Human Resources Planning and Recruitment at Abu Dhabi for Onshore Oil Operations - Case Study Example

HR planning and Recruitment Student’s Name: Instructor’s Name: Course Code: Date of Submission: Contents Contents 2 Introduction The planning done in a company is achieved through the human resource department. This is the department in the company that is tasked in ensuring that the company is fully staffed. The human resource planning involves ensuring that the needs which include staff requirements, making forecasting on the personnel available and retaining the staff are met. The current market requires that organizations have competitive human resource departments that can work and achieve the best despite the competition. Human resource planning is an essential component in the organization as it acts as the key to success. The process of human resource planning involves having job analysis, dealing with the legal constraints and forecasting (Gary, 2003). Company profile In this paper, the focus will be directed to the human resource planning that is done at Abu Dhabi for Onshore Oil Operations (ADCO). This is a company that deals with offshore oil operations in Abu Dhabi in United Arabs Emirates. The company was established in 1971 and has been in operational since then. The company is rated among the best oil and gas companies in the United Arabs Emirates. The company operations are hedged in delivering high quality services in the oil and gas sector (Abu Dhabi for Onshore Oil Operations Company, 2013). I had the opportunity to interview the human resource manager of the company. The company’s human resource manager is named Ali Al Zaabi and has worked in the company for a long time. He studied in Eckerd College (Florida) and since then he has worked in various positions in the company. His first position was in employees’ relations office which he held for a period of six years from 2006. He later acted as Senior Human Resource Coordinator a position which he holds now. As the human resource manager, he has worked hard to make sure that the company has the best talent which can steer it forward. His main responsibilities in the company are conducting orientation program for the new employees, supervising personnel activities of the staff, termination of jobs, keeping the management informed on the status of the problems in the field, making sure that all equipment for the workers are availed, recommending salaries and incentives and forecasting (Abu Dhabi for Onshore Oil Operations Company, 2013). His efforts in the assigned duties have helped the company to achieve the best. One of the central problems facing the company is employees’ attendance and defecting of workers to other companies. The problem has been persistent and became rampant as the company started building new rigs to meet the extra work demands. The human resource manager linked the problem to the amount of remuneration compared to increased work demands. Other companies in the oil and gas sector have been a threat as they have been giving a better pay package. To counteract the problem, the company has started reviewing workers salaries and also looking ion how to motivate their employees. The company has also embarked on a recruitment exercise to make sure that they meet the demand of workers required. There have also been well planned campaigns to enhance and promote workers trust in the company (Abu Dhabi for Onshore Oil Operations Company, 2013). Challenges facing the HR department The biggest problem that is facing the human resource department is managing talent. This is the challenge that has made the company loose most of the best talents. The company employee has the best knowledge and training and affects the operations of a company when they defect. The act of leaving the company acts as a blow to the healthy functioning as most of the employees are trusted to operations (Gary, 2003). Work ethics is another issue that affects human resource management. The human resource management has a task to ensure that all workers are given equal chances of participation. Being a multinational company, the employee comes from different cultures and backgrounds. When an employee feels that there is discrimination in the company, they opt to leave. This is a condition that can contribute to workers defecting to other companies where they are comfortable (Rakesh, 2001). The human resource management is faced with the problem of internal mobility and career development. The management of talent in the company seems to be collapsing as the employees mobility is not worked upon. The human resource management lacks the mobility positions which can act to help the new talents as well as other employees. This means that the company lacks an important support role in human resource (Rakesh, 2001). Having the ability to manage change effectively is another problem that faces the human resource management. As the company expands, there are new things which are put in place. This is what constitutes a change in a company. Having been a quick expansion in the company, the human resource department has been caught unaware. The company did not have a well planned channel to execute change. This has left the human resource department struggling to manage change (Rakesh, 2001). The challenges brought by new technology have also affected the human resource department. The equipment being used by the company has led to retraining of the staff. This has led to the human resource department spending a lot in the exercise. There has been a rapid change in technology in the sector which has made the company invest a lot in training. The processes of retraining and acquiring new equipments have been a challenge to human resource department (Rakesh, 2001). HR forecasting This is a process which is used by the organization to determine the number of staff that will be needed in the future. This is done in line with the companies’ goal. The process entails several steps. The first step followed is determining the available personnel in the market. The human resource department first looks at the number of the employees in the company and the level of unemployment. The human resource then looks at the skills available in the labor market and determines their availability. This step is taken carefully as it is very vital (Wan, 2007). The human resource manager then looks critically at the labor needs in the company. This step determines the number of job openings that are there and lists them. The process is done in all departments to make sure no area is overlooked (Wan, 2007). The third step is based on knowing employees turnover. By knowing employees turnover, the company can be able to come up with a procedure on how to retain the employees. This is the step that analyses turnover rate and acts on it (Wan, 2007). The final step involves estimating the company future needs. This step looks critically on the requirements that the company may need in the future. The required employees are all listed down by the human resource manager. This is a step that helps the company in having the best workforce. Recommendations The human resource manager should make their salaries competitive compared to their competitors. This is the first step toward retention of workers. The workers need to have attractive pay package that will motivate them. Motivated workers contribute more to the company and are less likely to defect. It has been proved that workers who are motivated take the company interest as theirs. Motivated workers will make the company rise in the oil and gas sector (Rakesh, 2001). The methods used to develop employees needs to be reviewed. Current changes in technology have made it prudent to invest in methods that ensure workers are well trained. Workers have to be trained using the latest technology to make sure they are relevant in the market. The training of the employees should be done regularly (Rakesh, 2001). Communication is a vital tool in managing a company. The human resource management should make communication flow be enhanced in all levels. The appropriate mode of communication should be used to avoid grapevine. Failure to have communication in the right manner causes the company to lag behind in decision making (Rakesh, 2001). The human resource department should make sure that other forms of motivation are used. One such motivation is giving incentives. Having incentives makes the workers strive to achieve the company’s goals. The incentives can be inform of a pay rise or gifts which can motivate them. Transfer of knowledge is an aspect that the human resource manager ought to work on. The workers through human resource department should be encouraged to share knowledge. The human resource department should develop a strategy that allows sharing of knowledge between workers. The knowledge between the workers should be enhanced and transferred to the new entrants (Rakesh, 2001). Conclusion Being a major player in oil and gas exploration, ADCO has worked hard to maintain its status. The challenges in the human resource department are issues which the company can solve strategically. The main problems have been related to managing talent, work ethics, internal mobility and career development, managing change and new technology. The solutions to these challenges lie in, making better pay, using incentives, improving communication, restructuring employees’ development plans and making it possible to transfer knowledge. If the company can work on the recommendations, it will be possible to remain as a significant player in oil and gas exploration. The company performance is as a result of human resource planning. References Abu Dhabi for Onshore Oil Operations Company, 2012. 5th Nov. 2013, http://www.adco.ae/En/AboutUs/Pages/default.aspx Gary, D. Human Resources Management. New Delhi: Prentice Hall, 2003. Rakesh, K. C. Management of Human Resources. Allahabad India: Kitab Mahal, 2001. Wan, H. L. “Human capital development policies: enhancing employees’ satisfaction”, Journal of European Industrial Training, 31(2007): 297-322. Read More