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Managing People & Teams in Mining Co

   

Added on  2021-04-16

15 Pages3378 Words340 Views
Running head: MANAGING PEOPLE & TEAMSMGMT6009 Managing People & TeamsStudent’s name: Name of the university: Author’s note:

1MANAGING PEOPLE & TEAMSExecutive SummaryThe entire report deals with the strategic human resources management, organisational culture,design and ethics, organisational behaviour and motivation from the viewpoint of the miningindustry and for this reason, the study focuses on MiningCo that operates within this industry andfaces the aforementioned requirements significantly. The report shows the necessity ofperformance management in gaining the staff morale and level of motivation that are required inenhancing organisational productivity. Further, the report shows the development of CrisisManagement Team for managing the substantial talent gap that emerges at any individual site. Inorder to make a crisis management team, formation, structure and reward system of the crisismanagement has been described aptly.

2MANAGING PEOPLE & TEAMSTable of ContentsIntroduction......................................................................................................................................3Aim..............................................................................................................................................3Case one...........................................................................................................................................3Impact of introducing performance management initiative on the motivation of staff location.3Making recommendations to the board, specifically on how the proposed initiative will impacton their decisions moving forward..............................................................................................4Case two...........................................................................................................................................6Problems of MiningCo................................................................................................................6Making recommendations to the board for how to curb any hysteria that ensues......................7Case three.........................................................................................................................................8Crisis management team to manage the event that any substantial talent gap emerges at anyindividual site...............................................................................................................................8Recommendation on Crisis Management Team..........................................................................8Conclusion.....................................................................................................................................10Reference List................................................................................................................................12

3MANAGING PEOPLE & TEAMSIntroductionPerformance management within workplace environment facilitates the attainment ofindividual and organisational goal by tracking and monitoring the performance of individuals,departments and the organisation as a whole (Van Dooren, Bouckaert & Halligan, 2015). Basedon this statement, it is worth mentioning that, through employee performance management, anorganisation becomes able not only to sustain employees’ productivity but also to structure theeffective directional paths for the future growth. AimThe aim of the study is to show the impact of performance management system onemployee motivation, retention and making crisis team management team in order to mitigate thetalent gap from the perspective of MiningCo which operates in a range of isolated locationswhere many fly-in and fly-out workers perform on a roster basis.Case one Impact of introducing performance management initiative on the motivation of stafflocationIn the concerned organisation MiningCo, employees have to perform frequent travellingin isolated locations and they have to work in remote circumstances away from the families. Thismight result in demotivating the employees and employees frequently quit their jobs because ofsuch organisational culture. Thus, it can be perceived that the aforementioned organisation ishaving the critical need of implementing performance management system and initiativeprogram to improve the organisational productivity by enhancing the employee motivation.

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