09.Conclusion

 

In Rice Mill Industry employees and employers have various ways to go about putting employee skills development into practice. In rice mill industry as human resource officers our goal should be to strengthen employee’s broad range of skills, whether it be flexibility, organization, creativity, communication, or leadership since most of employees in this industry are labours.

In practically this industry must use modern techniques to get a good employer brand. But most of workers are with lack of knowledge of machine operating. That’s why I believe the most suitable method is “On-the-job” training. The training contains Coaching and Mentoring, Understudy, Job Rotation, Special Projects Assignments, Committee Assignments, Self-Instructional Mode.

 So, employees learn how to use something or apply the methods as they complete the assigned tasks with new techniques. As most of rice mills typically don’t have the time to train every single employee on every single skill especially if that skill does not require specific knowledge, it is hard to get recover from this situation. So, I believe recruit talented people, company technologies should be increase by Implementing new technology in production, collecting data about production, and communicating supply chains. 

Another main problem which is lack of time for recruitment can be solve by creating an employee pool in the industry. The benefit of the employee pool helps build their professional in different categories and ensures they work on interesting.  

When we consider the work place environment in Rice mill industry, actually it is not a friendly environment for labours since it makes dust, smoke, bad smells and high temperature. The only solution for this problem is minimize those bad effects by using new technologies, so we can minimize using man power in bad environment.  

Also by implementing short time working hours, Generating infrastructure facility in difficult area, offering life insurance facility for labours and rewarding the labours can be reduce challenges in recruitment. 

To Improve Rice Mill Industry for the Global Market

  

Milling and quality improvement in rice

With the implementation of the market economy, consumers are increasingly demanding quality products. Therefore, like most countries, Sri Lanka is increasingly important for improving the quality of rice. From the above, there is an urgent need to reduce the production cost of rice and improve the quality of rice produced locally. It can be carried out from the following three aspects. First, we must improve the quality of rice used for rice milling. Second, we must improve rice milling technology. Finally, we should run a rice grading system in the country.

 

Improve rice harvesting technology

Studies have shown that approximately 75% of the paddy coming in for milling is of poor quality, falling in to the category of Grade 3 or below of the Sri Lanka Standards for paddy with a high degree of moisture; foreign matter; immature and unfilled grains; damaged/discoloured grains; and type admixture. So, by improving harvesting technology we can make high quality paddy. Need the great participation from government to educate the farmers on this situation via farmers organizations 

08.HOW TO OVERCOME CHALLENGES ON RECRUITMENT IN RICE MILL INDUSTRY WITH THE KNOWLEDGE GETTING FROM GLOBALIZATION AND MODERN RICE MILLS IN SRI LANKA

 

Recruitment is the area make major challenges in every organisation. As I discussed earlier followings are the challenges, we facing in the Rice Mill Industry on Recruitment.

• Lack of Labor Force

• Sudden resigning of skilled people

• Recruiting talented young people is harder  (Lack of qualified candidates)

• Attracting the right job candidates to working environment

• Not having a strong employer brand

• Expanding candidate reach 

• Difficult to attract people for jobs in Rice Mill industry

• Hard to find out dedicated and attentive employees

• Lack of young people are pursuing a career in rice mill industry

• Lack of awareness and skills

• Lack of industry trends, innovation and work place expectation 

Followings are the solutions I believe to overcome from these challenges with the knowledge I got from studying Sri Lankan modern rice mills and rice mills operating in another countries.

01. By using current recruitment methods

• Outsourcing

• Poaching/Raiding

• E- recruitment

• Finding the best match

• Screening

• Using of augmented reality

• Using virtual reality

• Using video profiles

• Increasing demand for employee referrals

• Skills in demand

• Increasing use of contractors

• Using social media recruitment

02. Building a strong Employer Brand

Since majority of job seekers consider an employer’s brand before even applying for a job, if they don’t like what they see, they won’t apply or accept job offer. 

By building employer brand, need to define and implement an effective employer branding strategy by compelling story about the company, showcase the company culture and get candidates excited to join the team. We can use career sites and career blogs to show the candidates that the company is a great place to work.

03. Lack of qualified candidates

A study by the National Federation of Independent Business   has found that 87% of HR professionals reported “few or no qualified applicants" for the positions they were trying to fill. By creating automated referral campaigns. With just one click, can send personalized emails to existing employees asking them to recommend great candidates. From then on, everything is automated. It will automatically generate unique referral links to track who recommended which candidate.

