Compare and contrast Human Resource Management challenges between Qatar and UAE
Introduction
In this research paper, we are
looking at the Human resource challenges that are faced by the two countries
that have been selected as a source of the information required (Randhawa, 2007).
These two countries have been selected because they have faced many challenges
in their Human Resource Management sector. They were selected because they are good sources of the
information that is required in the research paper.
This report has dealt with the Human Resource Management
and the challenges that these two countries have faced the policies that they
have concerning it. It has also looked at the ways that each country can
benefit from the knowledge and experience of the other country (Zanko.M. 2003).
The United Arab Emirates and the Middle East Qatar country both deal with the
production and the selling of oil products to other parts of the world. These
two countries share something in common, in that they both deal with oil and
oils products. They both export oil to other countries in the world.
Overview of the
countries chosen
In this report, we choose United
Arab Emirates and the Middle East Qatar country to act as the sources of the
information that is needed in the comparison of the Human Resource Management
in both the two countries (Randhawa, 2007). UAE is a federal state that is
located in the Southeast part of the Peninsula, where it borders Saudi Arabia.
It shares its sea borders with other countries like Iraq and Kuwait.
On the other hand, the Middle Eastern
Qatar country borders Saudi Arabia and the United Arab Emirates, with its
capital being in Doha. This country’s economy is mainly dominated oil and
natural gas, where it sells to other countries in the world. It speaks Arabic
and English, though not that much and it has a monarchy (Zanko, 2003).
Order Your Essay Now
Order Your Essay Now
Qatar has diversified its economy
by involving itself in the development of chemicals, steel that is used both
for domestic use in their country and for export purposes. Qatar also has
fertilizer industries and has also specialized in the banking sector (Randhawa,
2007). The largest population of Qatar is Arabs, Indians and Pakistanis among
others, while the smallest population is comprised of the Qataris. The country
also pays a lot of emphasis in education as it is shown in the many schools,
institutions and universities that the country has.
Qatar also has majored in travel
because of the many modes of transport it has. This is because it deals with
the transport of many of its products to other countries, like it has airlines,
sea, hotels many tour guides and resorts.
United Arab Emirates on the other
hand has both a constitution and a president, though it is not constitutional
monarchy neither is it a republic. It has been described as a federation of
about seven monarchies, with their powers being retained within their emirates
(Zanko, 2003). It is an active member of the United Nations. The International
Monetary Fund has classified UAE to have a high income economy that is
developing. Its main contributor to the economy is the oil industry, where they
deal with the export of oil and its products to the world.
It is an Islamic background, where
they believe in it too. UAE has its history with both the Portuguese and the
European domination. These two countries have ever at a time have settled in
UAE and have left an impact (Zanko, 2003). It has also been a major contributor
in the foreign aid through the emergency relief areas affected by natural
disasters.
Similarities in
terms of Human Resource Management related challenges
The Human Resource Management department is an important
department in an organization, because it plays a strategic role in the success
in the organization. For this reason, the department should try all their best
to overcome the many challenges that they face. These challenges are many;
hence the two countries should identify them and overcome them (Zanko, 2003).
In the recent events of the
economies of the two countries, there has been the problem of the human
resource. Human resource has been affected in the corporate. Below is how the
managers of this department reacting towards these challenges. The challenges
discussed below are common in both of the countries. Human resource is directly
related to the specific organization; hence it is an important aspect in the
institution.
The shortage of talents is a major
challenge. It has been experienced by the laying off of employees because of
talent shortage. Job sectors that have been greatly affected by this include
jobs that deal with Engineers, production operators, especially in the
production of oil and its products. Mechanics, accounting and financial staff
also need the skills, while most lack it (Zanko, 2003). This has posed as a
major challenge with the human resource department because they cannot employ
individuals who are incompetent in terms of the skills.
It is the duty of the HR department
to maintain and sustain corporate social responsibility. This involves the leadership
qualities and skills that organizations have and those that they are looking
for as they search for their employees (Zanko, 2003). The HR department has to
look for employees who can bring change in the society, not just in the
particular organization. It is a challenge that is being faced by both the
countries mentioned above.
The HR department has been faced by
the challenge of the allowances and salaries that they give to their employees.
This is because of the rising high life conditions that have been caused by the
high level of living standards, as a result of rise in fuel.
Differences in the challenges facing the HR
As seen in the above paragraphs,
Qatar has a more stable economy, compared to UAE whose economy is kind of
lagging behind. This can be attributed to the many wars that have been taking place
in the country, hence making the economy not grow much.
In Qatar, they have not paid much
interest in the human resource. It might appear weird, but this country is yet
to change the department, as it is named as personnel departments. They are yet
to move from the traditional administrative functions and assigning them to the
new human resource department.
Research has shown that Qatar has not shown
much interest in this department, because they have not been enlightened about
it (Drucker, 2007). The human resource models in this country are viewed in
such a manner as undermining the cultural beliefs, and this has brought many
issues in Qatar. However, it is important to note that finally citizens have
shown that they have realized the importance of HRM in organizations. It is
because of that they have established with time the department.
