Human Recourse Management Strategy in Emirates Telecommunications Corporation - Case Study Example

A Study of Human Re Management Strategy in organization Introduction Emirates Telecommunications Corporation is known as Etisalat. It is one of the famous telecommunication companies in UAE. The headquarters of Etisalat is in Abu Dhabi. This company mainly deals with fixed line, internet service, mobile telephone, digital television etc. Apart from UAE the company has its presence in various Asian and African countries. Etisalat has a huge number of customers base all around the world. It is one of the largest mobile network operators of the world. Large number of employees is involved for operating the various business operations of Etisalat successfully. The HRM strategy and policy of this company are designed in such a way which helps the company in achieving its growth and development. In this essay the existing human resource management system of Etisalat will be discussed in details. Section 2 Existing HRM in Etisalat Etisalat considers its employees as an important asset of the company. For this reason the company tries to provide various facilities and benefits to its employees for satisfying its organizational members. The organization selects employees as per some required skills and capabilities. Etisalat recruits highly skilled employees. The firm provides attractive salaries to the employees and motivates them to stay in the company. It also provides various medical facilities to the organizational members. By this process the company supports its employees in living a healthy life. The organization values its employees a lot and for this reason it invests in recruiting efficient employees. Etisalat supports its employees in various ways for enhancing their skills and capabilities. The company provides high quality of training to them. This training helps all organizational members to understand the goals and objectives of the company and as per those things they try to deliver their performance. Etisalat starts its training and development program by following orientation process. By this process the company welcomes its new employees and helps them to understand the organization process and policies. The company provides training to the employees for making them understand about the working environment and their expected behavior (Wright, 2008). The training and development programs of Etisalat provide huge learning opportunities to the organizational members. This program is considered as one of the important strategy to the company. The organization implements change and helps the employees to adopt the change by conducting effective training programs. Etisalat reduces the frustration of the employees by motivating them in the training. It makes them feel as an important part of the organization. In these programs the company shows videos and movies to the employees for motivating them to work actively in the company. Etisalat assist the organizational members in doing their professional development. The company helps them to understand organizational needs by which employees improve their performance. The organization mainly encourages the employees to grab new opportunities for the growth and development of their career. By doing the activities of corporate social responsibilities, Etisalat influences employees to work for the benefit of society. The policies and practices of this company for personal development of employees contribute a lot in the success of Etisalat. The documentation process of Etisalat is very perfect. The company maintains proper documents for each and every employee. This documentation process facilitates the company in having proper information about every employees through which it can understand the strengths and weaknesses of its organizational members. Etisalat UAE follows its HRM strategies and processes as per the legal rules and regulations of the country. The company maintains the working hours as per the legal policies of employment practice. Etisalat does not follow any discrimination policies for recruiting or providing opportunities to its organizational members. This human resource function helps the company in increasing its productivity. Etisalat has designed and developed all its human resource policies in such a way which ensure legal compliances. SWOT analysis of current HRM in Etisalat Human Resource Management (HRM) is very important managerial function for the company. The policies and practices of HRM contribute a lot in the productivity of the company. The HRM functions of Etisalat have some strengths, weaknesses, opportunities and threats. The SWOT analyses of HRM functions of Etisalat are as follows: Strengths: Training and development program of Elisalat is one of the important HR functions of the company. The company conducts different types of training programs for encouraging the employees in performing the job and responsibilities easily. In the training Etisalat implements different types of strategies for facilitating the employees in performing the business functions effectively. Skills and capabilities of the organizational members are developed in the training programs of the company. This facilitates the company in improving the performance of the employees. As a result the productivity of the company is improved by this. The training and development programs of Etisalat support the employees in delivering good performances. It provides mental support to the employees (Etisalat, 2013). Weakness: Weakness of the HR functions of Etisalat is strict. Recruitment is one of the important HR functions of the company. The criteria of Etisalat in recruiting people are fixed and strict. As a result the company is sometimes loses some highly skilled and efficient employees for maintaining its strong HR rules regulations. This is a loss for the company. With those highly skilled candidates Etisalat could have gained its targets and business objectives easily. The professional development programs of this firm are very much target oriented. Etisalat grooms its employees for fulfilling their professional goals and objectives. This sometimes hampers the motivation level of the employees. As a result the productivity of the company is hindered. Opportunities: The Company Etisalat has the opportunities to improve its HR functions. The present HR functions and activities of the company benefit it in various ways. To a large extent the growth and development of the company depends of its HR functions. The HR policies and practices of the firm provide it the opportunities to know and understand the employees in a better way. By this process the company is able to