Case Study Analysis and Consultative Report: MiningCo Issues

This document presents a case study analysis and consultative report focused on MiningCo. The first case examines the impact of a performance management initiative on staff motivation within the mining industry, analyzing its effectiveness and proposing improvements. The second case addresses the challenge of retaining senior executives, particularly in light of geopolitical instability and economic hardship in regions like the Middle East and Greece, evaluating the factors driving executive departures and recommending strategies to improve retention. The third case explores crisis management within the workplace, emphasizing the importance of early detection and response. The report provides insights into the problems faced by MiningCo, and provides solutions for effective management in the face of challenging business environments.

CASE STUDY
ANALYSIS AND
CONSULTATIVE
REPORT

Table of Contents
CASE 1............................................................................................................................................1
CASE 2............................................................................................................................................3
CASE 3............................................................................................................................................5
REFERENCES................................................................................................................................9

CASE 1
Appointed as the senior HR Executive for MiningCo, tasked to research the impact of the
performance management initiative on the motivation of staff.
The study mainly aim is to focus on analysing and implementing the impact of introducing
performance management system to motivate staff and enhance their performance in the
industry. The industries' performance includes profitability, productivity, effectiveness in market,
customer satisfaction and moreover employee morale and motivation to work in the location. In
these criteria the employee's performance is also influenced by the organisation's performance
and its effectiveness. The introduction of performance management in the industry is the process
where the manager and employees combine together to develop plans, monitor and review the
performance of the employee's and his overall contribution in the industry. Mining industry is a
very critical place to work and requires a lot of attention and safety while working(Armstrong &
Taylor, 2014). It is required to evaluate the mistakes and contribution of the employees in the
industry so that they work effectively and efficiently. It is more than annual review of the
employee's performance, it is to also continuously evaluate and set objectives by assessing the
progress and provide training enhancing their ability to meet the industries goals and objectives.
The goal of performance management is to promote and motivate employees to work with
effectiveness in the company.
It is introduced in the company so to make sure that employees and employer know the current
abilities of the employees and organisation. It helps in making decisions for the management to
effectively carry out the functions of the company and develop strategies for the areas where
necessary(Beardwell & Thompson, 2014). It also provides training for the employees in the
industry by evaluating their performance and if necessary give them health and safety training as
well foe effective work.
It is necessary for the board to know the effectiveness of the performance management
system will include:
 Will give clear image of job and be job specific that show the range of work in the
industry.
 Make sure to be able to understand by every employee.
 Cope with the organisation decisions and management decisions as well.
 Evaluate employee performance for the effectiveness of the work.
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 Generate two way communication between employee and employer to review the process
to set goals and objectives.
 Provide training and development programs to improve the performance in the industry.
 Ensure that organisation plan work simultaneously with the direction in which the
industries objectives are needed to be achieved.
 Gives feedback continuously on their performance.
 Identifies the areas of poor performance and generates plans tom improve their
performance.
 Helps staff to achieve their goals and objectives by identifying their needs for training
and development.
 Provide compensations and rewards to employees for their performance to motivate them
to accomplish their objectives and goals.
 Makes management to take their decisions in evaluating the performance and develop
strategies for effective work related programs(Beardwell & Thompson, 2014).
The performance management system will make an impact on the board decisions to establish
the healthy relations with the employees and generate effective work culture. Introducing the
performance management in the industry to make the work culture modify in the existing process
to evaluate their performance and ensure that inadequate performance is evaluated and provided
with the required training and development programs. These programs motivate employees in
the organisation to work effectively and increase their skills and abilities in the organisation. It
helps in ensuring the effective work culture to act and motivate employees to deliver their
performance in the organisation. It also helps in evaluating the performance of the employees so
that they are available with their standings in the organisation and the areas to be developed. The
decisions of the management can be related to the managing process of the system(Marchington,
Wilkinson & Kynighou, 2016). They will be available with the areas where they need to change
their decisions in the organisation and the areas to give training to the employees. This enhances
the morale of the employees and they feel motivated in the organisational activities. Another
form of performance management system is to give chances to them to evaluate their
performance in the company so that they know the exact areas to focus and make changes as per
the requirements. The performance management cycle helps in evaluating the performance
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continuously by planing, monitoring and reviewing employee's performance in the organisation.
It helps in identifying the plan and make sure how the plan needs to be measured so to make
employees know their work to be completed. Then monitor and evaluate the process so that the
required actions can be taken to make changes in the organisation. Reviewing and evaluating the
performance and providing them with the required training to develop their skills and abilities in
the organisation. To also increase the motivation of the employees in the area it is also
recommended that employees are provided with the benefits and rewards so that it increases their
moral and motivate them to work more effectively in the organisation. It also impacts on the
managements decisions as the employee's performance will be evaluated then they will be able to
make prior changes in the work culture of the company where required. This gives management
a chance to effectively provide different styles and situations to take care and make sure that
these issues do not arise back in the organisation(Jackson, Schuler & Jiang, 2014).