04. Expanding candidate reach 

Due to the lack of qualified candidates, employers who want to fill their open positions with great candidates will have to look beyond their employees’ social networks and local communities. By start building a multichannel recruitment strategy can find a way to expand their candidate reach in order to find those rare hidden gems.

By advertising at

               local and global job boards

               social networks

               internal and external employee referrals

               career sites

               career events

               college and professional networks 

               newsletters

               forums

05. Targeting passive candidates

According to LinkedIn’s research, 70% of the global workforce is made up of passive talent who aren’t actively job searching and the remaining 30% are active job seekers. Since most of these passive candidates are interested in hearing about new job opportunities. We have to go where they are on social media such as Facebook, LinkedIn, Twitter, Instagram, Pinterest, etc, and by sharing stories, photos and videos that present and promote the company as a great place to work and invite potential candidates to attend us. 

06. Attracting the right job candidates

To refine hiring process in order to attract the right job candidates from the start, we need to attract the right job candidates to apply, and discourage all the rest from applying by stating clear precise job requirement in job description and job advertisement in company’s site and  highlight the perks and benefits offer to employees and feature videos about company culture.

07. Building talent pools proactively

A talent pool is a database of candidates interested in working for company. By building a talent pool, can fill job positions in less time with less money, because already have candidates to choose from by inviting potential candidates to join talent network and learn more about the company as an employer and stay up to date with company’s open job positions.

08. Providing Memorable Candidate Experience

By auditing current employee experience, and taking the necessary steps to improve candidate experience causes employers continuously communicating status updates to them.

09. Engaging with active and passive job seekers

Continuous candidate engagement will be a key to recruiting success. Candidate engagement is the process of continually communicating with candidates. Our goal is to get potential candidates interested in working for your company and keep them engaged until the right job opportunity comes up. By creating an effective long term strategies like Reply to their comments and messages on social media, send them engaging email campaigns and invite them to recruiting events for engaging both active and passive job seekers. 

10. Hiring for diversity and inclusion

Source for diverse candidates by adding terms like “employee resource group” and “ERG” to Boolean search strings, along with phrases related to different types of diversity-focused networks to find diverse candidates, should also try posting jobs on diverse job boards, reach out to college and professionals organizations focused on diversity by highlighting company’s dedication to diversity. Present quotes, photos and video testimonials from existing diverse employees on career site and social media profiles. 

11. Hiring faster

If want to snatch top candidates, need to hire fast by drastically shorten hiring process. 

12. Focusing on data

Hiring analytics is a core business initiative that can help company achieve its business results. Most of companies see people analytics as a high priority in their organisations. If HR team isn’t data-driven and well versed in hiring analytics, missing an opportunity to help your company gain a competitive advantage in the market. By developing a data-driven mindset in hiring team. To get a clear picture of whole recruiting process, need to track and measure key recruiting metrics. Focusing on data will enable to make better and more informed hiring decisions and improve your productivity and success.

13. Adoption of new technologies

Technology is changing the world as we know it, and that includes how we hire. Modern recruitment technology offers the promise to advance and make hiring easier and more effective. While this is indeed exciting, the adoption of these new technologies can become overwhelming and scary. 

14. Integrating multiple recruitment solutions

With the proliferation of different recruitment solutions, it has become necessary to integrate multiple recruitment software into a major talent acquisition system. 

07. GLOBALIZATION

 

Globalization is the word used to describe the growing interdependence of the world's economies, cultures, and populations, brought about by cross-border trade in goods and services, technology, and flows of investment, people, and information. It is “a process the people of the world are united into a single society. This process is a combination of Economic, technological, Socio Cultural, and political forces. 

It refers to an open flow of information, technology, and goods among countries and consumers. This openness occurs through various relationships, from business, geopolitics, and technology to travel, culture, and media.

Globalization as the system of interaction among the countries of the world in order to develop the global economy.

                                                                                                      -Greengard (1995)

To see globalization in the tendency of businesses, technologies or philosophies to spread throughout the world, or the process of making this happen.

