Case 1: Improving Staff Motivation through Performance Management
The importance of human resource department in any organisation is known to all as people are the most important asset of the company and further more people are required to manage them and their problems. The current report has discussed about three cases which deals with different situation that occurred in the MiningCo Company which in Middle East and it is situated at such location where sustains the danger with respect to terrorism and security of the employees which are needed to be taken care of for better management and less turnover of the employees. For that purpose the first case has discussed the importance of the performance management which results into motivation of the employees.
The second case has demonstrated about the job rotation and the reasons why people are less interested in going for work at such locations. Such locations are referred to as because it is important to take care of the security of the employees where there is danger of the ISIS. The third case has illustrated about the crisis management team which will deal with the situation of talent gap and a new selection criterion will help the organisation to attract more people by offering rewards of different types. All the three cases are related to ways through which and HR executive can manage people and teams.
Performance management refers to keep a focus on the overall performance of the organisation which includes the individual performances of managers and employees of an organisation. It ensures effective and efficient accomplishment of the goals in a synchronised manner. It also helps through which the organisation line up their resources, employees and systems with the objectives to be achieved by the organisation. The benefits of the performance management are setting of goals and the revising them according to the changing priorities of the business. In addition to this, the employees are able to get a thorough understanding of what is expected from them. Another benefit is of the management and development of employees which is done with the objective of fulfilling the gap between skills that are possessed by the employee and which is required for the performance appraisal.
Another benefit is to plan how to develop the skills of the employees so that they can move forward in their career. The rewards and recognition given to the employees are another way of getting feedback about their performance which can be negative and positive. Some sort of appreciation will boost the morale of the employee which reinforces the behaviour of the employees. Therefore; it will encourage the employee engagement and retention. It increases the productivity of the employees along with enhancing their knowledge. It is beneficial because it provides the employees with motivation to perform better every day.
Case 2: Addressing Staff Hysteria through Staff Rotation
Motivation is a kind of enthusiasm which drives the employee towards the accomplishment of goals and objectives. There are various factors which sustains the overall motivation of an employee towards the working environment. Employee is motivated by biological, intellectual, emotional and social aspects. Motivation is also very much necessary for the firms which deal in activities like mining. Motivational factors are those which are of great help in reducing the number of accidents and hazards. Motivation is one of the essential aspects of the organisation’s framework. Motivation influences the behaviour, condition and adjustment abilities of the employees. Motivation can be intrinsic and extrinsic which leads to the satisfaction and increase in the productivity of the employees. It has always been found to be subjective in nature as it is determined by the level and extent of the efforts that is put in by the employees to give out good performance.
According to the current case, the mining company is required to draw out a proper planning proposal which can be brought into the notice of its board for improving the performance of the staff of the company which are least motivated to work as they are into coal mining activities which are dangerous and moreover it is at one of the location in the Middle East where it is not much safe to sustain life. Therefore the performance initiative for motivating the staff can be as follows:
- They can be given proper facilities of day to day living in some nearby place where they incur very less expenses.
- Recreational activities can be conducted in order to keep the workers and employees refresh and relax.
- Motivation coming from inside is one of the most genuine things which will help an individual in future for moving ahead.
- Risks attached to the location should be covered by proper rewards.
- Rewards can be monetary and non-monetary both.
- Monetary rewards will include compensation to the individual and family in case of any mishappening.
- Non-monetary rewards can be promotion to a senior position in case of good performance.
- Involving the workers and employees in the strategic decision making.
- Formulation of labour unions and workers will ensure the quick solution of their problems as the representative of the union will directly be able to reach out to the concerned authority and early resolution of the problem.
- Communication should be according the requirements especially bottom up approach should be followed.
- Bottom up approach is recommended with a motive satisfying the workers and the victims in order to maintain the trust of the employees.
- In mining companies the workers and employees should be kept at a level where they should be given the right to speak and express their feelings, problems and issues because their satisfaction will lead to increase in their productivity.
