derstanding of the subject and correct implementation of the training received. But this is theory and unfortunately the current culture is that we are ‘fire fighting’, living for the present and just attempting to survive the current climate. Thus there is no commitment to provide resource that has no quantifiable financial gain.Graduate RetentionThis is an issue whereby in the current climate a high number of graduates are leaving the industry due to its poor outlook; safety and security are important factors to achieve motivation but unfortunately valued employees are leaving in droves. Employment packages are poor in relation to other organisations similar in size, graduates are drawn by the better working environment and benefits provided to organisations that practice HRM rather than Personnel Management. As a business we are very much in the old style of PM whereby we utilise the resource for the benefit of the organisation rather than nurture the person to provide a service that benefits the company for the good!The HR personnel can do little for the graduate financially to be an incentive for them to stay within the industry where environmental conditions are poor and achievement of goals is stifled. Manpower Reductions/Plant ClosuresContinuing with the theme of efficiency and cost reduction there have, and there will be more manpower reductions caused by plant closures and contracting out of services. Since the age profile is reducing there will be less chance of finding early and voluntary retirement from the younger average age of the existing employees, therefore individuals are not as willing to leave due to economic reasons. The decisions will be more difficult to make about who stays and who goes. Improve MoraleOne of the HR objectives is to improve morale. This at present is at a low, it is a difficult one for the HR function to achieve because the lack of numbers does not allow them sufficient time ...
