Tuesday, December 31, 2019

French Vocabulary Clothing

Ahhh, French fashion. There are a zillion specific words to describe French clothes, however lists on the web are usually very limited. Here is a longer list which will help you master French clothing vocabulary.   Les vtements: Clothes Les fringues : clothes in slang (ends on a G sound) Les vtements dextrieur: Outerwears Un manteau : a coat, a dress coat, usually long. It’s also the generic word to say something warm to wear outside.Une veste : a blazer, also generic for outerwears.Un impermà ©able : a raincoat.  Un K-way (pronounced ka way), un coupe-vent : a rain jacket. K-way is a brand, but its so popular that it became the word used to describe this very thin plastic jacket that you can fold into a small bag and then tie around your waist. Most kids have one for Spring days!Un blouson : an waist length jacket, a bomber jacket, often used to describe a leather jacket : un blouson en/de cuir.Un anorak : a ski jacket.Une doudoune : that’s somewhat a new word. Its a sort of padded/ski jacket, parka Les hauts: Tops Un chandail : a sweater - sounds like â€Å"eye†, and a bit old fashion.Un tricot : a (knitted) sweater - very old fashionUn pull : a sweater - most commonly used word nowadaysUn (pull à  ) col-roulà © : turtle neck sweaterUn pull en V : un pull à   col en V - V neck sweaterUn pull à   col rond : round neck sweaterUn cardigan, un gilet : cardigan sweater (open in front with buttons)  Une chemise : a shirt (usually for man, but could be used for women also).Une chemise à   manches courtes : short sleeve shirtUne chemise à   manches longues : long sleeve shirtUne chemise à   manches trois quarts : 3/4 length sleeve shirtUne blouse : a lady’s shirt (a bit old fashion)Un chemisier : a lady’s shirt - yes, I know its a masculine word to describe women clothes, whereas une chemise for man is feminine... go figure!Un T-shirt : Tshirt, pronounced in Franglish â€Å"ti sheurt†Un dà ©bardeur : tank top    Un Costume: Mens suit Also means a costume as in a disguise.Une veste: a blazer, a sports coat. Un gilet : a vest - watch out for the false cognate - â€Å"un gilet† is the 3rd part of a 3 piece man suit, the one you wear under the jacket ≠  â€Å"une veste† which is the blazer part. â€Å"Un gilet† is also a cardigan sweater. â€Å"Un gilet† is also called â€Å"un veston† but it’s old fashion.Un complet: a man’s suit - very old fashion.  Un tailleur: a lady’s suit. You can say â€Å"un tailleur pantalon† : lady’s pants suit, or â€Å"un tailleur jupe†: skit’s suit. Tailleur as the sound of Thai in it.Un smoking : a tuxedo.   Les bas: The bottoms Un pantalon: pants - note this word is usually used in the singular. â€Å"Des pantalons† to refer to one pair of pants is possible, but quite old fashion.Un jean: jeans. Singular as well. Not pronounced like the French name â€Å"Jean† but like the English word â€Å"jean† (djin).Un short: shorts. (singular)Un bermuda: knee length shortsUn Capri: above the ankle pants.Un caleà §on: leggings (a sort of stretchy pants). Watch out, this is also the word for men’s underwear: boxer shorts. Pour les femmes: For ladies Une robe: a dress – not a robe which is  « un peignoir  ».  Une robe du soir:  an evening dress. Do not mistake it with une chemise de nuit with is a nightgown to go to bed...Une robe bustier:  a strapless dressUne robe sans-manche : a sleeveless dressUne robe à   manches longues/courtes : a dress with long/short sleevesUne robe avec des petites bretelles - a dress with small strapsUne jupe: a skirt.Une mini-jupe: very short skirtUne jupe au dessus du genou: above the knee length skirtUne jupe au dessous du genou: under the knee length skirtUne jupe longue: long skirtUne jupe plissà ©e: pleated skirtUne jupe droite: straight skirtUne jupe fendue: a skirt with a slit Pour la nuit: For the night Une chemise de nuit: a night gown.Un pyjama: PJs. Singular in French.Une robe de chambre: a robe (to be inside the house)Un peignoir (de bain): a bathrobeDes pantoufles : slippers Vtements spciaux: Special clothing Une salopette: an overallUn bleu de travail: its a type of overall protection clothing that contractors wear... usually blue.Un uniforme: a uniformUn tablier: an apronThere is no word for scrubs. Wed say une blouse dinfirmier/infirmià ¨re, de docteur....

