Challenges to hr managers at british gas

Challenges to HR Managers at British Gas

1.0 Q 1 . Business Environment is changing day-to-day and bringing new difficulties to the HR Managers. What are the problems forces by HR Managers at Uk Gas in the UK?


With the increase in business competition locally and globally, corporations must become customer-focused to succeed. Therefore HR professional has to work out to become strategic partner and a change mentor within the business. As a way to succeed, Human Resource must be a organization driven function with a thorough knowledge of the organization’s big picture and be able to influence essential decision and policies. In general the focus of today’s HR Supervisor is on strategic personnel retention and talents creation. And they will also promote and combat for ideals, ethics, norms and beliefs within the organization.

In a 2004 Deloitte STUDY, Athey (2004. p1) noted that, organizations in recent days have to manage many exterior forces which influences just how they do business and how they develop and apply a business plan. Some of the external influences that impression an organization’s business arranging are: government, all natural disasters, terrorist threats, regional and community, vendor, competition, transportation etc. It is therefore important for British Gas to include their business continuity plan. If British Gas in a position to do so then they can reduce their small and large unknown affect within their daily operations. This is why HR Manager of British Gas should evolve with the modification in competitive marketplace environment and know that they must play a far more strategic position in the accomplishment of a business.

So, in this global business environment crisis what varieties of challenges are confronted by the Uk Gas’s HR managers? In UK’s market the companies like: EDF strength, EON energy, N ability, Scottish Hydrogen are constantly competing with Uk Gas. If these businesses reduce their prices to attract more consumers then it will be a challenging issue for British Gas. If this happens then, Uk Gas can decrease their prices simultaneously manage their customers with quality solutions and make them pleased with offering some bonus features. For carrying out this British Gas must hire skilled employee and place them in a complicated position, Otherwise they could face the retention issues.

Secondly, searching at some political issues like: regulation of counter policies country tax; Because the whole world overall economy is unstable and to make some positive adjustments in UK’s economy govt. might impose some extra taxes to the big corporations like British Gas. And if that is happen afterward British Gas administration might consider to reduce their employees wage or layoff some staff. Thus how to approach the HR competency towards British Gas employee then? On the other hand some social factors like: attitude of employees towards the supervision is a problem. Case in point: personnel are not giving their best effort, could be they are psychological or not satisfied with their job. Occasionally the personnel bring their family difficulty in work. Just how the HR manager will handle these issues? Then again, when British Gas hire worker from different culture sometimes the hired people have no idea the English perfectly but they contain the competency of retaining the offered position. So it’s a kind of challenge for HR supervisor that which trainings receive to the employee and how that worker will be fitted to the specific position. Part of that, every single day new technologies are coming up. So how the British Gas HR will fit in the staff with their new technologies, which training they can provide to the staff then? Then the late age’s workers aren’t that qualified of using the specialized staffs but they are well reliable towards their manual gets results. So how HR will repair this problem.

According to Cox, (1993) suggests that a HR Manager must differ from an ethnocentric view ("our way is a good method") to a culturally relative perspective ("let’s take the best of various ways"). This change in philosophy must be ingrained in the managerial framework of the HR Manager in his/her preparation, organizing, leading and controlling of organizational resources.

Now we should look forward to how globalization changes the HR guidelines and part of that, what kind of challenges will be facing by the HR Managers. So globalization could be defined based on ongoing political, economical, social and technological concerns and with the help of these issues business conditions have already been greatly changing from previous few decades. Thus institutions are required to respond in a strategic manner to the changes to be able to make it through and progress in this competitive environment. And for surviving well in to the market the HR supervisor ought to be integrated with the strategy and strategic need of the firm. After that HR plans should adjust, accepted and used by line managers and worker within their daily work. According to the above statement, the British Gas has already focused on macro based oriented, effective, and long term goals. Nowadays Human Source function faces many problems during the globalization process, including creating global mind-set within the HR group, creating practices which will be consistently applied in different spots while also maintaining the various local cultures and practices and communicating consistent corporate culture across the entire organization. In this circumstance Uk Gas Managers should connect with these challenges and the complete organization should think about the HR personnel not as just the administrative service but as a strategic business.

