Skhadir
Strategic Business Management Includes Revenue
Archnahr
Consultant, Writer And Trainer
Hussain Zulfikar
Hris Implementation, Payroll, Recruitment,
Cite Contribution
Community Manager
Tajsateesh
Recruitment/talent Acquisition, Career Counselling
Diana Pereira
Hr Generalist
R_saranya
Recruitment
Agrawal Reena
Was Working With Reliance Coomunication ,orissa
+3 Others

Cite.Co is a repository of information and resources created by industry seniors and experts sharing their real world insights. Join Network
Dear Mates, i’m working as a HR Manager in Abu Dhabi UAE... i would like to hear your feedbacks/ experiences as a HR or about HR industry in UAE regards edwin
From United Arab Emirates, Dubai
Hello Edwin,
Maybe it's YOU who is in a better position to give the feedback/experiences since you are working there?
Or at least make the start--& others can follow?
Since when are you working in UAE?
Rgds,
TS

From India, Hyderabad
Dear Edwin,
I agree with Satheesh, please do blog your perspectives and experience . This would allow the ones who have worked there to add on to the collective understanding.
In the mean time , I would refer to Hussain and Skhadir . Hussain is working in Kuwait and Skhadir in Doha.
Hussain's profile: Profile Page <link updated to site home> ( Search On Cite | Search On Google )
Skhadir's profile : Profile Page <link updated to site home> ( Search On Cite | Search On Google )
Looking forward to your reply.
Regards,
(Cite Contribution)

From India, Mumbai
Dear Mr. Edwin,
HR PROCESS in MIDDLE EAST is different when compared with INDIAN PROCESS. But still INDIA is the BEST PLACE to work.

1) Since we draw TAX FREE SALARY, except gratuity and paid vacation, we don't have PF, ESI & LIC options.
2) PROBATION PERIOD is 3 - 6 MONTHS for STAFF & 1year for WORKERS. Varies to orgnisation to organisation
3) RECRUITMENT PROCESS - INTERNAL REFERENCES are valued here but there is NO DIFFERENCE BETWEEN HORSE & DONKEY here
4) LEAVE - NO CL & ML
5) Unlike India, HOLIDAYS are LIMITED, which is as per COUNTRY LAW.
6) WORKLOAD sometimes is more and vice versa. Henceforth, Employee spends MAXIMUM TIME at workplace/site as there is no family to spend time after BUSINESS/WORKING HOURS.
7) There are clashes between communities like MALAYALEES & TAMILIANS. Because of this, partiality is destroying the ORGANISATION CULTURE.
8) PERFORMANCE APPRAISAL SYSTEM NOT UP TO THE MARK. Therefore, its not that effective. Very few companies are MASTER PAYERS and rest love to extract work from employees only
9) SAFETY PROCESS @ all LOCATIONS is given HIGHEST PRIORITY here.
10) NO SUCCESSION PLANNING
11) EMPLOYEE SKILL DEVELOPMENT PROGRAMS are found in very few organisation here. Only those companies are able to progress because EMPLOYEE IS PAID WELL AND IN RETURN HE IS PAYING BACK TO HIS EMPLOYER.
12) EMPLOYEE GROWTH RATIO IS VERY VERY VERY SLOW. SALARY when compared with INDIAN PAY STANDARDS, is OK.
13) COMPANY POLICIES in favour of employees are not well defined. But companies wish to achieve growth beyond 100%.

If you need any other information please let me know.

From India, Chennai
Hello Edwin, Hope Khadir’s inputs help you. Looks like there are PROs & CONs for every country — it all depends on which of the shore we are. Why not share your experiences too? Rgds, TS
From India, Hyderabad
Dear Readers

Most of the points put forward by Mr. Shaik are correct and I agree with the HR Scenario in Middle East. However I would like to share my opinions also.

Major Industries:

• Oil and Gas

• Trading (FMCG, Automobiles, Durables)

• Retail

• Shipping & Logistics

Recruitment: There is a priority listing for considering the selection of the candidates in the below mentioned fashion

Government wants private employers to prioritize selection of candidates in this fashion:

• Local Nationals

• GCC Nationals

• MENA (Middle East & North Africa) Nationals

• Americas / Europe Nationals

• Asians

Employee Engagement: There are no serious efforts taken by employers in active employee engagement, Mostly the work culture is about coming to work and going back, as many diverse nationalities work together, there is lack of friendly communication. Lot of groupism and favoritism is practiced in the companies across cultures.

Motivation: Its mostly monetary, lack of appreciation and recognition in terms of awards, promotions or fame is very less.

Attrition: It’s lesser and workforce is more stable as employees don’t leave companies as frequently as in India. Due to several reasons which are:

• Employees are hired on contractual agreements with stipulated time.

• Lengthy and tiring procedures of transferring visa from one employer to another.

• Employee’s Passports are in possession of the employers (mostly in unskilled labor jobs category)

• Cost of being unemployed in this countries are very high.