Monday, December 23, 2019

Joslin Diabetes Center Case Analysis - 1895 Words

Joslin Diabetes Center Case Analysis Situation The Joslin Diabetes Center (the Joslin) is a facility that serves patients who suffer diabetes, conducts diabetes researches and provide diabetes education. The center was founded in 1898. After insulin was found and introduced, the Joslin grew fast. In 1956, Joslin Diabetes Center facility was finished and it was the first facility that focused on diabetes care. After years of developing, by 2007 it had become the largest diabetes center in the world. However, the Joslin was suffering operating losses consistently, which led to the decrease of restricted assets. The Joslin was first to develop a diabetes care model that combined both medical and educational professionals. This model includes three key elements: treatment, education, and research. Applying this to the practice, the Joslin contains three departments: clinical, research and strategic initiatives. Treatment Approximately 80,000 patients visited the Joslin in 2008. Most of the patients came to the clinic no farther than 50 miles from home. About 60 percent of the Joslin’s patients had Type 2 diabetes; the rest had Type 1 diabetes. Among the patients, about 2,000 were under 20 years of age, almost all who had Type 1 diabetes. Research All of the research conducted in the Joslin was related to diabetes. The Joslin received subsidy from National Institutes of Health and other financial sources. Besides, the Joslin has a program to make its innovations profitable.

Sunday, December 15, 2019

Dentistry and Senior Citizen Free Essays

As a student under the curriculum of health education, to bring about our service is now more than treating the patient illness but improving the patient whole being. This is what being taught to us in the lectures under the subject community dentistry. Recently, I have the opportunity to apply this knowledge and get hands on knowledge what health, community and dentistry are all about. We will write a custom essay sample on Dentistry and Senior Citizen or any similar topic only for you Order Now What other best method than to dive into the community itself. Under the supervision and guidance by Professor Dr Noorliza, my friends and I visited a house of old folks or senior citizen 20 minutes away from the college. Such projects or activities like this are no longer a stranger to me as I did this frequently during my years of studying for my International Bachelorette diploma and for each project a similar report like this was also required. Therefore, the planning of our events would come as easily as I had experience such conduct before. However, this time around, the approach and set of mentality was more toward a dentist point of view and as a person who is to educate the community. The target group was senior citizen and the aim is to promote dental hygiene. However, the targeted group consists of people who are already wear out by time. The gap between our generations is pretty wide and there are almost zero to none topic of interest to be discussed. Nevertheless, such barrier is to be overcome and I tried as hard as I can to keep the conversation going and even slip in advices regarding importance of maintaining and monitoring the oral health. There were other obstacles also, with the old age, their senses started to deteriorate. The slurry speeches and their hearing also were not as well as they were in youth. What amazes me is how each person still put up a smile trying their best to enjoy our company. Though there were awkward silences now and then, we all manage to share couple of laughter here and there. I had the opportunity to talk to Mr Bulam who was a teacher and is already 80 years old. However, compare to the other inhabitant of the old folk home, he still maintain his intellect to a certain degree. His secret is reading and I am sure to apply throughout my life. Most of our conversation involves me as the listener and it teaches me to be patient. However language or slang that people are conversing in, if we make an effort to listen, the meaning is sure to come across. Besides that, I also manage to interact with the caretaker. Looking at the condition of the residents and the house itself shows that these people did a really good job in taking care of them. Even more so, it amazes me as most of them do it from the goodwill of their heart. To be expose to this humble people really make me more grounded. This kind of humanity experience is not the kind of thing that can be taught, it has to be experienced by oneself. To bring joy to their daily mundane life, waiting for time to pass by, we perform some songs. Looking how their face light up like a kid in a clown show, gives my heart a wrench and I somehow realize that they must have been really lonely to be away from their family, friends and home. Therefore, I was glad that our little visit breaks their daily routine and provided them with the company they longed. We even presented each of them with a Chinese New Year card and oranges. I hope that this little souvenir reminded them of us and shows the effort we put in to accompany them. The time given was short and at the end of the visit I still wonder whether I had done the duty required by me as a dental student or better yet just as another compassion human being. The trip has opened my eyes to the various communities present and how each of them requires equal amount of attention by health practitioners. I believe that I still need to improve my communication skill and adopt a more compassionate approach to the people around me. Last but not least, I was really glad that the trip was done with my friends as it teaches me to also learn how to cooperate with each other and work together. I long discovered that certain things are not meant to be done alone and this trip reinforces its importance. Finally, in the near future I hope to achieve greater success and becomes wiser over the accumulated experiences especially this one. How to cite Dentistry and Senior Citizen, Papers

Friday, December 6, 2019

HR Issues in the Operations of MiningCo-Free-Samples for Students

