HRMT20024 T1 2018 - Attracting and Retaining Staff in Cement Industry

This essay explores various Human Resource Management (HRM) practices vital for attracting and retaining staff within the cement industry. It examines the role of workforce planning, job design, job performance, and the significance of recruitment and selection processes. The essay further highlights the importance of job satisfaction, globalization, industrialization, and employee integration in Corporate Social Responsibility (CSR) as key factors in retaining employees and enhancing company performance. The analysis draws upon multiple research journals to provide a comprehensive understanding of effective workforce management strategies in the cement industry. Desklib provides access to similar solved assignments and study resources for students.

HRMT20024 T1 2018 - Assessment 3
Essay on Attracting and Retaining staff
1

Contents
Introduction...........................................................................................................................................3
Main Body.............................................................................................................................................4
Conclusion...........................................................................................................................................11
References...........................................................................................................................................12
2

Introduction
The essay examines different aspects of human resource management. HRM practices the
role of workforce and how any organization and industry can manage out the workforces
planning. It tells about the challenge that comes in managing the effective workforce
planning. In cement industry, manufacturing section plays crucial role which is mentioned in
this essay for this both qualitative and quantitative workforce required in this section to
persist the working of cement industry. Human resource management is the vital aspect of
any business organization and by satisfying this department, organization could easily
achieve success in the long - term.
3

Main Body
The essay regarding the human resource management provides valid information about
meeting cement industry objectives and goals by performing the human resource
management practices (Indianresearchjournals.com, 2018). To perform effective practices
company must consider several spheres in workforce management like taxation policies,
recruitment, workforce morals and attitudes values and, any more. The implementation of
such practices is presented in these journals to understand the conceptual values of HRM
practices.
Job design means how the job and task is allotted the employee and job performance means
how that employee performs according to that design (Zareen, et. al., 2013). Workforces
attract towards the company when they really willing to work for it by heart and fully from
their interest. While selection and recruitment of the workforces in cement industry helps the
existing workforces to perform well for the company. In this journal of European search it
can be conduct that performance is related to the role of employee psychological perception.
Cement industry should appreciate their employees and workforce after they perform well
this boost their confidence and encourages the workforce work for the company and hence in
this way cement industry can attract the workforce and employees for their company. Job
designing and job performance is proved useful for the company which can be seen in this
essay.
It can be found form this essay that practicing human resource management especially in
cement industry is very crucial because cement industry requires maximum number of
workforces to continue their manufacturing process. For this, labour and workforces planning
management is derived from this essay of managing cement industry workforces. The depth
analysis of managing effective workforce planning in cement industry is gained out form this
journal and section. It gives conceptual management techniques with practical
implementation. This will helps in conducting this report in the context of making effective
efforts in cement industry.
Further, it focuses over recruitment strategies and policies presented by Pelin Vardalier and
team. In this journals specified techniques of Axiomatic design principle is used in this with
proper synchronization and different axioms are been used to behave in particular manner.
4

All data information collected in this journal is directing the tools and methods of recruitment
in cement industry. There are various models of recruitment; one of it is axiomatic design
principles. By the use of model helps the organization to act in particular direction and
meeting all their goals and objectives. This research methodology is based to find out the
desired and skilled workforces, techniques using in this journal depicts the manufacturing
industry recruitment process and its working in accordance with the cement industry
workforce’s requirement. This research highlights the axiomatic design principle method of
recruitment process and techniques (Vardarlıer, et. al., 2014).
It provides information about the axiomatic design principles techniques of recruitment in
manufacturing industry or in cement industry. From this journal of recruitment process it can
be easily identified that this special techniques helps to emancipate the recruitment process to
attain the requirement of workforces in manufacturing process. This gives information about
the various techniques of recruitment forces and methods. This helps the cement industry in
gaining the workforces advantages and its requirement in managing out the industry planning
and objectives. It is found that this method of recruitment helps the manufacturing industry at
a great extent.
Recruitment and selection process of manufacturing industry is very important, which is
maintaining in this report and journals. In any organization recruitment and selection process
is very important, especially in manufacturing industry and if it comes to cement industries it
exhibited that workforce’s management and recruitment process analysis the depth of cement
industry in context of workforce’s management. The human resources manage in
manufacturing industry. Different tools and methods of selection and recruitment process
enable the company select the cream for their manufacturing company. Cement industry
works over at very large scale and for this workforces requirement is always remain at large
number of quantities. Workforce management in manufacturing industry like cement industry
highlighted the use of section and recruitment process (Bhoganadam & Rao, 2014).
It can be depict that selection and recruitment process plays crucial role in identifying the
need and requirement of cement industry on context of workforces planning and
management. Form this journal it is found and understand that different selection and
recruitment process helps the industry to get skilled labours for their company so that the
entire company requirement can be fulfilled. Hence, manufacturing industry relied on
selection and recruitment process to enhance their performance and meeting all the company
5

