Makhubela, S.,&Ngoepe, M. (2018).Knowledge retention in a platinum mine in the North West Province of South Africa, South African Journal of Information Management 20(1), a905.DOI- https://doi.org/10.4102/ sajim.v20i1.905
The main objective of this study is to analyse the strategies regarding knowledge retention in the platinum mine presented in the north-western area of South Africa. Knowledge retention becomes the significant challenges faced by international companies due to their attrition and demographic changes. Thus, it is essential for establishing the relationship between the knowledge of the employees of the mining industry, who retire or resign to those who continue day to day activities without any disruption.
The study mainly uses the qualitative research method of understanding the relationship of the knowledge retention within the employees of the mining industry. Here, the data was collected from the documental analysis and semi-structured interviews comprises of the personnel from the human resources department, management and employees in a company.
From this, it can be said that knowledge retention is one of the complicated subjects and human resources personnel are often that they are much aware of the knowledge retention policies, strategies or initiatives those are writing on paper rather than implementing it. It also can be said that employers must need to incorporate different actions of the knowledge retention for gaining the maximum benefits from this policy for attracting and retaining new and existing employees. It also can be said that though the platinum mine from South Africa has some knowledge retention policy; it isn’t successfully implemented by every department of the organisation. The study also recommends that the respective policy must be enforced and institutionalised all across the departments within the company for getting the best results from the strategy for achieving the company’s objectives.Support for this initiative helps in encouraging employees through the involvement and realises the concerned importance of the knowledge retention within the organisation. The study also said that the retained knowledge must be accessible and available to the present employees, so they can adapt it by making informed decisions.The essential requirements of developing the knowledge retention initiatives by the human resource management of the company are also can be learnt for this study. The study also illustrated that though the company has some organisational and learning culture in place, not all the segments are following them. It also recommends that corporate culture must be practised and implemented by every department in every time for making the knowledge retention practical.
Conclusion
The main findings of this study concluded that though mine has the knowledge retention policy, the maximum of the employees is not even aware of the existence. Also, there isn’t the presence of any sufficient support or development of strategies like knowledge retention initiatives from the side of management in a company (Makhubela&Ngoepe, 2018).
After going through this study, we get to know the different importance of knowledge retention in the mining industry. Also, there is a relation within the employees who are going to retire or resign, and the ones are continuing their jobs for the case of knowledge retention that can be learnt.
Karabasevic, D., Stanujkic, D., Urosevic, S., & Maksimovic, M. (2015). Selection of candidates in the mining industry based on the application of the SWARA and the MULTIMOORA methods. Acta Montanistica Slovaca, 20(2). [Available at: https://pdfs.semanticscholar.org/944c/ae2dcdf8a66badfd6be83cf138d0f3c6faaf.pdf]
The main aim of this study is to illustrate the different influences of the structured workshops by the resource management in various levels of skills, updates, upgrades and acquaintances in the field of mining based on the use of MCDM models of personnel selection.
The research is mainly is an experimental study, where the study was run on the basis of MSDM models of personnel selection that is based on the SWARA ant the MULTIMOORA methods. The usability and efficiency of the proposed approach are considered as the numerical examples of the selection of the candidate for the respective position of the mining engineers for the underground training.
The study illustrated that after and before of the educational workshop, effective teaching procedures could improve four primary indicators like the meme, planning, evaluating and teaching method in the selection of mining industry. However, in the case of the organisations, the mean scores are little modified after and before the workshop. On the other, hand the increased knowledge helps in leading the empowerment of the individuals as well as self-confidence and job satisfaction. The writing also recommends that the various roles of the on job training courses in increasing motivation and interest, empowerment. On the other hand, the personnel selection process within the organisation also used for growing of analysis of the issue’s power and their ability to solve the problem and creating interest in education and also by increasing the working capacity.
Additionally, the practical nature of teaching also helps improve the company’s performances by eliminating the individuals’ weaknesses. Also, the introduction of general skills like organisational expectations and teaching has a vital role in wheeling the individuals’ performances and empowerment. On the other hand, the seniors’ knowledge of regulations and rules helps in increase the staffs’ collaboration, also the on job training courses on the regulations and rules that leads to the people for using the administrative controls. If the in-service training plan initiated adequately, it will be useful for the duties of the individuals, increased work abilities in mining industry. There is also some missing links within the recruitment, attracting and retaining, selection, planning, training and development of the employees that improves the organisational performances, profitability, revenue growth and customer base.