It also gives management opportunities to set objectives and measure the performance to
be evaluated and give feedback in the regions wherever required. The objectives of the
organisation are the representation of the company that the employees carry out and it is required
to overlook the requirement of the employees and the motivation for accomplishment. It is
recommended for the management that the prescribed initiative will lead to evaluate their
requirement effectively and the need to make changes in the areas that are crossing their paths in
moving forward and the requirement to make changes in such areas.
CASE 2
MiningCo has a problem- to retain senior executives in the company.
Presence of ISIS in the middle east on foreign nations has impacted it in various ways many
foreign companies are not willing to work in these areas. The methods and tactics that ISIS is
employing and their level of threats in the regions they possess. The situation where the
Americans have already withdrawn from the Iraq and that to leaving behind the weak states and
it allowed the ISIS to powerfully vacuum and pursue its goals. These activities of the ISIS has
made an impact in the middle east and the countries and for the companies to not establish in
these regions. The foreign companies are withdrawing from these regions as the activities as
pressuring them and not allowing working properly(Kramar, 2014). They are taking their hands
back from these states and also the number of companies as not wishing to work with these
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countries as well. There is a situation of war in these areas and frequent impact of these
organisations in the states makes it difficult to work for the companies. ISIS is threatening the
companies from different countries to evacuate the place or will destroy their companies. These
threatening are making issues for the employees in the companies to leave the organisations.
These organisations are not only creating problems for the companies but they are also creating
problems for the employee's working in these industries. The presence of ISIS is also a threat to
the national security of neighbouring states and they are also targeting the states to adopt Islam
or they will have to face them. These threat are not letting employees to work effectively and the
humanitarian crises in the industries are breaking-out and creating issues for the management to
retain employee's in the company. On the other hand they are taking actions and forcing the
domestic balances and creating difficult situations between opposition and regime
forces(Wlodkowski & Ginsberg, 2017).
In the relation to Greece people are facing further years of economic hardship and the
deal that included the rise in taxes and also to spread cuts for the rise. The country has faced
years of cut-down in the economic contraction since the global downturn. They have faced a
long recession period since many years and people are suffering from many problems in these
situations, and the larger economy contradiction of the advances economy. There are shortage of
jobs and growth ratios and it has been difficult for then to increase the opportunity of jobs and
especially for the young ones. They are turning away to different places for work and the
problem of youth unemployment is running higher in the country. Apart from this to make it
worse, long term unemployment is also at high level in the country. The reports say that in the
country they have become on an average 40% poorer and the issues of loss in jobs and cut in
wages is increasing. These situations are also the reason behind executives leaving the
companies and seeking for more opportunities in other countries. It is recommended for the
management to make sure that they do not face these situations and in advance take steps ton
retain employees in the organisation and be specific about the situations. They need to give their
employees the basic required metrics what they need, it is confirmed that people have their desire
to succeed with the available talents and capabilities and make differences to the business(Simou
& Koutsogeorgou, 2014). When people sense that their actions are being fulfilled they start
developing a sense of belongingness and feeling for the company. Giving employee's options
and providing them with the options to chose with the best available situations and develop a self
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belongingness in the company. The ISIS is developing a social and political threat in the
evolution of technology and shifting balances of power from the companies. This threat makes it
difficult for the employees to work in the companies. Employees are getting affected by the
threats and danger to life makes them think in the organisation to leave. The situations in Greece
is affecting the employees in the organisation to make sure that they do have to take steps to
survive in the outside world and create opportunities for themselves. The senior executives do
not find any kind of self growth working in these situations where they have to face situations of
life and death and also the backing of foreign companies in the country. They will have to
consider the situations and make arrangements for themselves to have a descent growth in the
industry. Greece is already facing issues of unemployment and poverty that makes other
companies to withdraw from those areas also and employees also feel that they need to move to
different places so to have a descent lifestyle(Economou, Madianos, & Stefanis, 2013). To have
a good and balanced lifestyle they will have to be clear about their future and choose between
companies where they feel satisfied. For this situation's management is recommended to make
techniques where they can retain employee's in the organisation. They will have to build
techniques where employees feel motivated and self belongingness in the company and are
easily attracted to the policies in the company. The management need to build strategies where
they are able to retain employees by providing them opportunities in the company.
CASE 3
Crises management team
The unwanted and sequence of events that leads to the major disturbance at the workplace is
known as crises. The crises arise within short period notice and triggers a feeling of fear and
disturbance in the working of the employees. The management must be aware of the important
signs that depicts the issues of crises and also should warn the employees for the crises. When
the crises is detected, employees need to make sure that they take actions against the same.
The crises' management team is formed in the organisation to protect it from the effect of the
crises, it also helps organisation to be prepared for inevitable threats. Organisations form this
team to decide on the future action plans and make strategies to help the organisation to deal
with the situation and come out as soon as possible(Fenwick, 2016). This team is formed to
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respond to the immediate warning signals of crisis and also makes sure to execute plans for the
emergency situations.
Role of crises management team:
This team mainly focus on-
 Detects the early signs of the crises situation's.
