment, selection and employee relations
  • pensions and benefits
  • communicating with employees

Tarmac aims to build the capacity and capability of its people to achieve their full potential. This strategy strengthens the business in the long term.

HR management

An HR manager's role is to ensure that business managers apply HR policies and procedures consistently through all business units. This helps to develop partnerships across different teams, which supports corporate aims and objectives.

Damian McKenna Building Products HR and Training Manager

'I joined Tarmac because I wanted to work for a large, multi-site company with a national presence. My key role is in Employee Relations. This deals with improving employee performance and capability for the company and involves many different aspects. It includes ensuring we have appropriate numbers of staff, performance management, training and development, and dealing with absence. I get enjoyment from the sheer variety of what I do. Tarmac needs to remain competitive so we need to evaluate how we do things on a regular basis. This means there is constant change, which is exciting.'


Change management

Businesses have to respond to rapidly changing markets and conditions in order to remain competitive and grow.  Developments in technology, competition from new or emerging markets, changing tastes and fashions, and changes to the law can all affect a business.

Tarmac has put in place a programme of Change Management to respond to these issues and to improve performance and motivate staff. To make this happen, Tarmac is training managers to move from an autocratic (or top-down approach) to a coaching style of management.

  • An autocratic manager tells people what to do and how to do it. This may be necessary if a job is urgent or needs to be done in a particular way, for example, for health and safety reasons.
  • A coaching manager focuses on developing employees to manage themselves rather than managing every task. This means that they can find a way to achieve results and learn from the experience. This makes employees more motivated and better able to deal with future situations.

Tarmac | How roles and functions contribute to competitive advantage
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