Studying Human Recourse Management Strategy in the UAE Organizations - Assignment Example

A Study of Human Re Management Strategy in organization Section This section of the assignment will discuss about different human resource management aspects of Abu Dhabi National Oil Company. HRM in ADNOC ADNOC or Abu Dhabi national Oil Company is one of the leading oil producers and distributers based in Abu Dhabi. The organization has developed a potential client base across the globe and the management of the organization is constantly focusing on the effectiveness of the human resource management practices. The organization is constantly focusing on the development of employee centric human resource management strategy development and implementation process in order to maintain effective business operation process. Human resource management practices of an organization consists of several activities, such as recruitment, selection, training, performance appraisal, leave policies and compensation distribution. The human resource management department of ADNOC always tries to develop effective and fruitful human resource management development programs for the management and employees in order to bring efficiency and improvement in each and every human resource management practices. According to the human resource management officials of ADNOC, training and development programs for the employees can be considered as an effective measure of an organization to foster the business growth rate of the organization. Decision making process can be considered as one of the important and effective aspect of the human resource management practices of an organization. The effectiveness of workplace environment, employee satisfaction and significant output of employee performance seriously depends upon the effectiveness of the human resource strategy development and implementation process. ADNOC has become successful for the effectiveness of human resource management practices. The management of the organization has developed and implemented centralize3d decision making process in the human resource management department in order to take entire control over each and every human resource management practice starting from recruitment, selection, training and development process to the performance evaluation and salary or compensation distribution process. This specific HRM decision making process has individual advantages as well as disadvantages. First of all, the management of the organization has restricted the interferences of the external agencies in the internal human resource management aspects of an organization. On the other hand, it may affect the employee motivation and employee satisfaction aspect. According to the centralization structure, the management of ADNOC does not include important stakeholders in the decision making process. In addition to this, employees can be considered as important stakeholders of an organization. As a result, it may affect the decision making process and communication process between the employees and top-level management of the organization. Therefore, the employees cannot share their views and thoughts with the human resource management of the organization. However, the management of the organization thinks that the employees are the major assets and growth drivers of an organization. Therefore, the human resource management of the organization effectively develops employee centric strategies in order to maintain the motivation aspect of the employees. But, lack of decentralization in the decision making process somehow affected the performance level of the employees in the organization. Overall, the organization is getting huge success through its developed and implemented human resource strategies in workplace. SWOT Analysis of HRM in ADNOC It has been discussed earlier that ADNOC has developed some successful and effective human resource management strategies. Following is the SWOT analysis of HRM of the organization. SWOT analysis can be considered as an effective strategic management tool that will help to determine ADNOC’s internal strengths, weaknesses and external opportunities, threats. Strengths HRM sustainability is the major strength of the human resource department of ADNOC. The organization always tries to maintain effective employee motivation, employee satisfaction and workplace environment. The management of the organization has effectively developed fruitful training and development process for the employees in order to maintain effective performance level of the employees. In addition to this, the management of the organization has developed separate human resource management process for the employees of different departments, such as production, distribution, accounts and technology department. These aspects have enhanced the sustainability of the human resource management practices. Weaknesses Centralization in the human resource strategy development and distribution process can be considered as the major and only weakness of the organization. It is true that centralization has helped the management of the organization to take control over entire human resource management practices. But, lack of employee engagement and organizational communication process are the major consequences of this centralization. Somehow, it has affected the employee motivation, employee satisfaction and effectiveness of the workplace environment aspect. Opportunities The management of the organization needs to decentralize its human resource management process and structure. It is true that business environment in UAE is becoming highly competitive. Therefore, decentralization will help to reduce the overall lead time of the human resource strategy development and implementation process. In addition to this, it will help to improve the decision making process. Overall, decentralization in human resource strategy development and implementation process will help the organization to reduce business operation time and cost that may improve the business output of the organization. Threats Strong market competition and lack of availability of skilled and effective employees