Involving employees in meeting corporate objectives
A Taylor Woodrow case study

Page 1: Introduction

Effective Human Resource Development (HRD) involves matching an organisation's needs with the needs of its employees. For example, an organisation's corporate objectives may include being within its own industry:the market leaderthe most efficient firm the most highly respected firmthe firm with the best safety record. An employee's personal objectives may include:having greater workplace...
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Page 2: The Taylor Woodrow way of working

Like people, organisations have distinguishing characteristics. These usually feature in an organisation's vision and culture.An organisation's vision statement describes what it sets out to achieve. Such a statement needs to be:believablefeasibleinspiring (to those involved in the company).Taylor Woodrow? vision is:'To be the leading developer of living and working environments in the UK and...
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Page 3: Taylor Woodrow´s workforce

One common misconception is that housebuilders only employ people like bricklayers and labourers. Taylor Woodrow does employ these skilled tradesmen, some of whom are sub-contracted: brought in from other firms as and when required. However, Taylor Woodrow's core employees also include:Quantity Surveyors and Commercial ManagersBusiness Development ManagersProject, Estate and Land...
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Page 4: Individual performance and corporate objectives

Performance management is an HRD process concerned with getting the best performance from:individualsteamsthe organisation as a whole.Effective performance management involves sharing with employees an understanding of what needs to be achieved and then managing and developing people in a way that enables these shared objectives to be attained. Ideally, an organisation will have all of its...
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Page 5: Motivation, performance and pay

In the UK, there is a movement towards relating pay and promotion to measured performance. The PRP (Performance Related Pay) approach is based on a philosophy of agreeing:the key results areas of the jobclear standards of performance and target levels of competenceregular, objective reviews of performance and competence.In 2000 a Taylor Woodrow survey of its employees showed that 94favoured a...
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Page 6: Conclusion

The management theorist Frederick Herzberg has shown that real motivation has to come from within an individual. Committed employees are people who feel that they have a shared purpose with their employer, and this comes about when they take ownership of their own development and performance targets, and when they feel that they are being judged fairly against a set of clearly determined...
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