As an expanding organization of British Gas, HR managers will experience some problems like: Health & Safety policies, EU regulations, huge demand for quality service to the customers. Therefore British Gas can developing well being & safety policies by conducting risk assessments which indentify hazards, undertaking health & safety audits and inspections, applying occupational wellbeing programs, managing stress, protecting against accidents, communicating with employee about medical & safety practices etc. And for fulfilling the client demand, those people who are doing work for British Gas needed extra technical training, persons skills training. And the HRD of British Gas also can come up with some global training applications like: Cross cultural technology transfer, international process and presentation, Language training etc. If Uk Gas trains their worker with a worldwide perspective then your trained employee will be improving job satisfaction and retention of overseas staff and enabling a newly assigned employee to communicate with colleagues abroad. These varieties of training will not only help them to build up their skills and understanding but also are motivational and building block to organizational accomplishment.

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


Nowadays effective and useful HRM is a huge challenge to all HR professionals. And the only real reason for HR is to greatly help human beings via mediator between personnel and employer. Thus Uk Gas has to determine what benefits they are willing to offer to their employees and what portions the company is willing to pay for those benefits vs. what they may mandate their employees to talk about costs in those same benefits. Since HR specialists are playing a very vital role for Uk Gas therefore it is critical to know that the way the HR tactics align with British Gas business strategies. Since British Gas is a huge company and a lot of technical workers are working with them hence in the corporation there is a need to attract, retain and motivate employee since it is heavily reliant on the data base and skills of the employee and such there is a need for building a kind of powerful culture predicated on a strategic mission.

HR activities donate to the success of Uk Gas in the following way:

Recruiting both skilled and unskilled employee which have to go through the training and advancement called traineeship, which gives a way the brand new employee/recruit learns about the gas industry, gain relevant expertise and qualification to make certain that organization objective to meet up consumer’s popular for quality products and services and competitive cost for services and products.

HR teach their engineers throughout that career which make certain that its personnel are kept updated with new information and technology to permit them provide the best possible service.

HR has strategy of retaining its persons by offering a mix of financial and nonfinancial benefits. This is good organization strategy. Along with the good fork out and pension scheme also providing each employee the ability of shopping for shares in Centrica.

From the analysis over, it

is clear that people can say Uk Gas adopts two designs, namely: Fit unit & Holistic/dialogue model.

Fit Model: represent reputation of the importance of the persons in the achievement of organizational strategy. Staff members are seen as key in the implementation of organizational and HR approach is built to fit certain requirements of the organizational strategy.

British Gas uses this technique to align their HR strategy with organization strategy also it aligns the curiosity of the staff (pension scheme, investment option, development and training, earnings interest)with the curiosity of the organization’s (to keep up the competitive position the business has within the energy industry, ensure returns on expenditure by making profit by share holders) objective.

Harvard Framework for HRM:

Harvard unit (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 concern, first, situational elements, second, shareholders curiosity. And Harvard framework likewise explains the significance of the HR guidelines in the organization which recognize exterior environment and refers that whether it’s properly used would result in organizational effectiveness. In addition, it can be used a good fit between group environment and HR guidelines and it would lead to various aspect like employee dedication, cost effectiveness in item and offerings and congruence which are all included in the Harvard unit and the British Gas holds firmly these elements in dealing with its employee as you of its organizational; goals. The following elements will give us the idea that how the HR in Uk Gas apply this to the organization.

Competence: The HRM of Uk Gas has a insurance plan that reflects to the organisational aim in collection of their workforce. HR section not merely concern about recruiting skilled engineers but also target go through its assessment centre before appointing a worker for his/her job, which can determine the core competence and lifestyle skill of this employee. Personal skills that are created an impact on the clients experience when an individual is to focus on the field.

Core competencies involves crew working, leadership abilities, listening skills, difficulty solving skills, interpersonal abilities(such as properly working with customers), motivation skills, invention skills and giving an answer to changes. They are crucial skills that may 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 even more customers. And if British Gas loses then your clients will be shifted with their rivals.

