Assume that you are the HR Planning Consultant to one of the biggest
construction companies in South Africa. There is a great shortage of knowledgeable, experienced and competent civil engineers who also understand contract management. These engineers earn top salaries. Not only do local companies compete for this talent, but international companies entering the African market are also headhunting these professionals.
The challenge does not end there—this company have several top engineers, but not enough. You are concerned that the engineers may be lured away. Notwithstanding all of this, the strategic goal of the company is to grow its market share in Africa. the company will have to price contracts very keenly. This does help, especially when you have to pay above average salary packages to recruit the right type of engineers to carry out contracts across Africa—the conditions are tough and unpredictable, and only the best engineers will do.
With reference to the case study, respond to the following:
1. Discuss what you would have done 5 years ago from a strategic HR Planning initiative to ensure that the company was better placed to achieve its strategic expansion goals now.
Your responses may consider HR forecasting, HR demand and supply, success management, and information technology etc
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