Similarities and differences in HRM - Essay Example

Within this particular analysis, the book Managing Human Resources in the Middle East will be considered with regards to the specific national systems of the United Arab Emirates (UAE) discussed in chapter four of the book in question, as well as the nation of Israel, discussed within chapter ten of the book in question. Such a distinct and differentiated unit of comparison may seem as rather useless; however, the key differentials that are reflected within this unit of comparison are ultimately helpful define and means by which the aforementioned factors, which have been introduced, impact upon the system as a whole and help to derive a differentiated and hold the nuanced approach to human resource management that might not be displayed within other more similar nations ones question.

Firstly, with regards to the United Arab Emirates, the reader comes to the understanding that the constitutional/representative republic that this nation employs at the means of governance has the most powerful determination with regards to the labour law as it exists and is overseen by the Federal Ministry of Labour and Social Affairs. What is ultimately affected within such a particular system is that the aforementioned entity, the Federal Ministry of Labour and Social Affairs, serves as the ultimate adjudicator with regards to any and all labour issues that might exist within the market.

Within such a manner, the process of oversight and regulatory compliance is first handled by the respective firm and human resources Department in question. Accordingly, oversight is been conducted from the governmental standpoint in ensuring that these respective entities are in compliance with any and all federal regulations and work to put the needs of the stakeholder/employee compliance with the letter of the law specified by the government. Although unions themselves are not outlawed, they experience a relatively low level of importance and/or clout within the human resource management process of the United Arab Emirates.

Such a reality is not constrained by law; rather, it is merely grown to exist as a means of governmental structure, economic situation, and level to which employees and trades have not attempted become unionized within the system in question (Rees et al, 2007). Although a similar system of government oversight necessarily with exists within the nation of Israel, a secondary entity exists wholly independently from governmental oversight and serves to further needs of the individual stakeholders within the human resource management process.

This necessarily refers to the entity in question. As a function of the way in which the nation of Israel has developed and come to prominence, a socialist model of development has been engaged (Sagie & Weisberg, 2001). Quite separate from any of the other models of governance and approaches to human resource management within the region, the nation of Israel seeks to actually encourage the formation and prevalence of unions as a means of seeking to maximize stakeholder utility and a further level of