Discuss about the Key Mechanisms Connecting Socialization.
In the competitive market scenario today “Human Resource Retention” is one of the major problems faced by the human resource management in order to improve their managing activities. Researchers have found that Human Resources are the key source of any organisation. In this context the Human Research Management is considered an advantage in the competitive market. Mining being a global industry, most of the companies in mining industry operate internationally or at multiple locations within the nation. In this report there is a thorough discussion about three different scenarios in which the Human Resource Management” href=”https://#”>Human Resource Management has to respond in an effective way to motivate the employees to retain them for a long time period, in the company and took the essential initiatives for the coordination of different sites for an effective output for the company. In this report there is also a discussion about the methodology and implementation of new management task force for some specific crisis situations. The senior HR executive has to perform all these tasks with the help of whole HR management team.
Mining companies are facing some major challenges like an effective employee motivation, lack of co-ordination between different units etc. These issues sometimes led to the unnecessary strikes, high labour turnover and low production for the company. Motivation plays an important role in the production rate of the organisation, work morale of the employees, and may led to high performance of the employees (Samwel 2017). In this case I am working as a senior HR executive and I found the same issues at my location of the company unit. So I decided to initiate a new programme especially for the motivation of employees. Even some researches also show that motivation is one of the key alternatives for making the employees work efficiently and enhancing their productivity. The process of motivation starts with the psychological or physiological deficiency or need which activates the behaviour of employees or sometimes a drive which aimed at a specific goal (Bhattacharya 2009). The work motivation is mostly categorised into two categories as, intrinsic motivation and extrinsic motivation. The intrinsic motivation deals with rewards as the activity of motivation itself and extrinsic motivation is concerned with the external variables like explicit rewards (threat, money etc.) (Kuranchie-Mensah & Amponsah-Tawaih 2016).
This study led me to initiate some effective motivational programmes for the motivation of employees working in my unit. From a deep analysis of the unit performance I found that there was a lack of efficient performance from the employee side and this issue had to be seen with in priority to increase the productivity of the unit. And a complete analysis took me at the conclusion of starting some motivational programmes like rewarding my employees and appreciating their work for the company. So I decided to start a new motivational programme named as “Our Employees, Our Strength”. This name was finalised in order to reflect the motivational aim of the company to create a motivating psychology for the employees. This programme has got success as the total expenditure for this programme was less than the profit growth of the company.
After enhancing the productivity of employees now there was another challenge of retaining the employees in my unit. A direct relation between retention and the pay has been the major subject of different studies (Kossivi, Xu & kalgora 2016), (Das & Baruah 2013). In the company scenario as a senior HR executive I found the company is spending a significant amount on the recruitment process every year for the vacancies available due to regular resignation of employees. Therefore, I came up with the solution of retaining the working employees in the company, introducing an annual rewarding programme and named this initiative as “My Employees, My Responsibility” In this programme there is a provision for rewarding the efficient candidates based on over-all performance. This initiative make the employees work more efficiently for the company and retain the employees as this reward make a psychological impact on the thinking of the employees. Both the initiative being successful made the company growth rate high and helped me to perform other HR activities with a higher degree of effectiveness.
In 2001, when Greece joined the EURO group, there was a hike in the confidence of the Greece economy. But in 2008 after the financial crisis, the scenario of the Greek economy has completely changed and this results in the high unemployment rate which has reached to 208% in 2013, which was the worst of all time with higher than that of the US during the Great Depression period (Lee 2015).
On the other hand, in the last few months, the Islamic State has inspired or directed the terror attacks in Paris, Beirut, San Bernardino, and Sharm el Sheikh. Although the ISIS has its priority targets as US, Italy, France, and UK, but it doesn’t mean that other countries should feel that they are terror proof countries. Especially Greece is the perfect example of this kind of false security sense. In the last few months, on 24th November 2015 a powerful bomb exploded in Greece, fortunately that explosion caused no injuries (Guitta 2015). But this was the clear indication that Greek is the only Gateway of ISIS to its primary targets that is the biggest threaten for the country.
These two major factors are affecting the GDP and over-all economic growth of the country. In 2014, for the first time after 2007, there was an increase in the GDP of Greece that was 0.8% increase (Hasstorun 2017). In 2013, total turnover of Greece’s mineral industry was €2.1 billion, and for 2014 this turnover was anticipated to reach €2.3 billion. Still this turnover in 2013 was 15% less than that of in 2009 (IOBE 2016).
This economic crisis in Greece caused changes in pension plans, employee transfers, salary reduction and all this made the voluntary resignation of the employees in private sector, led to 234,857. And at the end of 2015 this number of voluntary resignations in private sector had reached to 630,296 (Chrysopoulos 2015).
