Human Resources Practices in Abu Dhabi Government - Research Paper Example

Improve human resources practices in Abu Dhabi government entities that will support Abu Dhabi government strategy for its vision 2030 to be best top-five management in the world Literature review Human resource management refers to the management of people in an organization (Dransfield, 1996, p.1). Any organization whether government or non government are run by the personnel who together with the techniques and methodologies constitute the human resource department. No organization can be run in a mechanized way. It needs the right people and in the right quantity. So, it becomes essential to have a set of HR rules and policies to implement it. There have been many activities undertaken by the Abu Dhabi government in HR practices to improve the efficiency of their work force. A workshop was organized by The Abu Dhabi Group for Best Practices in Human Resources Management in association with the Abu Dhabi Chamber of Commerce & Industry (ADCCI) recently. The workshop intended to present the best practices that can be applied in performance management. A presentation was made on the recruitment system of the Abu Dhabi National Exhibition Company (ADNEC) that highlighted the application part of different recruitment methodology and the type of questionnaires used in recruitment and selection. The group was created to present a common forum for HR practitioners, specialists and also the workers related with training and development. The forum also included directors of human resources of the local departments at the Abu Dhabi governments in order to help them exchange their expertise and identify the best practices in HR practices that can contribute to achieve the corporate visions of the Abu Dhabi governments (Abu Dhabi Group for Best Practices in HRM Organizes a Workshop on the Best Practices in Performance Management and Recruitment Systems, 2012). Another article on the human resource practices in Abu Dhabi explained how HR theories helped to combine the economies in the Middle East which led to the process known as Emiratisation (Randeree, 2009). This article explained how the government in Abu Dhabi emphasized in the training and development programs including the women too. It stated that the Emiratisation strategy has led the Abu Dhabi government to include the European style of training system like apprentice schemes, mandatory in house trainings and conducting local or regional training events (Randeree, 2009). A seminar was conducted in Abu Dhabi by JCCP on human resource development programs. The seminar that was held for five days emphasized on the HRM techniques that were employed by a Japanese oil company (Customized Program on “Human Resource Management (HRM)” in Kuwait (KNPC) and UAE (TAKREER), 2008, p.1). Such practices and developments in human resource activities will contribute significantly in completing the anticipated corporate vision 2030 of the Abu Dhabi government. Human resource system - traditional to modern outlook Human resource that was treated as an added cost before is now emerging to be accepted as an asset for an organization. It was mostly regarded to be a support function in organizations, an extra cost that an organization can do away with. According to some definitions by the experts human resource is defined as a specific approach to execute proper employment management in order to achieve competitive advantage by deploying an efficient and capable workforce. This can be achieved by integrating the cultural, structural and personnel techniques (Armstrong, 2006, p.31). Human capital represents the human aspect in an organization. It is the knowledge, skill and creativity of an individual that can add value and improve productivity in a firm (Armstrong, 2006, p.33). In recent times, a new aspect of human resource management has developed which is the strategic aspect. This includes human resource related decisions and facts while framing the strategic decisions. It is known as strategic human resource management (SHRM). SHRM has emerged as important and powerful in business and management over the last 25 years. This changed the outlook of human capital from being an extra cost to an asset. It is also important to take strategic decisions on the ageing of the work force as it can affect administration and quality (Roddy, 2010, p.92). The underlying difference between the traditional and modern version of human resource management system is that there has been a paradigm shift between the relation between HRM and the corporate strategies in the form of SCRM. Traditionally, HRM was only concerned with the managing the affairs of the administrative department like staffing, recruitment, payment etc. This was changed with the emergence of SCRM where HRM began to be included as a strategic business partner. It refers to the strategic fit between the involvement of SCRM in formulating organizational goals and aligning SCRM with the strategic needs. Personal management and assessment center HRM is also involved with the development and assessment of its personnel. Personnel management is an integration of IR, labor laws and Personnel administration (Aswathappa, 1999, p.18). It includes functions like skill inventories, measurement of attitude, performance appraisal system etc. These are used for evaluation if an individual has the right talent for the job. Assessment center forms the backbone while conducting audits in the HR department. These audits or re assessment centers provide a comprehensive idea of the level