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Hrm At Transfers Ltd

Contents

1. Summary 3
2. Situation at Transfer Ltd before 1990 4
3. Hygiene factors 4
4. Motivator factors 5
5. SWOT analysis 5
6. Porter's generic strategies 6
7. Situation at Transfer Ltd after 1990 7
8. Recommendations 10
9. References 11

Summary

This report analyses the situation at Transfer Ltd before 1990's and in recent years. Transfers Ltd is an automated clearing house for the electronically transfer of funds between the high street banks and building societies. This report will analyze the difference of company's performance and its human recourse strategies used before 1990 and after. It will show the impact made to its human recourse management through the various changes in technology, market share, competitive market etc.


Situation at Transfer Ltd before 1990

Transfer Ltd was dealing with a very large volume of constant transactions between banks which demanded involving a huge amount (700 workers) of labour. The major part of labour were semi skilled workers who loaded and unloaded the tapes, checked data on the machines and supervisory staff who made sure jobs were done accurately and to it's standards. One of the workers, responsible for receiving and handling tape said "We do sweaty jobs. It's physical and boring and it's extremely well paid" (case study, part 2). This again proves the argument that "the best way to motivate people is to offer them more money" (Armstrong 1992). An overtime, bonuses, pension and retirement pay packages can be motivating for the employees. Transfer Ltd were paying their workers by results, "according to the number of items or units of work they produce or the time they take to produce them" (Torrington 1998).
Analyzing worker's satisfaction according to Hertzberg's two factors theory it follows like this:

1. Hygiene factors:

a) Company's policy was a culture of having 'job for life', so the workers felt safe and secure;...