Assignment -Managing Human Resources
10 Pages3507 Words273 Views
Added on 2019-10-08
Assignment -Managing Human Resources
Added on 2019-10-08
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Running head: Managing Human Resource1Managing Human Resource[Document subtitle][DATE][COMPANY NAME][Company address]
Managing Human Resource1Human capital has been considered as one of the greatest assets for any organization(Hanushek, 2013). As per its nature, human capital is also very much dynamic as per its nature, because the success and the failure are highly linked to the work performance of its employees. In addition to this, human capital is also a major component, which drives the overall success of any organization (Hanushek, 2013). On the other hand, the mining industry faces a shortage of qualified talent in meeting the production needs of the organization (Smets et al., 2010). It has been found that each year, the mining sector is one of the riskiest sectors in comparison to other, and thus, in order to pursue the job or career opportunities, many candidates resign from their position. Thus, it is very important to attract or retain the workforce within the mining industry of Australia (Xiang et al., 2015). Gradually, it becomes a global problem, and some innovative strategies are required to beimplemented for attracting and developing new talent in the mining industry. This study focuses on the key strategies which are important for the mining industry to retain their existing employees and at the same time attract new talents as well. Many challenges are found in attracting as well as retaining the employees in remote places of the mining industry in Australia from over three decades. Over those decades, it is continually declining in the population within various non-metropolitan locations. It is also notedthat the remote communities include both Aboriginal as well as non-Aboriginal citizens. The youth of those communities is trying drift to the cities for better education and work life[ CITATION Kra13 \l 1033 ]. Due to ramp up in Australia in 2018/19, with multiple projects, candidates would becomemore selective with regard to the type of companies they desire to get recruited. Thus, it would become more challenging for HR professionals, as they will not be able to attract the top candidates or retain talented workers.Therefore, it is essential to take an effective strategy for attracting and retaining young talents in the mining industry.In the context of Human Resource Management (HRM) practices, there are a number of issues that have been ascended while recruiting and selecting new talents as well as retaining
Managing Human Resource2existing employees. According to the reports of Kramer et al. (2013) recruitment and selection ofemployees have become difficult for the HRs because of a number of reasons such as inappropriate training and guidance, low enthusiasm. Syed and Kramar (2009) suggest that cultural diversity has led to a number of issues in the mining industry in Australia. Cultural diversity influences socio-cultural and economic potentials. This is one of the biggest challenges in the industry to manage potential candidates for any particular job role or the existing employees who belong to the different cultural background. It often leads to conflicts and contrast among them.Lack of confidence to exercise the technical skills that are already possessed by the HR’s also creates problems in recruiting new talents, when it comes to managing cultural diversity. In order to improve such faults and difficulties, the HR’s does need strong support from the management so as to gain self-confidence. It is an evident fact that the profession of HR is undergoing significant change and it has become tremendously essential that the HR is capable of meeting the new standards and norms with regard to the recruitment selection and retaining of employees. Recruitment and selection of the appropriate candidate in the mining industry has become a sever issue because of the general image of the industry and the incompetence of the HR to provide the potential candidates with the assurance of their work-life balance along with managing cultural diversity at the workplace. The mining industry has a reputation for being a risky business (Mariappanadar & Kramar, 2014). The health risks are varied and are often quite serious to maintain a healthy life. This is one of the significant reasons that that many skilled candidates who are potential enough to handle tasks in the mining industry do not opt to get recruited in such organizations or stay fora longer duration. Thus, it is the duty of the HR to make sure right candidates get appointed to the right position and right time. The higher the potentials of HR, the better would be the recruitment and selection process. In comparison to other industries, mining has a major undertaking, which involves the use of the complex process, equipment, and heavy machinery, as well as numerous and diverse worker activities in a dynamic and a challenging environment (Hutchings et al., 2011). Thus recruitment and selection have been tough for the HR's, and they do require additional skills to take over the process of recruitment and selection of the best available alternatives. It can be said that the poor industry image combined with a lack of
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