Human resource management in the United Arab Emirates

2016 ◽  
pp. 123-140 ◽  
Author(s):  
Marie F. Waxin
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
United Arab Emirates

scholarly journals Human Resource Management and Organizational Performance-The Mediating Role of Organizational Commitment: Empirical Evidence from the Public Sector in a Non-Western Context

2012 ◽  
Vol 13 (1) ◽  
pp. 1-18
Author(s):  
Susan Zeidan ◽  
Assaad Farah ◽  
Shadi Abouzeid
Keyword(s):  
Organizational Commitment ◽  
Resource Management ◽  
Public Sector ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
United Arab Emirates ◽  
Bottom Line ◽  
Hrm Practices ◽  
The Impact

Research in the field of strategic human resource management has attracted a great deal of interest because of its likely impact on bottom line outcomes. Recent work in this area posits that organizational commitment can mediate the relationship between human resource management (HRM)practices and organizational performance. However, most of the studies conducted in this area were concentrated on samples gathered from private organizations, and mainly in western countries. In this paper, the impact of HRM on organizational performance is assessed. Furthermore, this research attempts to shed more light on the ‘black box’ between human resource practices and organizational performance by investigating the mediating function of organizational commitment in two public sector entities within the United Arab Emirates (UAE). The mediating factor was tested through regression of the data collected from a sample of 371 workers who are employed within the two aforementioned public sector entities. The main findings are in line with the outcomes of earlier HRM-performance studies conducted in western public and private sectors, where employers can expect improved organizational performance when their employees' perceptions of the HRM practices within the organization tend to foster an increase in their organizational commitment.

Mechanism of organisational excellence as a mediator on the relationship between human resource management and organisational performance: empirical evidence from public sector

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hassan Saleh Al-Dhaafri ◽  
Mohammed Saleh Alosani
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
United Arab Emirates ◽  
Empirical Studies ◽  
Theory Of The Firm ◽  
Mediating Effect ◽  
Organisational Performance ◽  
Content Type ◽  
The Relationship

PurposeThe main purpose of this paper aims to evaluate the mediating effect of organisational excellence between human resource management (HRM) and organisational performance through the perspective of the resource-based view theory of the firm.Design/methodology/approachThe four hypotheses presented in this study were tested using data collected from employees of the Dubai Police Force in the United Arab Emirates. A questionnaire survey was performed and the SmartPLS analysis software was used to examine the relationship between the proposed variables by testing the measurement and structural models.FindingsThe results obtained in this study indicated that all four of the proposed hypotheses were supported.Practical implicationsThe findings of this research can be used by decision-makers, managers and practitioners to improve the performance of their organisations through the implementation of innovative strategies such as organisational excellence.Originality/valueThis study is considered one of the very few empirical studies that examine the effect of HRM, excellence and performance.

Green Human Resource Management for Organizational Sustainability: A Need of the Hour for Modern Workplace

2020 ◽  
Vol 55 (4) ◽  
Author(s):  
Tahir Masood Qureshi ◽  
Abhilasha Singh ◽  
Balqees Naser Almessabi
Keyword(s):  
Resource Management ◽  
Public Sector ◽  
Human Resource Management ◽  
Human Resource ◽  
United Arab Emirates ◽  
Management Practices ◽  
Organizational Sustainability ◽  
Human Resource Management Practices ◽  
Public Sector Organizations ◽  
Green Human Resource Management

The present study intends to identify the importance of green human resource management practices in public sector organizations; employee awareness about green human resource management practices; employees’ readiness to implement these practices; and government vision and policies towards green human resource management leading towards organizational sustainability in public sector organizations of the United Arab Emirates. This cross-sectional study shall empirically test the hypothesis based on research questions about primary data, collected from employees of public sector organizations. Based on positive epistemology in this deductive research, a hypothesis is designed, and data collected, through closed-ended survey questions using a convenience sampling technique. The present research finds that the government vision and policies about green human resource management practices were not fully explained to employees working in the public sector, hindering the attainment of organizational environmental goals, and hence national sustainability efforts. Green human resource management practices significantly contribute to organizational sustainability. To maintain sustainable growth and performance, organizations shall implement green concepts across organizations, including Human Resource Management departments. Organizations need to develop green objectives on an annual basis, aligned with government vision and policies in this regard. All stakeholders, including academic experts and business leaders, need to be oriented about green concepts in order to better collaborate, and employees need to be comprehensively trained to understand and implement these concepts in order to attain organizational sustainability in all aspects. Research outcomes of this study cannot be generalized with as much confidence in private sector work settings, since the study is designed and conducted on public sector organizations of the United Arab Emirates.