develop its rules and regulation which will facilitate the employees in delivering their best performances. Strong rules and regulations in recruiting employees help the company to select candidates as per its criteria. This HR function provides opportunity to the firm in selecting most appropriate candidates who can contribute a lot in the development of the company. Threats: The strict HR function of Etisalat influences the company in establishing strong rules and regulation of HRM. People working in this organization need to follow these rules and regulations. Sometimes these HR policies create stress for the employees. As a result the performances of the employees are hampered by this. The stress factor which is developed from HR function of Etisalat creates a bad impact on its organizational member. For this reason many of the time they are not able to deliver their best performance. Developing or enhancing the HRM in Etisalat Etisalat considers its employees as knowledge workers. The company normally recruits employees who have huge knowledge about the business processes and their knowledge can by utilize in a proper way for its growth. Presently the company conducts tough interview processes for recruiting any candidate. First the candidate needs to meet its specific criteria for appearing in interview round. By this process the company losses many good candidates who could have actually benefited the company in the long run. For maintaining its recruitment standards Etisalat is focusing on some specific standards which are not always required for doing job in this company. The candidates who do not fit into the criteria can also delivery good job performance. For this reason the company can enhance its recruitment policies by focusing on the merit of the candidates which are actually required for performing job (Etisalat, 2015). Etisalat can enhance its HRM system by collecting feedback from its employees. This will help the company to understand the effectiveness of its HR functions in motivating and encouraging employees for delivery good performance. By implementing feedback system the firm will be able to understand its employees in a better way. It will help them to assess the needs and requirements of the employees properly. As a result the company will be able to develop or improve its HR strategies and policies for providing more facilities and benefits to its organizational members. This will contribute a lot in improving the performance of the employees and make feel satisfied with the HR functions of Etisalat. Benefits of HRM It is often argued that human resource management has no effect on an organization and the proponents of HRM and the advocates of the field focus on the qualitative and vague issues to justify the effectiveness of Human Resource Management. However the fact that this statement is not true is expressed through the researches of several scholars in this field. The research by the scholars focuses on the fact that Human resource Management is effective and has a definite impact on the performance of the employees of the organization of the company. This is proved through several researches ion this field. It is also established that Human resource management and providing of performance appraisal and training by the company’s results in the fact that employees of the company are motivated and they perform with extra dedication. It is found that the several sub functions of human resource management has the effect on the increased level of dedication by the employees of the organization. The employees of the organization perform with extra dedication when the human resource management takes care of the employees of the organization and the human resource management takes care of the performance of the employees of the organization. In case of Etisalat the company acknowledges the fact that in order to grow the company must manage the best talent that exists in the industry. The corporate culture of the company needs to be developed so as to attract the best of the talents and provide them opportunities so that they can grow (Etisalat, 2015). In all of these functions the help of Human resource management cannot be ignored and this results in the fact that Human resource management is an important part of the organization. Summary about the three HRM strategy in the world Most of the companies of the world follow some HRM strategies which help them in managing its human resources effectively. The HRM strategies contribute a lot in increasing the productivity of the company. The main HR strategies which most of the companies incorporate are as follows: Recruitment: Companies recruit employees as per their needs and requirements. This is an important strategy for the company in selecting appropriate candidates for performing their business operations. In the recruitment process the companies evaluate various qualities, skills and potentialities of the employees which are required for the particular job for which the interview is conducted. Compensation and benefits: Employees feel highly motivated when they get good amount of salary for their job. Salary helps the employees in fulfilling their basic needs and requirements. Therefore it is a very important thing which influences the employees to deliver their best performances. The strategy of compensation also benefits the organizations in retaining its highly skilled and efficient employees. Companies often provide various benefits to its organizational members for making them satisfied. These benefits facilitate the employees in doing their job properly. Therefore with the help of this HRM strategy the organizations try to satisfy its employees and improve their productivity. Training: The HRM strategy of training helps the companies in shaping by the behavior, skills, performance and development of the organizational members. By giving appropriate training the companies make the organizational members understand their role and responsibilities in the company and as per that they perform their jobs. Personal opinion about HRM Human resource management is very important field for any organization there are several functions of the human resource management that are important for the company and for improving the performance of the employees of the company. The functions which are important for the human resource management are: Performance appraisal: - The performance appraisal is an important function of the human resource management as because it helps the company and the individuals to understand the performances and then work to improve the performances. The performance appraisal systems help to motivate the employees of the company