STRATEGIC HUMAN RESOURCE

MANAGEMENT
ASSIGNMENT NO: 01
FAREEHA SHAKIR
MBA (1.5)1C
SUBMITTED TO: SIR ABDUL WAHAB
 CASE STUDY
STRATEGIC HRM AT HALCROW GROUP LIMITED

Q2. Outline the linkages between Halcrow Group’s strategy and its strategic
human resource management?

ANS: The main linkage between halcrow group and its strategic management is
the programme ‘act now’ the purpose of this programe was to improve the business
and individuals performance and behavior. This programme is intended to be
continuous rather than having a specific end date. It emphasis the need for
flexibility and the sharing of good practices and learning throughout the group, the
centrality of employees to achieving this and the need to monitor and evaluate. The
‘Act now’ change programme is central to everything that Halcrow plan to do in
relation to the HRM strategy. The overriding concern is to change the
organization’s culture. It is often said that the Group is full of people who are
professional engineers and who take pride in a job well done. In essence, technical
excellence has previously taken precedence over commercial success. By the very
nature of their training Halcrow people tend to be concerned with ‘detail’.

They key issue that is driving SHRM is the need for halcrow to be more responsive
in the light of the more competitive industry. Therefore the principle aim of the
new HR initiatives is to generate more competitive employees behaviors which in
turn envisaged will generate better all round employee and business performance.
there are other issues facing HR at halcrow like consequence of customer feed
back, more demanding nature of clients. So it is felt by the director that employees
and employee issues at halcrow need to be higher on the list of group priorities.
Staff turnover is now a key performance indicator for the HR director.

HR strategy can be seen to be emerging at halcrow, one that will demand vision
and skill from the HR function.
Q3. What obstacles do you think that Halcrow management will face as it
works to change the Group’s culture from one dominated by technical
excellence to one that also embraces commercial awareness?

Ans : The obstacles which I think the halcrow management will face are mentioned
below:

 Employees motivation and flexibility will decrease.

 Turnover ratio will increase at halcrow because of the change programe
seniors employees can also leave the organization.
 Employees will feel difficulties in maintain their commitment.
 As it is mentioned in the case, that halcrow has a male dominated culture, so
if halcrow started work including females in business sector then there is a
more chance of conflicts and other problems.

Q4. What measures might Halcrow take to increase its retention of young
professional graduates?

ans: according to the case, turn over rate of young graduates is high so in order to
cope up with this issue, halcrow should take the following steps:

 halcrow can acquire professional qualification through CIPD.

 The concern of young professionals graduate must be addressed by the
company and their input must be encouraged and appreciated.
 They can give maximum liberty and autonomy in work to young
professionals.
 As in case, senior managers are working with Kaisen Consulting Ltd to
create processes through which employees can become involved in
developing actions to improve the managerial environment, which if
successful is likely in itself to have a positive impact on retention.
 They can give employees a flexible work environment and maintain their
commitments.
 From the case details it is not clear what proportion of young professional
graduates are recruited directly into the organization and what proportion
are ‘grown’ through company training schemes. However, where labor
shortages persist it may well be in the organization.
 5. (a) What hurdles do you think that Halcrow will have to overcome in its
attempt to ensure international employees adopt the Group’s codes of
behaviour?

Ans: the hurdles which halcrow may have to overcome the issue :

 Cultural difference is the main issue which is being observed so the can give
training to employees of culture to cope up with this issue.
 The can change the employees behaviors towards change and achieving
objectives of the company.
 They should be clear about their policies as lact of clear policies can also
become an obstacle for the company.
 They can share experiences and lessons with employees.
 Work together to decrease or resolve the conflicts and disruptions.
 Show kindness and empathy towards everyone.
 Listens others politely
 Help them to adopt new culture and change