Implications for recruitment in a multinational organization: a case study of human resource management in the United Arab Emirates

2011 ◽  
Vol 1 (4) ◽  
pp. 1-14 ◽  
Author(s):  
Linzi Kemp
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
United Arab Emirates ◽  
Subject Area ◽  
Multinational Organization ◽  
Content Type ◽  
The Government ◽  
Cross Cultural Management

TitleImplications for recruitment in a multinational organization: a case study of human resource management in the United Arab Emirates.Subject areaThe case study aims to investigate human resource management issues of national importance, and specific recruitment issues important to the company.Study level/applicabilityStudents studying, e.g. Human Resource Management/Developing Human Resources as courses within an undergraduate business degree program. The audience is also targeted through courses that include the study of cross cultural management/diversity.Case overviewAn industrial organization in the United Arab Emirates has a multinational workforce, where many employees are recruited from overseas. The recruitment process necessitates liaison with recruitment agencies at a distance, and locally with the government labor office.Expected learning outcomesStudents will be able to: analyze that companies exist in an external environment that impacts on their internal policies; describe the importance of quality assurance to the HR function in an organization; and explain how the HR department works closely with all departments in an organization.Supplementary materialsTeaching notes.

scholarly journals Human Resource Management Role in Improving Employees’ Performance in the United Arab Emirates' Health Sector

2020 ◽  
Vol 55 (3) ◽  
Author(s):  
Majed Sulaiman Naser Slayem Almaskari ◽  
Nurazmallail Bin Marni
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
United Arab Emirates ◽  
Leadership Style ◽  
Health Sector ◽  
Good Health ◽  
Employee Motivation ◽  
Problem Solving Skills ◽  
The Government

Healthcare systems play an important role in maintaining good health and reducing unnecessary disability among people. However, the increasing need to provide quality services at lower costs is putting extreme pressure on healthcare staff. Therefore, the role of human resource management needs to be clearly defined to help employees to become more efficient so that companies can achieve their objectives. Because of this, it is important for people who are directly involved in human resource management and working in associated areas to adopt measures to enhance employee motivation and satisfaction through offering rewards, providing quality leadership styles, and enhancing knowledge. The study uses Alderfer's existence, relatedness, and growth model for motivation, system model training, the expectancy-instrumentality-valence theory, and leadership theory: the participative leadership style. The study also takes into account the preferences of the United Arab Emirates' cultural leaders to follow a centralized organizational structure and make decisions on their own. However, in spite of this, the leaders need to adopt participative and collaborative styles so that employees can learn to make decisions that are based on the situations they are addressing. In addition, employees' problem-solving skills need to be improved. The government of the United Arab Emirates strongly supports the sector and will, therefore, help in implementing the required changes based on the requirements of staff members.

scholarly journals MANAGING INNOVATION AND CREATIVITY IN HUMAN RESOURCE MANAGEMENT: A CRITICAL REVIEW OF LITERATURE

2019 ◽  
Vol 7 (2) ◽  
pp. 21-29
Author(s):  
Fatima Ali Rashid Al-Thehli ◽  
Amiruddin Ahamat
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
United Arab Emirates ◽  
Management Practices ◽  
Innovation Management ◽  
Innovation System ◽  
Study Approach ◽  
Managing Innovation ◽  
Creativity And Innovation

Purpose of the study: This conceptual paper critically analyzes the critical issues of creativity and innovation management and its implication on the sbroader development aspect of human resource management by highlighting possible scenarios in the United Arab Emirates (UAE). Methodology: This study employs review analysis methodology approach. This study utilizes document analysis while employing literature review study approach. Several key literatures in the domain areas of innovation management were analyzed in light of the topic of managing innovation and creativity in human resource and management. Main Findings: The key contributions for this study demonstrate that creativity and innovation in organization is crucial to institutional survival and growth. This study discovers the role of creativity and innovation as an element of competitive advantage for organizations. Creative and innovative institutions will be demanded to be skilled at creating, acquiring and transferring knowledge and modifying behaviors by using these methods to reflect new knowledge and insights. Applications of this study: This study can be of importance in the area of innovation management and human resource management. The challenges demands utilization of effective human resource management practices or innovative practices within the new human resource management ecosystem that focuses on enabling the social capital though innovation system. The ability of organization’s to be adaptive for such challenges may lead to organizational competitiveness that allows sustainable performance and growth. Novelty/Originality of this study: In order for organizational success to be achieved, human resource management ecosystem is to be reshaped into a more adaptive innovative environmental system. This could only be implemented with the strong leadership will by the management.

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