African Gold Inc., HIV/AIDS Case Study

AfricanGold Inc., HIV/AIDS Case Study


AfricanGold Inc., HIV/AIDS Case Study

HIV/AIDSis a worldwide disease that is affecting all the sectors of everycountries economy. As statistics shows that South African MiningIndustry is highly affected by HIV, African Gold Inc., is a miningcompany that exists in South Africa remain affected. After the casestudy of African Gold Inc., there are some four questions that needto be addressed. My views on the respective questions are as follows:

1. Onewould argue that the human resource management of African Gold Inc.did not make the right decision on reviewing their previous policies.The policies that had them cater for the funeral costs of theirworkers that died of HIV/AIDS. Most of the employees at the companywere migrants that had traveled from different neighboring countries.The migrant workers at Goldstone earned less salary than othersectors from the mining therefore withdrawing the benefits theypreviously enjoyed would be depressing. Workers that already work forthe company and are infected could feel abandoned, and theirconditions would worsen making them die faster.

2. AfricanGold Inc., have many responsibilities to its employees. There aresome responsibilities that African Gold Inc. have its workers. One ofthe responsibilities would be to assist in the development of careand supporting responsible workplace that will protect all miners(Chen et al., 2004). African Gold also needs to work towards reducingHIV/AIDS-related stigma and discrimination. The Stigma reductionshould be within the organization. The company also should assist inreducing the transmission of HIV/AIDS within their workers byeducating them on proper ways of avoiding the transmission of thevirus.

3. Thereare some challenges that most US company have been facing when theyglobalize. Some of the problems that US human resource departmentface with globalization is in transforming the business or thecompany to levels of modernity. The global supply of talent is lessthan the demand for qualified staffs. The shortage that exists forthe US firms in demand and supply of talent is likely to continue.The shortage is for high skilled personnel and the coming generationsof business executives of US (Ulrich, 2013). The US firms experiencedifficulties in global staffing and managing of workforces diverse incultures and language skills. The difference in the interpretation ofmanagement guidelines have also been a problem for some US firms asthey experience conflicts with unions in nations that have their waysof interpreting their management rules (Ulrich, 2013). For example,Goldstone faces some pressure from National Union of Mine Workers,which accused them of not making an effort to address the problem ofHIV/AIDS in their company. What most US firms might consider as merebenefits that can be scrapped off could lead them into an issue insome nations.

4. Incase I was the management of Goldstone, I would work towardseradicating or reducing the impacts of HIV/AIDS on my workers. Iwould consider strengthening the legal framework for HIV/AIDS in thecompany. I would also work towards contributing to the reducing HIVtransmission through efficient implementations. ReduceHIV/AIDS-related stigma and discrimination through in the companythrough vigorous training, education and involvement of workersliving with HIV and AIDS at Goldstone. I would have searched for analternative way to address the company’s financial crisis but notthrough abandoning taking care of the costs of workers.

Throughthis case study of HIV/AIDS, I have realized that most companieswould only consider working on things that are beneficial to them asthe management. Taking care of the costs of HIV/AIDS deaths isessential to workers. However, the management of African Gold Inc.considered it one on the alternatives that they needed to get rid ofat a time of financial crisis. It would be proper for the company toreduce their level of production but take care of their ailingworkers and financing the death costs of their workers that wereearning fewer salaries. Training alone to the workers was not enough.


Chen,L., Evans, T., Anand, S., Boufford, J. I., Brown, H., Chowdhury, M.,… &amp Wibulpolprasert, S. (2004). Human resources for health:overcoming the crisis. The Lancet, 364(9449), 1984-1990.

Ulrich,D. (2013). Human resource champions: The next agenda for adding valueand delivering results. Harvard Business Press.