are the major threats of ADNOC’s human resource management process. It is true that, employee poaching is becoming one of the major and serious concerns for oil and gas manufacturing and distributing organization in UAE due to growing market competition. Therefore, it is recommended that the management of ADNOC should try to consider this aspect in human resource strategy development and implementation process in order to overcome possible threat. Enhancing HRM in Organization Human resource department can be considered as one of the important departments of an organization. It is true that successful business operation process and positive business output significantly depends upon the effectiveness of the HRM strategy development and implementation process. Most importantly, it is obvious that the human resource management officials of an organization require engaging the important external and internal stakeholders, such as employees, board members, distributers and government officials or public agency executives in the decision making and HRM strategy development process in order to maintain sustainability. First of all, it is highly important to take care of the needs and satisfaction level of the employees. It will help the management of the organizations to develop human resource management strategy development and implementation process effectively. Secondly, it is highly important for the organizational management or leaders to follow and implement effective democratic leadership style in order to maintain satisfaction level of the employees, which includes working hours, workplace environment, cultural diversity, employee engagement, effective performance appraisal and effective salary or compensation distribution process (Mellahi, 2006). Last but not the least, promotion of employees to the next level based on performance level is also important to enhance effective human resource management practices. These HRM practices will help an organization to maintain sustainability in overall business operation process. Benefit of HRM It has been discussed that effective human resource management practices generally plays an important role in the effectiveness of business operation process of an organization. There are several benefits of human resource management toward an organization. First of all, effective human resource management practices generally help an organization to maintain effective relationship between employees and top level management of an organization. This organizational relationship effectively depends upon the leadership style and strategy development process of human resource management executives. Secondly, effective human resource management process generally helps to motivate employees to perform effectively through the developed policies and strategies. The example of ADNOC can be considered here. The management of the organization always tries to focus on employee satisfaction and employee motivation aspect. Consideration of standard working hours, effective workplace environment, significant training and development process, and justified compensation distribution for employees generally helps to motivate employees. In addition to this, these aspects need to be considered by the organization in order to bring effectiveness in the business operation process (Barry, 2011). Effective HRM practices motivate employees to perform effectively. The global business environment is becoming highly competitive as well as saturated. Therefore, it will help to reduce threats like, high employee turnover rate and high employee poaching rate. Last but not the least; effective HRM practices helps to maintain overall organizational sustainability. It generally helps to increase the brand image of an organization. Three HRM Strategies in the World There are different types of HRM strategies that can be identified in the world. This part of assignment will discuss about three important HRM strategies that are practices in world. These are general HRM strategy, specific HRM strategy and situational HRM strategy. General HRM strategy generally includes performance, involvement and commitment. Employees are considered as major growth drivers of an organization. Effective organizational performance always depends upon the high skill and effectiveness of the employees. Therefore, positive employee performance always depends upon the involvement and commitment approach. The management or organizational leaders should involve the employees in the workplace operations according to the made commitment. Specific HRM strategy involves knowledge management, talent acquisition, training and development and effective performance evaluation of the employees. It is true that the HRM officials of an organization should try to develop and implement specific HRM strategy in business operation process to maintain effective workplace environment (Biron, 2012). Last but not the least; situational HRM strategy helps an organization to increase the performance level of employees during different types of workplace situations. Workplace diversity and leadership are major elements of this HRM strategy in which employees can get motivated ion critical situations and it helps the organizations to maintain effective workplace performance of an organization. Personal Opinion about HRM There are several general opinions about human resource management process in an organization. But, most importantly effective human resource management process generally helps an organization to maintain effective performance in each and every department of an organization as it helps to maintain an effective relationship between employees of all the department and top level management of an organization. First of all, it helps to motivate the employees to perform effectively. As a result, it increases the overall workplace as well as employees’ performance level of an organization (Potoker, 2010). In addition to this, it helps to maintain effective relationship with the both important external and internal stakeholders of an organization. Significant stakeholder engagement can be considered as one of the most effective