Enviva Biomass Case Study

INTRODUCTION
Enviva Biomass, established in 2004, is a business which provides woody biomass fuels to industrial-scale customers. It aims to supply wood pellets and other processed woody biomass fuels to power generation/industrial customers who seek to decrease their dependence on fossil fuels and reduce their carbon footprint (becoming more ecofriendly). Enviva is the largest manufacturer of processed biomass fuel in the United States.
In this commentary, I present the question: “Is Enviva Biomass successful in solving the overall lack of mechanics and electricians?” Hence, I will assess the successfulness of Enviva in devising strategies and implementing tools to fulfil the business’s human resources needs.

COMMENTARY
The lack of mechanics

Advertising jobs in the social media (as shown in CHART 1) is the method which Enviva uses more to recruit workers, especially in places like “Linkedln.com” and “Monster.com”. These relatively new websites are professional networks, these means they are a type of social network service that is focused solely on interactions and relationships of a business nature rather than including personal, non-business interactions . Internet advertising is growing in popularity as it caters for a wide range of potential employees at relatively low

Unmotivated workers can cause problems that range from high rates of absenteeism and increase in staff turnover levels to decreases in productivity and in the worst-case scenario decrease in sales, hence, in profits.
Again, Enviva uses certain tools to keep its workers motivated. Non-financial motivators provided for Enviva to please workers include: Training and development opportunities, the good reputation of Enviva itself, medical benefits (such as health insurance), long-term job security, and open and collaborative manager-worker relationships among others. Enviva uses financial motivators as well: the basic salary, overtime payment and bonuses related to the plant’s performance are paid to mechanics and