29741/e527. fwk 127513-ch16 s0//read textbook D How do I hi Q. Soinee: hrp Imagi

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29741/e527. fwk 127513-ch16 s0//read textbook D How do I hi Q. Soinee: hrp Imagine spending your day at work driving an 18-wheel truck hauling a big load. You spend 1n hours a day driving a huge vehicle. You are alone most of the time. You barely sleep. Your pay is unstable as the company pays by the mile when you are driving a full truck, but your income fluctuates based on how fuall your truck is on each run. Sleep deprivation is a fact of life You are exhausted from long days and you mostly survive on fast food. You are away from home most of the time. Not to mention the danger of road accidents. Are you interested? France, and Sweden, in mid-2012. Tumover are reporting serious shortages, with the turnover rate at large truckload carriers in the United States hitting 100% of 100% or more means a trucking company replacing the entire driver pool within one year (although it not mean that every person is replaced-one job may be filled twice within one year whereas another person stays more than one year). This is a very costly way to do business. The estimated cost of replacing one driver is $3.000-8,000, which is only the direet cost of turnover. There is also driver from another track, all of which costs the company money the haul that is not delivered, the delivery that is not scheduled, or pulling another Finding good workers who will stay is difficult, because there are other, safer, cleaner, easier jobs t ruckers ean perform. For example, they could wock as a short-haul drier, which would mean that they get home every day. Many truck drivers who just enter the profession are realizing that they are not eut ont for this job and are leaving, As a result, the best trucking companies are realizing that attracting and retaining long-haul truck drivers requires careful effort and deliberate planning Pay is a serions issue. Drivers often are dissatisfied when their pey fluetuates from week to week, even though things may even out by the end of the year. Pottle's Transportation pays drivers Si50 in addition to the hotel room when drivers cannot make it to their home due to circumstances beyond their control. They also introduced a conept called the "hidden paycheck in which they provide documeatation of how much money the company patys for thern, including benefits and extras. This infornation is typically surprising to drivers, and the company believes that this is a retention tool (their turnover rate is only 14% compared to the industry average of 97%, according to the American Trucking Association). The company also includes information about how their accidents or eargo claims cost the company, which provides more transpareney There are innovative approaches on the part of many companies. Gordon Trucking reports that they give drivers a choice is what type of a truck they would want to drive (refrigerated or dry box) and allows drivers to tell them what they want. Con-Way Truckload started creating positions where drivers can drive for two weeks, and then take two weeks off Giving employees choice in how and when they do their jobs may be a useful strategy in dealing with turnover problems Anderson Trucking Service is another company that takes driver retention seriously. The company sends four randomaly selected drivers from their mittion mile chub on an all-expenses paid fishing trip where they went out fishing with the company CEO. The company also makes sure that all employees are home for Christmas, have weekly lunches with management to talk about what the comspany can do better, and that any employee who is driving through company headquarters in Minnesota is

Explanation / Answer

1.Strategic human resource management is included in your polc framework as an essential element of control. Based on what you have learned about Anderson trucking, how might SHRM relate to the planning, organizing, and leading facets of the POLC framework?

Strategic human resources management is Hrm aligned with organization and strategy and is an essential element of control part of POLC (Planning-organizing-leading-control). SHRM aims to offer a competitive advantage through right hiring, designing the right job system and incorporating right metrics & incentives.

Planning-SHRM helps in planning for competitive advantage through human resources. HRM tells the feasibility of such strategy, the costs associated with it, the volume of outsourcing required, the amount of retraining required,

Organizing- HRM helps in taking initiatives for formulating organizational structure, performance metrics and reward schemes for truck drivers

Leading – HRM helps in recruiting the right talent, implementing high-performance system motivating employees, establishing right communication, co-coordinating schedules and in decision making. Anderson treats its employees with dignity and respect. It is committed to the welfare of employees and helps in retaining employees

2. What other industries have such high turnover rates? How might we apply some of the ideas presented in this case?

Hospitality industry, insurance sector, retail etc have a high turnover rate

Some of the ideas in the case can be applied to other industries equally:

3. Given that a truck driver shortage is expected around the world, how can trucking companies attract employees who will fit best and stay the longest in the company? Is it possible to increase retention by hiring the right person?

Trucking companies should lookout for employees with personality characteristics to endure long-distance trucking. People who are interested in seeing places are examples of such drivers. Personality and psychology test may be helpful in this regard. Previous work experiences also help in sorting out the right candidate. Finding employees with the right fit – in terms of job/culture through interviews and screening will be helpful

Hiring the right persons will also help in high retention rates. For a person to sustain in a job a good job fit and a culture fit is required. Hiring strategies will help in finding such candidates. If the company can recruit employees whose values and needs fit the offerings from the company, then it would be easy to retain.

4. Pay, working conditions, and home time appears to be key in the retention of truck drivers. What innovative techniques from other industries might apply to the trucking industry?

5. While the life of a truck driver is not for everyone, there are thousands of drivers who find the job satisfying and perform well on the job. What do you think explains this?

This is because of the job fit, Personality and culture fit. Everyone has different sets of needs-financial, health, family, lifestyle etc, different talent, different abilities, different priorities, different personality etc.

If those things stated above meet with what the job offers, then they can be happy with the job. What looks hard some may be actually enjoyable for others.Eg some love the risk-taking, creativity, and challenge of entrepreneurship whereas others do not prefer to a highly stressful career

6. Safety is a major concern. Poor job performance in this instance can mean the difference between life and death. Given this, whose responsibility is it to keep truck drivers feeling good about their jobs and doing well? Why?

It becomes essential for the employer to take care of his employee’s safety and health. Employee safety helps in better productivity and improved performance. It helps in employee satisfaction and increased retention.

It also helps in fewer injuries, fewer accidents, fewer errors and fewer health claims. Billions of dollars are being spent every year on accidents and other workplace-related injuries. Also, many such drivers may be uneducated with less awareness about health issues. So, it is the duty of employer to be proactive in installing safety measures and train the employees for a safe work

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