objectives and goals. Selection of a recruitment process is performed out be in very effective
and efficient manner in cement industry.
To attract and retain the workforces in manufacturing industry especially in cement industry
job satisfaction of workforces is very important. For their satisfaction all measures should be
adopted like time to time vacation, shifting arrangement, pay wages increment and respect for
their work is on requirement. Manufacturing industry is fully based on workforce’s
management and for this their job satisfaction is on prime level and always remains at
priority (Piyasena & Kottawatta, 2017). For the workforces satisfaction different practices
can be performed which is highlighted in this section. Operational workers required more
satisfaction than manufacturing section. Different tools and techniques can be adopted for
this which depicts the depth of job satisfaction.
For employee satisfaction job satisfaction is very important in manufacturing industry which
is concluded form this fourth journal. I can found that without job satisfaction all methods
and techniques adopted in workforce planning is irrelevant because dealing with large
number of employees required job satisfaction first. for this healthy environment, take care of
interest of employees and many such things should be considered while performing HRM
practices in workforce attraction and retain for their existence in cement industry. It can be
easily concluded that in above used journals job satisfaction analysis the depth of
manufacturing industry workforce management. Hence job satisfaction should be practices in
proper and effective manner.
The Impact of Recruitment and Selection Strategy on Employees’ Performance highlights the
issues and concept of recruitment and selection process management. Sometimes recruitment
and selection process leads negative result over the company image because selection decides
the company environment and culture. Those selected presented the company and its future
outcomes so selection and recruitment play crucial role. The information about the economic
development of the manufacturing company is presented to highlight the selection process
and recruitment techniques. Every company have type its different culture, especially
manufacturing company is entirely different because its operational part fully depends on
selection and recruitment process. Impact of selection and recruitment over manufacturing
company and its performed is giving conceptual information about the cement industry
working and it’s efficient (Oaya, et. al., 2017).
6

From the above journal used in context of selection and recruitment affect over the
manufacturing of the company is concluded form this journal that selection and recruitment
process of the manufacturing company affected the company in many ways. All external and
internal influences the company selection and recruitment process by examining the depth of
it. Various ways in which selection and recruitment process affected the company is in this
journal. All sources and analysis highlighting that in manufacturing industry role of
workforce is very important and it’s always depicts the selection and recruitment emphasis.
It describes the globalization and industrialization by Narjoko, D and Putra, C. T. in todays’
era where everything is relied on globalization attracting the workforces and employees to
work with the company. Working on global level makes the more people to come to know
about the company processing and manufacturing along with industrialization and labour
market regimes of Indonesia. Every workforce wants to connect with the outer world so that
workforce of cement industry gets opportunity for future. This step attracts the workforces
and helps the company to retain in the cement industry. Globalization helps the industry to
increase the economy of the world. It gives information about the globalization and its
benefits, industrialization expansion and processes and many more things. This is the case of
Indonesia country where adopting globalization attracts more and more workforces for the
company (Narjoko & Putra, 2015).
It was found out that globalization and industrialization helps the cement industry in many
ways. it not only attracts the customers but its workforces also influences by the company
performance and willing to perform for the company’s happy workforces perform very well
which directly contributes in the company performance and revenues. Labour regimes mean
law and regulation in preventing workforce’s interest and safeguards and provide them all the
facilities that are their own. It can be concluded from this research journal of cement industry
of Indonesia country that. Cement industry should work at global level so that workforce
always remains retain in their company also.
It presents the Employee integration in CSR in the cement industry by Barker and team. In
above journal discussion is over the corporate social responsibility and in this journal
integration of workforces in corporate social responsibility is exhibiting. It highlights the
issues that occur in corporate social responsibility of cement industry. Workforces in cement
indorse act as a union or unit act as strong point for the cement industry (Barker, et. al.,
2013). It helps in examining the economic development of the country. Employee’s
7