Question: Discuss about the Human Resource Issues in the Operations of MiningCo. Answer: Introduction In the mining industry, attaining skilled human resources is highly challenging due to the hazardous work conditions. MiningCo is operating a number of coals mines at the isolated locations all over the world. The staff workers are fly-in and fly-out on a rotational two-week roster basis. The staff workers work for two weeks in the field and send another two weeks at home. The company has made several employment policies so that the employees can work efficiently within the workplace. However, with the economic recession and economic downturn, it is important that the company implements strategies to effectively manage their human resources. These strategies should be able to enhance the performance of the workforce for the organization. The performance of the staff members can be enhanced by increasing the motivation and the engagement of the staff with the organization (Armstrong Taylor, 2014). The present report will discuss the impact of the performance management initiatives on the motivation of the staff in the mining industry. Moreover, addressing the talent requirement in the mining industry is always challenging for the organizations. At the lower level in the mining industry, the employee turnover rate is very high; therefore, it is important that the organization makes a crisis management plan so that the human resource requirements in the place can be addressed. Impact of Performance Management Initiatives in the Motivation of the Staff In the present epoch, the employee performance management has attained supreme importance due to its immense benefits for the organization. The performance management schemes motivate the staff to perform in a better manner as there remuneration is linked with their performance. The motivation of the staff is difficult to achieve especially when the workplace conditions are hazardous. The employees remain in vulnerable state of mind and are not focused at their work. In the mining industry, manpower remains the most important parameter in the overall production. Therefore, HRM should have proper strategies so that the productivity of the employees can be enhanced. The motivated employees work efficiently, harder and in a better manner than the unmotivated employees (Kramar, 2014). In the mining industry, the level of motivation in a significant amount of employees is low which is challenging for the managers. There are two types of motivation, namely, intrinsic motivation and extrins ic motivation. The intrinsic motivation refers to the motivational factors which the embedded to the work. It means that the worker really enjoys working the task, or he has a desire to help others or likes to work in a healthy and enjoyable work environment. The intrinsic motivation is derived directly from the job that the worker is doing. On the other hand, extrinsic motivation refers to motivation that which is derived from the outcomes of an action (Sparrow, Brewster Chung, 2016). It refers to various financial and non-monetary rewards derived from the outcomes of the work. The managements motivate the employees by several tangible rewards such as promotion, payment, punishment and intangible rewards such as praise and recognition in front on other people. The performance of the employees is demonstrative act which is conducted with adequate skills, competency and the behavior (Kramar, 2014). The HRM department of an organization is responsible for developing the talent within the organization. They facilitate the departmental activities by organizing the structure, scheduling the tasks and recruiting appropriate employees so that maximum output can be achieved by appropriate tools. The employees who are satisfied with their work and operations are more productive. They employee motivation tools ensure that the employees are satisfied with the work conditions. According to Maslows performance theory, there are five stages of an individuals needs which are, physiological needs, safety needs, social needs, self-esteem needs and self-actualization. These f actors motivate the employees in the company to work harder. In the mining industry, the safety issues are the most important as the workers have to constantly work at hazardous locations (Purce, 2014). The failure to implement the safety practices can affect the motivation of the employees and other valuable resources of the company. Although money is the basic need of the employees, safety practices at the workplace is important to motivate the employees. Another important motivational factor is increasing the job security of the employees. Job security is important for the motivation level of the employees. In this regard, several strategies have been proposed to increase the employee motivation in the organization: Designing Effective Reward Policies: The employee compensation is the best method to increase the motivation of the employees in the organization. Safety Training Programs: In the mining industry, safety is the best method to motivate the employees. The employees are concerned about their personal safety and wellbeing (Choudhry, 2014). Arranging activities for Employees: The people working in the mining sector struggles with their social lives. It is important that the company makes adequate provisions so that for the employees to enjoy their social lives (Budhwar Debrah, 2013). The company should implement a performance management approach for managing the performance of the employees. The performance management should be able to scrutinize the performance of each employee. The direct managers of the employees should give feedback to the subordinates regarding their performance. The managers should give positive and constructive feedback to the employees so that their morale does not decline and the employees perform well. Other than that, the organization can also establish targets so that the employees remain motivated to achieve them (Dawood, Miller, Patacas Kassem, 2014). Other than that, the organization should also distribute incentives for the work done beyond the set targets. The employees must be make familiar with their strengths so that they can perform well at the workplace. The proposed solution will benefit the organization in moving forward as the performance management schemes will enhance the performance of the organization. The employees will be motivated to work harder and achieve new targets. It will also increase the engagement of the employees with the organization (Bardoel, Pettit, De Cieri McMillan, 2014). Moreover, the company would be able to achieve high performance with less number of employees. Recommendations to curb Shortage of Human Resources Under MiningCo, a large number of mines are operating as independent entities and there is little staff rotation between them. However, in the recent times, the economic crisis in Greece and the increased terrorism or ISIS has increased the desire of the foreign professionals to leave the company. In this case, it is important to address the shortage of the human resources by adopting novel recruitment strategies. The organization should also take efforts to curb the hysteria arising from the shortage of workforce (Kaynak, Toklu, Elci Toklu, 2016). When a significant amount of workforce will leave the organization at a short notice, the remaining employees