Future Prospects of Growth: It’s very minimal until unless a person is super qualified and possess impressive certifications majorly from US or UK. Otherwise, a person works on the same positions for years and years.

Major reasons why people are attracted to seek employment in gulf countries are:

• High pay scales (for any level or category of jobs)

• Relaxed Lifestyles

• Less or No Taxation on Salaries / Income

• Low crime rates (at street level)

• Pull factor ( Friends and Families)

Best Wishes

Hussain

From Kuwait, Salmiya
Greetings,
Wonderful knowledge sharing! Appreciate your effort. I have few questions towards this. How does the HR Scorecard works here? How do they manage the cost effectiveness in HR ? How do they strategise the annual HR Budget ?
Thanking you in anticipation.
Regards,
(Cite Contribution)

From India, Mumbai
Hey Hussain and Khadir.
Really like the way you guys explain things to the members of the forum, the kind of efforts you guys have shown in each post i have read of yours is highly appreciated.
The maturity and professionalism with which the replies are drafted is commendable.
Here in this case also the way you have replied to the query is very nice..and quite detailed.
Good work...
Keep up the good work....
Regards,
Archna

From India, Delhi
This is my suggestion to Mr. Edwin.
In addition to my earlier post, i am amending these points for your review.

a) Please study about your ORGANIZATION(Trade, small/medium/large, turnover, HR Policies, employee category-staff & workers) and UAE LABOUR LAW before you put your best foot forward. There is a huge logic as why i had requested you to study all those factors.
b) Understand your roles and responsibilities as defined by your superiors.
c) If you were given powers take decisions, do support employees out of your way. Please remember always...IF YOU DEVELOP YOUR EMPLOYEE, HE WILL DEVELOP YOUR ORGANIZATION.
d) Get yourself updated about VISA PROCESSING.

Last but not the least. This is the fact.
"IF YOU HAPPEN TO WORK WITH BEST EMPLOYER OR BROAD MINDED, MATURED PROFESSIONALS @ TOP/SENIOR LEVEL MANAGEMENT then you can do WONDERS because they will listen to you ...this is TURNING POINT OF YOUR ROLE AS HR MANAGER else you can keep singing songs to pass your time and receive your salary at the end of the month"

NABOMITA
----------
1) Most of the Companies recruit employees through AGENTS across the globe. Some employers recruits free of charge and the rest charge applicant(Employee) where he pays a nominal or high fee towards RECRUITMENT CHARGES which covers his VISA CHARGES and FLIGHT FARE or VISA CHARGES or FLIGHT FARE alone.
2) Most of the company recovers VISA CHARGES from their EMPLOYEE SALARIES which is a HIDDEN COST.
3) HR BUDGET is practiced by few organisations as many organisations are making money from EMPLOYEE RECRUITMENT PROCESS

Regarding HR SCORE CARD its just a FORMALITY where increments are predefined. May be very few got more than 25% hike. Only those companies are giving preference to HR SCORE CARD where HIGHLY QUALIFIED, EXPERIENCED PROFESSIONALS are employed for DEDICATED PROJECTS because such people DEMAND IN RETURN FOR THE SERVICES OFFERED.

Everything is charged from client and this how they are managing COST EFFECTIVENESS in HR. Most of the professionals are just earning their BREAD AND BUTTER as it is written in their fate.

CUT THROAT COMPETITION IS MAKING EVERYONE TO COMPROMISE UNLESS DOMAIN SPECIFIC PROFESSIONALS(rarely available) ARE HIRED FOR SPECIFIC JOBS

Good Luck.

With profound regards

From India, Chennai

Attached Files
File Type: pdf UAE Labour Law.pdf (252.1 KB, 449 views)

Dear Mr. Archana & Ms. (Cite Contribution),
I really appreciate the way you had motivated and boosted our morale. Its a kind of attitude which every one should possess.

Please do think positively as we need humour, empathy in our life to keep going further. Please don't get offended or please don't mistake me as i am just trying to prove that even if we praise/motivate/coach a FOOL(donkey) he will consider himself a WISE(HORSE). We have to do it because we need to get things done with ease else we cant achieve our goals or company's objectives and more......GET THE BEST OUT THE WORST...

What i had notice is that............WHOEVER HAD WORKED IN GCC HAS TRANSFORMED HIMSELF FROM A ORDINARY BEING TO EXTRA-ORDINARY BEING(PROFESSIONAL) as one has acquired knowledge and practiced procedures(systematic approach, paper work etc) which we are bound to follow.

Over all, everyone is offering their services to earn their bread and butter.....which is better than doing nothing by wasting our time....

Kindly forgive me if was wrong........cheer up guys.....

With profound regards

From India, Chennai

This discussion thread is closed. If you want to continue this discussion or have a follow up question, please post it on the network.
Add the url of this thread if you want to cite this discussion.






About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2020 Cite.Co™