This mass voluntary resignation made the mining industry to think about the retention of their employees. Employee retention concerned with encouraging or keeping the working employees in the company for a long time period. Employee retention is defined as “the technique opted or adopted by the company to maintain the efficient workforce and to meet the requirements of the operations for the business (Mehta, Kurbettti & Dhankhar 2014). Retention factors include benefits and remuneration, fair and equal treatment, training opportunities, organizational culture etc. (Ghapanchi & Aurum 2011). Whereas other factors of retention are relationship with colleague socialization, management style and leadership in order to increase the retention capability of the organisation (Allen & Shanok 2012).
As a senior HR executive I had to take care of different factors in order to retain the executives in our company. Professional development of the executive is a major retention cause in any company. Professional and personal growth of the executives is one to the major determining factors of retention and the opportunities of promotion can increase the executive’s commitment to stay for a long time period working in the company. In case of my location of the company unit scenario was quite difficult for promotional activities as the company was suffering from the economic crisis and the increasing terror activities of ISIS.
This scenario at the location of unit under my control has made a requirement of staff rotation or cross over with the other units. And the environment in unit was completely against all these practices. This lack of staff rotation or cross over working between the units was influencing each isolated site to operate as a single entity without any rotation of the employees. This issue was concerning the low co-ordination between the executives of other units which was resulting in the poor production of the unit. This issue was equally considerable for the cause of executive’s leaving the company. Therefore, retention and managing my staff was a major challenge for me.
Main cause, executive leaving the company, was the current scenario at the location. For the retention and regular cross over or rotational problems of the staff I practiced some activities which were implemented with proper strategic analysis and implementation. In this scenario the best retention activity as a senior HR executive I practiced was providing the safety and security of the employees working in my unit.
In this scenario safety of the employees was the top most priority other executives were looking for, from the company. So I decided to revise the safety and security policies for the employees working at the site location. Safety is defined as one of the major factors for job satisfaction and this was the most important requirement so I started working on this aspect. In this context I revised all the previously implemented security arrangements at the site location and provided an additional security with advanced technology in order to ensure the security of employees working at site. This advancement was done in terms of preventing the suspected entries at the site location and providing a better security environment around the workplace with the help of some advance local security providers. This practice included the sorting of the suitable security services agency available and suitable for the company as well.
Improved compensation to the employees can retain the employees for a short time period (Karatepe 2013). And the post economic scenario of the country was considered as a short time issue therefore, I adopted this as another way to retain the executives leaving the company just because of above mentioned issues. Therefore, I needed to provide the required compensation for the employees working in such economic scenario where the country is suffering with the post economic crisis situation. In this practice in manages to convenience the board of directors to provide the compensation to the employees for their work.
Both these initiative for the retention of other executive in the company were successful. Although both the initiative were impacting the expenditures of the company but the outcome from these initiative could be seen on the over-all outcome of the company in the annual growth report. The retention or those executive was the key point of this growth.
In the recent years citizens have seen the vulnerable side of the organizations and people whenever a crisis occurred. This has shown that we are living in a very turbulent and dynamic environment across the globe in which the crisis potential has been increased dramatically (Spillan 2008). The scenario at my site location was not secure in terms of threatening as well as the economic crisis as the Greece, county of my location, itself suffering from the past economic crisis. Therefore, there was a requirement of a response team to respond at the time of crisis at any site location of the company. In order to form this crisis management team I practiced the following activities
Sometimes there may be a situation of crisis for the business. This crisis is due to lack in the target achievements of the employees in their given time. This situation will require an emergency response team in order to help the management team in improving their efficiency for the better production. In mining sector any lack in achieving the target will not only affect the business economy of the company but also affect the economy of the country as the mining is interrelated with other sectors too. Therefore, company does not want to take such risks where the company business as well as the social reputation may fall down. This team will play the following roles
This crisis management formed in my leadership is including
The company has spent a lot to prepare a response team in order to respond at the time of crisis or any disruptive event occurring at the site location. Being the senior HR executive for the company this formation has to be done by me only. This selection of the individual, leading the crisis management team of the company, is the major factor of determining the success or failure of the team in time of crisis. This selection would be based on the leadership ability and the key skills essential to lead a group in most stressful and sometimes ambiguous situation to deal with. Before finalising the team leader I had few points to be considered
The individual leader appointed to take the charge will immediately respond to the management and the team members. In the very beginning he will understand the areas of high concern at the time of emergency situations.
