HRMT20024 T1 2018 - Annotated Bibliography: HRM in Mining Industry

This annotated bibliography examines the role of Human Resource Management (HRM) in the Australian mining industry, focusing on employee motivation, work-life balance, environmental behavior, gender equality, and job vacancies. It reviews five peer-reviewed journal articles, summarizing their main ideas, hypotheses, research methodologies, and conclusions. The analysis covers motivational practices, work-life integration challenges faced by expatriate mining professionals, HRM practices promoting pro-environmental behavior, gender-based workplace issues affecting women miners' mental health and job satisfaction, and factors influencing job vacancy durations in Queensland. The bibliography identifies strengths and weaknesses of each article, highlighting their contributions to understanding and improving HRM practices within the mining sector. Desklib provides access to similar assignments and resources for students.

Running head: MINING INDUSTRY SECTOR
Mining industry sector
Name of the Student
Name of the University
Author note

1MINING INDUSTRY SECTOR
Introduction
Australian mining industry has higher level of impact on the Australian economy.
Due to the influences of mining industry, the immigration system has been improved. Here
the study has shed light on the role of human resource management in order to develop the
mining industry in Australia. In this study, previous articles has been reviewed and depending
on the articles the hypothesis has been done.
Article 1
Full references: Du Plessis, A., Keovilay, P., Marriott, J., & Seth, N. (2015). Effective
motivation practices that could enhance employee performance in the mining industry.
Key words: motivational factors, work performance and human resource management.
Paragraph 1
According to the author, the role of Human resource management is very important in
order to motivate the employees towards achieving the goals and objectives of the
organization. Through the process of motivation, organizations get the chance to improve the
service quality and innovation in the workplace. This also very influencing in the case of
increasing the rate of productivity. Therefore this has been identified in this article that
through the process of motivating the employees, the financial condition of the organization
gets improved. On the other hand, the author has pointed out how the healthy relation among
the employees and employers influences the productivity of the company. It has been
identified in this article that due to lack of proper motivation in the mining industry, the rate
of productivity in the organizations are getting affected. In this article, the major question,
which has been aroused by the author that how effectively the motivational techniques
impacts on the employee performance. In order to manage the situation, the author has

2MINING INDUSTRY SECTOR
identified five influential factors namely, safety, equity, supervision, social and remuneration.
According to the author, the human resource management of the organizations needs to take
wise step towards employee motivation.
Paragraph 2
The major strength of the article is it has shed light on the importance of the
motivation in order to bring the development in the mining industry. Here the author has also
focused that if the relationship between the employees and the employers gets affected, it also
impacts on the productivity of the organization. However, the author has discussed about
various motivational factors for increasing the engagement of the employees in the
workplace. However, the author has not mentioned money as the important influential factor
in organizational development. On the other hand, the study has shed light on the internal
situation of the mining industry. By following the motivational techniques introduced by the
author, the other organizations, which are facing the same problems regarding the employees’
productivity. These organizations will get the chance to adopt these motivational strategies in
order to increase the rate of productivity. This is also very influencing in the case of
improving employees and employer relationship. Therefore, this can be said that by following
this article other organizations will be able to adopt effective motivational strategies.
Article 2
Full references: Richardson, J., McKenna, S., Dickie, C., & Kelliher, C. (2015). Integrating
the work-life interface during expatriation: A case study of expatriate mining professionals.
In Work and family interface in the international career context (pp. 11-28). Springer, Cham.
Key words: Work life interface and organizational support
Paragraph 1

3MINING INDUSTRY SECTOR
According to the author, in the Australian mining industry, the employees are facing
the issues regarding their work life balance. It has been identified in this article that through
the flexible trade policies in the international market, the government has tried to provide
better life to the workers. However, the initiative has faced the failure. As stated by the
author, due to lack of organizational support the workers are facing these challenges. Here the
author has done a primary survey on the 60 professionals of mining industry and has found
that due to excessive working pressure, the working life of the employees have become
integrated. On the other hand, this has been found by the author that lack of job security and
financial status of the employees, the personal life is getting affected, which indirectly affects
the working performance of the employees. Therefore, the author has tried to shed light on
how the dissatisfaction in the workplace, creating interruption in the work life balance.
Paragraph 2
In this article, the author has discussed about the influences of work life integration in
the case of job satisfaction. On the other hand, the article has also shed light on the
importance of work life balance for motivating the employees towards their work. However,
the study has not specified any organization in the case of discussing the importance of work
life balance for the employees. On the other hand, the role of Human resource managers in
order to control the situation, has not clarified in this article. Therefore, this can be said that if
the author would focus on the activities of HR manager in the industry, the article would be
easier to understand. From the above article this can be said that it will be helping in the case
of understanding the work life integration for motivating the employees. This will also help
the organizations to adopt proper strategy for providing better opportunities to the employees
in the workplace.