and help them understand how they can improve the performance. Training and Development- the Company and specially the human resource management of the company design training mechanisms for the employees of the company. The training mechanism will help the company train the employees and prepare them so as to either take additional responsibilities or to further improve the performances of the company. The companies which design training system for the employees show that the company is concerned about the employees of the organization and cares about the improvement of the employees of the organization. When the employees feel that the organization is taking care of them and is investing in their training and development they are likely to serve the company with extra dedication. Section 3 Poor HRM in Air Arabia Air Arabia is the low cost airline company in UAE. This company focuses on reducing its various costs for maximizing its profit. By following this business policy the company is creating huge pressure on its organizational members. Its HRM strategies and policies are designed and developed in such a way which influences its employees in delivering high productivity by generating less expense. The company does not make sufficient investments in providing effective training to its employees. As a result the newly joined employees do not get proper understanding about the business processes and functions of the company. This becomes a main reason for the bad performance of the employees. The training and development programs do not help the employees in a proper way for enhancing their skills and capabilities. For this reason the employees feel that they are not important to the company. Air Arabia provides good career growth opportunities to its employees. But the HRM policies are not so employee friendly. As a result the most of the employees are not satisfied with the company and they leave the organization within a short period of time. This airlines company does not provide sufficient benefits to the employees. The organizational members do not feel motivated to perform their work as after putting huge effort they do not get any benefit which will increase their interest regarding their job. For all of these HR issues the company is facing huge problem related to its human resource management system. SWOT analysis of HRM in Air Arabia Strengths: The Company has huge amount of employees for conducting its airline operations and functions. If the company can utilize its employees efficiently then it will be able to deliver high quality of performance. Air Arabia recruits highly skilled employees for enhancing the productivity of the company. The recruitment policies of the company contribute a lot in achieving its targets (Air Arabia, 2015). Weaknesses: The major weakness of Air Arabia is its HRM functions and strategies mainly focus on increasing the revenue of the company by reducing its expenses. The HRM policies and practices are not employee friendly as a result the company is unable to satisfy and motivates its employees. The HR strategies of Air Arabia are not able to retain its employees for which the productivity of the company decreases. Opportunities: The Company can implement effective HRM policies and practices by taking feedback from its organizations. This will help the company to understand the requirement of employees and develop the rules and regulation of the company which will help it to satisfy its employees. Threat: The ineffective HRM strategies of Air Arabia create a bad impact on its employees. For this reason the employees feel de-motivated in delivering good performance. This reduces the productivity of the company. This can create difficulty for the company for continuing its operations efficiently in the competitive business environment of UAE. Recommendations for overcoming the poor HRM Air Arabia needs to improve its HRM policies and practices for satisfying and motivating its organizational members which will benefit the company in increasing its productivity. The company needs to invest more for making its training and development program effective. Through these programs the company can provide support to its employees in improving their skills and capabilities. By this process the employees will become capable enough to perform their job role efficiently. The firm can hire good trainers or industrialist who will be able to motivate the employees and make them understand about the performance the company is expecting from them. The company can improve the performance of its employees by providing them financial and non financial rewards. By this process the firm will able to motivate the employees in achieving their target successfully within a short span of time. This investment will facilitate Air Arabia to get long term benefits. The organization needs to provide some attractive and important benefits to its organizational members. In the present scenario employee retention has become very vital thing for the company. Facilities and benefits will influence its organizational members to stay in Air Arabia. By getting all these things the employees will feel that they are important part of the company and Air Arabia is concerned about their job satisfaction. Conclusion In this essay HRM policies and functions of two organizations of UAE has been considered. In the first part of this essay the company Etisalat has been discussed in details. The company considers its employees its most important resource. For this reason the firm is very much concerned about the satisfaction and motivation of its employees. This essay focused on the HR functions of the company which contribute a lot in its growth and development. Training and development programs of this company are very effective. The performance of the employees is improved with the help of these programs. Some other HR functions of Etisalat are highlighted in this essay. In the second part of this essay focused on the airlines company Air Arabia. This organization does not have effective HRM strategies and policies which hamper its employees’ job satisfaction level and their performance. References Air Arabia. (2015). Careers. Retrieved from: < http://www.airarabia.com/en/careers >. Etisalat. (2013). Annual Report 2013. Retrieved from: < http://www.etisalat.com/en/system/docs/12-4-2013/Etisalat-AnnualReport2013-English.pdf >. Etisalat. (2015). About Us. Retrieved from: < http://www.etisalat.com/en/about/profile/company-profile.jsp >. Etisalat. (2015). Careers. Retrieved from < http://www.etisalat.com/en/careers/careers.jsp > Wright, P. (2008). Human Resource Strategy. 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