CASE STUDY ANALYSIS ON MINING CO

Introduction 3 Case 1 4 Recommendations 6 Case 2 7 Recommendations 9 Case 3 10 Recommendations 12 Conclusion 13 References 14 Introduction This report analysis is based on various aspects of human resource management, which include strategies of human resource management, design of the organization, ethics and culture of the organization, organizational behaviour of the employees, performance management and motivation. Performance management is the mainly the process of rewarding, attracting and developing and ultimately trying to retain the employees for the advantage of the employees and the organization (Alve

Running head: CASE STUDY ANALYSIS ON MINING CO.
CASE STUDY ANALYSIS ON MINING CO.
Name of the Student
Name of the University
Author Note

1CASE STUDY ANALYSIS ON MINING CO.
Executive Summary
This report is based on the analysis of the problems faced by an organization named MiningCo.
which has its sites in isolated areas. The employees work in this area in a rotational basis.
The company is facing problems related performance management of staff, problems faced due
to the resignation of senior executives in vulnerable areas. A crisis management team needs to be
formed to deal with the talent gap that is occurring in the organization.
The solutions of the above mentioned problems are provided in the report from the point of view
of a Senior Human Resource Executive of the company. These are recommendations that are
mainly addressed to the board of MiningCo.

2CASE STUDY ANALYSIS ON MINING CO.
Table of Contents
Introduction......................................................................................................................................3
Case 1...............................................................................................................................................4
Recommendations........................................................................................................................6
Case 2...............................................................................................................................................7
Recommendations........................................................................................................................9
Case 3.............................................................................................................................................10
Recommendations......................................................................................................................12
Conclusion.....................................................................................................................................13
References......................................................................................................................................14

3CASE STUDY ANALYSIS ON MINING CO.
Introduction
This report analysis is based on various aspects of human resource management, which
include strategies of human resource management, design of the organization, ethics and culture
of the organization, organizational behaviour of the employees, performance management and
motivation. Strategic human resource management is the mainly the process of rewarding,
attracting and developing and ultimately trying to retain the employees for the advantage of the
employees and the organization (Alvesson & Sveningsson, 2015).
Strategic human resource management program is designed by an organization to support
the organizational goals and the goals of the employees. This program contributes in the success
of the organization. It aims in utilizing the opportunities and the talent in the human resource
department of the organization to add strength to the other departments so that they become more
effective. This helps in developing the training and recruitment plans for the organization. This is
the process of utilising the HR techniques to create a stronger organization (Armstrong & Taylor,
2014).
This analysis will be done based on the case and problems related to MiningCo. The
effect of the introduction of performance management programs in the organization will be
analyzed. Further, the issues of retaining employees in the isolated sites will be taken into
consideration. A team to manage the crisis in the situations where there is a talent gap will be
formed. The rewarding system of the team will be discussed (Azanza, Moriano & Molero, 2013).
The problems related to retention of the employees in the organization, the organizational
culture and the design of the organization is discussed. The impact of external factors on the
structure and employees of the organization is discussed in detail. The analysis of this report is

4CASE STUDY ANALYSIS ON MINING CO.
aimed towards the board of MiningCo. and the recommendations and solutions to these problems
is provided.
Case 1
MiningCo. is a company which mainly has its operations in locations which are isolated.
The staffs of these locations attend work in a rotational basis. The first case is about the analysis
of the impact that the implementation of a performance management system has on the
motivation level of the staff working in these locations.
Human resource managers in an organization perform the activities related to the
development of the performance of the employees and motivating the employees. Performance is
one of the initiatives taken by the human resource managers to track and improve the
performance of the employees, which in turn improves the performance of the organization
(Bratton & Gold, 2012). Performance management program in an organization involves
activities like, setting the goals, reviewing the progress of the employees with respect to these
goals, communicating with the employees in a regular basis, giving feedback to the employees
regarding the improvement in their performance, implementing programs for the development of
employees and further rewarding the achievement of the employees.
Performance management can be defined as the systematic way by which the thorough
performance of the organization is improved with help of the improvement of the employees in
the organization. It is the way by which superior performance is promoted with the help of
communication of the goals to the employees and by defining the roles to be played by them in
the achievement of these goals. Performance management system came into play from the 1980s.
Performance management or total quality management programs is important for an organization

5CASE STUDY ANALYSIS ON MINING CO.
so that superior standards can be achieved and quality of the performance of the employees can
be improved (Büschgens, Bausch & Balkin, 2013). There are a series of steps involved in the
performance management system, mainly,
 Development of job descriptions which are clear for the employees and also
developing performance plans which comprises of two main components which
are, performance indicators and key result areas (KRA).
 The selection of the correct people with the implementation of suitable
recruitment process.
 Working out the goals and the standards of performance so that the overall
productivity and the outcome can be measured with respect to the set benchmarks.
 Recognizing the needs for training and development programs and also measuring
the results achieved according to the standards that have been set and
implementing programs required for the development of employees.
 Discussing the development of performance of the employees in a quarterly basis
and further evaluating their performance in the basis of the performance plans set
by the organization.
 Effective system of rewards and compensation designed to recognize the
employees and motivate them.
 Support for career development and guidance provided to the employees.
 Trying to understand the reasons for displeasure of the employees towards the
organization, so that the problems can be solved and the employees can be
retained in the organization (DuBrin, 2013).