                                                                                                       -Arthur (1994)

However, in Rice Mill industry, globalization is be taken on the basis of economic and technological forces though organizations opting for global business have to take care of cultural and political forces of the countries concerned while implementing their strategies.

Globalization is measuring by 

• Good and Service

                        Exports – proportion of national income

                        Imports

• Human Resource 

                         Inward migration       -       relating national population

                         Outward migration

• Capital

                   Inward direct investment  -  proportion of national income

                   Outward direct investment

• Technology

There are three types of globalization.

• Economic globalization. Here, the focus is on the integration of international financial markets and the coordination of financial exchange

• Political globalization

• Cultural globalization

Advantages of Globalization

It broadens access to good and services

It can lift people out of poverty

It increases cultural diversity

        It spreads innovation and technology

        It brings lower costs for products

        Higher stands of living across the globe

        It accesses to new market

        It accesses to new talent

Challenges of Globalization on Recruitment

While globalization offers many benefits, it’s not without challenges. Velocity Global’s 2020 State of Global Expansion™ Report: Technology Industry reveals some of the top challenges that U.S. and UK tech leaders face when taking their companies global, and leaders of other companies likely face the same obstacles.

Some of the hurdles companies face when going global include:

1. International Recruiting
2. Managing Employee Immigration
3. Incurring Tariffs and Export Fees
4. Payroll and Compliance Challenges
5. Loss of Cultural Identity
6. Foreign Worker Exploitation
7. Global Expansion Difficulties
8. Immigration Challenges and Local Job Loss

Globalization on Human Resources Management

Global human resources management and training for the management of strategic and operational staff contradictions, as well as for those who have the ability to manage a variety of cultures, provide an organized format. The development and management of global enterprise, the development of management staff in the world think they can and action, those who are equally memorable, global skills, are global. The process of globalization requires increasing the role of the intellectual tools to change human resources management in the public sector.

                                                                                               (Hamidi, sarfarazi, 2011, p20).

Opportunity or threat of globalization to be greatly to the capabilities and capacities of different groups and cultures, countries and different groups in making efficient programs, policies, and depends on behavior.

                                                                                               (Kiani, 2001, p97).

The role of the human resources unit according to the changes you mentioned should be changed. Human resources as in the past, mechanical factors were considered, but in the last twenty years the importance of a good work force, flexible, and subtly evoked. more advanced human resources units may be just the employee, Department of education and development programs designed to increase the diversity of creativity in monitoring market. but professional managers need to reload Human resources and reshaping with the operational managers have a partnership and committed to them 

                                                                                                 (barghi, peydayi, 2008, p16).

Human resource managers must change in order to change the operating role and reform processes and improve the organizational capacity of the play. 

                                                                                                (kheirandish, afsharnjad, 2003, p15).

Impact on Globalization on Human Resource Management

• Impact on pattern of Employment
• Impact on Human Resource Development
• Impact on Employee Expectations
• Impact on Work practices

Globalization to change Operations in Rice Mill Industry

The COVID-19 outbreak has had a transformational impact on companies, and will continue to do so for the foreseeable future. The coming of the coronavirus crisis sparked the biggest change in working practices in a generation, with entire workforces either furloughed, made redundant or sent to work remotely. The speed at which these changes took place has stretched companies, as well as their IT and human resources (HR) departments, to their limits.

Both the benefits and challenges of globalization change how a business operates in different ways. When companies decide to go global, they must be ready and willing to change internal processes. This helps to accommodate new markets and make their global workforce feel comfortable and accepted at work.

In Rice Mill industry we can see many aspects of business changes once they enter the global marketplace. For example, globalization makes the workforce more diverse. This diversity is an overall positive change, but it creates some challenges, such as language barriers and differences in cultural expectations.

 

Employment pressures

COVID-19 has caused widespread disruption, with little chance of a return to ‘normality’ in the short term at least. Many millions of jobs have already been lost, and millions more will follow as government support schemes come to an end and we move into the next phase of the crisis.

Some operational changes which can expect from globalization into rice mill industry include:

1. Communication Challenges

Before starting to branch out from headquarters, establishing internal communication plan in place make easy to communicate the employees each other. Also, software and other digital tools help smooth global communication hurdles and allows teams to connect easily. Zoom, Slack, and Google all provide valuable tools for companies trying to manage employees in multiple offices, to solve their machine operations.