integration in CSR or corporate social responsibility attracts the cement industry workforces.
If any new employee join the cement industry he or she would get attract by seeing the unity
of cement industry workforce unity among the outside world. This whole acts as one unit
which makes the employees to feel like second home in the company.
Corporate social responsibility gives workforces to attain the sustainability in the company
working environment. In fact integration of this CSR helps the company in many ways. It can
be found out from this journal that integration helps the workforces to understand the concept
of corporate social responsibility and its working. Employee integration attracts the outside
employees or employees from different industry. They willing to do work with such united
unit of the cement company’s cement company are fully dependent on labours and employees
working are their integration helps the company in achieving their goals and objectives.
Hence this method can be adopted in cement industry to attract the employees.
Cement industry depicts the scene and actual position of cement industry in current market.
Cement company relied on corporate social responsibility to not to harm the outside world
and environment of the country. CSR of cement which is showing in this journal that
corporate social responsibility affected the workforce working environment. Achieved
responsibility attracts the workforce to work in that company and increases the company
growth and development (Khan, et. al., 2013). Corporate reputing helps the workforce to
retain in that company and provides benefit to the cement industry. It helps in exhibiting and
giving information and helps cement industry to attract the workforce by adopting the
corporate special responsibility. Every corporate has its responsibility which should be
perfume well so that or forces retain in the company for long.
It could be stated that the job design and job performance helps his cement industry to attract
and retain the workforces for the betterment of their company. Not only this it is found out
that appreciating the good and well performances of the workforces enables them to retain in
their company because every employees wants appreciation for his and her wok. So cement
industry can adopted this method to attracting and retaining the workforce for their company
growth and development and also for marinating the business environment.
It is over the Sustainable leadership of cement industry presented by Kantabutra and Avery.
This is the last journal but not the least over the retention and attracting workforces of cement
industry. Leadership quality in any organization helps the company in many ways because if
8

a leader is performing well then its employees will also perform well. Quality to attract and
convince the workforces of cement industry can only be achieved by leadership quality which
is depicting in this report. But if sustainable leaderships performed then this will remain long
last. Especially in the cement industry which has required it the most for company
manufacturing and operating function. To attract the existence outside employees for their
company sustained leadership must be adopted which is mentioning in this journal of
business strategy. This Siam cement groups of industry research report exhibiting the suitable
leadership quality and ability to attract the workforces.
Hence, it can be said that leadership quality and sustainable leadership quality in cement
industries helps the company to work in proper direction and work also gets synchronized.
Cement industry deals with large number of employees because it’s manufacturing and
operational part so done at large level. It can be concluded that Siam cement industry of this
journal presenting the suitable leadership. To attract the workforces and retaining them for
long in cement industry this method must be adopted. And it was also found out that cement
industry relying on leadership and its very traditional method which all the cement industry
adopted in meeting company requirements (Kantabutra & Avery, 2011).
9

Conclusion
It can be said that corporate social responsibility helps the cement industry to work according
to the external rules and regulations. It is found that is any organization is working against the
environment; it would not last for long. To maintain the social issues and working by
concerning them helps the company and its workforce to working in the healthy environment.
It was found out that corporate prime responsibility to maintain the environment and work for
the environment. Cement industry’s manufacturing processes should not harm the nearby
environment and not even its working employee and labours. If any company performing
such practices that means it’s attracting workforce towards it. Further, efforts need to be
made for the safety, security and satisfaction of the human resource management.
10

References
 Barker, B., Ingersoll, L., & Teal, G. (2013). Employee integration in CSR in the
cement industry: inclusivity and its limits. Labour & Industry: a journal of the social
and economic relations of work, 23(1), 34-53.
 Bhoganadam, S. D., & Rao, D. S. (2014). A study on recruitment and selection
process of Sai Global Yarntex (India) private limited. International Journal of
Management Research and Reviews, 4(10), 996.
 Indianresearchjournals.com. (2018). ROLE OF HRM PRACTICES IN CEMENT
INDUSTRY. Retrieved 14 April 2018,from
http://indianresearchjournals.com/pdf/ijmfsmr/2013/august/5.pdf
 Kantabutra, S., & Avery, G. C. (2011). Sustainable leadership at Siam cement
group. Journal of Business Strategy, 32(4), 32-41.
 Khan, M., Majid, A., Yasir, M., & Arshad, M. (2013). Corporate social responsibility
and corporate reputation: A case of cement industry in Pakistan. Interdisciplinary
Journal of Contemporary Research in Business, 5(1), 843-858.
 Narjoko, D., & Putra, C. T. (2015). Industrialization, globalization, and labour market
regime in Indonesia. Journal of the Asia Pacific Economy, 20(1), 57-76.
 Oaya, Z. C. T., Ogbu, J., & Remilekun, G. (2017). Impact of Recruitment and
Selection Strategy on Employees’ Performance: A Study of Three Selected
Manufacturing Companies in Nigeria. International Journal of Innovation and
Economic Development, 3(3), 32-42.
 Piyasena, K. G. C. C., & Kottawatta, H. (2017). The HRM Practices on Job
Satisfaction of Operational Workers in the Apparel Industry in Colombo District, Sri
Lanka. Human Resource Management Journal, 3(2).
 Vardarlıer, P., Vural, Y., & Birgün, S. (2014). Modelling of the Strategic Recruitment
Process by Axiomatic Design Principles. Procedia-Social and Behavioural Sciences,
150, 374-383.
 Zareen, M., Razzaq, K., & Mujtaba, B. G. (2013). Job design and employee
performance: The moderating role of employee psychological perception. European
Journal of Business and management, 5(5), 46-55.
11

12