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Challenges to HR Managers at British Gas

Publié le 21 janvier 2018

Challenges to HR Managers at British Gas

Challenges to HR Managers at Uk Gas

1.0 Q 1 . Business Environment is changing everyday and bringing new challenges to the HR Managers. What are the problems forces by HR Managers at British Gas in the UK?


With the increase in organization competition locally and globally, corporations must become customer-focused to succeed. Therefore HR professional has to work out to become strategic spouse and a switch mentor within the organization. To be able to succeed, Human Resource must be a business driven function with an intensive knowledge of the organization’s big picture and be able to influence key decision and policies. Generally the target of today’s HR Manager is on strategic personnel retention and talents development. And they will also promote and battle for ideals, ethics, norms and beliefs within the organization.

In a 2004 Deloitte Research Study, Athey (2004. p1) noted that, organizations in recent days have to handle many exterior forces which influences just how they conduct business and how they develop and apply a business plan. A number of the external influences that effects an organization’s business planning are: government, pure disasters, terrorist threats, native and community, vendor, competition, transportation etc. It is therefore important for Uk Gas to contain their business continuity plan. If Uk Gas able to do so then they can reduce their little and large unknown affect in their daily operations. That is why HR Manager of Uk Gas should evolve with the modification in competitive industry environment and recognize that they must play a more strategic purpose in the achievement of a business.

So, in this global organization environment crisis what types of challenges are faced by the British Gas’s HR managers? In UK’s market the companies like: EDF energy, EON energy, N power, Scottish Hydrogen are constantly competing with British Gas. If these companies reduce their rates to attract more customers then it’ll be a challenging issue for British Gas. If this happens then, British Gas can reduce their prices simultaneously manage their customers with quality offerings and make them happy with offering some bonus facilities. For undertaking this British Gas has to hire skilled worker and place them in a difficult position, Otherwise they could face the retention problems.

Secondly, looking at some political problems like: regulation of counter guidelines country tax; Since the whole world market is unstable and make some positive alterations in UK’s market govt. might impose some extra taxes to the big corporations like Uk Gas. And if this is happen then simply British Gas supervision might consider to reduce their staff salary or layoff some staff. Thus how to schedule the HR competency towards Uk Gas employee then? Then again some social elements like: attitude of personnel towards the supervision is a problem. Case in point: staff are not giving their finest effort, could be they are emotional or not satisfied with their job. Often the workers bring their family difficulty in work. Just how the HR supervisor will handle these issues? Then again, when British Gas hire employee from different culture quite often the hired people have no idea the English very well but they have the competency of positioning the offered position. So it is a kind of challenge for HR manager that which trainings receive to the employee and how that employee will be suited to the specific position. A part of that, every single day new technologies are coming up. So how the British Gas HR will match the workers with their new technologies, which training they provides to the workers then? Then your late age’s workers are not that qualified of using the technological staffs however they are well effective towards their manual functions. Therefore how HR will correct this problem.

According to Cox, (1993) shows that a HR Manager must change from an ethnocentric watch (« our way is the better method ») to a culturally relative perspective (« let’s have the best of various ways »). This shift in philosophy has to be ingrained in the managerial framework of the HR Manager in his/her preparation, organizing, leading and controlling of organizational resources.

Now we should anticipate how globalization alters the HR policies and a part of that, what kind of challenges are facing by the HR Managers. So globalization can be defined predicated on ongoing political, economical, public and technological concerns and with the help of these issues business conditions have already been greatly changing from previous few decades. Thus corporations are required to react in a strategic way to the changes in order to make it through and progress in this competitive world. And for surviving well into the market the HR supervisor should be integrated with the strategy and strategic want of the firm. After that HR policies should adjust, approved and used by line managers and employee within their daily work. Based on the above statement, the British Gas has already focused on macro based oriented, productive, and long term goals. Nowadays Human Learning resource function faces many issues during the globalization method, incorporating creating global mind-collection within the HR group, creating practices that will be consistently applied in different places while also maintaining the many local cultures and procedures and communicating consistent corporate culture across the complete corporation. In this circumstance Uk Gas Managers should meet these challenges and the whole organization should think about the HR personnel much less just the administrative services but as a strategic business.