6CASE STUDY ANALYSIS ON MINING CO.
It can be said that performance management system is the platform that is set to reward
the excellence of the employees by mainly aligning the achievements of the employee with
mission of the organization and its set objectives and further helping the employee and the
organization to understand the importance of a particular job and also realizing its outcomes. The
expectations of the performance of the employees including the actions, behaviours and results
are depicted clearly to the employees with the help of this program (Goetsch & Davis, 2014).
It helps the employees in understanding the expectations the organization has from them
and the jobs that need to be performed to fulfil these expectations. Performance management
system is a proactive process by which the performance of the employees can be managed to
drive the employees and the organization towards the desired goals and results (Haines & St-
Onge, 2012).
This system needs to be implemented in the location of MiningCo. so that the staff can be
educated about the goals and objectives of the organization. Further, their performance is tracked
based on the achievement of these goals.
Recommendations
As a Senior HR Executive of the company, I would like to recommend that a
performance management program needs to be implemented in this location of MiningCo. I
would like to develop a team, which will have the task of tracking the performance of the
employees based on the targets that they have been provided which are aligned to the goals of
the organization. Further, the team will also implement any development programs which is
required for the employees to achieve the targets or goals. This program will help the employees

7CASE STUDY ANALYSIS ON MINING CO.
in tracking their own performance and further achieve their goals which will contribute in the
development of the organization.
Case 2
This case is based on the problem related to employee cross-over or rotation of staff in
the isolated locations of MiningCo. which work as single entities. The sites, which are facing the
mentioned problems, are those in Greece and in the Middle East.
The financial crisis in Greece had started from the year 2009, which was the result of the
financial crisis that had taken place globally in the year 2008. The source of this crisis was the
mismanagement, which took place in the Greek economy and also the finances provided by the
government. The problems increased because Greece was a member of the Eurozone, which did
not permit total control of the monetary policy to the Greek government. The financial crisis in
Greece was a result of an array of debt crises that took place from the year 2008 (Karanikolos et
al., 2013). The monetary policy of Greece was not under control. The economy was booming
and the credits or loans were easily accessible.
The two main causes of the financial crisis that took place in Greece are,
 The government of Greece was eroded due to mismanagement of economies,
including many fraud cases and public accountability was also absent.
 The membership of Greece in the Eurozone led to a barrier in the financial and
political goals of the country.

8CASE STUDY ANALYSIS ON MINING CO.
There was huge mismanagement of economies and the economic performance was not
reported correctly (Kinicki & Kreitner, 2012). Despite of this situation the investors could not
judge the signs of warning, which were,
 Debt levels which were unsustainable.
 Extreme levels of public spending.
 Wages were high, and productivity was low due to which there was a decline in
the competitiveness of the country.
 There was huge increase in credit levels.
 Tax was evaded in a huge scale.
The interest rates of credit taking were low due which there was a lot foreign direct
investment. The growth was limited only to the private sector, which was unsustainable. The
fiscal deficits increased in the years 2008 to 2010. The interest rates on private and government
debts increased. Despite of all this, the Greek government was unable to reduce the rate of
interests or underrate its currency to encourage economic growth (Mansfield, 2013).
The economic crisis in Greece had an effect on the employment of the country. The
sector of paid employment was mainly affected by this crisis. From the year 2008 to 2009 there
is a deficit in paid employment levels. The appointment of permanent employees has decreased
in these years. Temporary or part time employment has increased (Marchington et al., 2016).
This crisis period has led to the rise of unemployment levels in Greece. The
unemployment levels have doubled in the recent years. The numbers of labours have also
deteriorated. The reason being that the work was uninsured, there was a lot of insecurity,
payments were less and many more (Trevino & Nelson, 2016).

9CASE STUDY ANALYSIS ON MINING CO.
The reason behind the low rate of staff rotation in the site of MiningCo. in Greece are as
stated in the discussion.
The other problem is the resignation of the senior executives from the site in the Middle
East. The main reason behind this is the presence of ISIS in this area. ISIS has grown in the
Middle East in the recent years and as a result of this, the violence in this area has increased. The
areas of Iraq and Syria have become war zones. The reach of the jihadist terrorism has increased
over the years (Gause, 2014). The rise of ISIS in the Middle East has been increased based on
many factors which include the spread of discrimination, the regression faced by Syria and Iraq
and the different interests of many international and regional powers in this area. The rise of ISIS
began from the year 2011.
The protests that were organized by this group were able to attract millions of people.
The initial promises made by the group which attracted so many people in the protests was not
fulfilled. All these factors led to a lot of chaos in the Middle Eastern countries. This had an
adverse effect on the development of these countries and the industries related to these areas. Oil
industry is the main part of the economy of Iraq (Smith, 2015). The economy is mainly state
dominated. The labour market is mainly dominated by the public sector as compared to the
private sector. The economy is mainly driven by the oil production in the country. The presence
of ISIS can therefore have a negative impact on the industrial development of Iraq and the
Middle East at large.
Recommendations
As the HR Executive of this organization, I would therefore like to recommend an
increase of security for the senior officials working in the sites in the Middle Eastern areas. In