and valuable consequences of effective human resource management practices. Therefore, it can be stated that effective business operation performance of an organization significantly depends upon the effectiveness of HRM strategy development and implementation process. Section 2 This section of the assignment will discuss about the poor HRM practices of Abu Dhabi Transport Department with the help of a chosen case study. Article and Definition The sustainable report of Abu Dhabi Transport department has been considered in this section for analysis and discussion. It is one of the largest publicly traded and government undertaking organizations responsible of taking care of transportation related issues and challenges. Sustainability can be considered as giving back something to society and stakeholders against the made profit of an organization. However, the transport department of Abu Dhabi has developed several unique and effective sustainable human resource management approaches in order to maintain sustainability. But, the organizational leaders and management somehow failed to overcome the issues. The organization is facing some general issues in transportation operation management such as, maintenance of low carbon emission and zero GHG emission. But, inadequacy of the top level management and lack of sustainability in the HRM strategy development and implementation process affected the effectiveness of human resource management practices of the organization. The sustainability report has indicated how the department is facing challenges in its human resource management practices. The following part of the report will identify the issues and also will provide personal reflection about the chosen case regarding poor HRM practices of Abu Dhabi Transport Department. Case Details Abu Dhabi Transport department can be considered as one of the important and profitable government agencies that controls overall transport related activities. The organization has developed centralized organizational structure. This specific organizational structure has advantages as well as disadvantages. In terms of advantages, the organizational management and leaders generally take entire control of each and every operation activity. On the other hand, helps the employees as well as the management to maintain discipline and regulations within the workplace. On the other hand, in terms of disadvantages; it creates huge stress for the employees and strict legal regulations or lack of employee engagement in strategy development and decision making process affects the overall motivational and job satisfaction aspect of the employees. Most importantly, it reduces the performance level of employees. As a result it hampers the sustainability of the departmental practices and operational output. It is a government agency. Therefore, inadequate human resource management practices generally creates huge challenges in overall business operation practices. Therefore, it hampers overall customer service management process. This department can be considered as service providing organization undertook by the government. Poor human resource strategy development and implementation process generally affects the relationship between citizens and government of the country. It is mentioned in the report that the department is facing challenges to develop a sustainable workforce (Department of Transport, 2009). Therefore, it can be considered as centralization and lack of employee engagement in strategy development and decision making process is actually affecting the faith of common people over the department. Therefore, it can be recommended that the department should reduce the hierarchical level and integrate decentralization to boost the motivation level of the employees within the department. Personal Opinion about the Case It is clear from above discussion that Abu Dhabi Transport department is facing serious challenges regarding the development of sustainable of workforce due to too much centralization and lack of workplace culture diversity. The employees of different cultures used to work in the department. On the other hand, too much centralization and presence of huge organizational structural hierarchies generally affects the communication process between the employees and top level management of the organization. These are the major issues that have been identified in the organization from the chosen sustainability report. Most importantly, several managerial and leaders failed to overcome the sustainability challenges and issues that are faced by the human resource management of the organization. These things need to be taken care of by the departmental leaders and mangers. Following recommendation plans will help to overcome these issues. First of all, it is highly important for the organizational leaders to integrate decentralization in order to improve the communication process between the top level management and employees of the organization. It will also help the employees to share their issues with top level management. As a result it will help to perform effectively. Secondly, the management should try to follow the democratic leadership style in order to take care of the needs and satisfaction level of employees. Employee engagement in decision making process will also help to motivate employees to perform effectively. It will also help to maintain sustainability in HRM department and strategy development process. References Barry, M. (2011). Employment Regulations. New Jersey: Pearson. Biron, M. (2012). Global HRM. Stamford: Cengage Learning. Department of Transport. (2009). Sustainable Report. Retrieved from: < https://www.google.co.in/url?sa=t&rct=j&q=&esrc=s&source=web&cd=5&cad=rja&uact=8&ved=0CDQQFjAE&url=https%3A%2F%2Fdot.abudhabi.ae%2Far%2Fcontent%2Fdownload%3Ffile%3D1302571401210735082009EnglishSustainabilityReport.pdf%26loc%3Dforms&ei=GdtPVfLsLc6JuATA9YHICA&usg=AFQjCNExgDn3xcvS0nLQ1SN_McFMeU-SnQ&sig2=OEx6nzvguNo3iFhAjQ94iQ&bvm=bv.92885102,d.c2E>. Mellahi, K. (2006). Managing HRM in Middle-east. London: Sage. Potoker, E. (2010). International Human Resource Development. New York: Springer. Read More