HUMAN RESOURCE MANAGEMENT CASE STUDY: GLOBAL MINING

Submitted To: Prof. C. P. Shrimali

Submitted By: Group 2, PT-PGPM(OCT2011)

09 11PT2-10 11PT2-11 11PT2-12 11PT2-13 11PT2-14 11PT2-15 11PT2-16

11PT2-

Ankit Mittal

Ankush Vig Anubhav Kotra Anupama Tirkey Anurag Chauhan ArunLakhan Pal Arun Kumar Singh Ashish Kumar Gupta

Page 1 of 4

Answer: 1 Global Minings Canadian operations are showing huge losses and are of immense concern to the management. The management has identified the root cause as a people problem and not a problem with the mines themselves. The corporate mission of Global Mining is to be the fastest growing most profitable mining company. The company is committed to investing in people, exploration and technology. The company wants to be the best by constant improvements and greater teamwork. The key factors considered while formulating the HR strategy are as follows: 1) Organizations Business Strategy: A clear understanding of the companys business strategy is very important as the HR strategy should be aligned to the business strategy. 2) Organisational culture: The organisational culture needs to be studied as it represents the beliefs and values of the people. An organisation should foster a culture that promotes the achievement of the organizations strategic business objectives. 3) Political climate and industrial relations: The influence of trade unions and their political backing needs to be studied. In case of Global Mining the trade unions are very influential and collective bargaining agreements need to be put in place for dealing with them. 4) Laws of the land: The labour laws in force in a particular country influence the Hr strategy in that country. There is a heavy penalty clause which does not allow global mining to operate seven days a week. 5) Industrial best practices: The company should use benchmarking and adopt the best industrial practices 6) Technology: How technology intensive is the industry also plays and important role in developing HR strategy. Global Mining needs to assess if it is using the right technology and if it is outdated. It also needs to assess operations which can be automated and will be cost effective. 7) Reasons for low productivity: lack of trained personnel, lack of motivation, lack of rewards to the right people 8) Communication: Effective communication between management and employees, employees and management and manage and trade unions 9) Teamwork: Inculcating a culture of teamwork, rewarding teams for performance would result in a win- win situation for all. 10) Grievances: the nature of grievances and their effective redressal is another area to be considered for Global Minings HR strategy formulation.

Page 2 of 4

Answer:2 The defined objectives of the HR strategy based on the consideration of the factors are as follows: Industrial relations: 1) With Trade unions Understanding the power structure of the Unions is important. A collective bargaining agreement should be in place. Greater involvement of employees in decision making by using participative style of management. Changing role of trade unions to that of eductaors. Get the trade unions to understand the importance of being a productive unit as a loss making unit would be either shut down or taken over by another company. Building effective negotiation skills 2) Employees Employees educated to understand best practices, how enhanced productivity will be beneficial. Skill enhancement of employees through training and development. Create motivated and committed employees Effective grievance redressal system in place. 3) Government and Legal structure: Formulate strategies keeping in mind laws of the land. Effectively use government policies and get the backing of the government for various projects. Recruitment and Selection Right people at the right place at the right time Equal employment opportunities shall be provided to all Recruitment and retention of the best people Recruitment of people based on merit and skills Attracting and keeping the best talent Training of management for taking interviews to select the right people Work life Balance Training and Development Provide technical trainings to all workers to enhance existing technical skills and develop new skills Provide soft skill training to managers for better relationship management Improve teamwork through team building workshops Ensure training is provided to all and not a select few Make training compulsory for all employees Encourage employees to get higher education
Page 3 of 4

Compensation and Benefits Encourage a culture of meritocracy Rewards based on merit and work accomplished Implement a trAnswer:parent system of performance appraisal Ensure fair practices during appraisal Provide compensation and benefits as per industry standards Ensure proper work life balance Provide health insurance to all employees Ensure proper safety regulations are followed to provide a safe environment. Answer: 3 It will be a challenge to implement new HR policies in Global Minings Canada operations. Convincing the trade unions to change their role to educators from problem creators is not going to be easy. The trade union has become used to being in power. It will not relinquish its hold so easily. The workers too have become used to the fact that even if they dont work they will get promoted as per seniority so there is actually no need to put in any effort. Moreover anyone who actually works is not rewarded accordingly so there is no motivation or commitment. The whole mindset of the workers, the existing culture will have to be targeted. People do not accept change that easily, the challenge will not only be to make them accept the change but convince them to be the harbingers of the change. The managers will also have to be motivated to perform their HR functions and not abrogate them to the unions. The management will have to earn the trust of the employees and ensure them of fair practices. Answer 4 The management of Global Mining needs to put an agreement in place with the unions stating specific terms and conditions.. The unions will have to be brought up to date with current best industrial practices and shown their benefits. The management will have to subtly bring back the power into their hands by motivating employees, ensuring them of fair practices and convincing them of the fact that the management is looking out for them. A change management plan will have to be put in place and management should train some key people who are known to have influence to be the bringers of change. These key people can then convince others that this change is beneficial. Once the employees see the management adopting practices of meritocracy and transparency they will have more faith and trust. A culture of participative management will have to be inculcated. The employees should realise that they have a say, their opinions are respected and they are recognised as stakeholders in the company. An effective grievance redressal system should be in place. This will help management identify potential problem areas and formulate policies and systems accordingly.

Page 4 of 4