of the organization will feel overburdened with the work. It will increase the dissatisfaction of the employees with the work and thee organization. In this scenario, it is important that the organization adopts an effective communication approach to interact with the employees. The employees should be communicated that in the present, due to workforce shortage, the burden of the work on an individual employee has increased (Celma, Martnez?Garcia Coenders, 2014). It is important to communicate that the organization is taking all the initiatives to fulfill the human resource requirements and needs the support of the employees. As discussed above, the organization should also implement performance management system so that the performance of an individual employee can be enhanced. If the employees are self-motivated to perform in a better manner, the requirement of the number of employees will decline. It is important that the organization should implement such techniques to enhance the performance of the employees. The communication plan of the organization should be made specifically so that it can communicate with each and every employee on a regular basis. It ensures that no negative rumor is spread within the organization. In the mining industry, the performance of the organization is directly related to the work of the employees. Therefore, it can be critiqued that it is important to keep the employees motivated (Alfes, Shantz, Truss, Soane, 2013). It is important that no negative rumor is spread against the organization. Such rumors decline the morale as well and the performance of the employees. It also negatively impact on the employee retention rate. The dissatisfied and the disgruntled employees leave the organization and switch to other companies. The communication system must be able to communicate with each and every member of the organization. The employees at the lower level of the organization or the front-line workers faces drastic impact from the lack of communication mediums. These people are at the most vulnerable stage as they dont know how to attain proper or accurate information for the organization. These employees should feel insecure for their jobs and easily switch their jobs to other companies. The direct managers of the employees should be given responsibility to constantly communicate with them so that they remain aware of the process (Kehoe Wright, 2013). The communication plan of the organization should have following components: The message given to the customers should be clear and concise. The message transmitted through the communication should be able to clearly indicate the present conditions in the organization and the organizations stance towards it. The message should be positive and able to increase the motivation level of the employees. The senior executives of the organization who are wishing to move to their nations should be retained within the organization. The HR manger should consult with them and discuss that adequate measures will be taken to ensure the safety of the employees within the mining sites as well as the workplace (Long Perumal, 2014). The remuneration of the employees should also be made attractive so that more employees can be retained within the organization. Moreover, the organization will also abide by the safety laws and regulations so that the atmosphere presented to the employees is secure and positive. If the workplace environment is secure and positive, the employees of the organization will be more satisfied with the work. The organization must explore the current safety laws and regulations in the local area and should implement them within the organization. When the company abides by the local laws and legislations, it should be able to maintain positive image and cordial relations w ith the government. Another important strategy in the present scenario is adopting different recruitment strategies. The organization should focus on the recruitment of the local employees so that the retention rate of the employees remains high. Other than that, the organization should also focus on the recruitment of the employees who are able to stay for long-term within the organization. The organization should select the professionals who are sincere about their professional life. The HR manager can select these kind of employees by looking at their past work and evaluating their behavior in the interview process (Sikora Ferris, 2014). The candidate must be passionate, motivated about their professional life and loyal towards the organization. The organization should also focus on the recruitment of the local employees as they tend to stay for long-term within the organization. Following factors should be considered in the recruitment of the employees at different organizational level within the o rganization: MiningCo should establish a recruitment method to prefer the local candidates in the recruitment process. The organization should prefer local candidates over the foreign candidates as they tend to work longer for the organization. It is important to recruit the candidates who stay for longer duration within the organization as the training and development cost to the organization becomes very high with a high turnover rate. The organization has to significantly invest to train new employees. Therefore, it is important to recruit the employees who show long-term commitment to the organization. The business organization should also establish retention strategies in this regard. It is important to offer flexible and positive work environment to the employees so that they can work efficiently and become satisfied with their work. Offering flexible and employee-friendly atmosphere can increase the rate of employee retention within the organization. The business organization should focus on developing employee-friendly policies so that the employees are retained within the organization. The HR department of the organization should focus on developing policies so that the employees can easily share their qualms and issues with the management. The HR department should focus on immediately resolving the issues and problems of the employees so that their level of satisfaction with the work remains high (Kramar, 2014). While recruiting the candidates in the organization, the business organization should assure that the employees are retained for the maximum period. The organization should also introduce a clause in the employment contract which assures that the employees will work for the organization for a maximum period of time. The business organization should communicate to the employees that it is investing significant financial assets in the induction of the employees within the organization. Therefore, it is important the employees will work in the