Then after, he will lead the team working on the different problems, which led the situation at workplace. He will ensure that each team member has understood that in which areas they need to work and how can they provide the essential training on site to improve the current process. It is very important to prioritize the problems and then the team should work on the basis of this priority list. After this the team will create an effective plan to be executed for better response and the leader will cross check the plan before execution. Now at this point of time after preparing the plan team will execute the plan immediately to get the results on time. In this way the team formed by me will help the company to tackle such emergency situations when needed at the different site locations of the company (TRP 2012).
Rewards can be the major source of motivation for the employees of any organisation. These rewards are different for different individuals respective to their role in the organization. Although the company is getting the significant benefits from this team but there may be some problems for the companies while facing such problems and taking some tough decisions. At such situations employees or team members may not want to involve in such kind of stuff. Therefore, companies need to motivate the team members with some kind of rewards. These rewards man be in terms of promotion, bonus etc. (Jiang 2010).
People in my team will be provided with desired promotional and bonus rewards for their motivation. For this I made an additional fund deposit for this purpose only.
Conclusion
The above report has discussed three scenario can be faced by a senior HR executive of the company. The report concludes that there may be any type of crisis in the business at any time independent of the possibilities. These situations must be handled in a strategic manner and the essential actions for the betterment of company in long terms must be taken whether these actions may be beneficial or not, for short term. And if the company is dealing with some crucial situation it is HR manager’s responsibility to form a crisis management team to deal with such situation. This team should also be rewarded on regular basis for their motivation.
References
Allen, DG & Shanok, LR 2012, ‘Perceived Organizational Support and Embeddedness as Key Mechanisms Connecting Socialization Tactics to Commitment and Turnover among New Employees’, Journal of Organizational Behaviour, vol 34, pp. 350-369.
Bhattacharya, DK 2009, ‘Human Resource Research Methods’, in Excel Books, New Delhi.
Chrysopoulos, P 2015, ‘Employees Leave the Public Sector Due to Economic Crisis’, Greek Reporter, Greece.
Das, BL & Baruah, DM 2013, ‘Employee Retention: A Review of Literature’, IOSR Journal of Business and Management, vol 14, no. 2, pp. 8-16.
Ghapanchi, AH & Aurum, A 2011, ‘Antecedents to IT Personnel’s Intension to Leace: A Systematic Literature Review’, Journal of Systems and Software, vol 84, no. 2, pp. 238-249.
Guitta, O 2015, ‘Greece: ISIS’s Gateway to Europe?’, The National Interest.
Hasstorun, S 2017, The Mineral Industry of Greece, <https://minerals.usgs.gov/minerals/pubs/country/2014/myb3-2014-gr.pdf>.
IOBE 2016, IOBE Foundation for Economic & Industrial Research, <https://iobe.gr/docs/research/en/RES_05_F_31032016_SUM_EN.pdf>.
Jiang, X 2010, ‘How to Motivate People Working in Teams’, Internatioanl Journal of Business and Management, vol 5, no. 10, pp. 223-229.
Karatepe, OM 2013, ‘High Performance Work Practices and Hotel Employee Performance: The Mediation of Work Engagement’, International JOurnal of Hospitality Management, vol 32, pp. 132-140.
Kossivi, B, Xu, M & kalgora, B 2016, ‘Study on Determining Factors of Employee Retention’, Open Journal of Social Sciences, pp. 261-268.
Kuranchie-Mensah, EB & Amponsah-Tawaih, K 2016, ‘Employee Motivation and Work Performancr: A Comparitive Study of Mining Companies in Ghana’, Journal of Industrial Engineering and Management, vol 9, no. 2, pp. 255-309.
Ladley, R 2012, ‘Crisis Management Team Leadership Success: A Combination of Natural Abilities and Learned Skills’, Avalution’s Perspective on Business Continuity & IT Disaster Recovery, 2012, <https://perspectives.avalution.com/2012/crisis-management-team-leadership-success-a-combination-of-natural-abilities-and-learned-skills/>.
Lee, TB 2015, ‘The Greek Finanacial Crisis’, VOX.
Mehta, M, Kurbettti, A & Dhankhar, R 2014, ‘Review Paper- Study on Employee Retention and Commitment’, International Journal of Advance Researcch in Computer Science and Management Studies, vol 2, no. 2, pp. 154-164.
Samwel, DJO 2017, ‘Role of Employee Motivation on the Production of Mining Companies in Geita Gold Mine, Tanzania’, International Journal of Science and Research, vol 6, no. 11, pp. 446-449.
Spillan, JE 2008, ‘Strategies for Successful Crisis Management’, South East Informs, 2008, <https://southeastinforms.org/Proceedings/2008/proc/p080429001.pdf>.
TRP 2012, An Overview of Crisis Management Teams, <https://www.emergency-response-planning.com/blog/bid/55772/an-overview-of-crisis-management-teams>.
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download