10CASE STUDY ANALYSIS ON MINING CO.
case of the sites in Greece, the labour problems can be solved by appointing more part time
employees who are temporary rather than full time permanent employees. This process will be
cost effective for the company and the work will also be done effectively by the employees with
the help of proper training.
Case 3
The third case that is to be analyzed is the formation of a crisis management team who
are capable to manage any type of talent gap in the site.
A crisis refers to an unexpected or unforeseen event that leads to major chaos among the
employees of an organization. When this situation occurs within an organization, it is called
organizational crisis. This can also be referred to as an emergency which requires immediate
action (Miner, 2015). This situation can affect the individual or a group of people or the
organization at large. The reasons due to which a crisis can occur in an organization are as
follows,
 Failure of technology or machine breakdown, software corruption, password
errors.
 Crises can also occur when there is a dispute or disagreement among employees
of the organization. This can lead to strikes or boycotts.
 The situations caused due to thefts, violence or terrorist activities are also a part of
crisis.
 Minor issues that are neglected by the organization in the beginning, can result in
a major crisis.

11CASE STUDY ANALYSIS ON MINING CO.
 Illegal activities of the employees which include frauds, bribery and tampering of
information by the employees can lead to a crisis in the organization.
 Crisis also arises when an organization is declared bankrupt due to non-payment
of dues (Nahavandi et al., 2013).
Crisis management is the process of coping with the unforeseen events that disturbs the
work process of the employees and of the organization. Crisis management helps the
organization to prepare themselves and the employees to deal with the sudden events. This helps
the employees to adjust themselves to the changes that occur in the organization (Nelson &
Quick, 2013). Employees are able to comprehend and examine the problems that have led to the
crisis in the organization and deal with it as early as possible. Crisis management programs help
the managers to plan the strategies so that they can come out of the crises and take proper action.
Managers can also feel the signs of the problems that can occur in the organization which can
lead to crisis (Pinder, 2014).
There is a specific model for crisis management as proposed by Pratt and Gonzalez-
Herrero. Three different stages of Crisis Management Model were identified (Pullen & Rhodes,
2015). These are,
 The first step of crisis management involves the detection of the crisis indicators.
The duty of the managers or leaders is to identify these signals of warning which
leads to crisis and also train them in such a way that they can face these situations
with determination and courage. Reviewing the performance of the employees is
done in this step (Sparrow, Brewster & Chung, 2016)

12CASE STUDY ANALYSIS ON MINING CO.
 The next step in crisis management involves the process of planning. Action is
taken by the crisis management team and strategies are devised to cope with the
crisis.
 The final step in this process involves the adjustment process of the employees.
The employees need to adjust to the new situation in the organization and adapt to
the changes (Storey, 2014).
This crisis management model is implemented in the organization by a crisis
management team. A crisis management team is constituted to safeguard an organization from
the harmful effects of a crisis. This team tries to strengthen the organization so that it can deal
with unavoidable risks.
Recommendations
As a Senior HR Executive of the company, I will recommend that a crisis management
team is formed at the isolated sites of Mining Co. so that the team can deal with the issues related
to the talent gap in the sites, which is harming the work process in these areas.
The team will constitute of a the Head of departments, The Chief Executive Officer, the
Board of Directors, Advisors and representatives of the Human Resource department. The main
functions of this team will be
 To detect the talent gap in the sites even before it occurs.
 To identify the problems of the employees due to which the gap occurs.
 To discuss the problems directly with the employees.
 To prepare a plan and also keep back up so that the talent gap can be fulfilled
immediately.

13CASE STUDY ANALYSIS ON MINING CO.
 To motivate the employees so that they can face the situation and can deal with
the problems.
 To support the organization in such a way so that it can come out of any crisis at
the earliest.
The team will be rewarded by incentives if the problem of the talent gap in the
organization is fulfilled before it can create any type of problems for the organization.
Conclusion
From the above discussion I will conclude that the problems faced by MiningCo. can be
solved if the mentioned ways are implemented. Performance management system will help in
motivating the employees so that their performance can be improved based on the examination
of their previous achievements. Further, this will help the organization to retain the employees
who are suitable for its functions. The problem related to resignation of Senior Executive can
also be solved by providing them with extra security in the vulnerable sites. The crisis
management team will support the organization at time of an emergency.

14CASE STUDY ANALYSIS ON MINING CO.
References
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as drivers of employees’ job satisfaction. Revista de Psicología del Trabajo y de las
Organizaciones, 29(2), 45-50.
Bratton, J., & Gold, J. (2012). Human resource management: theory and practice. Palgrave
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(2013). Financial crisis, austerity, and health in Europe. The Lancet, 381(9874), 1323-
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