organization for the maximum period of time. The organization should also allow employee cross-over between different entities. The company work as a group of different independent entities. All the subsidiaries of the company are working as independent entities and have an independent workforce. Several times, there is workforce crisis in some situations whereas few entities have a large number of workforce (Brewster, Houldsworth, Sparrow Vernon, 2016). Therefore, MinesCo can address the situation by allowing employee crossover between different entities. The entities with surplus amount of workforce can transfer a limited amount to the entities with employee shortage. It will increase the efficiency and the optimization of the human resources. Crisis Management Team to address the Talent Gap All the companies in the mining industry suffer from talent shortage at one time or another. It is important for the organizations develop a crisis management team which can help resolve these avoidable situations. The crisis refers to extreme situations in which some external event leads to major disturbances at the workplace. The workplace crisis occur at short notices and create chaos within the organization. It also leads to the feeling of fear and uncertainty among the employees. It is also important that the management identifies the early signs of crisis and warn and prepare the employees for it. Once the organization has identified crisis in the organization, the employees must take immediate actions to resolve the situation. The crisis management team is designed by the organization to address the crisis situation in a business organization. Its primary aim is to protect the organization against adverse effects of crisis and prepare it by the threats from the external environment. The business organizations form crisis management team to determine the future course of action in an adverse situation. It prepares the organization to address the inevitable threat. These teams try to bring out the organization from difficult times as soon as possible. They are dedicated to the crisis management and helps the organization to come out of difficult situations as soon as possible. There are significant roles of the crisis management team such as: it assists the organization in detecting the early signs of disasters and identify the problem areas in the organization. It also contribute the organization to discuss with the employees the situation of crisis management and discuss the situation the area of concern. It should also encourage the employees to face different situations with determination and courage. The organization is also assisted to be prepared for the crisis. Generally, the crisis management team of an organization incudes head of departments, CEO and de partmental crisis, board of directors and HR representatives. The crisis management of MiningCo will also comprises of the following professionals. The crisis management team of the company should also analyze the situation and form a crisis management plan to save the reputation and finances of the organization in the industry. The business organization should also define the function of the crisis management team in the organization. A team leader should be appointed who can take charge of the situation and encourage the employees to work as a single unit. The crisis management team should work on different problems and shortcomings which has resulted in the crisis at the workplace. The team members should identify how the current processes can be improved and smoothened for better functioning of the organization. It is important to develop alternate plans and strategies for the organization. The team should also make efforts to attain accurate information from the organization. T he plans must be implemented for better results and proper feedback should be given time to time for the better efficiency of the organization. Conclusion Summarizing the report, it can be concluded that the human resources are the best resources of a business organization. It is critical for the success and achieving the objectives of the business organization. MiningCo is a mining organization operating in different parts of the world. The different entities of the organization work as an independent subsidiary and each subsidiary has its own set of human resources. It is difficult to find human resources with appropriate skills and talent. Therefore, organization should develop human resource strategies to address the situation. The organization should develop a performance management initiatives to enhance the performance of the employees. Other than that, the organization should also develop a crisis management plan to deal with the organization. References Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bardoel, E. A., Pettit, T. M., De Cieri, H., McMillan, L. (2014). Employee resilience: an emerging challenge for HRM.Asia Pacific Journal of Human Resources,52(3), 279-297. Brewster, C., Houldsworth, E., Sparrow, P., Vernon, G. (2016).International human resource management. Kogan Page Publishers. Budhwar, P. S., Debrah, Y. A. (Eds.). (2013).Human resource management in developing countries. Routledge. Celma, D., Martnez?Garcia, E., Coenders, G. (2014). Corporate social responsibility in human resource management: an analysis of common practices and their determinants in Spain.Corporate Social Responsibility and Environmental Management,21(2), 82-99. Choudhry, R. M. (2014). Behavior-based safety on construction sites: A case study. Accident Analysis Prevention, 70, 14-23. Dawood, N., Miller, G., Patacas, J., Kassem, M. (2014). Combining Serious Games and 4D Modelling for Construction Health and Safety Training. In Computing in Civil and Building Engineering (2014) (pp. 2087-2094). Kaynak, R., Toklu, A. T., Elci, M., Toklu, I. T. (2016). Effects of Occupational Health and Safety Practices on Organizational Commitment, Work Alienation, and Job Performance: Using the PLS-SEM Approach.International Journal of Business and Management,11(5), 146. Kehoe, R. R., Wright, P. M. (2013). The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), 366-391. 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. 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. Long, C. S., Perumal, P. (2014). EXAMINING THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON EMPLOYEES'TURNOVER INTENTION.International Journal of Business and society,15(1), 111. Purce, J. (2014). The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Sikora, D. M., Ferris, G. R. (2014). Strategic human resource practice implementation: The critical role of line management.Human Resource Management Review,24(3), 271-281. Sparrow, P., Brewster, C., Chung, C. (2016).Globalizing human resource management. Routledge.

