Introduction
The aim of the project is to study the human resource planning and recruitment and selection processes and strategies of 2 companies - one public and one private. We also need to do an environmental analysis and its impact on the Human Resource Planning of these 2 companies. Based on the study, we have to conduct a job analysis and write job descriptions/ job specifications for 2 positions from these companies. Once that is done, we need to do an analysis of the human resource forecasting and planning that goes on behind recruitment for the 2 positions described.
The companies chosen for the study of human resource planning are:-
Abu Dhabi Water and Electricity Authority - A Government Company and a leader in development of organizational practices and structural reforms in the water and electricity sectors in the Middle East.
Emirates NBD - A privately owned and listed company, it is one of the leading banking groups in the region.
These 2 are amongst the biggest companies in United Arab Emirates and also amongst the most reputed ones.
The project is based on information collected through primary and secondary sources. The method used for primary research is interviewing of people working in the companies and the secondary research is based on analysis of academic databases and industry articles.
About Abu Dhabi Water and Electricity Authority
Abu Dhabi Water and Electricity Authority, wholly owned by the Abu Dhabi Government, is a national organization and it has a separate legal, financial and administrative independence. This organization is responsible for implementation of all government policies on water and electricity in Abu Dhabi including the privatization of the electricity and water sector.
Apart from updating the forecast for Abu Dhabi Emirate for a 5-year plan, the ADWEA is also involved in providing supervisory consultation to some major development projects and also to some medium and minor projects to ensure that the implementation of specifications and measures drafted by ADWEA are taken care of. Apart from strategic projects the ADWEA takes care of a number of electricity distribution and water distribution projects also. (About ADWEA)
Vision of Abu Dhabi Water and Electricity Authority
In terms of achievements and operations, Abu Dhabi Water and Electricity Authority and its subsidiaries, aim to possess a leading position in the Gulf competing with all the major organizations which work in the electricity, water and sewerage sector worldwide. (Company Website)
Mission of Abu Dhabi Water and Electricity Authority
Abu Dhabi Water and Electricity Authority produces, transmits, stores and distributes electricity, potable water and sewerage services securely, reliably, safely and through cost-effective means throughout the Emirate of Abu Dhabi. (About ADWEA)
Values of Abu Dhabi Water and Electricity Authority
Quality, Leadership, Teamwork, Continuous Improvement, Development of Manpower and Analytical approach have been recognized as the values which contribute to and enhance the achievement of the strategic visions, mission and objectives of Abu Dhabi Water and Electricity Authority. (About ADWEA)
Organization Structure of Abu Dhabi Water and Electricity Authority
On 1st January 1999, Abu Dhabi Water and Electricity Authority restructured the organizational structure of Department of Water and Electricity, both horizontally and vertically and thus positioned itself as a leader in structural reforms of water and electricity in the Middle East. The ADWEA has 4 basic directorates. They are:-
Planning and Development Directorate
Business Support Directorate
Privatization Directorate
Projects Directorate
The directorates work as shown in the image below (Organizational Structure):-
C:\Users\karan\Desktop\Part-time projects\Project 1\image003.jpg
Work Force in Abu Dhabi Water and Electricity Authority
Due to fast rapid changes, advancing technologies, rising expectations in service delivery and global competition the electricity and water sector faces a lot of challenges. To train and make the employees competent and up-to-date with all technologies, ADWEA spends a significant amount on enhancing skills of employees through dedicated training programs. It has a dedicated academy - "ADWEA Academy" to train and guide all of its more than 6800 employees. (ADWEA Academy)
Human Resource Strategy in Abu Dhabi Water and Electricity Authority
To ensure the sustainability of the company within a competitive environment, the ADWEA aims to maintain a core team of professionals and to develop their skills and talent. ADWEA aims to provide sustainable career advancements and employment opportunities for UAE Nationals. For this, it plans to develop and retain a motivated and a skilled workforce. By creating jobs for UAE nationals, ADWEA aims to bring down the rate of unemployment of UAE. They also recruit people with special needs and enhance their skills and productivity.
The policy of ADWEA is to ensure that UAE nationals are given opportunities and assistance to develop their skills and thus progress to positions of higher responsibility. The senior management believes that they need to have a motivated, educated, engaged and a well rewarded workforce to be successful. They need to provide their staff high levels of training so that they become more efficient and effective. (ADWEA Sustainability Report, 2009)
Recruitment Process in Abu Dhabi Water and Electricity Authority
ADWEA recruits fresh university graduates, mostly from UAE, and tries to enhance their skills to make them effective and efficient. ADWEA and all the group companies try to reach the best of candidates to fill technical and professional vacancies through local and Arabic newspapers. So, both on-campus and off-campus recruitment form an essential part of their recruitment process.
