This paper will outline the strategy from the Human Resources Department of Royal Motors company.
Royal Motors is a company that carries out its activity in the automotive sector, offering vehicle repair, maintenance and sale services. From the ning, this company has the mission of raising awareness of the benefits of the use of hybrid and electric vehicles, without neglecting any repair or maintenance that any of our potential customers may need, whatever the vehicle available to them.
The company will with the opening of three workshops and a concessionaire in the Community of Madrid, which will be located in areas the acquisition of potential clients will be greater; Pozuelo de Alarcón (company headquarters), Plaza Castilla y Alcobendas.
We will start the activity with a staff of 34 workers. In addition, Royal Motors´ organizational structure will be based on five departments: operations, financial, human resources, commercial and marketing. These, in turn, are divided into three organizational levels, which will be defined depending on the responsibility of each one of the positions. These three levels are Base Staff, Middle Managers and Senior Managers.
The five departments that the company has are clearly differentiated and specialized in their areas of action, the Operations Department is the one that sustains the weight of the company´s activity.
In the first instance, Royal Motors will hire a Human Resources director to help and hire the staff. Once the profile is chosen, it will carry out a Selection Process that will consist of three different phases depending on the organizational level to which the position belongs.
For employee additions, the company has defined an Onboarding Program that will help differentiate Royal Motors from its competitors and retain their talent.
With all the employees incorporated, Royal Motors will monitor them both professionally and personally to find out their concerns and needs. To carry out this monitoring, Performance Evaluations and employee satisfaction surveys will be carried out. The company´s Human Resources Department and Co-founders will always be ready to assist their employees by always practicing active listening. It is essential for us that our internal clients place their trust in the organization.
With the information collected from the employee, Royal Motors will the Development Program and Career Plans based on the job position, organizational level and profile of the employee.
It is necessary to highlight the importance of the profile of the Workshop Manager, since he is the one who develops the fundamental operational activity of our workshops and is the face of our company towards the client.
At Royal Motors we believe in internal talent, and that is why once a year we will launch our Top Talent Program to identify those employees who the most potential and progression in their activity.
As for the remuneration of Royal Motors, a market study has been carried out to find out the salary band in which each of our profiles moves according to the most direct competitor data. In this area, the company has decided to remunerate the work of its employees above the market median, with the aim of motivating, encouraging and retaining its staff.
The remuneration will be awarded based on the organizational level, the position to be held and the qualities and experience of the employee. The remuneration package itself will have two different types of remuneration (fixed and variable). In addition to these, they will be offered the option to receive a portion of their wages in kind.
With this strategy from the Human Resources Department, the optimization of the salary budget will be sought, in addition to retaining, motivating and growing the staff for future new workshop openings and business expansion.