Human Resources Planning and Recruitment at Emaar Properties Company - Case Study Example

HR planning and Recruitment Student’s Name: Instructor’s Name: Course Code: Date of Submission: Table of contents Introduction………………………………………………………………………………………3 Company background……………………………………………………………………………3 Challenges facing HR department……………………………………………………………….4 HR forecasting process…………………………………………………………………………..5 Recommendations……………………………………………………………………………….5 Conclusion……………………………………………………………………………………….6 References……………………………………………………………………………………….7 Introduction For any organization to succeed in the market, it must be able to plan better for their human resource skills. This is because through human resource skills, an organization can gain competitive advantage. Human resource planning is the effective forecast of the human skills needed by the organization which should be competent (Pamm & Anne 2013). In this report, I will conduct an interview with a human resource manager of Emaar Properties Company. I will also discuss some issues facing the human resource department and how the company should solve them. Company background The company I will conduct interview is Emaar Properties Company. The company is based in the United Arab Emirates. It was started in the year 1997 and it has more than 60 companies. In the year 2007, the government of Dubai took shares worth 32% of the company property (Emaar Properties Company 2013). The company was not started long time ago but due to its human resource management skills, the company has been able to expand its operations and it is ranked among the best performing companies. The human resource manager of the company is Rahab Majdali. The manager joined the company in the year 2000 as an assistant human resource manager and was later promoted to senior HR manager. She holds a bachelors degree in Human resource management and a post graduate degree in corporate services (Emaar Properties Company 2013). The main function of the manager is to develop human resource strategies which will enable the organization to achieve its objectives. The company has been performing well globally. In the recent years, the company has been experiencing high labor turnover and absenteeism. The reason is that, the company terms and conditions have deteriorated leading to dissatisfaction of employees. Also due to its growth, it has created positions which have to be filled (Emaar Properties Company 2013). One strategy the company applies in filling the positions is through promotions and selection of new employees. The human resource department has done a lot to solve these issues. One of the solutions in solving the issues is by increasing the salaries and wages of the employees. Recently the company increased the salaries by 3.3% so that it will be able to retain the employees (Emaar Properties Company 2013). Also, the company has designed better promotion strategies so that the employees can be promoted and improve their skills in various fields. HR department challenges There are various challenges that face human resource department and they include the following; The first challenge is the cultural diversity. The employees who work at the department come from different cultural backgrounds. Harmonizing the different cultures is difficult thus issues arise (Clinton & Laurence 2003). Due different cultural diversity, communication becomes a problem thus it is hard to coordinate functions well. Another challenge that faces the HR department is dissatisfaction of employees. Employees always have complains and are rarely satisfied. Sources of dissatisfaction include low wages and salaries and lack of involvement in decision making process (Clinton & Laurence 2003). Lack of sufficient technical skills can be a challenge to HR department. For instance in technical sections, it is hard to find employees with required skills to fill the positions (Clinton & Laurence 2003). This becomes a challenge to HR department because it must find the right people to fill the positions. The skills can be available but not enough implying that they are competitive and only best organizations can get their services. Furthermore, retention of employees is another challenge. There are differences in organizations in terms of how the employees are treated. The employees will always move from one organization to another where they think they can be satisfied better (Clinton & Laurence 2003). This is a challenge for HR department because after training the employees they leave the company for other companies which are better paying thus it is difficult to maintain the human skills. Finally, leadership and development programs of employees become a challenge to HR manager. It is difficult to design standard development programs for the employees becouse the company keeps on expanding (Clinton & Laurence 2003). Through expansion, the company requirements change and the budget becomes limited thus the employee development becomes a problem. HR forecasting process In order for the company to plan better for it human resource skills, it must forecast the future requirements. The following is the forecasting process; Assessment of the current job market is the first step. This is evaluating the current labor market and the trend that has been in the market (Seyed-Mahmoud 2003). In assessing the market, factors that are looked at include the rate of unemployment and the skills available. Evaluation of the needs of the company is the next step (Seyed-Mahmoud 2003). This is evaluating the needs of the company about the human resource skills. Data from various departments is compiled to know the human resource requirements of the company. The next step is to estimate the employee turnover rate. The HR department takes the responsibility to estimate the rate of employee turnover (Seyed-Mahmoud 2003). It can be done by reviewing past records of the company. This will help to understand future employee turnover before making a decision. The last step is to forecast on the future requirements of the company. After assessing all the components needed for making a forecast, the real forecast is made and it should be limited to a particular time (Seyed-Mahmoud 2003). Through forecasting, the organization will be able to plan well for the future events concerning HR skills like recruitment and selection. Recommendations Emaar Properties Company will be able to solve the above discussed issues if it applies the following recommendations. To end the differences in cultural diversity, the company should design their own organizational culture. The organizational culture will be universal to all other cultures. It will help to harmonize the way operations are conducted in the company hence eliminate cultural differences (Pamm & Anne 2013). To improve satisfaction of employees, the company should improve its working conditions so as to satisfy the employees (Pamm & Anne 2013). Further, there should be better remunerations which are competitive thus satisfy the employees. Technical skills can be improved by training the employees on the necessary skills. Depending on the external labor market cannot be adequate to satisfy the needs of the organization. The company should design programs to train its own employees to acquire the skills. In order to retain the employees in the company, the company should offer better wages and salaries than the competitors. This will motivate the employees to stay and work for the organization. The working conditions should also be improved. Finally, there should be clear procedures and programs for training the employees and also promoting them. Through promotions, the employees will be motivated as they will acquire skills in the management section. The employees also need to be involved in decision making so that they will learn to make timely decisions. Conclusion Human resource management can enable an organization to achieve competitive advantage. It helps a company to offer best and quality products and services. However there are challenges that human resource managers face and they include employee retention, cultural diversity, lack of adequate technical skills, lack of adequate employee development and dissatisfaction of employees. In order to solve these issues, there should be better promotional strategies, better working conditions and remuneration and also offer training programs so that the employees can acquire technical skills. In this regard, the company will be able to effectively manage the human resource skills in the company. Works Cited Clinton, O. Longenecker & Laurence, Fink. Creating human-resource management value in The twenty-first century: Seven steps to strategic HR. Human Resource Management International Digest, 21.2, 29–32, 2013 Emaar Properties Company. Emaar. retrieved on Nov 2nd 2013 From http://www.emaar.com/index.aspx?page=about Pamm, Kellett & Anne-Marie, Hede. Innovations in Events: Human Resource Management Issues, Emerald publishing group, 2013 Seyed-Mahmoud, Aghazadeh. The future of human resource management, Work Study, 52.4, 467-572, 2003. Read More