with which an employee matches his performance with the established ones (Armstrong, 2006, p.431). it should be noted that the cognitive demands expected from the assessors should be controlled as it can hamper the evaluation process (Klaugs G., Martin, K., & Marion A., P. 2010 , p.329) HRM in institutions at UAE Abu Dhabi which is the capital city of UAE is a fast growing dynamic city. It has a flexible system of as it has a Federal government. It is fast emerging as a big business hub, it has attracted many foreign companies to set up their business in UAE. This has provided a great mixture in its working environment. One of the important feature of the uae government is to invest in the development of human resource capabilities (Maktum, & Rashid, 2011, p.26. The most striking HR practice which has profound practice in UAE is job analysis. This is a very common practice in European countries but its importance was further exemplified by the government institutions of UAE. JOB ANALYSIS- an overview Job analysis is the process of determining the duties required for the functions and also the kind of knowledge, skills and expertise expected from the people hired. Developing proper job analysis strategies is important as it helps in determining the recruitment and selection strategies. Job analysis helps to gather information on factors like human behavior, performance standards, requirement and work activities. It is divided in two sub parts – job description and job specification. Job description mentions the requirements of recruitment, selection, orientation (Edward, 2010, p.119) while job specifications help to determine the kind of people needed for the particular job. This has gone a long way in improving the working culture in UAE. Abu Dhabi vision 2030 - a brief idea The Abu Dhabi economic vision 2030 is a strategy developed for its social, economic and political endeavors. It was established in 2008. The vision for 2030 contains specific areas for development which includes education, increase in GDP, transportation, health care, urbanization (The Abu Dhabi Economic Vision 2030, 2008, p.10). The first phase of the vision 2030 i.e. from 2008 -2012 is to improve and develop the infrastructure facility and optimizing the government operations The Abu Dhabi vision 2030 is to make quality education easily accessible. This will also address issues like increasing the usage of renewable sources of energy (Pat, 2011, p.40). One of the significant achievements of the vision 2030 is job creation that will lead to high skilled jobs. This was a positive move as the vision 2030 of Abu Dhabi is also to emerge as a world’s leading economy in industries. The overall aim of the vision 2030 is to provide complete urbanization in UAE (Abu Dhabi vision 2030, 2011). A few HRM practices seen in Abu Dhabi government and institutions Abu Dhabi has a Federal system of ruling government. As such there are certain flexibilities in the human resource system which is also a characteristic of a Federal government. Abu Dhabi government has set a vision to emerge as a global economy and a developed nation in terms of social development, education, industry and technology. The people will have to be selected from the pool of available workforce after going by the goals, objectives and requirements of the organization. To achieve this in the best terms, modern HR strategies like job analysis, strategic HR planning, training and development programs, performance evaluation through assessment centers, HR information system are being developed in the government entities and institutions (Budhwar, & Mellahi, 2006, p.66). Apart from these, there are also provisions by the government of providing specialized trainings to the people in Abu Dhabi in HR practices like the CIPD Training. CIPD is a leading body in providing HR trainings across the globe (CIPD Training – Foundation Level Qualifications, 2010, p.1). The paper next discusses each of these strategies from the perspective of Abu Dhabi vision 2030. Strategic HR planning Strategic HR planning means the process where HR strategies are incorporated in the business goals and objectives. It helps to determine what the mission of the organization is and how it helps to achieve it. Recruitment should be considered an important aspect of strategic hr planning. The strategic HR planning has four stages. They are Situation analysis, Demand forecasting for human resource, Analysis of the supply of human resource, Development of plans for action (Ivancevich, 2009, p.131). In situation analysis stage, the HR and strategic objectives come together. Strategic goals help to adapt the organization with the changing environment and HR helps in that adaptation process. In the context of the Abu Dhabi 2030 vision, as it plans to bring in technological changes in the country, it will require manpower with the right skill set and expertise. Forecasting helps to determine not only the quantity but also the quality of workforce. Predicting the right amount of workforce is not an easy job. Recently, a number of techniques like expert estimates, statistical modeling, trend projections etc have been employed to estimate the work force requirement (Ivancevich, 2009, p.131). Analyzing the work force helps to determine the number of people who would be prepared technically to fulfill the jobs in future. This is a crucial factor for the Abu Dhabi vision 2030 as it would help the government to determine the number who would be deployed in future works (Ivancevich, 2009, p.135). In the last stage of strategic planning, the courses