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in a competitive market, the company needs to invest in their human resource needs (SIMS, 2007). The Dubai Electricity and Water Authority (DEWA) was formed in the year 1992 by a decree issued by His Highness Sheikh Maktoum bin Rashid Al Maktoum (Dubai Electricity & Water Authority, 2014). This company is known for its reliable and efficiency in its operations. This company has made great efforts in meeting the growing demands of its customers. The growth of customers means that DEWA increases its employees. With this increase, there is the need to look at the human resource management policies to make sure that they are motivated to fulfil the goals of the company. To be able to maintain its good reputation with the customers, there is also need to look at the human resource policies. This will help to avoid cases that would damage the company’s reputation as seen in 2008 when an employee insulted and assaulted his superior officer (Khaleej Times, 2008).
This will form the primary data collection method in this study. The questionnaires will be structures and will be administered randomly to employees in the operational level (BRACE, 2008). The number of respondents will be thirty employees. This number is arrived at for easier analysis of data collected within the project’s timeframe.
Information will also be obtained from the company’s past records. Due to the fact that the company will be reluctant to release its internal information because of confidentiality issues, the study will be limited to past record in the company’s website and from published e-newspapers.
Observation method will form as a source of secondary information. Observation does not provide accurate information and for this reason, this method will be used to verify data already collected. This method will also be useful in helping the respondents answer the questionnaires as expected.
A number of challenges are expected to be encountered during this study. One major challenge
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