HR Issues in the Operations of MiningCo-Free-Samples for Students

Question: Discuss about the Human Resource Issues in the Operations of MiningCo. Answer: Introduction In the mining industry, attaining skilled human resources is highly challenging due to the hazardous work conditions. MiningCo is operating a number of coals mines at the isolated locations all over the world. The staff workers are fly-in and fly-out on a rotational two-week roster basis. The staff workers work for two weeks in the field and send another two weeks at home. The company has made several employment policies so that the employees can work efficiently within the workplace. However, with the economic recession and economic downturn, it is important that the company implements strategies to effectively manage their human resources. These strategies should be able to enhance the performance of the workforce for the organization. The performance of the staff members can be enhanced by increasing the motivation and the engagement of the staff with the organization (Armstrong Taylor, 2014). The present report will discuss the impact of the performance management initiatives on the motivation of the staff in the mining industry. Moreover, addressing the talent requirement in the mining industry is always challenging for the organizations. At the lower level in the mining industry, the employee turnover rate is very high; therefore, it is important that the organization makes a crisis management plan so that the human resource requirements in the place can be addressed. Impact of Performance Management Initiatives in the Motivation of the Staff In the present epoch, the employee performance management has attained supreme importance due to its immense benefits for the organization. The performance management schemes motivate the staff to perform in a better manner as there remuneration is linked with their performance. The motivation of the staff is difficult to achieve especially when the workplace conditions are hazardous. The employees remain in vulnerable state of mind and are not focused at their work. In the mining industry, manpower remains the most important parameter in the overall production. Therefore, HRM should have proper strategies so that the productivity of the employees can be enhanced. The motivated employees work efficiently, harder and in a better manner than the unmotivated employees (Kramar, 2014). In the mining industry, the level of motivation in a significant amount of employees is low which is challenging for the managers. There are two types of motivation, namely, intrinsic motivation and extrins ic motivation. The intrinsic motivation refers to the motivational factors which the embedded to the work. It means that the worker really enjoys working the task, or he has a desire to help others or likes to work in a healthy and enjoyable work environment. The intrinsic motivation is derived directly from the job that the worker is doing. On the other hand, extrinsic motivation refers to motivation that which is derived from the outcomes of an action (Sparrow, Brewster Chung, 2016). It refers to various financial and non-monetary rewards derived from the outcomes of the work. The managements motivate the employees by several tangible rewards such as promotion, payment, punishment and intangible rewards such as praise and recognition in front on other people. The performance of the employees is demonstrative act which is conducted with adequate skills, competency and the behavior (Kramar, 2014). The HRM department of an organization is responsible for developing the talent within the organization. They facilitate the departmental activities by organizing the structure, scheduling the tasks and recruiting appropriate employees so that maximum output can be achieved by appropriate tools. The employees who are satisfied with their work and operations are more productive. They employee motivation tools ensure that the employees are satisfied with the work conditions. According to Maslows performance theory, there are five stages of an individuals needs which are, physiological needs, safety needs, social needs, self-esteem needs and self-actualization. These f actors motivate the employees in the company to work harder. In the mining industry, the safety issues are the most important as the workers have to constantly work at hazardous locations (Purce, 2014). The failure to implement the safety practices can affect the motivation of the employees and other valuable resources of the company. Although money is the basic need of the employees, safety practices at the workplace is important to motivate the employees. Another important motivational factor is increasing the job security of the employees. Job security is important for the motivation level of the employees. In this regard, several strategies have been proposed to increase the employee motivation in the organization: Designing Effective Reward Policies: The employee compensation is the best method to increase the motivation of the employees in the organization. Safety Training Programs: In the mining industry, safety is the best method to motivate the employees. The employees are concerned about their personal safety and wellbeing (Choudhry, 2014). Arranging activities for Employees: The people working in the mining sector struggles with their social lives. It is important that the company makes adequate provisions so that for the employees to enjoy their social lives (Budhwar Debrah, 2013). The company should implement a performance management approach for managing the performance of the employees. The performance management should be able to scrutinize the performance of each employee. The direct managers of the employees should give feedback to the subordinates regarding their performance. The managers should give positive and constructive feedback to the employees so that their morale does not decline and the employees perform well. Other than that, the organization can also establish targets so that the employees remain motivated to achieve them (Dawood, Miller, Patacas Kassem, 2014). Other than that, the organization should also distribute incentives for the work done beyond the set targets. The employees must be make