of action are developed that would help to attain the goals (Ivancevich, 2009, p. 137). Training and development programmes To get the new recruits familiar with the working environment, it is important to conduct orientation and training programs for them. Training can be on the job training and off the job training. On the job methods for managers include job rotation, coaching approach and action learning. In rotation, the new recruits or the managers are subjected to different job types through rotation. This helps them to broaden their knowledge and also understand the business properly. In the coaching method the people are placed under a senior or a supervisor and in action study the workers or the managers are allowed to work different projects other than their own work (Gary, 2011, p. 296).Off the job training includes case study methods, management games and conducting outside seminars. Job analysis Job analysis is the process of determining the job details and the selecting and recruiting the type of people who would be able to do the required jobs. In the context of vision 2030 of Abu Dhabi government, job analysis will be a crucial part as the entire vision strategy will be carried out by the human source. As seen from the previous paragraph, the vision 2030 statement covers a wide gamut of disciplines like education, technology, industries etc. So, it becomes necessary to develop different job analysis framework for each of the disciplines. Let us take the example of education industry. The vision 2030 of Abu Dhabi is also to become a leader in knowledge economy. It has set up a vision to provide digitalized education to all its students. To build such kind of infrastructure, the government would require people who would have the required skills in handling such jobs and this can be a achieved through correct application of job analysis. Performance evaluation through assessment centers Assessment centers are not any physical places like centers. Instead it is an approach to assess a set of personal characteristic that can help identify the people in the talent pool. This was the traditional view. A recent approach of assessment center is to develop the assessment strategies. Assessment centers basically involve the recruits to engage themselves in a range of exercises that try to simulate the actual working conditions. Methods like psychometric tests are conducted to assess the competency of the recruits. It can be used in selection purpose as it can help to choose people who come closest to the job type. Assessment centers can be used to decide on the promotions of the employees (Woodruffe, 2007, p 18). These centers also help in assessing the behavior of the individual in selection interviews through new processes like simulation. In this technique, the behavior of the assessee is tested in a simulated environment (Byham & Dapra, 1978, p.44) Assessment centers perform an important job of providing a platform to improve the efficiency of the lower grade recruits and managers (Petrides, Yana, Jenny, Adrian, & Swami, 2010, p.228). Assessment centers in UAE and Abu Dhabi In UAE, a number of assessment centers have come up which have contributed significantly in the development of the nation. A few such centers in UAE are Assessment and Development Center launched by Etisalat Academy. This was the first of its kind assessment center in the UAE and was launched to assess the professional efficiency of the people in both private and non-private institutions. The courses offered by the institute were followed by professionals all over UAE which included people from sectors like banking, telecommunication, investments, energy, and many other organizations. The courses were explained using references from international materials and case studies. This helped the people to adopt new and latest means of skills and information which would increase efficiency at both individuals and organizational levels. The Elisat academy has earned a reputation for itself as it always adopts the latest techniques and approaches while assessing at the professional level (Etisalat Academy launches the first Assessment and Development Center, 2006). In Abu Dhabi assessment centers like Arabian assessment and development centers (AADC) have come up that provide assessment solutions across UAE. It provides expert consultancy and guidance on how to ensure a valid and reliable recruitment, selection and development process. Through this process, the company can ensure that it has selected the right talent for the job and that training and development can look after the issues related with them. The assessment is conducted on an individual basis. The assessment procedure conducted is highly important in HR processes like selection, career planning, succession planning, providing feedback on the strengths and weakness of the manager or the new recruits. AADC uses instruments like Psychometric Assessments, Management Simulation exercises, Analysis Presentation exercises, Assigned/Unassigned Role Plays and Structured Interviews for application in HR related areas HR information system HRM had a traditional people oriented approach. But with the inclusion of HR in strategic planning, it has become important to have a technology based approach (Peterson, 2010). UAE provides a good example of how HRM has developed in the region using different software and technologies. Many new technologies and software have been launched like the Time Attendance Software System which has been introduced by the Cbizs HR & payroll solution software. It is a company