Company Employee Turnover and Absenteeism Rates - ETISALAT Tele Communications Company - Case Study Example

Name) (Instructors’ name) (Course) (Date) Table of Contents Content…………………….………………………………………………………………..Page 1.0 Brief Background of Etisalat……………………………………………………………...2 2.0 Company employee turnover and absenteeism rates…………………………………….2 2.1 Solution to the above problems…………………………………………………...3 2.1.1 Employee turnover rate……………………………………………….3 2.1.2 Absenteeism rate……………………………………………………...3 3.0 Issues the Human Resource department is currently facing……………………………...3 3.1 Recruitment and outsourcing of employees………………………………………3 3.2 Conflicts and conflict resolution………………………………………………….4 3.3 Negativity and low morale of some workers……………………………………..4 3.4 Complacency, laziness and negligence at workplace…………………………….5 3.5 Dealing with crude and rude workers…………………………………………….5 4.0 Forecasting the Human resource needs of various department………………………….6 4.1 Managing HR Issues……………………………………………………………...6 4.2 Recruitment and outsourcing……….…………………………………………….6 4.3 Conflicts & conflict resolving…………………………………………………….6 4.4 Complacency, laziness and negligence at workplace…………………………….6 4.5 Dealing with crude and rude workers………………………………………….....7 5.0 Conclusion……………………………………………………………………………….7 Human Resource Needs at Etisalat 1.0 Brief Background of Etisalat The company I have chosen is ETISALAT Tele Communications Company based in Dubai UAE. This mobile service provider has a global presence in 18 countries namely; Africa, the Middle East and Asia. As of February 2012, ETISALAT was ranked 15th globally with an estimated over 150 million customers. In Emirates, this company is one of the only 2 mobile service provides in the county and the other being emirates in the country and the other being emirates integrated telecom .Besides voice revenues, ETISALAT has also ventured into internet service providing. In this human resource analysis, special attention is paid to ETISALAT Dubai that has directly employed 450 workers. The resource person of this analysis is Mr. Mohamed Abdul Karim the Human Resource Manager of ETISALAT Dubai his cell phone number is +2675421. 2.0 Company employee turnover and absenteeism rates Employee turnover is defined as the rate at which an employer looses and gain employees at ETISALAT this rate was initially 7% per month but it has gone down to around 4% per month (Legge 5).This rate is determined by simply dividing the number of separation workers by the average number of the total employees in that month and multiplying it by 100. That is Employee turnover rate = No. of separation during the month x 100 Average no. of employees during the month For example, in one month, ETISALAT lost 28 employee out of 403 total workforce them E.T.R = 28 403 = 7% Absenteeism rate refers to the degree at which employees fail to report duty within a particular duration. Absenteeism itself could be a result of genuine reasons like sickness or intentional at ETISALAT Dubai, this rate is estimated o be around 8% per month. 2.1 Solution to the above problems 2.1.1 Employee turnover rate: To ensure that this rate is limited, Adbul stated that ETISALAT Dubai has adopted measures like, attractive remuneration, bettering the employee working conditions and also striving to be the best telecommunication company within the county at which majority of employees will wish to work for. 2.1.2 Absenteeism rate As explained earlier absenteeism can be out of genuine reasons like sickness that cannot be avoided. In this regard, the company has put in place measures like health sensitization programs for its employees and them families. This is targeted at reducing the number of sick offs from employees and instead, concentrate with their works. With the other serial absentee employees, the company has adopted a mechanism like performance contracting where absenteeism is a major clause in these contracts where employees are made to sign a document that prohibits unnecessary absenteeism with clear punishments on those found culpable to have flouted these regulations. 3.0 Issues the Human Resource department is currently facing The Human Resource department at ETISALAT Dubai is faced with a number of challenges. Some of them are according to Abdul are. 3.1 Recruitment and outsourcing of employees Recruitment of employees can be a daunting task. These poses challenges like; identifying, interviewing and employing the best candidates within targeting to appreciate those unsuccessful candidates. After recruiting new staff, the challenges do not end here. This is because, the new staff ought to be oriented, retrained and made to adopt the working culture and the general expectations from them both from them supervisors ad there company’s customers. For ETISALAT Dubai measures like advertisement both in print and broadcast media are one of the ways of getting them employees. Also, the company has dedicated some resources to the Human Resource department to carry out extensive research so as to ascertain the real factors that can attract highly skilled labor into the organization besides coming up with the best practices that can retain the already productive workforce within the organization. 3.2 Conflicts and conflict resolution It is common knowledge that whenever human being comes together, there will always be divergences. Therefore in an organization like ETISALAT Dubai a company with employees from varied backgrounds with varied orientations, beliefs religion conflicts will always be prevalent conflict in an organizations one not enforce take an example where there is a health divergence in ideas between two individuals such a disagreement if well handled can automatically lead to new ideas and innovations thus improving the productivity of an organization. At ETISALAT Dubai, such health conflicts are always encouraged. However, there are ugly conflicts which at time emerge in the company that at times stretches the Human Resource Department to its limit. Take an example of infighting between workers that can manifest itself in from of each typing to undermine the other either verbally or at timers even physical. Such type of conflicts is a serious challenge to the Human Resource department at ETISALAT Dubai Company. At times, even the Human Resource department which is supposed to be an arbiter, you will found some members siding with either faction involved in the confrontation. Such conflicts always demand sobriety and majority when telling with them or else they will tea the company down. However, given the status of ETISALAT – Dubai, the company has always put in place mechanisms of smoothly and diplomatically diffusing such ugly confrontation between factions in the company. 