In order to survive with the competition that too at location where people are less interested in staying and working the company is provided to constantly invest in strategies. Strategic implementation should be carried out by involving the employees so that they are more engaged in their work and feel related to their work. The above suggested initiatives will take the employees towards the forward direction which will improve the combined performance of the company and their employees. The board should look into the recommendations deeply and also analyse and evaluate with their knowledge and expertise so that they sustain at the location of their mines.
Job rotation refers to where the employees or workers are very less or not at all shifted to different verticals of work which will provide them more exposure and experience of different works which shall make them more versatile. It is an important motivator which increases the morale and confidence of the employees in themselves and their organisation. Staff rotation is important because giving challenges and new responsibilities is also considered as a kind of motivation which builds the confidence of them and further helps in career growth also.
Case 3: Managing Talent Gaps through Crisis Management
Mining being a monotonous work where there are very less scope for job or staff rotation the employees feel demotivated towards their work. The staff rotation is very less because in mining there is less of changes that takes place as every day the workers are required to do one single type of work i.e. extraction of coal. Moreover, the mine is situated in an isolated location of Middle East where it is dangerous for them to work and they might feel less safe. The company has to come up with some kind of continuous staff rotation at regular intervals which will ensure greater involvement and participation form the employees end.
The economic crisis of Greece has also faced a great downfall in the economy irrespective of the fact that Greece was considered to be a developed nation. The country has witnessed many attacks of ISIS which has led to decrease in the development of the country. Other reasons were the poor GDP growth, increase in the government debt etc.The increase in the ISIS activities in the Middle East countries leads to decrease in the interest of people to work there rather they think of leaving their current jobs also. Mining site is situated in a location where there is danger to lives of the people as their presence is very much strong in Middle East countries. In the isolated locations where people have less security of their lives which pulls they back to withdraw from their jobs. The target of the ISIS group is especially the foreign nationals which work in other countries to earn a living. Therefore; formulation and implementation of strict laws and regulations will solve this problem only. Strict actions to be taken from the end of the government towards terrorism will help in sustaining the businesses of mining so that the industry does not witness an absolute downfall in the country.
In relation to this, for sustaining people working as senior executives there must be ways which can be suggested to the board so that there implementation will hold people for longer periods. Apart from this, before providing any ways which will curb the hysteria that occurs among the executives and the employees? Hysteria is a situation which is the exaggerated something which is uncontrollable. In the case of the mining company hysteria will be a situation of panic which occurs among the executives and employees because of the unsafe environment that exist in the location and the country.
Conclusion
The recommendations that are to be given to the board to control the hysteria that occurs with the employees are as follows:
- The board should appoint a personal who will only handle the problems of the employees.
- There must be an assistant HR executive who shall assist the senior HR executive to deal personally with the problems of the employees.
- The HR should ensure the safety of the employees so that they work without any anxiety or tension for their life.
- At present location, the top priority should be improving the working environment for the employees.
- Another important factor is the safety factor which should be managed by the HR so that they can retain employees which will reduce the cost of the company.
- The costs which will be reduced by the all these factors are the hiring cost of new people in case of there is an increase in turnover of employees.
- The safety is not only with respect to the terrorism but also the danger associated with the activities of mining which are explosive in nature.
- The HR is required to pay special attention in situations of distress which occur among the employees.
- The government of the particular country should be asked to involve for the security of the employees serving at the mining sites.
- It will improve the perception of the employees towards their safety by the involvement of the local police.
- To face any situation the company should also hire security guards who can deal with the situation once the police arrive.
- To retain people the company has to work upon the perks and rewards for good work.
- Facilities should be increased in terms of living of their own and their family.
To reduce the turnover the board should follow the flexible policy to hire the local people of the country who are habitual in dealing with stress situations and also they have less danger to their lives because ISIS does not target the local people of Middle East countries. In order to reduce the turnover of the employees and executives the HR has to follow the strategies for attracting the followers which will develop a feeling of connection among the employees. Therefore; the strategic implementation in the mining company has to come from the part of the human resource department.
Crisis management team is formed by any organisation in order to deal with the crisis or adverse situation which can occur at any point of time. Here the role of the crisis management team arises where they take steps for taking the organisation out of such situation moreover; they take quick and foresighted decisions. The crisis management comprises of different people like the heads of different departments, the board of directors, HR representatives, media advisory personnel, CEO and the people near to him who understand the whole working of the organisation. The team plays a significant role in the organisation which is to constantly spot the prior signs of crisis which might occur in the near future. The team have to identify the areas of the problems and then call upon meeting with the employees for further discussion of the unseen and uncovered areas.
