“HRM can be simply defined as the convergence of three factors –human beings, resources and management- where human beings have the actual and potential resources that can be harnessed through effective management techniques” (Nankervis, Baird, Coffey & Shields, 2014, p.15). Human Resource Managers are used within organisations to achieve both short-term and long-term organisational goals as well as to meet the personal needs of employees. The SWOT analysis is a tool used to analyse the strengths, weaknesses, opportunities and threats of an organisation. SWOT analysis is a “key tool for addressing complex strategic situations by reducing the quantity of information to improve decision-making” (Helms & Nixon, 2010, pp. 215-251). This business
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215-251).
From a strength perspective of the SWOT analysis framework, the Van Diemen’s Estate has multiple relevant strengths in relation to human resources and human resource management such as;
• The employer’s passion for their business creates a positive and motivating workplace environment making recruitment easier especially in a company that hires casual workers for seasonal produce. Through the business’s reputation and its associated culture.
• Due to the Tamar Valley being a tourism destination the assess-ability to human resources (especially a casual labour force) is heightened, especially between the tourism area’s busy periods from October to April.
• The ‘small people focused business’ culture of the Van Diemen’s Estate means seasonal workers are more likely to return to the business, potentially reducing training and induction into the business costs.
• The seasonal aspects of recruitment creates flexibility for causal and part-time employees making the business attractive to potential …show more content…
To accurately determine the weaknesses of Van Diemen’s Estate, a focus of attention on the weaknesses only within the firm’s control, also described as actionable weaknesses, is essential in addressing the core problems.
The case study states that this company originated from a hobby of the owner’s Jan and Patrick. It can be deduced that the rapid expansion of the company resulted in the consultancy side of the business to suffer, predominantly due from a lack of relevant experience and structure. As there was no previous planning for business and with the appointment of Jan as HR Manager with no previous knowledge, it has seen the company fail to implement policies and procedures in the best interests of their employees. Evidence is statistically visible with 50% of workers moving elsewhere in the winter seasons when business is scarce. This rate suggests unpredictability of their employee loyalty. If there are no sufficient incentives or policies in place for employees to return after the winter season, the business could lose a major percent of their labour force. Resulting in the likelihood of the business’s expansion and production to halt or
215-251).
From a strength perspective of the SWOT analysis framework, the Van Diemen’s Estate has multiple relevant strengths in relation to human resources and human resource management such as;
• The employer’s passion for their business creates a positive and motivating workplace environment making recruitment easier especially in a company that hires casual workers for seasonal produce. Through the business’s reputation and its associated culture.
• Due to the Tamar Valley being a tourism destination the assess-ability to human resources (especially a casual labour force) is heightened, especially between the tourism area’s busy periods from October to April.
• The ‘small people focused business’ culture of the Van Diemen’s Estate means seasonal workers are more likely to return to the business, potentially reducing training and induction into the business costs.
• The seasonal aspects of recruitment creates flexibility for causal and part-time employees making the business attractive to potential …show more content…
To accurately determine the weaknesses of Van Diemen’s Estate, a focus of attention on the weaknesses only within the firm’s control, also described as actionable weaknesses, is essential in addressing the core problems.
The case study states that this company originated from a hobby of the owner’s Jan and Patrick. It can be deduced that the rapid expansion of the company resulted in the consultancy side of the business to suffer, predominantly due from a lack of relevant experience and structure. As there was no previous planning for business and with the appointment of Jan as HR Manager with no previous knowledge, it has seen the company fail to implement policies and procedures in the best interests of their employees. Evidence is statistically visible with 50% of workers moving elsewhere in the winter seasons when business is scarce. This rate suggests unpredictability of their employee loyalty. If there are no sufficient incentives or policies in place for employees to return after the winter season, the business could lose a major percent of their labour force. Resulting in the likelihood of the business’s expansion and production to halt or