familiar with their strengths so that they can perform well at the workplace. The proposed solution will benefit the organization in moving forward as the performance management schemes will enhance the performance of the organization. The employees will be motivated to work harder and achieve new targets. It will also increase the engagement of the employees with the organization (Bardoel, Pettit, De Cieri McMillan, 2014). Moreover, the company would be able to achieve high performance with less number of employees. Recommendations to curb Shortage of Human Resources Under MiningCo, a large number of mines are operating as independent entities and there is little staff rotation between them. However, in the recent times, the economic crisis in Greece and the increased terrorism or ISIS has increased the desire of the foreign professionals to leave the company. In this case, it is important to address the shortage of the human resources by adopting novel recruitment strategies. The organization should also take efforts to curb the hysteria arising from the shortage of workforce (Kaynak, Toklu, Elci Toklu, 2016). When a significant amount of workforce will leave the organization at a short notice, the remaining employees of the organization will feel overburdened with the work. It will increase the dissatisfaction of the employees with the work and thee organization. In this scenario, it is important that the organization adopts an effective communication approach to interact with the employees. The employees should be communicated that in the present, due to workforce shortage, the burden of the work on an individual employee has increased (Celma, Martnez?Garcia Coenders, 2014). It is important to communicate that the organization is taking all the initiatives to fulfill the human resource requirements and needs the support of the employees. As discussed above, the organization should also implement performance management system so that the performance of an individual employee can be enhanced. If the employees are self-motivated to perform in a better manner, the requirement of the number of employees will decline. It is important that the organization should implement such techniques to enhance the performance of the employees. The communication plan of the organization should be made specifically so that it can communicate with each and every employee on a regular basis. It ensures that no negative rumor is spread within the organization. In the mining industry, the performance of the organization is directly related to the work of the employees. Therefore, it can be critiqued that it is important to keep the employees motivated (Alfes, Shantz, Truss, Soane, 2013). It is important that no negative rumor is spread against the organization. Such rumors decline the morale as well and the performance of the employees. It also negatively impact on the employee retention rate. The dissatisfied and the disgruntled employees leave the organization and switch to other companies. The communication system must be able to communicate with each and every member of the organization. The employees at the lower level of the organization or the front-line workers faces drastic impact from the lack of communication mediums. These people are at the most vulnerable stage as they dont know how to attain proper or accurate information for the organization. These employees should feel insecure for their jobs and easily switch their jobs to other companies. The direct managers of the employees should be given responsibility to constantly communicate with them so that they remain aware of the process (Kehoe Wright, 2013). The communication plan of the organization should have following components: The message given to the customers should be clear and concise. The message transmitted through the communication should be able to clearly indicate the present conditions in the organization and the organizations stance towards it. The message should be positive and able to increase the motivation level of the employees. The senior executives of the organization who are wishing to move to their nations should be retained within the organization. The HR manger should consult with them and discuss that adequate measures will be taken to ensure the safety of the employees within the mining sites as well as the workplace (Long Perumal, 2014). The remuneration of the employees should also be made attractive so that more employees can be retained within the organization. Moreover, the organization will also abide by the safety laws and regulations so that the atmosphere presented to the employees is secure and positive. If the workplace environment is secure and positive, the employees of the organization will be more satisfied with the work. The organization must explore the current safety laws and regulations in the local area and should implement them within the organization. When the company abides by the local laws and legislations, it should be able to maintain positive image and cordial relations w ith the government. Another important strategy in the present scenario is adopting different recruitment strategies. The organization should focus on the recruitment of the local employees so that the retention rate of the employees remains high. Other than that, the organization should also focus on the recruitment of the employees who are able to stay for long-term within the organization. The organization should select the professionals who are sincere about their professional life. The HR manager can select these kind of employees by looking at their past work and evaluating their behavior in the interview process (Sikora Ferris, 2014). The candidate must be passionate, motivated about their professional life and loyal towards the organization. The organization should also focus on the recruitment of the local employees as they tend to stay for long-term within the organization. Following factors should be considered in the recruitment of the employees at different organizational level within the o rganization: MiningCo should establish a recruitment method to prefer the local candidates in the recruitment process. The organization should prefer local candidates over the foreign candidates as they tend to