2. International Employee Expectations

Companies that want to take advantage of globalization and hire foreign workers need to accommodate them as much as possible. HR teams must also ensure their offers are competitive and on-par with local expectations during the hiring process.

3. Supporting Foreign Customers

Similar to communication changes with employees, companies must also plan for how they run customer service and support in new countries. Customers in the new market where we offer our products or services might not speak your native language or be close to your time zone.

4. Increased Competition

As globalization becomes the norm, many companies often seek the same foreign markets, which increases competition for businesses.

5. Marketing and Communication Changes

Just like hiring employees in different countries creates internal communication challenges, marketing products or services to a completely new audience creates obstacles for companies. Businesses need to adjust their marketing strategies to communicate the benefits of their product in a way that resonates with a foreign audience. 

References

https://www.oecd.org/employment/covid-19.htm

https://www.financierworldwide.com/labour-and-employment-in-the-post-covid-19-world#.YcR_DWhByUk

https://velocityglobal.com

https://www.academia.edu/30399154/The_Impact_of_Globalization_on_Human_Resource_Management

https://www.questjournals.org/jrhss/papers/vol7-issue4/Ser-2/E0704022124.pdf

http://www.academicjournals.org/ajbm 

06.PERFORMANCE MANAGEMENT & ORGANISATIONAL CULTURE

 

Performance Management

Performance management is a corporate management tool that helps managers monitor and evaluate employees' work. Performance management's goal is to create an environment where people can perform to the best of their abilities and produce the highest-quality work most efficiently and effectively.

Definitions

‘A systematic process improving individual, team and organisational performance’

                                                                                                  -Armstrong 2014

‘The continuous process of improving performance by setting individual teams and goals which are aligned to the strategic goals of the organisation, planning performance to achieve the goals, reviewing progress, and developing the knowledge, skills and abilities of the people’

                                                                                                  -Armstrong 2017

Elements of Performance Management

Agreement

Feedback

Positive reinforcement

Dialogue

Principals of Performance Management

Performance Management should provide 

Direction

Freedom to get their work done

Encouragement and not control

Leading to growth

Leading to strategic collaboration

Egan cited in Armstrong, 2017

Benefits of Performance Management

A well-structured and implemented performance management system provides a number of benefits to the organisation, management and employees. These benefits include:

• establishing group and individual performance objectives to ensure that their performance is aligned with the organisation's strategic and operational objectives
• linking performance evaluation and employee development and rewards to motivate individuals
• assisting the organisation in improving its productivity and efficiency
• regular monitoring of progress toward achievement of performance objectives
• identification of specific training needs across the organisation
• improved salary administration
• improved communication and relationships between managers and staff members
• improved guidance and assistance in developing capabilities and potential of staff members.

How performance management impact in rice mill industry

Human resource is the most critical resource for any organisation in today’s highly competitive business environment. The primary task of any manager is to have an organisation that functions effectively by its frontline personnel. To do so, employees must work efficiently and produce results that are beneficial to the organisation (Cınar, Bektaş, & Aslan, 2011). 

In the same vein, satisfied employees create satisfied customers and vice versa (Zenithal et al., 2006). In the performance appraisals process, it evaluates the quality of employee performance, it influences either the success or the failure of the organisation (Kumbhar, 2011).

In the Rice mill industry. Managers are expected to conduct a fair performance for everyone. When there is a proper process in place, it will help the employees to identify their strengths and weaknesses in their job role. Accordingly, the supervisor implements a performance development plan in line with organisational goals. It will motivate the employees with regards to the career development and lead to reduction in employee attrition.

Organisational Culture

Organisational culture is a system of shared assumptions, values, and beliefs, which governs how people behave in organisations. These shared values have a strong influence on the people in the organisation and dictate how they dress, act, and perform their jobs. Every organisation develops and maintains a unique culture, which provides guidelines and boundaries for the behaviour of the members of the organisation. 