As an expanding business of British Gas, HR managers will face some complications like: Health & Safety policies, EU regulations, huge demand for quality assistance to the customers. Therefore Uk Gas can developing wellbeing & safety plans by conducting risk assessments which indentify hazards, undertaking health & basic safety audits and inspections, applying occupational wellbeing programs, managing stress, preventing accidents, communicating with employee about the health & safety practices etc. And for fulfilling the customer demand, those people who are working for British Gas needed additional technical training, people skills training. And the HRD of British Gas also can come up with some global training applications like: Cross cultural technology transfer, international protocol and presentation, Language training etc. If British Gas trains their employee with a worldwide perspective then the trained employee shall be improving job fulfillment and retention of abroad personnel and enabling a newly assigned employee to talk to colleagues abroad. These kinds of training can not only help them to develop their skills and expertise but also are motivational and foundation to organizational victory.

Q2. Comment how HR activities contribute to the success of British Gas. Use any 2 HRM Models to clarify your answer.


Nowadays effective and effective HRM is a large challenge to all HR professionals. And the only real reason for HR is to help humans via mediator between staff members and employer. Thus Uk Gas has to know what benefits they are willing to offer to their workers and what portions the company is willing to purchase those rewards vs. what they could mandate their employees to share costs in those same benefits. Since HR specialists are playing an extremely vital role for British Gas therefore it is critical to know that how the HR tactics align with British Gas business tactics. Since British Gas is an enormous company and a lot of technical workers will work with them consequently in this company there is a need to attract, retain and motivate employee because it is heavily reliant on the data base and knowledge of the employee and such you will find a need for building a kind of high performance culture predicated on a strategic mission.

HR activities contribute to the success of British Gas in the next way:

Recruiting both skilled and unskilled employee that have to go through working out and production called traineeship, which gives a way the new employee/recruit learns about the gas industry, gain relevant expertise and qualification to make certain that organization objective to meet consumer’s high demand for quality companies and competitive value for services and products.

HR teach their engineers during that career which ensure that its staff are kept up to date with new info and technology to permit them provide the best possible service.

HR has technique of retaining its persons by offering a mixture of financial and nonfinancial rewards. This is based on the organization strategy. As well as the good fork out and pension scheme also providing each employee the ability of shopping for shares in Centrica.

From the analysis above, it

is clear that people can say British Gas adopts two models, namely: Fit version & Holistic/dialogue model.

Fit Model: represent recognition of the value of the persons in the accomplishment of organizational strategy. Workers are seen as key in the execution of organizational and HR strategy is built to fit the requirements of the organizational approach.

British Gas uses this technique to align their HR technique with organization strategy also it aligns the curiosity of the workers (pension scheme, investment chance, development and training, earnings interest)with the fascination of the organization’s (to keep up the competitive position the company has within the energy marketplace, ensure returns on investment by making gain share holders) end goal.

Harvard Framework for HRM:

Harvard model (Beer et al) of HRM developed by Michel Beer, Richard Walton, Quinn Mills, they argues that human resource policies should be influenced by two significant thought, first, situational elements, second, shareholders fascination. And Harvard framework also explains the significance of the HR guidelines in the organization which recognize exterior environment and refers that whether it’s properly used would lead to organizational effectiveness. In addition, it can be used a good fit between company environment and HR guidelines and it could lead to various component like employee determination, cost effectiveness in merchandise and services and congruence which are all included in the Harvard version and the Uk Gas holds firmly these elements in working with its employee as one of its organizational; goals. The following elements gives us the idea that how the HR in Uk Gas apply this to the organization.

Competence: The HRM of Uk Gas has a plan that reflects to the organisational aim in collection of their workforce. HR department not merely concern about recruiting skilled engineers but also target proceed through its assessment center before appointing a worker for his/her job, that may determine the primary competence and life skill of this employee. Personal abilities that are manufactured an impact on the customers experience when someone is to work on the field.

Core competencies involves staff working, leadership expertise, listening skills, issue solving skills, interpersonal abilities(such as properly working with customers), motivation skills, technology skills and giving an answer to changes. These are crucial skills that can affect the way an individual fits in and works within an organisation and in addition important because these expertise can determine the business’s lose or gain more customers. And if British Gas loses then your customers will be shifted to their rivals.

Commitment: according to Bratton, John and Gold, Jeffrey (Beer et al: Individual resource control Theory and Practice second edition: webpage 19). Refers, one method HR of British Gas can contributes to the company is that the employee are made to invest high interest with their work within the business, which will quit two aspects: First, it’ll enhance self respect and benefit, at British gas the HRM includes a insurance policy that counter on workers, for those offered employment, With Human resource strategy British Gas provides the job benefits including a market competitive starting earnings and van from outset. And with British Gas production offers technical comprehensive training for all its engineers throughout their career by their training academy. And the training means that employees are kept up-to-date with new details and technologies and offer best services possible.

