The Emirates Nuclear Energy Corporation (ENEC) is a nuclear energy company based in the United Arab Emirates (Emirates Nuclear Energy Corporation, 2011). The mission of ENEC is to deliver clean, efficient, reliable and safe nuclear energy for its clients in UAE and the rest of the world by 2017. The company’s vision is to become one of the most reliable producers of nuclear energy in UAE and the rest of the world (Emirates Nuclear Energy Corporation, 2011).
ENEC has a plan of expanding its scope of operation by partnering with other nuclear energy companies across the world. ENEC is among the few companies in UAE that have invested heavily in training its present and future workforce (Emirates Nuclear Energy Corporation, 2011). Operational transparency is among ENEC’s top responsibilities. The company plans to use APR1400 nuclear rectors that are still being developed by the Korean nuclear industry (Emirates Nuclear Energy Corporation, 2011). The company is under the leadership of a Chief Executive Officer, the Board of Directors and a senior management team.
The Human Resources department is a very important department in any organization, and it should therefore set goals to guide its operations (Werner, 2011). The Human Resources department of ENEC focuses on recognizing human capital as a fundamental resource in the general success of an organization. The goals and objectives of the Human Resources department are centered on bringing the best out of a company’s human capital (Werner, 2011). The first goal of the Human Resources department is employee engagement on a consistent basis. The department should work towards creating a favorable working environment that enables employees feel motivated to work for the organization (Sharma, 2009). This can be achieved through bonuses, promotions and matching employee assignments with their skills.
The second goal of the Human Resources department is compliance with all the company policies and state laws regarding employment (Sharma, 2009). Compliance with employment policies guarantees a good working environment and workforce diversity. This is normally achieved through regular auditing of employment files (Sharma, 2009). The third goal of the Human Resources department is retention of its best employees and at the same time attracting qualified applicants. This goal can be achieved through motivating the best talents within the organization and guaranteeing job security for the existing employees.
The fourth goal of the Human Resources department is to improve the image of the company by branding it as an employer of choice (Sharma, 2009). The relationship between employees and their employer should be enhanced and facilitated by the Human Resources department (Sharma, 2009). The Human Resources department should promote investment in employees because they play a very critical role in the success or failure of a company (Sharma, 2009).
The best way to understand an organization is through the analysis of its strengths, weaknesses, opportunities and threats (French, 2006). All the unique elements of an organization that enhance its current and future reputation constitute the organization’s strengths (French, 2006). Weaknesses analysis is very important for an organization because it helps the management minimize the effects of its weaknesses by making it less vulnerable. An organization should analyze its opportunities in order to benefit at a maximum level from all the potential prospects (French, 2006).
Maximizing on the available opportunities should be among the top priorities of an organization. An organization should also be aware of all the risks and threats facing it in order to plan on how to deal with them (French, 2006). The S.W.O.T analysis is normally conducted by almost all departments within an organization especially the Human Resources department.
It is important for the Human Resources department to always carry out the S.W.O.T analysis in order to achieve its departmental goals (French, 2006). The Human Resources department should examine company polices that are efficient when conducting the S.W.O.T analysis. The Human Resources department should also analyze all emerging trends in employee hiring and technological innovations (Price, 2011). The Human Resources department should find out what its competitors offer their employees. Any S.W.O.T analysis conducted by the Human Resources department comes with a lot of benefits to the organization (Price, 2011). To begin with, the organization is able to evaluate its position in terms of employee retention levels. The S.W.O.T analysis enables the department to come up with various ways of satisfying its employees (Price, 2011).
The performance of the Human Resources department can be improved by putting in place different strategies (Price, 2011). The Human Resources department should put under the leadership of one senior manager to improve accountability in the department. The staff in the Human Resources department should be trained to improve their performance and at the same time make them more professional (Price, 2011). The Human Resources department should be streamlined to ensure that only the best candidates are hired. The Human Resources department should embark on strengthening supervision within the organization to improve performance (Price, 2011). The scope of practice of healthcare staff within the organization should be redefined to improve efficiency in healthcare delivery.
The Human Resources department should be keen on tracking employee absenteeism and staff turnover (French, 2006). The Human Resources department should play a vital role in improving the welfare of its employees by initiating programs that focus on HIV prevention. The Department should also develop the HIV antidiscrimination polices to protect those employees who are HIV positive and work within the organization (French, 2006). The Human Resources department should promote equality within the organization in terms of salaries and staff workload. The Human Resources department can also become more effective by improving the benefits program for its employees (French, 2006). The Human Resources department should focus on delivering both business and human capital results.
It is the responsibility of the Human Resources department to facilitate employee training and career development (Sharma, 2009). ENEC has done so well in employee training by partnering with institutions to train current and prospective employees on nuclear energy. The Human Resources department has the responsibility of developing and implementing employee training programs to improve employees’ competence (Sharma, 2009). The Human Resources department should create avenues for employees to develop their careers. Employee training is important on the business side of an organization because increased performance of employees means an increase in profitability (Sharma, 2009).
ENEC is an example of companies that practice the bureaucratic style of management in its operations. This style of leadership is characterized by strict observation of company policies (Werner, 2011). The safety culture in ENEC is normally enhanced by the bureaucratic leadership style adopted by the organization. A nuclear plant requires high safety standards, and this can only be achieved through adherence to company rules and procedures (Werner, 2011). Employees who strictly follow company rules and policies are the preferred candidates for promotion under this type of management style.
The bureaucratic style of management is meant to promote safe working conditions and at the same time maintain high quality standards for products and services (Werner, 2011). The main shortcoming of the bureaucratic style of management is that it discourages innovation and creativity on the side of employees (Werner, 2011). Creativity can only be encouraged among employees when they are self-contented. Innovation and creativity are essential for any organization that intends to improve its profitability (Werner, 2011).
Weekly meetings are part of the corporate culture that is meat to improve the efficiency and profitability of an organization (Price, 2011). Important issues that come up during the week are normally discussed in these meetings. Weekly meetings encourage a sense of togetherness and at the same time enable employees to develop good communication skills (Price, 2011). Important matters always come up in these meetings as employees take time to bond. The employees are also motivated to work towards a common goal through weekly meetings. Employees are able to help each other develop for the good of the organization (Price, 2011). The management should enforce weekly meetings because some employees tend to undermine them. Weekly meetings enable employees to resolve their differences and at the same time come up with ideas that can improve their performance (Price, 2011).
In conclusion, it is important for organizations to have a competent Human Resources department for it to be successful. The Human Resources department should develop goals and work towards achieving those (French, 2006). ENEC is an example of companies that have invested in employee training and career development which has borne fruits in terms of efficiency and profitability. The Human Resources department should work towards improving its performance by coming up with initiatives that improve the welfare of employees and at the same time help the company make profit with the help of human capital (French, 2006). Weekly meetings for employees play a critical role in improving employee performance and togetherness.
References
Emirates Nuclear Energy Corporation. (2011). Mission & vision. Web.
French, W. (2006). Human Resources Management. New York, NY: Houghton Mifflin.
Price, A. (2011). Human Resources Management. New York, NY: Cengage Learning.
Sharma, S. (2009). Human Resources Management: A strategic approach to employment. New Delhi: Global India Publications.
Werner, S. (2011). Human Resources Management. New York, NY: Cengage Learning.