Definition

Culture represents an interdependent set of values and ways of behaving that are common in a community and that tent to perpetuate themselves, sometimes over long periods of time

                                                                                              -Kotter and Hesketh 1992:141

Theories of organizational culture

• The consistency hypothesis – the idea that a common perspective, shared beliefs and communal values among the organisational participants will enhance internal coordination and promote meaning and a sense of identification on the part of its members.
• The mission hypothesis – the idea that a shared sense of purpose, direction, and strategy can coordinate and galvanize organisational members toward collective goals.
• The involvement/participation hypothesis – the idea that involvement and participation will contribute to a sense of responsibility and ownership and, hence, organisational commitment and loyalty.
• The adaptability hypothesis – the idea that norms and beliefs that enhance an organisation’s ability to receive, interpret, and translate signals from the environment into internal organisational and behavioural changes will promote its survival, growth, and development.

Qualities of a Good Organisational Culture

• Alignment -organisations work to build continuous alignment to their vision, purpose, and goals.
• Appreciation - one in which all team members frequently provide recognition and thanks for the contributions of others.
• Trust -with the culture of trust, team members can express themselves and rely on others to have their back when they try something new.
• Performance - In companies, talented employees motivate each other to excel, and, as shown above, greater profitability and productivity are the results.
• Resilience - A resilient culture will teach leaders to watch for and respond to change with ease.
• Teamwork -it encompasses collaboration, communication, and respect between team members. When supports each other, employees will get more done and feel happier while doing it.
• Integrity, like trust, is vital to all teams when they rely on each other to make decisions, interpret results, and form partnerships. Honesty and transparency are critical components of this aspect of culture.
• Innovation leads organisations to get the most out of available technologies, resources, and markets. 
• Psychological safety – the support employee needs to take risks and provide honest feedback

HR’s Role in Shaping Culture

Since leadership plays a critical role, HR has an important role in sharping culture. Followings are t0he HR’s duties on sharping culture  

• the recruitment process and recruiters
• employee onboarding into the organisation and business units
• performance management
• skills development
• how employees are disciplined
• the decisions made from the results of employee pulse surveys.

Building High Performing Organisational Culture in Rice Mill Industry

1.Excel in recognition

Making recognition part in company culture means it must be a regular occurrence, not something that is only reserved for major milestones or work anniversaries. Encourage team members to practice frequent social recognition in addition to monetary recognition. 

2. Enable employee voice

Creating a culture that values feedback and encourages employee voice is essential, as failing to do so can lead to low employees who with law moral.  

3. Make leaders culture advocates

company’s success in building a strong workplace culture rests in the hands of team leaders and managers. Team members will recognise the dissonance between stated values and lived behaviours. They may even start to emulate negative behaviours because they believe those behaviours have been rewarded by management.

4. Live by company values

This includes support terms, HR policies, benefits programs, and even out-of-office initiatives like volunteering.   Employees, partners, and customers will recognise and appreciate that organisation puts its values into practice every day.

5. Forge connections between team members

Building a workplace culture that can handle adversity requires establishing strong connections between team members, but with increasingly remote and terse communication, creating those bonds can be challenging. Encouraging collaboration and engaging in team activities even when working remote  are two effective ways to bring your team together and promote communication.

6. Focus on learning and development

Great workplace cultures are formed by employees who are continually learning and companies that invest in staff development. Training initiatives, coaching and providing employees with new responsibilities  are all great ways to show your team that you’re invested in their success.

A culture of learning has a significant business impact. 

7. Keep culture in mind from day one

When an employee’s perspective doesn’t match company’s culture, internal discord is likely to be the result. Organisations should hire for culture and reinforce it during the onboarding process and beyond. Practices and procedures must be taught, and values should be shared.

8. Personalise the employee experience

As modern consumers, your employees expect personalises experiences, need to focus on ways to help each team member identify with company’s culture. Tools like pulse surveys and employee-journey mapping are great ways to discover what your employees value and what their ideal corporate culture looks like. 

References :

https://www.toolbox.com/hr/performance-management/articles/what-is-performance-management/#_001

Armstrong, M & Taylor, S. (2014) Armstrong’s handbook of human resource management practice (13th ed). Kogan Page Ltd [Online]. Available at www.koganpage.com . 

CIPD. (2021) Performance management: an introduction. Chartered Institute of Personnel and Development 2021 [Online]. Available at www.cipd.co.uk . 

https://www.ahri.com.au/resources/ahriassist/performance-management/

https://the-happy-manager.com/tip/principles-of-performance-management

https://www.achievers.com/

https://www.gallup.com/workplace/234908/why-leaders-vital-culture-change.aspx

05. EMPLOYEE RELATIONS, HRM & DESIGN OF WORK

 

EMPLOYEEE RELATIONS

Employee relations refers to an organisation’s efforts to create and maintain a positive relationship with its employees. By maintaining positive, constructive employee relations, organisations hope to keep employees loyal and more engaged in their work. It is a set of organisational functions and practices that deals with issues related to people as staffing, compensation and benefits, performance management, organisation development, health and safety, communication, and administration.