work longer for the organization. It is important to recruit the candidates who stay for longer duration within the organization as the training and development cost to the organization becomes very high with a high turnover rate. The organization has to significantly invest to train new employees. Therefore, it is important to recruit the employees who show long-term commitment to the organization. The business organization should also establish retention strategies in this regard. It is important to offer flexible and positive work environment to the employees so that they can work efficiently and become satisfied with their work. Offering flexible and employee-friendly atmosphere can increase the rate of employee retention within the organization. The business organization should focus on developing employee-friendly policies so that the employees are retained within the organization. The HR department of the organization should focus on developing policies so that the employees can easily share their qualms and issues with the management. The HR department should focus on immediately resolving the issues and problems of the employees so that their level of satisfaction with the work remains high (Kramar, 2014). While recruiting the candidates in the organization, the business organization should assure that the employees are retained for the maximum period. The organization should also introduce a clause in the employment contract which assures that the employees will work for the organization for a maximum period of time. The business organization should communicate to the employees that it is investing significant financial assets in the induction of the employees within the organization. Therefore, it is important the employees will work in the organization for the maximum period of time. The organization should also allow employee cross-over between different entities. The company work as a group of different independent entities. All the subsidiaries of the company are working as independent entities and have an independent workforce. Several times, there is workforce crisis in some situations whereas few entities have a large number of workforce (Brewster, Houldsworth, Sparrow Vernon, 2016). Therefore, MinesCo can address the situation by allowing employee crossover between different entities. The entities with surplus amount of workforce can transfer a limited amount to the entities with employee shortage. It will increase the efficiency and the optimization of the human resources. Crisis Management Team to address the Talent Gap All the companies in the mining industry suffer from talent shortage at one time or another. It is important for the organizations develop a crisis management team which can help resolve these avoidable situations. The crisis refers to extreme situations in which some external event leads to major disturbances at the workplace. The workplace crisis occur at short notices and create chaos within the organization. It also leads to the feeling of fear and uncertainty among the employees. It is also important that the management identifies the early signs of crisis and warn and prepare the employees for it. Once the organization has identified crisis in the organization, the employees must take immediate actions to resolve the situation. The crisis management team is designed by the organization to address the crisis situation in a business organization. Its primary aim is to protect the organization against adverse effects of crisis and prepare it by the threats from the external environment. The business organizations form crisis management team to determine the future course of action in an adverse situation. It prepares the organization to address the inevitable threat. These teams try to bring out the organization from difficult times as soon as possible. They are dedicated to the crisis management and helps the organization to come out of difficult situations as soon as possible. There are significant roles of the crisis management team such as: it assists the organization in detecting the early signs of disasters and identify the problem areas in the organization. It also contribute the organization to discuss with the employees the situation of crisis management and discuss the situation the area of concern. It should also encourage the employees to face different situations with determination and courage. The organization is also assisted to be prepared for the crisis. Generally, the crisis management team of an organization incudes head of departments, CEO and de partmental crisis, board of directors and HR representatives. The crisis management of MiningCo will also comprises of the following professionals. The crisis management team of the company should also analyze the situation and form a crisis management plan to save the reputation and finances of the organization in the industry. The business organization should also define the function of the crisis management team in the organization. A team leader should be appointed who can take charge of the situation and encourage the employees to work as a single unit. The crisis management team should work on different problems and shortcomings which has resulted in the crisis at the workplace. The team members should identify how the current processes can be improved and smoothened for better functioning of the organization. It is important to develop alternate plans and strategies for the organization. The team should also make efforts to attain accurate information from the organization. T he plans must be implemented for better results and proper feedback should be given time to time for the better efficiency of the organization. Conclusion Summarizing the report, it can be concluded that the human resources are the best resources of a business organization. It is critical for the success and achieving the objectives of the business organization. MiningCo is a mining organization operating in different parts of the world. The different entities of the organization work as an independent subsidiary and each subsidiary has its own set of human resources. It is difficult to find human resources with appropriate skills and talent. 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