Discuss about the Prevalence of Globalization and Rapid Advancement.
Prevalence of globalization and rapid advancement in science and technologies has massive impact on the business world. The improved information and communication technologies influence almost all the business activities so that the activities are now more integrated and synchronized. As a result the efficiency of the business is improved as well as it become easier than before (Joshi, Liao, & Martocchio, 2011). However, at the same time the competition is radically increased in the business world as due to globalization the market is now open and the big global players use to make entry in the market and competition is increasingly growing for the local business. In this particular scenario, all the business organizations put great effort on developing effectual business policies and marketing strategies, which help the organization in surviving in this cut-throat competitive market. In order to attain additional advantages from this ruthless market the management of the organizations provides effort to develop and implement efficient Human Resources Management (HRM) strategies, which help the organization in recruiting, training as well as deploying the human resources of the organization in appropriate way. Besides this, management provides effort in developing suitable design for the organization, in developing accurate culture and ethics within the organization and develops a behavioral pattern within the organization (Martocchio, 2007). Apart from this, the human resource management of the organization provides great emphasis on their employees so that develop strategies to improve the performance of their employees, owing to this several performance management strategies has been developed and implemented, different types of motivational therapies has been adopted so that the performance of the employees can be improved and the maximum output from the workforce of the organization has been achieved. Besides this, companies use to take several important policies in order to retain their efficient workers within the organization such by improving their remuneration or giving them promotion. Apart from this the succession planning for the future growth and development is also a necessary objective of the management (Martocchio & Ferris, 2003). Moreover, as the mining organizations are hardcore business organization thus, for successful running of the organization need to implement effective strategies that help in maintain the growth and development of the company.
The motivation of employees is the key success factor for challenging and innovative organization. The performance of organization includes productivity, profitability, customer satisfaction and marketing effectiveness. The performance management helps to motivate the employees towards their goal. It includes planning, learning, succession planning, measuring, compensation, career development and reporting. Organizations are focusing on developing, motivating and increasing the performance of the employees (Aguinis, 2009). Performance management ensures employees are focusing on their work that contributes to the achievement of the goals of the organization. Managers and supervisors are responsible to manage the performance of the employees. The management department should implement management practices in order to motivate the employees to achieve their targets. An efficient performance management supports the motivation through clear objective setting process, feedback provided by the managers and with the help of strong management system (Cook, 2003). Motivation is commonly affected if the employees do not see actions on the low performers in team. The managers can guide their decision making process with the help of performance management as it motivate the employees to achieve their goals. A trustful and efficient performance management system cannot be achieved without appropriate performance standards. The HR department has to define the requirements for the job positions within the organization (Curseu, 2015). Managers and HR have to prepare fair and balanced requirements system. The employees have to meet the quantitative as well as qualitative criteria. The expectations of the managers can be determined from the set standards. The performance standards that are not met by the employees cannot expect any recognition and rewards in the organization. The managers can take action if t he the set standards are not met by the employees. The performance standards can be seen by everyone and it is expected to achieve the standard level for the specific job position. The employees within the organization can be motivated if they see action on the low performers in team(Das, 2003). The managers and team leader should constantly work with the high as well as low performers. The low performers should be guided appropriately in order to achieve the goals of the organization and their performance can be improved in a short period of time. The managers should distinguish between the low performers and high performance in order to plan the work appropriately.
The performance management helps the managers to determine low performers who perform low permanently in the team. The managers should determine and evaluate the basic rules and regulations of the performance management within the organization. The low performers should be provided one or two chances to improve their performance (MaÅ›lanka-Wieczorek, 2014). They should be provided training and education that will help them to achieve the performance standards. All the employees should understand the importance of performance standard and setting their goal on the basis of the set standard. Managers have to be supported and educated by the human resources. Human resource manager prepares training courses that is evaluated from the performance management system. Discussions and meetings should be conducted to discuss on the topic about motivating employees and implementing performance management within the organization. Therefore, motivation can be supported strongly by the performance management system within the organization (Mitchell, 2007). The mangers should be trained with the low performers and high performers. The managers plays significant role in identifying the main causes and reasons for the low performance. The satisfaction of employees is very much important that should be focused by the managers while executing their tasks. It is one of the most important targets of the managers to motivate employees and determining the needs of the employees (PeÃŒÂrotin and Robinson, 2004). Expectations and demand of the employees are compared to their performance as well as guiding their goals on the basis of that. The performance management improves the performance of the organization by improving individual and team performance as well as clarifying the expectations of the teams. The main purpose of the performance management system is to develop competencies and skills of the individuals, providing tool for the managers to manage the employee’s performance and allowing the employees to become actively involved to manage their performance.
