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Presentation/PPT
27/08/2022
To provide you with an opportunity to analyse strategic and operational plans and policies to identify relevant policies and objectives. Read the case scenario carefully and answer each question from the information provided as per the instructions given. Case Study: The mechanic leaves Irestore is a vehicle repair company. It handles the whole process of collecting the damaged vehicle, giving a quote, making insurance arrangements, repairing and then painting the damaged vehicle. Irestore is family business that is owned by a husband and wife and is in its second generation of ownership, having been established for 40 years. Today, it employs 20 staff, many of whom have been with the company for 20 years; Irestore therefore has an aging workforce. One employee, Alan, has decided to move on. He is 45 and he wants to move out of the city and into the country with his family. The country option is attractive, as several garages and small repairers want his combination of practical and paint skills. Alan has an unusual set of skills and he will be hard to replace with one person. Celine and Jeff, the owners of the company, sit down and talk about the replacement issue. They actually employ a HR consultant to facilitate their discussions; this allows them the freedom to toss around ideas while the consultant can carefully listen from a specialist perspective. As they discuss the various issues, Celine and Jeff start to think about the next generation of ownership. They do not have any children who will be interested in this field of work; their kids have both indicated a desire to work in different fields, like teaching and information technology. After a brainstorming session, the owners decide that they need to replace Alan with someone who has specialist qualifications in painting and detailing and this person also needs to show some management potential, as they may even become a future owner of the business, so the idea of an employee share scheme is a possible remuneration option.
The resignation of Alan has created a turning point for this family business; the organisation may not continue in the structure that it started with 40 years ago. Celine and Jeff decide to recruit for a person with an engineering design degree. In this way, technical thinking skills would be combined with a creative inclination. From the outset they wanted to test for management interest and potential. They contacted their local university engineering faculty and they met a range of new graduates. Shalini was a clear option. She was a migrant from Turkey where her family had been involved in automotive engineering. She was keen about the idea of taking over the business at some time in the future. She wanted to have children at some stage and she would need parental leave but she was keen to work part-time during these periods.
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Gateway Business College | BSBHRM506 Manage recruitment selection and induction processes | V7 | May 2017 Page 5 of 20
Celine and Jeff were happy. Of course, she would cost more initially, but she was more than just another recruit. Shalini was a potential solution to the businesss succession plan.
What qualities, values, skills and attributes should Celine and Jeff look for in their recruit? Minimum 100 words
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