4MINING INDUSTRY SECTOR
Article 3
Full references: Zibarras, L. D., & Coan, P. (2015). HRM practices used to promote pro-
environmental behavior: a UK survey. The International Journal of Human Resource
Management, 26(16), 2121-2142.
Key words
Behaviour change, environmental sustainability, green HRM, work pace pro-environmental
behaviour and environmental management.
Paragraph 1
In this article the author has highlighted the HRM practices in the organization in UK.
The aim of the author is to highlight the influence of HRM practices in the case of promoting
the Pro-environmental behaviour in the UK ‘industry by surveying on 214 organizations.
Here the author has focused on the importance of environmental influences in the case of
organizational development. According to the author managers play the important role to
maintain healthy environment in the organization. Here the author has considered the
managers as the gatekeepers for maintaining environmental performance. In this article, the
author has shed light on different HRM practices, by which the employees of the organization
will be engaged for adopting pro-environmental behaviour. Here the issue which has been
identified by the author is due to improper HRM practices in the workplace, the internal
environment of the organization gets hampered. This has been also identified in this article
that the organizations do not maintain any record about the HRM practices and its influences
in the workplace. In this situation, it creates difficulties in the case of implementing further
development in the organization.
Paragraph 2

5MINING INDUSTRY SECTOR
The major strength of the article is it has tried to focus on the importance of pro-
environmental behaviour in the organization. It has been clearly mentioned in the paper that
managers are the main influential factor in the case of developing pro-environmental
behaviour in workplace. On the other hand, the author has also elaborated in this study that
how the HRM practices can bring the evaluation in the industry. However, the issue which
has been identified by the researcher is lack of proper evidence in the organization.
Therefore, this can be assumed that the author also did not get any proper evidence which
would helped him to reach at the ultimate decision. Therefore, this cannot be said that the
HRM practices are the only influencing element in the case of improving employee
behaviour in the workplace. In this article, the author has discussed about how the managers
can play an effective role in improving organizational environment. Hence, this can be said
that by following the article, the organizations will be able to develop the HRM practices in
order to improve the organizational behaviour.
Article 4
Full references: Rubin, M., Subasic, E., Giacomini, A., & Paolini, S. (2017). An exploratory
study of the relations between women miners' gender‐based workplace issues and their
mental health and job satisfaction. Journal of Applied Social Psychology, 47(7), 400-411.
Key words
Self-initiated expatriates, Work life integration, Mining Qualitative and Caring
commitments
Paragraph 1
According to the author, the mining industry is facing challenges due to the gender
inequality in the workplace, which is influencing the rate of women employees in the

6MINING INDUSTRY SECTOR
organizations. It has been identified in this study that due to lack of job satisfaction the
women employees are facing different types of mental health related issues. Here the author
has surveyed 263 women employees in a particular organization, which is in the Australian
mining industry. There are also few organizations in the global mining industry where the
rate of women employees are high. However, gender based issues are common in every
places. From a survey, the author identified that the employees are facing the issues related to
their mental health and gender inequality. It has been also identified from the survey that
different initiatives are being taken by the organization in order to improving interpersonal
relationship rather than organizational sexism for improving the position of the women
employees in the workplace.
Paragraph 2
In this article, the author has focused on organizational flexibility as the important
factor for improving the interpersonal relationship. Here the article has identified the position
of the women employees in the organization due to gender inequality. It has suggested in this
article that by introducing different strategies the organizational flexibility will be improved.
However, the author only focused on the organizational flexibility, which is not the only
factor which will be improving the position of women in the workplace. If the organizations
will focus on providing different campaigns for improving the position of women in society,
this will be very affective for changing the situation. Although the author has not shown other
directions, but this cannot be said that organizational flexibility has not any importance for
women empowerment in the workplace. By improving the organizational behaviour the
others organizations will be able to manage the current situation.

7MINING INDUSTRY SECTOR
Article 5
Full references: Mangan, J., & Trendle, B. (2017). Hard-to-fill vacancies: An analysis of
demand side responses in the Australian state of Queensland. Economic Analysis and
Policy, 54, 49-56.
Key words
Vacancies, wage posting and demand shifts
Paragraph 1
In this article, the author has shed light on the duration of job vacancies in
Queensland. Here the author has surveyed on employers by using ‘Cox Proportional Hazard
Model’. According to the author, depending on the required skill and experience the duration
of job vacancies gets influenced. It has been identified in this article that, size and location of
the firm are important influential factor in the case of increasing job vacancies in the
organization. It is known to all that money is the motivational factor for engaging the
employees in their work. Hence, this can be clearly said that depending on the wages, which
is being provided by the company the candidates get influenced. It has been also discussed by
the author that higher wages are being paid to the employees who are in the higher position in
the organization. Therefore, this can be said that depending on the responsibilities, the wages
of the organizations get affected. The purpose of the study is to find out how the wages and
size of different organizations impact on the job vacancy duration. According to the author,
depending on the internal environment of the organization, the demand for the posts of the
company increases.
Paragraph 2