The requirements of jobs of all activities across all companies and departments is evaluated by job evaluators who are led by ADEWA's Human Resource advisors, who work in tandem with the head of the departments to identify the skill sets needed for each activity in each department. This evaluation forms the job description which in turn is used for evaluation and identification of people's capabilities and knowledge. The entire process ensures that competent and well qualified personnel are employed at each stage in the organizational hierarchy. (ADWEA Sustainability Report, 2009)
About Emirates NBD
Emirates NBD, the largest financial institution in the GCC and the UAE, by asset size, are the flagship bank for Dubai and the UAE Governments. 56% of the bank is owned by the Dubai Government. It has been consistently profitable and has been the number one bank in income and net profits in the UAE.
Emirates NBD are positioned well to grow and deliver outstanding value to its employees, shareholders and its customers. Emirates NBD are a market leader across its core business sectors. It is the leading retail banking franchisees with over 132 branches and over 705 ATM machines. The bank is also a leading player in the corporate banking arena. The group has operations in UAE, Saudi Arabia, Qatar, the UK and Jersey. (Emirates NDB Presentation, 2010)
Vision of Emirates NBD
Vision of Emirates NBD is to get recognized globally as the leading and most dynamic financial service provider based out of Middle East.
Mission of Emirates NBD
Emirates NBD's mission is to provide innovative financial products and services to fulfill all the financial goals of their customers throughout the world. (Emirates NDB Corp, 2008)
Organization Structure of Emirates NBD
The government of Dubai holds 56% shares of Emirates NBD and the public shareholding is 44%. Emirates NBD holds 100% stake in Emirates Bank International and also 100% stake in National Bank of Dubai. Apart from the board of directors, there is a professional management team that operates Emirates NBD.
The bank is headed by Mr. Rick Pudner, who acts as the Chief Executive Officer. There is a group of General Managers who head various companies and departments who report to the Chief Executive Officer. A well aligned hierarchy exists under each General Manager, who heads a group of managers and assistant managers under them. (Emirates NDB Corp, 2008)
Work Force in Emirates NBD
Emirates NBD employs about 7000 employees, from over 50 different nationalities. It makes the organization one of the largest and most culturally diversified employers in the entire UAE. Emirates NBD, the National Banking champion, is like an ambassador of social and economic progress for the entire UAE to the World. (About Emirated NBD)
Human Resource Strategy in Emirates NBD
Emirates NBD have a long-standing commitment to support Nationalization and the UAE national workforce. They are always committed to providing career development opportunities for all UAE nationals. They have an in-house training centre and various programs which cater especially to UAE national employees to develop their knowledge, interpersonal skills and technical skills.
The learning and development programs from Emirates NBD are designed and developed to ensure people's professional and personal needs are met not only in the financial or technical domain but also wide areas such as banking systems, leadership developments, sales and service etc. Highly qualified and experienced teachers help employees build skills and develop their career for good progression in the company. (Emirated NBD Careers)
Recruitment Process in Emirates NBD
Emirates NBD ensure that all UAE nationals get an equal opportunity to secure a position with the bank. The bank conducts an 'Ability Test' and a 'Psychometric Test' in company owned assessment centers. The intention behind conducting these tests is to identify the potential of candidates and check their fitment to the job. The organization recruits from various universities and graduation colleges in UAE, apart from online sources whereby the candidates can upload their resumes on the company website.
Being the biggest banking group in Middle East, they offer a very exciting workplace that offers a lot of career building opportunities and a promising career. The Talent Management and Leadership Development program in the company help recruit the best personals and guide them for a very promising career path.
Environmental Analysis
Internal Factors effecting recruitment and selection
External Factors effecting recruitment and selection
Job Analysis1
Human Behavior Analysis
Knowledge
Skills
Abilities
Equipment required
Other work aid required
Job Specification
Job Analysis2
Human Behavior Analysis2
Knowledge2
Skills2
Abilities2
Equipment required2
Other work aid required2
Job Specification
Interview Questions
Human Resource Forecasting
Job Position 1
Human Resource Requirements 1
Human Resource Planning 1
Internal Recruitment vs External hiring
Job Position 2
Human Resource Requirements 2
Human Resource Planning 2
Internal Recruitment vs External hiring2