While in UAE, they have had the HRM
department and have handled the challenges they have faced. In UAE, they value
this department; unlike in Qatar where they have not had the department for
long since they did not valued it. In UAE, they have handled the challenges
faced in this department well, and that is why they have succeeded in this
sector unlike in Qatar (Sharma, 2009).
Ways that each
country can benefit from experience in the Human Resource Management challenges
The two countries are both
experiencing Human Resource Management challenges at the same levels. As seen above, they have many
similarities in the issue of the challenges that they face in their Human Resource Management sector.
They both deal with the production and the sale of oil and its products
(Sharma, 2009). This being a common challenge, the two would use policies
related to human resource management to learn from each other, hence solve the
problems.
Some of these policies that they
can learn and use from each other are allowing movement of labor. This means
that that should allow free transfer of workforce from one country to another,
and this will ensure that that they get qualified labor to work in their
industries (Sharma, 2009). For example, in UAE, they have specially dealt with
airline travels; this means that they have qualified staff for that sector.
Hence Qatar can hire their staff to work in their airline industry.
The two countries can also embrace performance
planning and evaluation of staff. By doing this, they will ensure that the
department of the Human Resource Management is improved (Sharma, 2009). They should evaluate their
staff to ensure that they meet the planned targets that are set by the particular
department. By doing this, staff will work to achieve the targeted plans, hence
ensure that they improve their skills too.
The two countries should form a
common organization that is aimed at improving this Human Resource Management department by
overcoming the challenges that they face. This organization could be aimed at
helping the mangers and the staff meets some set standards that they will set
(Sims, 2007). They can do so by offering training for the employees in the both
countries so that they have high standards so that they give good production.
The two countries should also come up with other
policies like the layoffs. They should have layoff benefits for the employees.
This encourages the employees as
they work, hence expected to give the best in production as they work. By doing
all this, some of the challenges that the Human Resource Management department in the two countries.
Challenges that
may be faced by managers in Qatar
Management in these Middle Eastern
countries, that is Qatar, would be challenging. This is because they face many
challenges in the process of management. Management is a very essential and
crucial aspect of the country and in any organization (Sims, 2007). This is
because it is the one that makes decisions that affect the organization and it
has the final say. For this reason, there is the reason to have a good
management, however the many challenges that may be faced by the manager and
his team. Some of these challenges that can be faced by the manager are listed
below.
Attracting and retaining employees
in the industries is a major challenge. This is because, the manager has to
come up with new and unique policies that will be attractive to the employees
and make sure that they remain in the organization (Sims, 2007). This involves
the use and application of incentives for the employees so that they work under
favorable conditions. The success of employees means the success of the
organization in general.
Another challenge that is likely to
be faced by the manager in Qatar is the lack of enough funds that are required
in the running of the organization. Qatar as it is well known, does not have a
stable economy, hence funds that may be required in doing several things by the
organization (Drucker, 2007).
The presence of wars and
instability in the country would pose a great challenge to the manger. This
country has had a record of political instability in the recent past, hence a
manager who would be posted to work in this area, would have that challenge (Sharma,
2009). The manager cannot experience peace in his stay in the country; hence
the chances of succeeding in his managerial work are very minimal.
The other challenge that the
manager could face in Qatar is that of organizing the departments in the
organization so that they function properly and accurately, to ensure success
in the organization. Developing a good relationship among all the departments
in the organization is another challenge in the manager (Sims, 2007). Establishing
the relationship between all the departments and the management is a major
challenge faced by the managers.
Since the country has not yet in
the present established many relationships with many other countries, the
manager would be faced with the challenge of establishing these relationships.
This is to ensure that the country relates with other countries so that it
shares ideas with them (Sims, 2007). By doing this, it will ensure that they
get views from not only inside the country but also from the other countries,
to broaden its views.
References
References
Bronstein’s. (1995). Human resource management in
Western Europe. Walter de Griyter
DebrahA.Y, Budhwar.S.P. (2004). Human resource
management in developing countries. Rout ledge
Drucker.F.P. (2007). Management challenges for
the 21st century. Butterworth-Heinemann
Institute of personnel and development. (2009). People
management. Personnel publications
Matthewman.J. (2011). The rise of the global
nomad and future growth. Kogan Page Publishers
Motivate Pub. (2010). Gulf business: Motivate
pub, 2008
Organization for economic co-operation and
development. (2010). Progress in public management in the Middle East and North
Africa: OECD Publishing
Oxford business group.(2007). The report: Abu Dhabi:
Oxford business group
Pour.K.M.(2006). Emerging trends and challenges
in management: Idea group Inc
Randhawa.G. (2007). Human resource management:
Atlantic publishers & Dist
Sharma.K.S. (2009). Handbook of HRM practices:
Global India Publications
Sims.R.R. (2007). Human resource management:
IAP
United states, congress house.(2004). Committee on
foreign investment in Middle East: DIANE Publishing
University of Michigan. (2008). Pakistan &
Gulf economists, volume 27: S. Akhtar Ali, for and on behalf of Economists
publications
Zanko.M. (2003). The handbook of human resource
management policies and practices: Edward Elgar Publishing
