International Human Resource Management For Liquefied Natural Gas

Current situational analysis

Discuss about the International Human Resource Management for Liquefied Natural Gas.

In this study the GulfWest has been highlighted with its popularity as Liquefied Natural Gas Producer.  It has been identified that the GulfWest has adopted the joint venture strategy with Qatar in order to export and process Liquefied Natural Gas in the international market through LNG tanker. In the current business scenario, it has been identified due to uses of modern technology and innovation, the State of Quarter has started controlling the interest through the Qatar Oil & gas in QLNG. Although the industry has brought various development, but in order to maintain the technological innovation, it needs to depend on GulfWest. Due to this reason, the social issues have increased which has become a headache for the Qatar people. According to Minier-Matar et al., (2015), in the current situation it has been identified that the Qatar gas and oil industry has brought various strategic development in the organization. By supporting this Zeroug & Bose (2018) stated that with the increasing growth, the industry has achieved 50% of its target. By bringing the organizational development the rate of employment in this sector has got influenced. In the other hand, recruitment of efficient employees the organizational performance has got improved. As the Qataris are efficient in this sector, therefore the demand for Qataris all over the world is very high (Rostrup-Nielsen, 2015). For retaining the staff in the industry, various human resource management initiatives have taken by the industry. In order to retain the Qataris employees in the industry, various strategy have been adopted. As stated by Weber (2017), by providing the quality compensation and desirable position in the organization, the industry has decided to encourage the employees. In order to deal with the situation, the industry has started taking various initiatives, which will be helping it for bringing the organizational changes. In the words of Kaitibie, Al Jaidah and Haq (2016), in order to develop the organizational environment, different human resource management practices have been introduced in the country. Qatar is considered as the economic boom, which is supported by the expanding production of natural oil and gas (Ustao?lu, Y?lmaz & Tato?lu, 2017). Various economic policy has been introduced in this country for increasing economic contribution of gas and oil industry in the GDP. With the help of oil and gas, Qatar has become one of the fastest growing country in the global energy industry. In the current scenario, it has been identified that due to availability of investors in this country, it has become worlds’ largest liquefied natural gas exporter. As the industry has only focused on developing its business rather than developing the position of the employees in the workplace (Mirzaei & Moore, 2016). Therefore, in order to bring the improvement in the organizational structure, the industry has brought career planning opportunities for the employees in the organization.

Issue related to repatriation and career issues

After analysing the current situation of QLNG, this can be said that the major issues which has been faced by the employees is regarding its society related issue. With the increasing living standard the market has become very expensive for the Qataris (Al-Maamary, Kazem & Chaichan, 2017). In this situation the demand of the labour has also increased. This can be said that due to increasing cost the rate of employee turnover has increased. As the study has already mentioned that the demand for Qataris in the oil and gas sector is very high, therefore, the employees are switching their organization for getting the better opportunities (Ewers & Shockley, 2017). In this study, it has been also identified that the local employees of Qatar are dealing with various human resource management related issues. Although Qatar has brought various development in its energy industry, it is still dependent on the West Golf region. This is the main concern for the Qataris regarding their job security (Ustao?lu, Y?lmaz & Tato?lu, 2017). It has been identified in this study that the QLNG has recruited the additional staffs in joint venture. These expatriates are being recognized as the most skilled and disciplined employees in this sector. These expatriates have the technological skills too and they are appointed for giving the training to the Qataris for developing an effective plan. On the other hand, this can be said that the expatriates manages the health, safety and finance activities in the organization. Therefore, this can be said that the hiring proper employees has become the important issue in the current industry. Another way this can be said that the rising living cost is another important issues faced by the industry. Due to this reason various challenges regarding the employee salary has increased. According to Minier-Matar et al., (2015), the employees who are getting low salary, are facing the issues regarding survival. It has been identified in this study that the differential between living costs have raised and increased over calendar year. The range of living has increased near about 22%, where the average salary is in 12-17%, which is quite low (Tan   & Luu, 2017). On the other hand, it has been also identified that cost of living in this country is in the range of 27-38%, which is higher than Kuwait, UAE and KSA (Babar, 2014). Therefore, in this situation, most of the employees have started leaving their jobs and have decided to shift other countries. In the words of Kaitibie, Al Jaidah and Haq (2016), this is clear that the major issue in this country is the industry has focused on bringing the business development, on the other hand the employees are struggling with the increasing living cost. As its result, large number of employees have shifted their job for getting better opportunities, which has affected the rate of productivity.  Another way, this can be said that the recruitment authority was not being able to recruit appropriate candidate in the organization, this has also impacted on the employee turnover ratio. Not only the Qataris, but also in order to bring the development in the industry, it has decided to adopt the brain drain practices,