Typically, an organisation’s human resources department manages employee relations efforts; however, some organisations may have a dedicated employee relations manager role. Basically, in Rice mill industry human resource department exercise their expertise to provide guidelines to the line managers how to improve performance and behaviour of the employees.

Definition

The approaches and methods adopted by employers to deal with employees either collectively through their trade unions or individually.

                                                                                                               -Armstrong

In general (the employee relations agenda) is no longer about trade unions. There is more emphasis on direct communication. Managing organisational change and involving and motivating staff issues about work life balance and the war for talent reflect a changing workforce with changing expectations.

                                                                                                              -CIPD (2005)

Employee Relations is to manage relationship between employer and employees with ultimate objectivity of achieving optimum level of productivity in terms of goods and services, employee motivation taking preventive measures to resolve problems that affect adversely the working environment

                                                                                                          -Michael (2005)

Unitarism & Pluralism

Unitarism consist of management and staff members sharing a common goal, through their loyalty towards the organisation (Fox, 1966). Companies who use this approach depends their workplace on strong sense of cooperation between the employer and employee, which allows workers to focus on the primary aim.

Pluralism approach suggests that there is more than one source of power in the relationship between workers and business leaders. Unions are often a central component to the pluralistic approach that seeks a balance of power between leadership and employees.

The Employee Relations unit (mostly HRM) provides employees and supervisors with the resolutions of work-related issues. They also provide consultation and advice to managers, supervisors and employees regarding Human Resources issues, including performance management, corrective actions, interpretation of policies and procedures and collective bargaining agreements, training of staff policy and procedures.

Employee Relation Functions

    • Performance Management

    • Conflict Management

    • Corrective Actions

    • Counseling

    • Skelly Review Process

    • Investigations

    • FMLA

    • Layoff

    • Leave Management

    • Service Audits & Service Awards

    • Unsatisfactory EPAR’s

    • P&P/Contract Interpretation

    • Training

In rice mill industry most works are done by labors. So, followings are the labor relation functions

• Grievance and Complaint Administration
• Conflict Management
• Arbitrations, Unfair labor Practice (ULP) Hearings; Misc. Agency Complaints
• P&P/Contract Interpretation
• Settlement Agreements
• Union Relations: Notices; Labor Management Meetings; Information Requests (IR); Collective Bargaining; Organizing & Demonstrations
• Training

Duties of Employee Relation Officers

Employee relation focuses on creating and delivering people practices which develop and maintain positive working relationships between an organisation and people working closely with unions and employee representatives the company need to ensure that people practices are fair and transparent.

Since different working environment create different challenges and the changing circumstances of work we need to understand,

• The impact these changes can make
• Forces bring about the change
• Hoe to work with employee bodies ensuring police are aligned to the employer brand
• Employment law and how it is created
• Maintain up to date legislation

Activities have to involve in rice mill industry as employee relation officers

 

• Creating people policies
• Dealing with complex cases
• Supporting the organisation through restructures
• Ensuring engagement is maintained and managers act in a way that they involve their staff
• Managing the relationship between the organisation and unions or employee bodies
• Dealing with disputes appropriately
• Ensuring managers are upskilled to deal with people in fair and effective manner
• Overseeing all people practices to ensure they are legally compliant

Design of Work in Rice Mill Industry

Job design

Job design is a research and analysis of a job in consultation with peers, Manager and management to compile the entire job data and outline the duties, responsibilities, Academic and professional qualification skills and expertise required to perform a particular job. The study and research conducted determine that job design plays an important role to understand the complexity of the job and its implication on individual employee.

Steps of Job design

Benefits of Job design

Job Categories in Rice Mill Industry

Since rice mill industry in Sri Lanka is still in backwards and only a few of them are doing modern rice mills using high technology and most of rice mills are using traditional technologies there are no big staffs in most of rice mill. Mentioned below are the job categories in small and medium rice mills.