The managers can take important decisions on the basis of the performance management. The performance of the employees will help to provide direction to the managers to prepare the goals of the tasks. Performance management also helps the managers to implement the framework of SMART goals which means the targets should be specific, measurable, achievable, result oriented and time bound. The preparation of the goals will be on the basis of SMART objectives. The planning, organizing, directing and controlling the task objectives is very much important which can be achieved with the help of the appropriate process (Van Dooren, 2011). The decision making process is considered as one of the most important step while achieving the goals of the organization. Therefore, the decisions can be taken by the managers with the help of performance management which motivates the employees to achieve their goals. The employees should perform their tasks as per the set standards and performing at their level best on the basis of the guidance given the managers. Performance management imposes vital impact on the performance of the employees that should be understood by the managers. Therefore, the expectations should be set for the employees and motivating the employees towards their goals.
The Mining Co consists of a problem that is related to the migration of the workers and the labours for the economical crisis. The migration of the staffs of the company lags the company in the competitive market and henceforth the rotation of the staffs creates a negative impact on the workers of the company with hampering the production of the company. The economic crisis in Greece has been created with the impact of the presence of the ISIS in the Middle East and thereby it results in leaving of the senior executives from the job. Henceforth the recommendations are provided as per the board and as a result the impact can be neglected with neglecting the curbs that are formed (Mitsakis, 2014). There are different recommendations which are vividly described below with the explanations for the expansion of the growth of the company and also helps in neglecting the issues that are caused which are as follows:-
The crisis management is one of the most important aspects of the business organizations, specially for the organizations like mining as there are probabilities of accidents are use to be very high because the mining is a accident prone organization. Therefore, in order to combat with the crisis a team must be made, which always ready for the crisis. If there is any gap in the talent or skill within the team then it will be problematic as owing to the skill gap the synchronization among the team cannot be possible or it cannot be synchronized adequately. As a result the desired result cannot be achieved from the team. Therefore, the required training and learning session must be organized time to time to reduce the talent or skill gap among the crisis management team of the mining organization (“Business Continuity Management. A Crisis Management Approach”, 2003). In order to create the crisis management team, a proper plan is needed to select the proper candidates for the team so that the selection criteria should be stringent as well as it must be efficient so that the most eligible candidates only get a chance to serve this crisis management team (Nel, 2011). The team should be of a proper format a proper hierarchy, where the some leaders, who are expert in different fields, will manage their subordinate team. The team will always be ready for the crisis and the team should have capability and efficiency so that they can minimize the risk in order combat with the crisis. The team will handle the crisis and keep away the crisis from the company. The team will be rewarded on their success when the team successfully battle with the crisis, and win over the crisis, the team will be awarded from the management of the organization so that they will be encouraged to do more dreadful job at the time requirement. Besides this, those from the team will give the better performance will be specially rewarded so that the confidence of the team will be improved and they encourage to put extra effort to minimize the impact of the crisis on the organization (Rothwell & Kazanas, 2003). The members of the crisis management team should have adequate knowledge of the crisis management; the latest techniques use to combat with crisis as well as al aspect all features of crisis management so that in the time of crisis they can help to minimize the crisis and the crisis can be overcome successfully.
Conclusion & recommendation
The performance management initiatives help in minimizing the issue which hinders the organization to obtain optimum performance from the employees (Ryakhovskaya, 2014). Thus, with the help of effective performance management strategies and motivational plans, the performance of the workforce can be improved substantially so that the productivity of the workforce and well as the mining organization will be improved considerably so that the profitability of the organization is also improved. In order to motivate the workforce the management arranges several different types of reward program (Ushanov, 2015). The workers will get the monitory benefits as a reward, which encourage the workers to provide much better performances to the organizations. Besides this, recognition and promotion can improve their performance; they can be awarded with a vacation in any exciting sites, which also help in improving the motivation of the organization. The economic crisis as well as the political situation of Middle East can be handled by effective policies. The economic crisis can be minimized by efficient fund allocations that help in carrying out the necessary business activities of each of the mining sites. As well as by substantial improvement in security for the Middle East workers and subsequently their remuneration increment as well as other financial and non financial benefits help to retain the employees who work in the Middle East site of the mining organization (Yurieva, 2014). Apart from this the efficient recruitment of the crisis management team helps the company to minimize the crisis. The human resources management policies and strategies help in minimizing crisis. By effective reward system the optimum performance from the crisis team can be obtain that help in minimizing the crisis.
References
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Martocchio, J. (2007). Research in Personnel and Human Resources Management. Burlington: Elsevier Science.
Martocchio, J. & Ferris, G. (2003). Research in personnel and human resources management. Bingley, U.K.: Emerald.
Nel, P. (2011). Human resources management. Cape Town: Oxford University Press.
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