providing solutions in HR and payroll. The time attendance software can also be used to maintain records of attendance and shift patterns of the employees (Cbizs HR & Payroll, 2005). Usage of software is also found in the educational sector of UAE. Software like the Enterprise Administrative System (INB) is used in the education sector i.e. the UAE University. This software is used to manage the administrative a well as academic functions within the UAE University. The software provides facilities like performing financial activates like payroll, end of year closing, and procurement transactions, Processing transactions in HR like hiring, recruiting and welfare management, providing tools for managing activities like student registration, admission and grading and managing general services like housing, health, immigration (Enterprise Administrative System (INB), 2012). Managing human and operational risk in an organization Risk management related to the human factor in an organization refers to the identification and assessment of risks arises out of human intervention. The effective management of risks arising out of human factor is the crucial aspect for maintaining success in any business. It requires systemic approaches both in strategy and risk measurement tools (Flouris, 2010, p. 25.). To understand the interrelation between human resource and risk management, it is essential to identify the causes and cluster them together (Franc, Vidal, 2011, p. 189). one has to understand the basic elements of human resource management like staffing, recruitment etc Traditionally, the focus of risk analysts in firms has been towards factors like weather, finance etc with ignoring the human resource factor throughout a new model known as The Human Factor Risk Management (HFRM) model has been developed that can anticipate and develop appropriate strategies for managing the human risks in an organization (Flouris, 2012, p.26). In case of recruitment and staffing, the risk factors can be in the form of forced labor and human trafficking (Sample Strategies for Managing Risk in Recruitment, Selection and Hiring, 2011, p.1). There can be situations where brokers might charge extra fees from the job seeker. There can also be situations like contract substitution that can lead to bondage labor, restriction in freedom, human trafficking etc. job seekers can be deceived by providing fake terms and conditions regarding the work structure (Sample Strategies for Managing Risk in Recruitment, Selection and Hiring, 2011, p.2). Operational risks are not easily quantifiable. These are the risks that arise due to inadequate internal systems like people or external systems. Operational risks are important but are often overlooked by the managers (Seymour, 2012, p.34).Of all the factors human beings is one of the factors that can lead to operational risks greatly. This is so because poor trained or over worked workers can inadvertently expose an organization to operational risks. Talent management Hiring and recruiting of employees is not the end for any organization. It is also important to retain the employees who are productive and beneficial for the company. This is one of the reasons behind the emergence of talent management in HRM. According to definition talent management is a structured management approach for the recruitment, retention and development of talented employees (Davis, 2007, p.1). It was observed that managing talented people in not an easy job as these people generally tend to be more demanding and expect their seniors to share their views (Davis, 2007, p.19). A few talent retention strategies can be in the form of promotions, compensation strategies, appreciation etc. The promotion process must be a transparent and a fair one. There should not be any favoritism any other unfair practice as it takes a heavy toll on the employee morale if he/she discovers that their work has been overlooked (Davis, 2007, p.17). Again providing compensations and perks to the talent pool is a matter of dispute as on one side offering compensation can boost the employee morale and also provide motivation for the other employees. On the other hand, it should be avoided as these people can be rewarded by promoting them in appropriate intervals (Davis, 2007, p.18). Talent management in Abu Dhabi government In Abu Dhabi government, there are honors and recognitions that help in the talent management agenda. Honors like the Abu Dhabi Award for Excellence in Government performance aims to assess the performance of people at the public and private sector. The award provides an opportunity to the government sector to understand and apply the best practices in government organizations. This is also a talent management strategy as it helps to assess the performance of male and female leaders within the Abu Dhabi government (Excellence Assessment Center Leads Development Programme, 2011). The Abu Dhabi Award for Excellence in Government performance can play a major role in achieving the Abu Dhabi vision for 2030. The Award promotes the understanding needed for excellence in governmental activities, competitiveness for improving the government service on a broad scale and the sharing of information of strategies that were successful earlier (44 Government Entities Participate in 3rd Abu Dhabi Award for Excellence in Government Performance, 2012). Employee engagement Employee engagement is the HR practice that is fast gaining acceptance in the corporate world. It is defined as the individual’s sense of purpose and focus (Schneider, Barberra & Young, 