  

1. Production Staff

                        Factory Manager

                        Production Manager

                        Production Supervisor

                        Machine Operator

                        Machine Helper

                        General Helpers

                        Cleaning Staff

       2. Quality Staff

                        Quality Manager

                        Quality Executive

                        Quality Supervisor

 

        3. Stores Staff

                        Stores Manager

                        Stores executive

                        Stores Supervisor

                        Helpers

                        Drivers

 

        4. Accounts Staff

                        Chiff Accountant

                        Accountant

                        Accounts Executives

                        Account assistant

 

        5. Sales Staff

                      Sales Manager

                      Area Sales Managers

                      Sales Supervisor

                      Sales representative

References:

https://www.hrhelpboard.com/performance-management/job-design.htm

U.S. Department of Labor,( 2021) Food and Tobacco Processing Workers,

Duties of Food and Tobacco Processing Workers  [online]. 

https://collegegrad.com/careers/food-and-tobacco-processing-workers 

Helen Akers, (2017) Elements of Job Design  [online]. Available at https://bizfluent.com/info-8229914-elements-job-design.html 

https://www.bamboohr.com/hr-glossary/employee-relations/

04.TALENT MANAGEMENT IN RICE MILL INDUSTRY

Talent Management

Talent management is the attraction, selection, and retention of employees, which involves a combination of HR processes across the employee life cycle. It encompasses workforce planning, employee engagement, learning and development, performance management, recruiting, onboarding, succession and retention. 

Talent management is not just a simple human resource. It is also committed to hire, manage, develop, and retain the most talented and excellent employees in the industry. In fact, talent management plays an important role in the business strategy since it manages one of the important assets of the company—its people. That is why companies should make the effort to effectively manage the employees to help them develop their skills and capabilities in order to retain them.

The role of talent management

Talent management is the full scope of HR processes to attract, onboard, develop, motivate, and retain high-performing employees. Talent management is aimed at improving business performance through practices that make employees more productive.

Definition

The systematic attraction, development and development of individuals who are of particular value to the organization, either because they fulfil critical roles or they possess high future potential ’

                                                                                                                              -CIPD (2015)

Elements of Talent Management Pipeline (Armstrong)

• A resourcing strategy
• Talent audit
• Role flexibility
• Building the concept of a ‘great place to work’
• Performance management process
• A desirable learning development program
• Career management and succession planning

Amstrong’s Propose on Bundling Employee Resourcing & Talent Management

• Workforce planning

• Employee value proposition

• Resourcing plans which are integrated with a sense of practically of recruiting the capabilities externally, the degree to which internal staff can be developed and a clear view of the shortfall

• Retention strategy

Talent Management Process

Talent Management in Rice Mill industry is based upon objective factors that are essential within in order to achieve competitive advantage such as talent pool. The objective factors identified here are in the form of strategies that the organisation intends to adopt. One aspect of talent management is it takes into account external and internal environmental factors which have an impact on the adoption and implementation of policies.

Tips for Successful Talent Management

The Importance of Talent Management

The Advantages of Talent Management in Rice Mill Industry

Identify the sort of talents that are required for the business. These are changing and developing and the talent management process helps them to identify them more accurately.

The use of talent management practices allows the company to achieve to attract the best talent in a competitive market more effectively.

Since it is working with seasonality and turnover of staff and the talent management process helps the rice mills to cope with these challenges.

Talent management processes help with rice mill to attract the brightest and best graduates to join the work force, and well thought out 

Rice mill industry have both a diverse labor force and customer base, and the talent management process helps with the management of both groups.

Talent management focus on individual career development and inclusive approach allows the organization to move to a stronger competitive position.

Since rice mill industry is a blend of technical, personal and creative skills, and talent management helps in the development of these amongst the employees.     

References

https://www.humanresourcesonline.net/

https://www.frontiersin.org/

https://expert360.com/articles/talent-management-important

https://www.humanresourcesonline.net/

https://www.frontiersin.org/

https://expert360.com/articles/talent-management-important

https://www.cipd.co.uk/knowledge/strategy/resourcing/talent-factsheet#gref

03.WHY ON THE JOB TRAINING IS THE MOST SUITABLE EMPLOYEE RESOURCING FOR A RICE MILL

 

  STRATEGIC EMPLOYEE RESOURCING

The traditional concept of strategy (Andrews 1971) is phrased in terms of the resource position of the firm, whereas most of our formal economic tools operate on the product market side.