 Helps in identifying the areas of the problem.
 Take consideration of the employee's face to face and discuss the areas that have been
identified.
 Prepares the plan for crises management that works to do its best in this situation's.
 Enhances and motivates the employees to face the problems with belief, courage and
determination. Encourage them to not to lose hope and make sure to give their best.
 Also help the company to overcome the situation's in tough times and be prepared for the
future.
Crises management team includes-
 Head of departments
 CEO and people associated with him
 Board of directors
 Media Advisors
 Human Resources Representatives
The crise's management team role is to analyse the situations and also make strategies to
overcome the crises' management plans to overcome the issues related with the organisation
reputation and their value in the business environment(Kelly, 2014).
Function of crises management team
A team leader is appointed to take charge of the situation's as soon possible and also motivates
employees to work as a group.
Understand the main areas of concern in the emergency situation's.
The team then works simultaneously on the various problems and issues that are the reasons
behind it at the workplace. It is the responsibility of the team members to understand the places
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where the things have gone wrong and processes that can help it to improve and also make better
functioning of the organisation.
They make it possible to prioritize the issues. Evaluate the problems and know which is not so
good for the employees as well for the organisation.
The team also keep in touch with the outside clients and media and must handle the critical
situation well.
Develops plans and strategies for the rough times. Need to have important information and must
check the information before executing the plan.
The team helps the organisation to take right steps at eh right time and also make steps for the
organisation to overcome the situation's.
Ways that helps in overcoming the organisational crisis-
The unwanted events that leads to uncertainty at the workplace is known as crisis. Crisis makes
problems at the workplace and also for the employees in the organisation. Employees need to not
lose hope in the situation's. Some ways are as follows:
 Adaptation of a well planned approach- The team takes initiatives to find out the areas
where the things go wrong. They identify the problems in the areas and makes required
strategies for the situation's.
 Collection of correct information- It is required to collect required information and do not
only depend on guess work.
 Change of perspective for employees- They must look at the brighter side of the
situations. It is required to make corrective steps to deal with the situations and complains
at the workplace.
 Communication is important to overcome the crisis in the organisation- Information is
required to move to all the department in the desired form. Employees should be made
aware of the what is happening in the surrounding organisation(Qatawneh, 2016).
 Delegation of roles and responsibility as per the employee's specialisation- It is required
to delegate the work properly and be made sure that the work is delegated to the right
person at the job. Employees must be motivated to do their job and organisation gaols
should be achieved in the best manner
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Rewarding the crisis management team-
The crisis management team rewarded on the basis of their techniques to evaluate the
organisation crisis and issues that are relating in the workplace. They are provided with the
rewards that makes it difficult for the companies to function and issues are taken care of. The
rewards are for the type of work they deliver in the organisation and relate it to the working at
the time of crises. They are then made to know about the types of crisis the company is facing
and evaluating the issues related to the problems(Booth, 2015). Rewards are for the team and the
employees who also kept patience at the time of crisis and were cooperating to make sure that
these issues are evaluated in the functions of the organisation. Rewards are presented so to make
employees feel motivated in the organisation and are able to deliver their best for the coming
future plans. They also make sure to help the organisation activities in the prescribed time and
develop strategies to overcome the situation's.
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REFERENCES
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practice. Kogan Page Publishers.
Beardwell, J., & Thompson, A. (2014). Human resource management: a contemporary
approach. Pearson Education.
Booth, S. A. (2015). Crisis management strategy: Competition and change in modern
enterprises. Routledge.
Economou, M., Madianos, M., & Stefanis, C. N. (2013). Major depression in the era of
economic crisis: a replication of a cross-sectional study across Greece. Journal of Affective
Disorders. 145(3). 308-314.
Fenwick, H. (2016). Responding to the ISIS threat: extending coercive non-trial-based measures
in the counter-terrorism and security act 2015. International Review of Law, Computers &
Technology. 30(3). 174-190.
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human resource management. Academy of Management Annals. 8(1). 1-56.
Kelly, A. (2014). The United States, Iraq and the Islamic State: Challenges and policy
options. Flinders Journal of History and Politics. 30. 35.
Kramar, R. (2014). Beyond strategic human resource management: is sustainable human
resource management the next approach?. The International Journal of Human Resource
Management. 25(8). 1069-1089.
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Qatawneh, A. S. Z. A. (2016). The Role of Work Teams’ Empowerment in Crisis Management:
A Case Study of Jordanian Electricity Distribution Company-Karak
Governorate. International Business Research. 9(6). 10.
Simou, E., & Koutsogeorgou, E. (2014). Effects of the economic crisis on health and healthcare
in Greece in the literature from 2009 to 2013: a systematic review. Health policy. 115(2).
111-119.
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Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management.
Routledge.
Wlodkowski, R. J., & Ginsberg, M. B. (2017). Enhancing adult motivation to learn: A
comprehensive guide for teaching all adults. John Wiley & Sons.Chang, S. S., Stuckler,
D., Yip, P., & Gunnell, D. (2013). Impact of 2008 global economic crisis on suicide: time
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