Conclusion
The results of the inferential and descriptive statistical analysis concluded that there are significant impacts of the targeted workshops and the role of the company seniors in the procedures of recreating the human resource management in the mining industry. Also, there is a significant difference between the knowledge of regulations and laws and the effective teaching models (Karabasevic et al., 2015).
After the study, it can be said that targeted workshops have some essential impacts on selection and recruitment, teaching methods, behavioural patterns, regulations and rules and planning, retaining and attracting employees. It also can be learnt that there are some visible differences between the effective personnel selection procedures and understanding about the rules and law.
Amponsah-Tawiah, K., & Mensah, J. (2016). Occupational Health and Safety and Organizational Commitment: Evidence from the Ghanaian Mining Industry. Safety and health at work, 7(3), 225-30.DOI- 10.1016/j.shaw.2016.01.002
The main objective of this study is to illustrate the relationships and the various impacts of the safety and health of the employees’ company related commitment to Ghana’s mining sector. The paper also explored the safety and health and also the different dimensions of the organisational commitment in Ghana’s mining industry, one of the most hazardous sectors of the world.
It is a cross-sectional design of the survey that is used for this paper, here the respondents are collected based on the process simple and random sampling. There are 400 questionnaires administrated for this study, where 370 were returned and also used for this paper. Multiple and correlation analysis are also were used for determining the relationships and impacts within the variables.
The results and analysis of the paper suggested that important and positive relationships within the occupational health and safety management and the normative, continuance and affective commitment. The writing also illustrated the crucial impact of the occupational safety and health on normative, continuance and emotional involvement. The regression analysis also demonstrated the occupational health and safety management on the critical effect on the affective commitment. Employees have some positive perception and impression of the administration of safety and health management of the job. There is also the employees’ emotional attachmentand the identification of the same that helps the organisations by becoming stronger. There is also a presence of positive relationship within the affective commitment and physical standard of the employees. Even employees with the high levels of affective commitment illustrate the emotional identification and attachment and also the involvement within the organisation and lead to the employees who are less involved in the withdrawal behaviours like low performances, turn over and absenteeism.On another hand, there is also a positive relationship and some vital role within the significant effects of the various perceptions of the occupational safety and health management on the various normative commitments of the employees. Additionally, for ordering the administration for developing the loyalty among the employees mainly the workers, who engaged in hazardous places, the organisational safety and health management can be the priority for the top administration. However, the more amount of employee feels safe within the job, the more amount of the person will feel loyal and obliged towards the companies for reducing the employee turnover.
Conclusion
Management of Ghana’s mining sector should recognise the information, where workers may feel safe and healthy in the performances of their respective duties by developing emotional attachment with the sense of obligation to their company and also liked to commit towards the company. Thus, the management must invest in the protection of the safety and health standards of the company (Amponsah-Tawiah& Mensah, 2016).
After studying this paper, the importance of the safety, legal and ethical context regarding the employee can be learnt. Additionally, the roles and responsibilities of the company’s management towards the employees’ ethical, safety and legal context that are also sometimes crucial for attracting and retaining employees towards the company also can be taught.
Walker, D. H., & Lloyd-Walker, B. M. (2016). Understanding the motivation and context for alliancing in the Australian construction industry. International Journal of Managing Projects in Business, 9(1), 74-93
[Available at https://netlipse.eu/media/87008/c212-16-walker-ijmpib-motivation-non-pub.pdf]
The fourth article which has been chosen in this study is ‘Understanding the Motivation and Context for Alliancing in the Australian Construction Industry’. The objective of this research study is to find out how the mining sector can be benefitted by recruiting efficient labourers. In order to execute the research, the paper has chosen the Australian mining sector as the case study and conducted the research on this sector. Some research questions also have been made in order to fulfil the research objective. Those questions are discussed below:
In order to conduct the research, Walker & Lloydet (2016) have gathered both the primary as well as secondary data as the significant parts of their research. Moreover, the primary data has been collected from the employees of Australian mining sector whereas the secondary data has been collected from various articles and papers on this issue. Apart from that, the researchers have used the descriptive method as the research methodology of this paper.
