Employees Turnover and Absenteeism - Total Oil Company in UAE - Case Study Example

Students Name Professor Course name Date Table of content Table of content 2 Introduction 3 Employees’ turnover and absenteeism 3 Other common human resource issues 4 Employee motivation 4 Discrimination and harassment 4 Recruitment and training 5 Remuneration increment 5 Promotion and rewards 5 Solutions and recommendations 5 Works Cited 7 Introduction The paper aims at looking at different problems that affect the human resource in Total Oil Company in UAE. Oil sector being one of the major product and service delivery providers in UAE is important to look at it. This will help understand the major problems affecting UAE human resource in the economy as whole. Total Oil Company is an international company that has its operations in many countries it started its operation in the UAE in 1939. The company will be celebrating its 75th anniversary in 2014. The company aims at providing professional approach to the oil sector. The company’s main business is to provide high quality services on the oil related fields. These fields include engineering, oil drilling, hiring out equipment to the oil and gas operators. The company has managed to deliver its services to majority of its clients with satisfaction (Ackers & Wilkinston, 79). The company has been successful since its establishment and has been one of the best performing in the country and especially in the oil sector. Since its establishment the company has been experiencing increased revenues meaning it is performing as expected. The company also has a recruitment policy on a year basis meaning that even the employees increase every year. The company has gained reputation in the recent years as one of the best performing companies in UAE and specifically the oil sector. The company has been one of the highest contributors of revenue to the government through its payment of taxes. Increased company profits means that the company is in a better position financially and it is growing at the projected rate. The contact person who will help in the interview about the company is the human resource UAE branch, Ismail Mohammed. He did not provide his personal contact but he gave the company phone number. The company phone number is + 33 1 47 44 45 46. Employees’ turnover and absenteeism According to the interview with the human resource manager is that the employees’ turnover is above average but the turnover does not get to the set levels of the company. The turnover levels are measured by setting targets that should be accomplished by an employee at a given period of time especially 3 months (Edwards, 98). There is an evaluation at the end of the 3 months. According to the manager the results of the evaluation show that most of the employees do not meet their target as would be required by the company management. In relation to absenteeism the manager said that in every given day there is an employee who is absent from work. This means that the company production is low because of the absent employees (Braton & Gold, 44). The company uses a roll register to determine the employees absent from work. The roll register also determines the employees time of arrival to their duty station. In the roll register the employees register their time of arrival and the time they leave their duty stations. The manager said that most employees also come late to work. The company takes disciplinary action against the employees who are frequently late and absent from work without permission and genuine reasons. This is done to reduce on these behaviors (Deery, 112). Other common human resource issues Employee motivation There is a problem of employee motivation in the Total Oil Company. Motivation refers to the force that drives employees in an organization to increase their effort to do their duties in a perfect way without being disrupted by any obstacles as they work to satisfy customer needs (Ackers & Wilkinston, 24). It can also be defined as how an employee works hard and in a passionate way to accomplish their duties persistently. Most companies works towards motivating their employees so as to increase the companies’ profits through increased out and productivity. This motivation is lacking among the Total company employees which is the reason they do not achieve the set targets. Discrimination and harassment These are problems that arise now and then in any workplace. Therefore, the human resource managers should be prepared to solve such issues. Discrimination may be racial, religion, gender, age or even position an employee hold in the company (Deery, 34). This can be identified through an internal investigation on employees. There can be also sexual harassment among the employees which also affects employees’ productivity. Recruitment and training These are problems that affect human resource department in the company. Recruitment periods are very short and the interviewers may fail to identify the best candidate for a given position. There are traits that could not be identified in the interview. Therefore, this does not meet the employers’ expectations. The companies also find it very hard and expensive to train employees. This training should be based towards eliminating risks that employees may face. Remuneration increment This problem arises in any Organisation because employees time to time keep on asking for salary increments. The employees may take different ways to ask for a rise on their earnings and it is very important for a company to solve this problem so as to maintain the employees’ productivity (Edwards, 24). Promotion and rewards This is a very tricky venture to employers because they may fail to identify an employee who will be rewarded or even promoted. The employees may feel that they are being ignored or even discriminated. This may lead to a reduction in the employees’ productivity. Solutions and recommendations To solve the problem of discrimination the company should follow the laid down roles by the country and identify which classes of people are protected by law. It is illegal to discriminate in the place of work or even during recruitment (Edwards, 53). A recruitment process should just and should promote equality. A company should establish a conflict resolution department so help eliminate problems among the employees. This will help in maintaining the existing employees than hiring and training new employees. The management should introduce methods such as workshops, seminars and trainings. This will ensure that the employees keep on refreshing their knowledge in the tasks they as supposed to perform. The management can send a few employees to have a refresher course so that they will have a chance to train their fellow employees. This will help keep up with the growing technology that requires employees to be up to date with the current one (Deery, 97). The employees will also learn new ideas that could increase their job satisfaction. Mixing with employees from other companies will help share new ideas and experiences that will help appreciate their jobs. There is also need to have a salary increment structure that the company follows to review employees’ salaries. This will help the company solve dissatisfaction that results from poor pay. The company can also offer bonuses to employees for their performances this will help the employees have inside competition that is good for the company’s productivity as well as satisfying the employees (Cartwright, 17). The company can also result to schemes such employees of the month awards and this will make employment enjoyable. The managers should also have a promotion process where employees are promoted on merit. This will help employees work harder to move to higher levels in their places of employment (Braton & Gold, 58). A fair way of promotion will motivate employees because they want to be promoted to the higher positions. The company can have a promotion exam where every employee sits for the pay and they are promoted through merit. This will create satisfaction because promotion has been one source employee’s dissatisfaction. The company should also employ a time of policy so as to allow employees to recharge. Works Cited Ackers, Peter. & Wilkinson, Andrew. Understanding work and employment: industrial relations in transition. New York: Oxford University press, 2003. Print. Deery, Simon. Industrial relations: a contemporary analysis. (2nd ed.). Sydney: McGraw- Hill, 2001. Print. Edwards, P. 2009. Industrial relations: Theory and practice. Wiley: New York. Bratton, John and Gold, Jeffrey. Human Resource Management: Theory and Practice. New York: Lawrence Erlbaum, 1999. Print. Cartwright, Susan. Human Resource Management. New York: Mittal Publications, 2005. Print. Read More