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International & UAE-based HRM Practices - Assignment Example

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The author of this assignment "International & UAE-based HRM Practices" casts light on the differences of the HRM practices. According to the text, considering the current dynamics of UAE market, it is important to note that it is highly robust after the recent market crunch…
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International & UAE-based HRM Practices
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Download file to see previous pages Where employees’ needs and training requirements are assessed while designing a job, employees’ views along with manager’s input is included in a job design. However, it is important to note that in traditional industries like oil and infrastructure building which involve the considerable amount of physical work, employees’ input in overall job designing is given less preference as compared to practices prevailing internationally. Where employees’ requirements are not considered while designing a job profile and the necessary training required by the role, the ultimate result is high turnover which is very common at the junior-worker level as compared to international trends (Gonzalez et al., 2008).
Support in personal life defines policies of the organizations regarding care of employees’ self and his/ her dependents by the organization, means of offering a work-life balance, flexibility in working hours, children daycare and education, and leave management along with utility provisions and other facilities provided by organizations for their employee welfare. For UAE nationals, the most common form of personal support includes healthcare provisions, unpaid sick leaves, paid 30 days annual leaves and maternity leaves along with end-of-service gratuity (Latham & Watkins, 2009). Most of the welfare activities take place in the form of donations, charities and philanthropic activities instead of defined policy structure meant to provide benefit to the employees (Ashencaen, 2008). It is important to note that prevailing UAE practices are rather rigid and do not contribute significantly in the name of corporate social responsibility. However, where the inflow of expats has increased and many foreigners are recruited in the senior managerial roles, organizations are slowly showing compliance to sophisticated personal care practices adhering to international HRM practices (Mansour, 2008). In the given context, the human resource management practices in UAE are being considered mainly with multinational models since domestic organizations in other countries may operate under the influence of their cultural forces which can be different than the culture prevailing in UAE. ...Download file to see next pagesRead More
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