The team has to also prepare a plan which is capable of working out in the emergency situations. The major role is to help people take out of the tough situation. They work according to the step process which starts with understanding the areas that should be taken into consideration before moving further. The second step is to rate the issues according to the priorities, then critical handling of the severe situations by keeping in touch with the external and media people. Lastly, the team is required to double check their plan and the information that has been gathered and finally the implementation of the plan.
Talent gap refers to the gap that exists between the eligibility that is required for the position and the actual eligibility of the candidate. The situation of talent gap is faced by the organisations which is an important issue these days that has to handle by the organisation. The role of the crisis team is to manage the talent gap that occurs in the mining company. The team can handle the situation by the help of the recommendations given below:
- The team should invite people who are resident of the country as they are aware of all the possibilities that could arise anytime.
- Such step will also contribute in generating employment opportunities in the country.
- Time to time job rotation will also help in solving the problem and allocating the right position to the right candidate.
- Attracting candidates will play major role in solving the problem of talent gap in the organisation because as right people will find their likeable position to work for.
- Changes in the compensation policy with more and attractive elements attached will help in filling the talent gap.
- Knowing the wants of the labour market will help unsatisfying the employees.
- Training and education can be one way of covering the talent gap.
The selection criteria that the team should follow the process given below:
- Inviting applications
- Shortlisting the right candidate
- Screening of candidates through their past experience in the industry
- Interview which all the situations which might occur at the workplace must be made clear
The team should invite applications and the shortlisting should be made just by looking at their applications. Further, in the screening the candidates should be asked for their past experience in the field of mining as it requires proper knowledge of the field. The function of the team is to manage crisis at all times, the crisis which occurs the most in the mining company is the problem of talent gap which is found to be very common in Middle East countries. The company has to work for the fulfilment of the talent gap that is present at the site.
The employees should be rewarded in ways which motivates them to feel related and enthusiastic towards their work. The rewards to be given to the employees should be flexible in nature. Rewards are the key factors for encouraging the employees so that they attain the organisational goals. The rewards which should be given to the employees are as follows:
- Extrinsic and intrinsic rewards – Intrinsic rewards are those which are for personal satisfaction which gives the employees a sense of pleasure and pride in their work whereas the extrinsic rewards are those includes money benefits and promotions.
- Financial and Non-Financial rewards –Financial rewards are those which are related to the bonus, profit sharing and increase in their wages over the fixed wages whereas non-financial rewards are those medical facility, counselling services in case where the employees faces any situation of distress and loneliness.
- Performance based and Membership based rewards –The performance rewards are dependent on the performance of the employees that could be on merit basis whereas the membership rewards are those which includes the suggested benefits of the cost of living, higher position with the span of time and other benefits and salary increment.
Apart from this, modifying the structure and function of the crisis team and formulating the new selection criteria will be helpful in covering the talent gap, retention of the senior executives, attracting new candidates and better staff rotation. Therefore; the overall management by the human resource department will improve the position and status of the company.
Conclusion
After discussing the above three cases elaborately it can be concluded that the performance management is important with respect to the motivation of the employees. There are recommendations given which shall improve the decisions of taken by the organisation taken in the forward direction. The drawback of is the location not the organisation which can be overlapped by the other benefits that the employees shall get after working in the organisation. The second case solves the problem of staff rotation in the organisation so as to improve the turnover rate of the employees. The hesitation in the minds of the employees will be removed when they will be allowed to take upon more responsibilities and for their good performance they must be given rewards.
The company has to tie up with the local officials who can be of great help in dealing with the situations of attacks, fear etc. The assurance of the security when given to the employees will increase their confidence of working with the company. The last case has given a conclusion about how the crisis team will manage problems in emergency situations. As another big problem of talent gap has to handle in different ways like suggesting a selection criteria and how the types of rewards will influence the employees to work with their heart and mind in the organisation.
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