Recommendation

In order to deal with the situation, the industry has brought various changes. It has brought the changes in its business industry. Various leadership strategy have been adopted by the industry. Different meetings have been arranged with the employees for discussing their issues and expectation from the job. It is also very important to identify that which things are creating difficulties for the employees. By developing healthy relationship with the employees, the organization has started practicing leadership goals.  In order to retain the employees, different compensation and reward offers have been introduced, it has been also identified that the improving the quality of performance, training and development practices have been introduced. This can be said that due to reduce the employment turnover, the company has decided to appoint right employees in right position. The organizational structure has changed for increasing the involvement of Qataris in this sector. Large number of Qataris have been appointed in the important position of the organization for gaining their trust. As the company has decided to provide different grooming and technical course in the training and development session, therefore this can be said that it will be beneficial for the industry. In the words of Kaitibie, Al Jaidah and Haq (2016), as job security is one of the major issue faced by the employees, therefore the industry has introduced healthy and safety plan in the organization. Different compensations have been provided in the case of dealing with the issue regarding employee turnover. The company has also introduced permanent position for the employees who are deserving. QLNG has decided to contribute in the case of achieving the vision and mission of the organization. By maintaining transparency about the profit and loss of the organization with the employees, employee engagement can be increased. By involving the employees in the decision making process, the development can be done in the proper manner. This will be also helping the organization to deal with the emerging career issue. It has been identified it has become very difficult for maintaining the safe and continuous operational plan in the organization.  In order to deal with such difficulties the HR manager has decided to bring the redundancies in the previous positions of the employees. Therefore, this can be said that the industry has decided to focus on developing the performance quality as well as increasing the percentage of Qataris in the organization.

Developing healthy working environment

In order to deal with the situation, various career management plan have been introduced in the industry. It has been also mentioned in this study that for improving the performance of the employees, different training and development programs have been introduced in the industry.  As the employees of the industry were struggling with the increasing cost, therefore, the company has brought the changes in its salary structure for reducing the employee turnover. After identifying the issues, the industry needs to focus on developing healthy atmosphere for the employees in the workplace. By arranging different meetings, the needs and demands of the employees can be analysed.

The performance management system has been introduced in the industry for analysing the quality of performance of the employees (Ustao?lu, Y?lmaz & Tato?lu, 2017). This system has been introduced on the basis of the required skills of the employees in the industry. For increasing their efficiency, these initiatives have been taken. This is also very influencing in the case of analysing if the employees are satisfied with the job or not. Here the study has also highlighted the compensation policies.

 Health care, disability, sick leave and many more have been introduced in the organizational planning. In order to deal with the financial crisis, economic policies have been introduced by the Qatar government (Wu, Cai & Guizani, 2015). Through this process, the employees will get the chance to analyse the goals and objectives as well as their responsibilities to deal with the situation. In order to bring the professional development the company has brought training and development courses and compensation related policies in the industry (Al-Maamary, Kazem & Chaichan, 2017).

There are various types of job oriented training process, different diploma and technical degree courses. Different grooming courses are being provided in order to help the people for adopting the organizational culture. On the other hand communication and behavioural development are also part of training and development process. Corporate culture is an essential part in every business organization. Therefore, by bringing the changes in corporate culture through creativity, innovation and performance-based recognition, the industry has tried to emphasize its rate of productivity.