2009, p.7). Engagement is the willingness and the capacity of a person to contribute in the success of an organization. It is the limit to which employees get ready to put in their discretionary effort into their work in the form of readiness to work extra time, brainpower and energy (Esty, & Gewirtz, 2008). Engagement has two aspects- psychological and behavioral. In psychological, the engagement will be in the form of how the people or the employees feel, whether they are focused, intense, enthusiastic etc. The behavioral aspect will denote the way they are in their jobs like if they are persistent, adaptable and proactive (Schneider, Barberra, & Young, 2009, p.9). Employee engagement lays the base for the creation of tangible outcomes like enhanced performance and intangible results like e customer loyalty and brand image (Schneider, Barberra, & Young, 2009, p.9). UAE is engaged in employee engagement strategies. According to a report, an engagement center known as knowledge café was launched by a company called ENOC in Dubai. This company is engaged in helping companies retain their work force and their engagement. ENOC was approached by the Dubai government owned energy group. The outcome was that the company now has low employee attrition rate and experiences an improved employee engagement pattern (ENOC leads the debate as The Knowledge Café launches in Dubai, 2012). Total quality management in HRM Total quality human resources management (TQHRM) is an approach of human resources management that has the features of quality management in it. TQM can help top address the issues of a poor job- fit and the dissatisfaction arising out of it (Stevans, 2008, pp.15-18) The main feature of TQHRM is quality assurance ( Keogh, Atkins, & Dalrymple, 1998, pp.140-144) .TQM can be implemented in an organization by proving quality training to the managers and recruits ( Keogh, Atkins, & Dalrymple, 1998, pp.140-144). The main objective behind TQHRM is to provide employee empowerment through alignment, authority, capability, and commitment. The pitfalls in total quality management caused by human attributes like employee commitment, employee engagement etc directly affect the overall productivity in the firm (Quality HR- TQM model in service context, 2006, p. 1). Total quality management has two features- hard and soft. The hard aspects are the quantifiable quality like just- in-time, six - sigma. Soft aspects are the qualitative aspects that are related with the hr activities (Quality HR- TQM model in service context, 2006, p.4). The soft aspects or the HR activities that are related to quality improvement in an organization are the role of the senior managers, motivation for middle managers, training and education, team building, employee involvement at work, and managing employee resistance (Quality HR- TQM model in service context, 2006, p.4). TQM practice in UAE TQM practice is seen in the manufacturing industries in UAE. From a series of statistical tests that was conducted to establish the relation between TQM practice and performance, it was found that customer focus and continuous improvement, and commitment of management to quality are significantly related with quality and business improvements. TQM programs had helped in reducing customer complaints and defects, and improved product reliability and sales volume, market share, and profitability (Jabnoun, 2005, p.14). TQM was also demonstrated in the Arab health reforms as was shown by the report on Arab health 2010. Med lab which is Middle East’s largest medical laboratory is an example of the combination of TQM and HRM application (POST-SHOW REPORT, 2010, p.4). If one combines all the above factors and findings in the context of Abu Dhabi vision 2030 and UAE as a whole, it will be found that the above methodologies and practices in HRM are sound and adequate enough to select, recruit and deploy the right kind of work force in an appropriate proportion. These are the keys behind the success of any event and organization. The vision of the Abu Dhabi government to be a world economy in terms of education, industries, technology is based on how it engages its employees. The employment of the methodologies mentioned above like job analysis, employee engagement, talent development, TQM in HR have begun showing positive results as is evident from the success of the first phase of the 2030 vision where the Abu Dhabi government successful laid down the all wired connectivity infrastructure in its educational sector. The government established the Abu Dhabi Health Services Company (SEHA) to reform the health care systems in Abu Dhabi. To establish this, the government had utilized the HR theories and quality management tools (Abu Dhabi health services company (SEHA) Abu Dhabi, United Arab Emirates, 2011, p.1). With the introduction of latest techniques and methodologies in HR practices like electronic recruiting (Arthur, 2006, p.55), balance score card approach in employee engagement (Cook, 2008, p.213), setting up of new institutions for assessment, risk management and employee engagements, the Abu Dhabi 2030 mission is on the right track of fulfilling its vision of creating a global economy in terms of education, industries, social aspects and technology. The Abu Dhabi vision 2030 is a perfect example of integrating the aspects and theories human resource with the corporate strategy. It shows how an organization can increase its efficiency and make its vision come true by bringing in the human resource strategies with its corporate ones. 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