Recruitment Strategy

The recruitment strategy tells about the target position on the job market and the main recruitment sources to be used. The recruitment strategy needed to be aligned with the HR Strategy, and it has to support the strategic goals and initiatives of the organization and Human Resources. The recruitment strategy defines the main goals for the recruitment process and HR Recruiters have to follow the defined goals as the organization reaches the desired position on the job market. The successful recruitment strategy helps to match the innovative organization with the diverse human resources.

The recruitment strategy needed to be planned and practical to attract more and good talent to apply in the organization.

Definition

an approach to the development and implementation of human resource strategies that are integrated with business strategies and supports their achievement’

                                                        Armstrong 2014

Armstrong’s five propositions on SHRM

• HRM plays a strategic role in the organization’s success
•         HR’s strategies should be integrated with those of the business
• It is people who ‘implement the business strategy
• People are a source of ‘competitive advantage’ as defined by the Resource Based View of the firm 
• A systematic approach should be applied to developing HR strategies

Importance of making Strategies for Best Employees

The recruitment strategy helps into building the unique position on the job market. Every company wants to hire the best talents, but they are not in the unique position. The job applicants tend to favour organisations, which seem attractive to them. The smart recruitment strategy differentiates the organisation from competitors. The different recruitment approach promotes the creativity of the organisation on the job market. For formulating an effective and successful recruitment strategy, the strategy should cover the following elements:

The recruitment procedure can be powerful if the organization totally understands what sort of organization required which will be helpful for the organization. This covers the following parameters as well:

• Performance level Needed: Different strategies required for focusing on hiring high performing candidates and average performing candidates.

• Experience level Needed: The Planning should be clear as to what is the experience level required by the organization. The Applicant's experience can range from being a fresher to experienced professionals.

• Category of the Applicant: Applicant can be from the same industry, or Either from other industry, unemployed, top performers of the industry etc.

On-the-job training is a specific type of training that is explicit, prescribed, and delivered at the workplace. It isn’t quite the same thing as learning by experience. Learning by experience is a simple concept that primarily occurs via mistakes. Maybe you try something one way, find it doesn’t work, then modify it until it does.

It is a practical way of training the new trainees of the project on how the project and its technology works, giving employees a hands-on experience on the job at the workplace.

The best on-the-job trainings are:

   • Relevant

   • Targeted

   • Timely

   • Helpful to employees

   • Packed with useful information

Learning by experience may eventually be all of these things, but on-the-job training is a great way to help new employees learn procedures, programs, company culture, and other important concepts quickly.

The major advantages of on-the-job training include:

1. Easily applicable

No more wasted time for employees paging their way through a dusty manual. No more scattershot approaches to designing training courses. On-the-job training is specific and focused on the needs of employees. If an employee needs to access a specific training module, they can use just-in-time online learning to locate courses they have already completed on their devices.

2. It makes good (money) sense

Employee training is one of the most expensive parts of onboarding. Training costs include training rooms, travel, catering, and materials cost money, and lose a day’s worth of work from your employees. on-the-job training makes more sense for protecting the bottom line through ongoing and always-accessible resources. It may make sense to create a combined approach, but even then, you’re still cutting overall costs of in-person training and travel.

3. Saves time

Time is a precious commodity for both employers and employees, and one of the best advantages of on-the-job training is that it delivers information when and where employees need it most.

4. Gives flexibility

employees won’t need all of the information all of the time. They also won’t need it in the same format.

5. It’s social-ready

Co-workers may be the best source of on-the-job training support, a practice that can help build good employee relationships.

6. It strongly motivating the trainee to learn

7. It permits the trainee to learn about the actual equipment in the job environment

Conclusion

 

Since in rice mill industry continuously develop their employees’ skills and encouraging work place learning I believe the most suitable job training method for rice mill industry is on the job training. Because the employees can participate in real activities which relate to their job.

Since this training can result rapid learning I believe it is the most effective training method for rice mills. 

References

Armstrong 

Wernerfelt, 1984 and developed by Barney 1995

https://www.edgepointlearning.com

https://content.wisestep.com/advantages-disadvantages-job-training-methods

https://www.valamis.com