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Introduction
Tarmac was established in 1903 and is the UK's leading supplier of building materials and
aggregates to the building industry.
Tarmac is most often associated with constructing roads or major building projects such as the new
Heathrow terminal and Wembley Stadium.
Tarmac's operational structure is divided into two key areas: Tarmac UK and Tarmac International
Tarmac International develops building products for supply around the world, especially in the
United Arab Emirates.
Nearly 11,000 employees work for Tarmac in a variety of work settings that include:
135 quarries
13 wharves
73 asphalt plants
172 concrete plants
36 recycling sites.
Introduction
10/23/2016
Employee Engagement
Selection
It is the process undertaken by
HR managers to choose the
best individual that has
applied for a job vacancy.
For
graduate
applicants,
Tarmac uses a range of
different
selection
tools
including
competence
questions, a group exercise,
delivering a presentation,
psychometric testing and an
interview.
This
thorough
process ensures that Tarmac
appoints the most suitable
individuals
It
involves
constructing
job
descriptions
and
person
specifications.
These identify what the job involves
and what essential and desirable
qualities the candidate must have.
These
are
used
to
create
advertisements, which are placed in
relevant press and media.
Recruiting the right people is
fundamental
to
Tarmacs
development.
It recruits individuals capable of
reaching higher potential. This
involves looking for individuals with
diverse skills from a range of
backgrounds.
10/23/2016
Personal Development
The process of personal
development helps employees
to achieve their full potential.
This
never
stops
and
demonstrates the underlying
practice of 'learning for life'.
Individual employees are
assessed on how they perform
in their plan. This therefore
takes both them and the
business forward.
Conclusion
Human Resource Management focuses on matching the needs of the
business with the needs and development of employees.
Tarmac depends on its people because their skills contribute to achieving
its business objectives.
Within Tarmac, every employee has a valuable role to play. The emphasis
is on helping individuals to work together. Workforce planning is part of
this strategic process, which looks at the long-term needs across the
organisation.
Personal development plans enable every individual to grow both
professionally and personally within the business. They also help Tarmac
to create a distinct and important competitive advantage through
selecting and developing highly motivated and skilled staff who are able to
perform at high levels.