ABC COAL , Talent Management Plan, shareholders, employees, customers
Strategic issues are critical challenges that affect the general performance of an organization. In connection to this, strategic planning is concerned with determining the future of an organization, achieving the set goals and working towards them. ABC Coal is one of the biggest companies in our nation and like many other companies, it faces strategic issues. According to ABC Coal, the core mission is to provide their shareholders with the best products through mining and production of high quality coal for the market.
For this to be met, true partnerships and cooperation have to be created with everyone associated with the industry including the shareholders, employees, customers, and the community at large. ABC Coal's strategies touch on ensuring safety environment performance and working in partnerships for good produce; creating a sense of value including the reduction of real costs and improving the industry constantly through giving the workforce the right support and encouragement.
[...] The workforce gap is determined from the mathematical difference between the net supply and the workforce demand. The sectors which experience the shortage should be determined and factors causing them should be identified. Different ideas should be brought in which, when considered, should be an aid in narrowing the gap, and factors that widen the gap should also be pointed out. Gap closing strategies should be developed so as to meet the needs of the workforce. The workforce planning that should be carried out involves observing the company's strategies; focusing on the current demand and development of future projects; establishing solutions to curb risks for greatest performance; and implementing strategies for the workforce. [...]
[...] In the current workforce, there are job roles that have no vacancies at all. These are the positions in which the employees are readily available in the market, and they are not critical at all. Most of them fall under the statutory roles, and they include the mine manager, open cut examiners, the supervisor under mining operations and the processing supervisor. Most critical job roles of the company lie under the professional roles section which has relative great vacancies in relation to the number of people involved in the job roles. [...]
[...] Forecasting done in the supply should also be considered. Factors, for example, the number of staff that is likely to retire within the ages of fifty-five and over seventy years, are to be noted down. The labour turnover trends of different occupation groups should be examined and basing on these trends, the number of staff that leaves during the period of forecasting should be determined. Due to this, it should be found out why these employees are likely to leave during this period and ways to curb the employees in the critical job roles from leaving should also be sought. [...]
[...] Any action taken should affect the critical job roles negatively. Instead of reducing the workforce, the company can opt to put hiring at a freeze especially in areas where the immediate revenue generation for the industry will not be impacted. Another option is to let temporary employees and those who are on contract to go since their commitment with the company is not the same as that of the other permanent employees. To ensure a balanced workforce, unnecessary reduction of the imposed labour should never be done. [...]
[...] The gaps that need to be filled should be identified so as to positively affect the future performance of the services. The HR programs of the company should be keener on retaining employees in critical job roles during workforce reduction. Action Plan There are several levels in which the HR strategy can be established. These levels include the company level involving skills and the workers needed in the industry; the corporate level that involves improvements of the organization; the business unit level that involves developing the objectives and strategies of the workforce; and finally the HR branch that also involves strategies and objectives of the workforce from business units. [...]
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