Improper implementation plan

In the above study, it has been identified that in order to deal with the issues the industry has brought various opportunities in the market. However, most of the initiatives taken by the industry has faced disappointment. Due to lack of proper implementation planning, the career management plan of the industry has faced disappointment (Zeroug & Bose, 2018). As the employees were dealing with lack of job security, therefore, as the part of human resource management the industry has decided to give the chance to the efficient employees for gaining permanent position in the organization.

Excessive employee turnover

In order to deal with the employee turnover issue, the industry has taken various initiatives. Due to excessive turnover, the industry has started hiring people for continuing the process (Weber, 2017). The issue behind the turnover, which has been identified that due to direct recruitment from western expatriate and Qatari. Due to this reason the recruitment board has appointed the candidates, who are not appropriate for this field.

Demand of the employees are higher

Due to excessive demand of the employees, within very short time, the recruitment directors have started recruiting the employees (Mirzaei & Moore, 2016). As its result, the overall performance gets hampered. Although the industry has decided to bring the efficient recruitment practices in the organization, however, it has faced the disappointment due to lack of skills of the employees. In this study it has been clearly mentioned that most of the development activity of the company is dependent in the GolfWest region, therefore for bringing any kind of development the country needs to depend on this region. It has been also identified in this study that due to lack of implication of innovation, the technological development has not done in the proper manner. This has been also analysed in this study that the skill of employees are being judged depending on their educational qualification. Due to this reason, the efficiency of the organization gets hampered.

Improper monitoring practices

 Due to lack of proper monitoring process, the training and development process of the employees get affected (Wu, Cai & Guizani, 2015). It has been identified that most of the employees are not satisfied with the employees in the organization, the reason is they are not getting proper mentoring by the finance experts and senior staffs.

Training was not career oriented

Although the training is being introduced for Qataris professional development, but the elements of the training was not career oriented, which is very disappointing (Al-Maamary, Kazem & Chaichan, 2017). Although the compensation policies have been introduced in the case of grabbing the attention of the employees, but it has also faced disappointment. It has been identified that this has impacted on the corporate culture of the organization.

In the above study, it has been identified that Qatar is one of the popular and fastest growing industry, which has higher level of impact on the global energy industry. In the current situation, the industry is dealing with the issues regarding employee turnover. In order to deal with the situation, the industry has brought various changes in its strategic planning. It has also brought the changes in the human response manager practices. However, after taking different steps, the industry is not being able to deal with the situation. The major issue which has been identified that as the QLNG is dependent on the GolfWest region for bringing any kind of development. It has been also identified that the industry has adopted various development strategies in the case of dealing with the issues. Due to lack of efficiency and proper monitoring process in the industry, the industry has faced the disappointment. Demand of Qataris in the gas and oil manufacturing industry is very high. Therefore, this is very difficult to retain the employees. With the increasing development in the energy industry, the standard of living has also increased. However, with the increasing rate of living standard as business profitability, the employee salary structure has not changed. It has been identified that compared to the living standard, the salary of the employees are very low. In this situation, employee dissatisfaction increases in the workplace. On the other hand, the business organizations mostly focus on business development rather than improving the position of the employees. Due to this reason the large number of employees have left over the industry (Babar, 2014). In order to deal with the situation, the industry has decided to bring the changes in its internal management process. The industry has decided to improve the position of the employees in the organization in order to provide the job security. This can be considered as the wise step taken by the QLNG. On the other hand, large number of employees are not satisfied with the training and development process in the organization.

Therefore this can be suggested that if the career-oriented training is provided to the employees, it will be more beneficial for the industry. Here the study has also highlighted that by bringing the changes in the management program, the corporate culture will be helping in the case of improving the internal culture of the organization. After analysing the entire study, it can be concluded that the QLNG needs to focus on bringing the innovation in its internal culture (Ewers & Shockley, 2017). With the increasing business revenue, it needs to focus on the needs and demand of the employees. By bringing proper human resource management practices, the industry will be able to deal with the employee turnover issue.  On the other hand, this can also be suggested that proper programming is needed for bringing the development in the industry.

Reference List

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