8MINING INDUSTRY SECTOR
In this article, the author has clearly shown the wages structure of an organization. In
this study, it has been also mentioned that how the organizational structure influences the
duration of job vacancies. However, the author has not clearly mentioned the other factors,
such as employee relationship, working hours, work life balance and many more as the
influential factor behind the duration job vacancies. On the other hand, the study has not
mentioned a particular industry of organization. The research has shed light on the
Queensland business market. Specific information is needed in this type of research, because
the author has mentioned that in the case of job vacancies, the result can be varied depending
on the popularity of the organization. However, the wages structure mentioned in the article
is very clear. This can be said that, by using this wage structure, other organizations will be
able to develop proper strategy for grabbing the attention of large number of customers.
Conclusion
In the above study, this can be identified that role of Human resource management is
very important in the case of bringing the development in the mining industry. This has been
also identified in this study that motivation and job security are the important element in
order t bring development in mining industry.

9MINING INDUSTRY SECTOR
Reference list and Bibliography
Allen, D., Lee, Y. T., & Reiche, S. (2015). Global work in the multinational enterprise: New
avenues and challenges for strategically managing human capital across
borders. Journal of Management, 41(7), 2032-2035.
Caligiuri, P. (2014). Many moving parts: Factors influencing the effectiveness of HRM
practices designed to improve knowledge transfer within MNCs. Journal of
International Business Studies, 45(1), 63-72.
Chiang, F. F., Lemański, M. K., & Birtch, T. A. (2017). The transfer and diffusion of HRM
practices within MNCs: lessons learned and future research directions. The
International Journal of Human Resource Management, 28(1), 234-258.
Du Plessis, A., Keovilay, P., Marriott, J., & Seth, N. (2015). Effective motivation practices
that could enhance employee performance in the mining industry.
Dumont, J., Shen, J., & Deng, X. (2017). Effects of green HRM practices on employee
workplace green behavior: The role of psychological green climate and employee
green values. Human Resource Management, 56(4), 613-627.
Edwards, T., Sánchez-Mangas, R., Jalette, P., Lavelle, J., & Minbaeva, D. (2016). Global
standardization or national differentiation of HRM practices in multinational
companies? A comparison of multinationals in five countries. Journal of International
Business Studies, 47(8), 997-1021.
Farouk, S., Abu Elanain, H. M., Obeidat, S. M., & Al-Nahyan, M. (2016). HRM practices
and organizational performance in the UAE banking sector: The mediating role of
organizational innovation. International Journal of Productivity and Performance
Management, 65(6), 773-791.

10MINING INDUSTRY SECTOR
Mangan, J., & Trendle, B. (2017). Hard-to-fill vacancies: An analysis of demand side
responses in the Australian state of Queensland. Economic Analysis and Policy, 54,
49-56.
Mishra, A., & Bose, S. (2016). A study on Human Resource Management Processes and
Practices-A Review. International Journal of Scientific Research and
Management, 4(9).
Richardson, J., McKenna, S., Dickie, C., & Kelliher, C. (2015). Integrating the work-life
interface during expatriation: A case study of expatriate mining professionals.
In Work and family interface in the international career context (pp. 11-28). Springer,
Cham
Rubin, M., Subasic, E., Giacomini, A., & Paolini, S. (2017). An exploratory study of the
relations between women miners' gender‐based workplace issues and their mental
health and job satisfaction. Journal of Applied Social Psychology, 47(7), 400-411.
Tarba, S. Y., & Cooper, C. L. (2016). HRM practices in strategic partnerships.
Vanhala, M., & Ritala, P. (2016). HRM practices, impersonal trust and organizational
innovativeness. Journal of Managerial Psychology, 31(1), 95-109.
Williams, C., & Lee, S. H. (2016). Knowledge flows in the emerging market MNC: The role
of subsidiary HRM practices in Korean MNCs. International Business Review, 25(1),
233-243.
Xing, Y., Liu, Y., Tarba, S. Y., & Cooper, C. L. (2016). Intercultural influences on managing
African employees of Chinese firms in Africa: Chinese managers’ HRM
practices. International Business Review, 25(1), 28-41.

11MINING INDUSTRY SECTOR
Zibarras, L. D., & Coan, P. (2015). HRM practices used to promote pro-environmental
behavior: a UK survey. The International Journal of Human Resource
Management, 26(16), 2121-2142.