3.3 Negativity and low morale of some workers Negativity can basically be explained as negative feelings towards somebody or something. At work environments, some workers will exude such feelings towards their counterparts or superiors. In most cases, such feelings always result into low morale of working effectively hence crippling the productivity of workers exhibiting such tendencies. This problem can even move to other employees if not contained in time. To counter this, ETISALAT-Dubai has always organized forums and workshops where workers interact with their seniors and get an opportunity of speaking out their mind. Besides this, the organization has put in place suggestion boxes through which workers can lodge their complaints within minimal fear of victimization. 3.4 Complacency, laziness and negligence at workplace Complacency is just getting satisfied with how things are and with no urge of improving them. Negligence can mean a deliberate and blatant avoidance of executing a particular task within the frameworks of laid down procedures a given work environmental. Laziness is simply not willing to work before one is told to do so. These vices tend to be common in any given work environment. ETISALAT- Dubai is also faced with the same challenges. This is a real problem to the Human Resource Department as all these vices do compromise professionalism and work ethics. The company has come up with strict rules that guide it’s a Human Resource Department on the penalties that must be meted to employees who unscrupulously and without any genuine reason will high to sabotage the forward matching of the telecommunication company (Linda 6). 3.5 Dealing with crude and rude workers This can refer to those employees who have limited respect to their senior. In any work environment, such people tend to be them. This is a group of workers who always try to undermine the authority and try to execute the duties and responsibilities according to the terms and not those of the company. At ETISALAT-Dubai, the debarment Human Resource is also faced with the real challenged of handling such workers. There is always the dilemma of firing these employees whom the company has invested heavily in terms of training and also replacing them with novices who have to be retrained at extra costs. However, the company Human Resource department has always struck a balance between which such tendencies and trying to reprogram them. 4.0 Forecasting the Human resource needs of various department The Human Resource Department of ETISALAT-Dubai forecasts the future demands of other Human Resource demands through constant liaisons between it and these departments. Through this it is able to know what ought to be done where and when. 4.1 Managing HR Issues From a Human Resource perspective, the above mentioned issues can be solved independently and as follows: 4.2 Recruitment and outsourcing Ensuring that there is proper coordinator between the Human Resource department and other departments so as to understand them future demands. Also organizations ought to develop their firms into brands that any employer will wish to work. Finally, organizations must advertise them vacancies broadly so as they will attract many applicants from which they will select the best of the best. 4.3 Conflicts & conflict resolving Companies to have in place mechanisms that will detect ugly divergences and timely action taken so as to resolve them before they reach levels that they could even undermine the productivity of an organization. However, healthy divergences ought to be encouraged as they can result innovations within a given work premise. 4.4 Negativities and low morale of workers. First, employees ought to be shown that they are rarely valued and appreciated by them employees. Secondly, communication between the employer and employees should be enhanced so that information can flow smoothly. Finally, employees should be accorded opportunities of venting out their opinions without fear of being victimized (Legge 7). 4.5 Complacency, lazy and negligent workers. There must be clear guideline on the expectations of employees and what they stand to lose in an event they don’t follow these guideline. Also, performance contracting can sort the problem of lazy workers. This is because workers will have to sign down on them target and those that don’t attain these targets made to explain why they didn’t attain them. Finally, workers who work hard should be appreciated by just giving them a token. This will make everybody to work harder. 4.6 Dealing with crude and rude workers Any employee exhibiting such behaviors should be talked and explained to why he/she must obey authority. Those that are found to be serial rude workers should be terminated before other good workers starts copying such weird behaviors. 5.0 Conclusion The Human Resource of any organization plays an engine role in that organization. Therefore, for a company to attain its targets, the Human Department must be a composition of dedicated men and women who are highly motivated to execute their responsibilities which are highly punctuated with challenges. 6. 0 Works Cited Legge, Karen. 'Human Resource Management : A Critical Analysis', in J. Storey (ed), New Perspectives on Human Resource Management, London: Routledge.2008. Linda, Holbeche. Aligning Human Resources and Business Strategy. Oxford: Butterworth- Heinemann. 2009. Abdul, Mohamed . Human Resource Manager at Etisalat. Personal interview. October 26. 2013. Read More