Workforce turnover in FIFO mining operations in Australia: an exploratory study

Ruth Beach · David Brereton · David I. Cliff

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Human Resource and Talent Management Employee Performance and Management Mining and Resource Management

Abstract

The primary objective of this research project is to assist the mining industry manage workforce turnover more effectively, especially in fly-in/fly-out (FIFO) operations. A secondary objective is to map out an agenda for further research in the area. The project arose from consultations with mining industry representatives, who identified turnover as an important issue for the industry and drew attention to the adverse economic, operational and social impacts of workforce instability. Specific project objectives were to: (1) collect data on the extent and nature of workforce turnover in remote mining operations in Australia and possible costs associated with turnover; (2) identify factors which impact on turnover rates and, in particular, to account for significant variations in rates between sites; (3) identify workforce management practices that may be effective in reducing undesired turnover of staff; and (4) map out an agenda for further research in the area. The research has been conducted jointly by the Centre for Social Responsibility in Mining (CSRM) and the Minerals Industry Safety and Health Centre (MISHC), with funding provided through the University of Queensland's Sustainable Minerals Institute (SMI). The study draws on data from three mines in Western Australia and six in northern Queensland. Seven of these sites are wholly or partly FIFO operations. Two townbased sites were included for comparative purposes. A case study methodology was used; data being collected from interviews, company records, public documents and site visits. Site based human resource (HR) managers were the primary group of interviewees, however other sections of mine management were interviewed where possible.

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1984Case Study Research: Design and Methods 1993JOB SATISFACTION, ORGANIZATIONAL COMMITMENT, TURNOVER INTENTION, AND TURNOVER: PATH ANALYSES BASED ON META‐ANALYTIC FINDINGS 1984Costing Human Resources: The Financial Impact of Behavior in OrganizationsCosting Human Resources: The Financial Impact of Behavior in Organizations, by CascioWayne F. Boston, Mass.: Kent Publishing Company, 1982, 244 pp., $12.95 paper.2001INTERACTIONS AMONG ACTUAL EASE-OF-MOVEMENT DETERMINANTS AND JOB SATISFACTION IN THE PREDICTION OF VOLUNTARY TURNOVER.1991Meaning and measurement of turnover: Comparison of alternative measures and recommendations for research.1978Going ... Going ... Gone 1996Assessing employee turnover costs: A revised approach 1993Organizational Commitment-Turnover Relationship Across Occupational Groups

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