Strategy Management of Abu Dhabi National Exhibition Centre - Case Study Example

CIPD Assignment Student’s Name University Affiliation Company Profile The Abu Dhabi National Exhibition Centre (ADNEC) is the biggest exhibition scene in Middle East. It is devoted to global venue developments and businesses management and oversees Abu Dhabi National Exhibition Centre, Capital Gate, the Al Ain Convention Centre, Capital Centre and ExCeL London (ADNEC, 2012). Corporate Values Safety and Security Not compromising on safety and security operations Integrity and Fairness Striving for highest ethical standards Teamwork Encouraging and promoting teamwork spirit Stakeholder Focus Ensuring client satisfaction Preserving and enhancing shareholder values Dynamism Promoting responsive, operative and results-oriented performance Innovativeness and technology understanding Quality Achievement of highest quality values (ADNEC, 2012). Organization Chart The ADNEC Group has the board of directors as the highest authority. ADNEC administrative structure has Business Units that has Support/Functional Components and Divisions as follows. Services offered by the ADNEC ADNEC has one of the most modernized global exhibitions venues, and it is the only one in the Arabic region that offers indoor, outdoor and dockside event venues all in one locality. ADNEC Clients ADNEC is catering to both companies and individual clients. ADNEC Purpose & Goals Purpose Becoming the number one provider of world-class exhibitions and events services in Middle East (ADNEC, 2012). Goals Developing and maintaining long-term relations with the leading indigenous and global clients. Achieving sustainable developments as well as supporting community wants and maintaining local standards. Being the boss of choice that will be attracting and retaining high quality employees. Increasing shareholders’ value and satisfying other expectations of stakeholders. (ADNEC, 2012) External issues affecting the operations of the ADNEC Organizational Structure ADNEC has a matrix arrangement since it relies on the harmonization of proficiency & support services. The Support Services section entails these functions. 1. Facility and Security: It administers the safety of any facility, building, staff and visitors they have while ensuring legitimacy of the systems and safety strategies in constructions. 2. Accounting & Finance: It prepares monthly fiscal reports and then submits to the relevant authorities so as to take appropriate actions and taking benchmarks in developing a financial management system. 3. Human Resources: It offers the platform for various UAE's most crucial exhibitions and activities 4. Legal Affairs: It offers lawful help in the implementation of contracts by offering the lawful solutions for any obstacle and research assertions of any contractor and consultant, participating in any committee and providing lawful outlook for projects. Culture at ADNEC At ADNEC individuals with a similar skill work together until they complete a specific project. It is also evident from the collaboration of workers which is advocated for at all levels in ADNEC. Example 1: In 2011, ADNEC did host a graduation ceremonial for the Abu Dhabi University. As a result of some database errors, it underestimated the catering necessities. The manager of events noticed that when the event was starting and progress, he had to call the head office and arrange some food vouchers for the surplus visitors. Example 2: Whenever ADNEC handles its projects, all workers are required to be aware of the means of making those projects or events success. Therefore, workers at ADNEC have this task culture granting them a substantial magnitude of independence, decision by results and also mutual respect on the basis of capability as opposed to status or age. . Activity B: Background As a response to the latest suggestion by the ADNEC board in reducing employees, this report is being produced. It seeks to address the concerns raised by the directors of ADNEC with regard to the justification of the role and existence of Human Resources (“HR”) Department. Risk if no HR The risk differs according to the size of firm. The ADNEC whose number of workers run in hundreds, HR functions is the pillar & and essential for existence of the organizational structure. Organizational Strategy The strength of ADNEC is in its matrix structural design and the task oriented culture that allow it to act on any circumstance immediately with maximum elasticity and also capitalizes on the economies of scale. The roles of HR in ADNEC organizational strategy is plainly exhibited in the following diagram. ADNEC BUSINESS OBJECTIVES ADNEC HR undertakings that Support the ADNEC Organizational Strategy The HR Department is striving in preparing and developing a committed employees. 1. Human Resource Planning This comprises of existing evaluation of manpower and organization for imminent needs. 2. Recruitment On the basis of manpower requirements, HR does recruitments through numerous sources, for example, internal searches, ads, referrals of employees, online agencies and dealings. Latest effective involvement at Tawdheef 2013 remains a major example (ADPC, 2011). 3. Selection At the latest Tawdheef 2013 career fair, ADNEC got around 4600 applications and out of this, 80 were shortlisted and interviewed. The career in question differed the selection tool. 4. Orientation Workers need introduction to work places & they require direction in settling in. 5. Workers Training & Development Workers worth to a firm grows with time. While maximizing output, this pyramid is proposed. 6. Performance Management Performance evaluations & staff assessments are main aspects in sustaining progress. 7. Compensation & Packages Compensation package reflects the varying aspect of working & workplace and naturally comprises of remunerations, salaries, add on, bonuses, educational welfares and housing. 8. Defining Career Development paths Showing staff job ladder and offering them with guidance in regard to height makes sure that the retaining of quality workers and providing continuous sequence of executive careers. HR Specialists Support Line managers & their employees 1. Make line bosses conscious of accessible support HR helps line Directors conscious of the support that is accessible in helping their talent management abilities. The HRD recognizes that it is the HRs who raise their profile and worth on the basis of what they are likely to deliver and fetch for the company. 2. Engaging working climate Directors who are capable of creating all-around engaging working climate would eventually have a direct impact on how employees are being attracted, retained, motivated and committed. By partnering, the HR helps line managers in owning such intangible major devices and ensuring that they can be used efficiently as a talent management approach. 3. Building effective relationships Whenever HR works with the line managers, the first task that is faced, is the capability of HR sitting down and building efficient relations. This enhances the HR communication of the translation of the HR and commercial goals using a language both parties understand. 4. Development of strategies for longer term sequence HR helps any line manager in understanding how talents fit onto their bigger picture and the actual Welfares regarding long term sequence and growth planning using an all-inclusive consideration at the different parts from the organizational culture, administration, to resource trainings and development. 5. Development of the suitable culture and behaviour The HR coaches and works with line managers in helping them better understand different tools they can access so as to develop and maintain talents. This entails the linking of particular performance procedures (as well as behavioural) with larger objectives to evidently defining career roles. Roles of HR in general realization of the Enterprise The input any HR offers to a firm comprise of but not limited to Assisting the business in attaining its targets. Employing the capabilities and proficiencies of the workforce effectively. Recruitment of excellently trained and highly driven workers Development & maintenance of a quality of working life. Communication of HRM strategies to all workers evidently and successfully. Assisting in the maintenance of moral and publically responsible behaviours Recommendation: Therefore, it is evident that HRs might be a substantial source of competitive advantage for the ADNEC. In case the HR strategies are reviewed into high performance work run-throughs than it could result to high personal and high organizational performances. Reference list ADNEC. (2012). ADNEC. Available at http://www.adnec.ae/adnec/working-at-adnec ADPC. (2011). ADPC at Tawdheef. Available at http://www.adpc.ae/en/news/media-center/press-releases/adpc-at-tawdheef.html Read More