The discussions of Walker & Lloyd (2016) have revealed the fact that the Relationship Based Procurement (RBP) Taxonomy has played a significant role in attracting and retaining the employees. In other words, it can be mentioned that the design of HR should be implemented in such a way so that it can attract the best talents in their company. Apart from that, the design of HR work is based on some significant factors. Those issues are practical knowledge as well as general expertise which is generally followed in this mining sector. On the other hand, talent is also based on several factors suchas spiritual wellness, skill expression, confidence, mental illness and physical wellness. In other words, if the employees are motivated in their job, then they would be able to provide their maximum productivity. On the other hand, if they are not satisfied with their present job designation, salary and additional benefits, then they may quit their job and find better opportunities. The paper has also identified the additional factors which are required for talent retention which are pay, promotion, physical working conditions, relationship with superiors and finally recognition.
Conclusion
From the entire paper, it is concluded that there is a strong relationship between specific skill and attributes and the growth of the company. Moreover, it has also found out how the managers should take proper steps in attracting the new talents for their company.
The article has clearly shown how the BRB collaboration taxonomy can be efficiently used by the business organizations. Apart from that, it has discussed the critical factors in a simplified manner which has contributed immense support in this paper. On the other hand, a person can gain a comprehensive knowledge about the Relationship Based Procurement (RBP) Taxonomy by studying this article.
Perry, M., & Rowe, J. E. (2015). Fly-in, fly-out, drive-in, drive-out: The Australian mining boom and its impacts on the local economy. Local Economy, 30(1), 139-148.
[Available at:
https://www.economicsolutions.co.nz/resources/economicsolutions/reports/Local%20Economy-2015-Perry-Rowe%20article.pdf]
The last article which has been chosen in the paper is ‘Fly-In, Fly-Out And Drive-In, Drive-Out Workforces In Nsw Mining’. The research paper tries to find out how innovative HR planning and information system can be implemented in the business organizations in order to retain and attract their employees. More precisely, this paper has chosen the mining sector of Austrlaia, especially NSW as their case study and conducted their research on this sector. Apart from that, the research questions which have been formulated in the article are-
In order to conduct the research, Perry & Rowe (2015) have collected secondary dataand interpreted those data as well. More precisely, the mines from which they have gathered data are situated in Hunter, Central West, Metropolitan and Sydney as well. A theoretical framework of the study has been prepared on the basis of the strategies which are implemented by those mining companies for facing their challenges.
It has been identified form the study that the employees always look for better opportunities for enhancing their career development. As a result, if they find a better job with more salaries and other benefits, then they leave their present job. It has an adverse impact on the profitability of the business organizations of the financial sector. As argued by Perry & Rowe (2015), the mining companies should always try to implement some innovative strategies in order to retain their existing employees and attract the new laborers in their organization. Apart from that, the study has also identified the FIFO (fly in fly out) as well as DIDO (Drive in Drive out) concept. The mining companies may shift their location of mining as per the procedure of resources which are available to them. There may be some strategies of these mining companies which are used in order to enhance the intensity of money in their business operations. Perry & Rowe (2015) have further discussed that effective communication strategies are another significant factor which the firms have to consider. As a result, there must be effective communication between the employees of the mining sector as one of the significant HRM policies.
Conclusion
It has been concluded from the study that attracting and retaining the employees has become a major problem for the Australian mining sector .In order to mitigate this problem, appropriate HR planning, as well as information, is required by those organizations. More precisely, the companies would require innovative, new technologies, internal control, audit system, external resources and most important efficient workforce.
The article deals with attracting and retaining employees as well as motivation and performance management in the mining sector. This, in turn, would benefit the employees and lead to retention of staffs in the banking sectors. On the other hand, the FIFO and DIDO concepts have been clearly explained by the study.
References
Amponsah-Tawiah, K., & Mensah, J. (2016). Occupational Health and Safety and Organizational Commitment: Evidence from the Ghanaian Mining Industry. Safety and health at work, 7(3), 225-30.
Karabasevic, D., Stanujkic, D., Urosevic, S., & Maksimovic, M. (2015). Selection of candidates in the mining industry based on the application of the SWARA and the MULTIMOORA methods. Acta Montanistica Slovaca, 20(2).
Makhubela, S., & Ngoepe, M. (2018). Knowledge retention in a platinum mine in the North West Province of South Africa, South African Journal of Information Management 20(1), a905.
Perry, M., & Rowe, J. E. (2015). Fly-in, fly-out, drive-in, drive-out: The Australian mining boom and its impacts on the local economy. Local Economy, 30(1), 139-148.
Walker, D. H., & Lloyd-Walker, B. M. (2016). Understanding the motivation and context for alliancing in the Australian construction industry. International Journal of Managing Projects in Business, 9(1), 74-93
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