Second, it will accelerate the worker loyalty and overall performance towards their function. When British Gas supplies employee to invest in the company with needing to their very own shares in its Parent business (Centrica), also offering very good pension scheme after pension which boost the commitment of the job and good sense of responsibilities. And it’s really the advantage of promotion to control level, which is a approach of the HR in retaining its appropriate people for promotion to higher role, since it needs managers to system, organise and co-ordinate the groups of engineers.

Congruence: right here it states that there must be agreement between and between various HRM guidelines and practises in operation. At Uk Gas HR need to keep in mind the fact that having a business policies of recruiting persons from different background and sex as is seen in the case, the business in trying to meet up with a recruitment procedure that is all embarrassing (being recognised by operation today, wining the prestigious award for inspiring the task force of the future, an award for women of all ages into science and engineering etc) must consider not only overall employee numbers but making certain it attracts and wthhold the skills which will be required within the business. British Gas managers articulate a programme of forecasting to assume how much the UK market for domestic gas service will grow and this helps the company to decide how many additional engineer they will require soon.

Cost effectiveness: As well HR policies should be evaluated in terms of wages, rewards, turnover etc. In this segment Uk Gas HR implements its approach that confront to the organisational technique in growing and recruiting their workers to be capable and competent staff members. And upcoming managers can be sure the organisation turnover remains progressively high and implement within their salary policy that is highly competitive. Consequently, HRM knows it really is much more cost effective to retain trained staff than recruit and coach up new people therefore this plan which is good organisations strategy of minimising cost and maximising quality personnel retain ship through offering a mix of both fiscal and non financial rewards helps the organisation gain its goals.

Lastly, looking at long-term scenario, the organisation attempts to distinguish between three amounts: social, organizational and specific. In organisational level increased effectiveness and ensure 3rd grade book report the survival of the organisation. By providing top-class service at cheap to its clients and ensuring for a very well define working environment, and also developing job training and an excellent pension scheme for it employee at the British Gas. At individual worker level the long-term output comprises the incentive receive by the employees for their attempts. In the societal level some of Uk Gas societal goals (employment and growth) are attained, offering enjoyable career paths for individuals of all backgrounds. This is one way HRM at British Gas can perform the achievements.

Q3. Describe Recruitment & Collection Strategies which have been taking by Uk Gas to enhance organization performance?


For British Gas workforce planning is essential because it analyze an organization’s future needs for people regarding numbers, skills and spots. It allows the business to schedule how those needs can be met through recruitment, variety and give them proper training. It is vital for Uk Gas to plan forward for the reason that company wants to satisfy their diversity customers by recruiting socially writing a descriptive essay inclusive workforce. It seems that their HR employees are little an excessive amount of active with the recruitment and collection process to meet its future requirements for staff. It allows a organization time to teach existing staff to take on new responsibilities and also to recruit new staff to fill vacancies or even to fulfill skill shortages. But because of the recession, many agencies including British Gas not really willing to expect so very much on recruitment. Thus is this circumstance what are the approaches they are following in their recruitment and selection procedure.

Recruitment tactics: British Gas recruitment requires attracting the right of applicant to apply for vacancies. They follow some ways of recruiting people. They first looks at its internal talent intend to fill a vacancy. That is an activity that lists current employees looking for a approach within the same level or gets a promotion to another level. Since they have to make happy diversify buyers thus they have to search people from the several region’s peoples. So they can help their clients by offering different words, cultural value, norms & ethics. In addition they emphasis on recruiting female engineers in order that they can handle the female customers. This is merely because sometime some feminine customers do feel safe to speak to the man one. And for some other external recruitment, British Gas advertises vacancies (like: apprenticeship) via their expert Sky channels like parliamentary project Television set, radio, newspapers, DVD for academic institutions and British gas web page.

Selection Approaches: involves choosing the best option people from those that obtain a vacancy, while keeping to career laws and regulations and regulation. For Uk Gas screening applicants is an essential area of the selection process. This means that those selected for interview have the best fit with the work requirements.


The Challenges of Man Resource Management..:The Issues of Human Resource Supervision. 25th November, 2009

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