Commitment: relating to Bratton, John and Gold, Jeffrey (Beer et al: Human resource management Theory and Practice second edition: webpage 19). Refers, one way HR of British Gas can plays a part in the company is that the employee are made to invest high interest with their work within the business, which will give up two aspects: First, it will enhance self respect and value, at British gas the HRM includes a insurance policy that counter on personnel, for those offered a job, With Human resource approach British Gas provides the job benefits including a market competitive starting income and van from outset. And with British Gas expansion offers technical comprehensive training for all its engineers throughout their profession by their training academy. And working out means that employees are kept up-to-date with new details and technologies and provide best services possible.

Second, it will accelerate the worker loyalty and effectiveness towards their do the job. When British Gas has employee to invest in the company with having to their private shares in its Parent organization (Centrica), also offering good pension scheme after retirement which raise the commitment of the work 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 program, organise and co-ordinate the clubs of engineers.

Congruence: in this article it states that there has to be agreement between and amidst various HRM guidelines and practises in operation. At Uk Gas HR have to keep in mind the actual fact that having a enterprise policies of recruiting persons from different background and sex as sometimes appears in the case, the business in trying to meet with a recruitment procedure that is all embarrassing (being recognised by operation right now, wining the prestigious award for inspiring the work force of the future, an award for girls into technology and engineering etc) must consider not only overall employee numbers but making certain it attracts and retain the skills that’ll be required within the business. British Gas managers articulate a programme of forecasting to assume how much the UK market for domestic gas support will grow which helps the company to decide how many additional engineer they’ll require in the near future.

Cost effectiveness: As well HR policies must be evaluated when it comes to wages, rewards, turnover etc. In this segment Uk Gas HR implements its strategy that confront to the organisational strategy in growing and recruiting their employees to become capable and competent workers. And upcoming managers can guarantee the organisation turnover remains progressively high and implement within their salary policy that’s highly competitive. Hence, HRM knows it really is much more cost effective to retain trained staff than recruit and educate up new persons therefore this strategy which is based on the organisations strategy of minimising cost and maximising quality staff retain ship through supplying a mix of both personal and non financial rewards helps the organisation obtain its goals.

Lastly, looking at long term scenario, the organisation tries to differentiate between three amounts: social, organizational and specific. In organisational level increased effectiveness and ensure the survival of the organisation. By giving top-class service at lower price to its clients and ensuring for a very well define working environment, and also developing job training and a good pension scheme for it employee at the Uk Gas. At individual employee level the long-term output comprises the incentive receive by the personnel for their work. In the societal level a few of Uk Gas societal goals (employment and expansion) are attained, offering interesting career paths for folks of all backgrounds. This is how HRM at Uk Gas can perform the success.

Q3. Describe Recruitment & Variety Strategies that contain 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 locations. It allows the organization to package how those needs could be met through recruitment, variety and give them proper training. It really is vital for Uk Gas to plan ahead because the company wants to fulfill their diversity clients by recruiting socially inclusive workforce. It seems that their HR staff are little too much busy with the recruitment and collection process to meet up its future needs for personnel. It allows a organization time to train existing staff to take on new responsibilities and also to recruit new personnel to fill vacancies or to fulfill skill shortages. But due to the recession, many businesses including British Gas certainly not willing to expect so substantially on recruitment. Therefore is this circumstance what are the tactics they are following within their recruitment and selection procedure.

Recruitment tactics: British Gas recruitment includes attracting the proper of applicant to use for vacancies. They adhere to some ways of recruiting people. They first looks at its internal talent intend to fill a vacancy. That is an activity that lists current workers looking for a move within the same level or gets a promotion to the next level. Since they need to make happy diversify consumers thus they need to search people from the several region’s peoples. So they can help their customers by offering different terminology, cultural worth, norms & ethics. In addition they focus on recruiting female engineers so that they can handle the feminine customers. This is merely because sometime some female customers do feel comfortable to talk to the male one. And for a few other external recruitment, British Gas advertises vacancies (like: apprenticeship) via their specialist Sky channels like parliamentary project TV, radio, newspapers, Movie for colleges and British gas web-site.

Selection Tactics: involves choosing the best option people from the ones that obtain a vacancy, while keeping to work laws and regulations and regulation. For British Gas screening applicants is a very important part of the selection process. This means that those decided on for interview have the best fit with the job requirements.


The Challenges of Human being Resource Management..:The Issues of Human Resource Administration. 25th November, 2009

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