New to HR Research in Abu Dhabi: Can You Suggest Relevant Topics for My MBA?

Hi, I am a new member based in Abu Dhabi. I am planning on doing my research in HR, which is part of my MBA. I would very much appreciate if any one of you could suggest a topic more relevant to Abu Dhabi that I can proceed with.

Regards,
Suneeta

Hi Suneeta,

Welcome to the Forum. I can suggest a few topics. Let's see what you choose from them:

1. Nationalization in the UAE
2. Employee Relations
3. Personnel Management and Human Resource Management, differentiating the gap in the UAE
4. Performance Measurement/Management

Cheers,
Sajid

Thank you very much for your prompt response, Sajid. Regarding the topics that you suggested:

- Nationalization in UAE: What would be the scope of such research? Would it be easy to get information?
- Employee relations: What does this mean?
- I did not quite understand what topic 3 meant. Did you mean that there are efforts taken by firms to reduce the gap between personnel management and HRM, and maybe I could investigate its success?

I was wondering if I could do something on employee retention strategies used by firms and their effectiveness. I do not know if it is a broad topic and an area where I could get information from Abu Dhabi companies. Any suggestions are always welcome as I do not have much experience in this field.

Regards,
Suneeta

Hi Suneeta,

I apologize for responding a little late.

Nationalization in UAE: What would be the scope of such research? Would it be easy to get information? This is a very interesting topic in HRM studies, but it depends on the institution where you are pursuing your master's degree. Educational institutions always appreciate work aligned with the demographics of the region.

Employee Relations: What does this mean? There are several topics integrated under this header, mainly highlighting the work conditions of employees (prevailing and should-have-been's) along with employers' responsibilities and commitments towards employees.

I did not quite understand what topic 3 meant. Did you mean that there are efforts taken by firms to reduce the gap between personnel management and HRM, and maybe I could investigate its success?

If you are studying in the UAE and preparing your thesis for an institution based there, I am sure your work will benefit many people. Even now, many companies (individuals) continue to consider Personnel Management as Human Resource Management. Your work in this subject can elaborate on HRM activities.

These are all subjective topics in general. The topic you chose - employee retention strategies used by firms and their effectiveness...

No doubt the topic is good and interesting. However, in the current scenario of the global crisis, which has dealt a severe blow to one of the pillars in a business entity - the Human Resources, I am afraid there would be few companies who would entertain you to provide inputs on retention as they are busy planning retrenchments.

Stay in touch.

Regards,
Sajid Rasheed

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Thank you very much for your prompt response, Sajid. Regarding the topics that you suggested:

Nationalization in UAE: What would be the scope of such research? Would it be easy to get information?

Employee relations: What would this mean?

I did not quite understand what topic 3 meant. Did you mean that there are efforts taken by firms to reduce the gap between personnel management and HRM, and maybe I could investigate its success?

I was wondering if I could do something on employee retention strategies used by firms and their effectiveness. I do not know if it is a wide topic and an area where I could get information from Abu Dhabi companies?

Any suggestions are always welcome as I do not have much experience in this field.

Regards,
Suneeta

Dear Sajid,

Thank you very much for the detailed response. I very much appreciate it.

I had done my masters in Economics from Kerala University and was working in a British School for the past 15 years teaching Economics and Business Studies. Since I felt that my first job need not be my best job, I decided on a career move and towards that, I enrolled for an online MBA from the University of Wales. I did two residential courses at the Technopark in Zurich, which were mandatory, and have just completed all my taught modules. With the Thesis submission, my MBA would be over. That's pretty much about my career and my academic life.

As you pointed out rightly, at this phase of the business cycle, "Retention" would be a very sensitive topic and firms would not reveal much information. However, is it possible to think of retention strategies before and during the recession?

What are the retention strategies used by firms for nationals, of course, they are weatherproof.

Let's say I take Nationalisation in the UAE, what do you think I can research on? Effectiveness of the programs hitherto used or how to speed up nationalisation?

How do you think I can elaborate on the difference between personnel management and human resource management?

Regards, Suneeta

Dear Suneeta,

Welcome to CHR community!! Sajid is right!! Retention strategies before and during the recession may not work well in this region. I doubt whether there are any retention strategies at all in UAE. About 90% of the expat population is here for the saving potential - in other words for the big M factor!! Retention is valid only when the demand for a skill is high and the supply is low. Availability of skill is not an issue here since today if I work for AED 20,000/ and leave the organization, there may always be somebody substituting even for AED 15,000/- from another country. Retention would have become a major factor IF the boom had continued. But now??

Nationalization is a very interesting issue which is relevant to this region.

All the best. Geetha

Dear Geetha,

Thank you very much for the suggestion. If I work on Nationalization, what do you think will be the areas that I can study, and do you think it will be easy to get information?

Regards,
Suneeta

Wow, friends, I think I missed an active communication. Suneeta, welcome to the club. First of all, let me congratulate you for continuing your education. Kindly continue the discussion here and keep us updated so that at any point you need any assistance, we are here in this small www world.

All the best.

Ramesh Menon

Hi Suneeta,

In Nationalisation, the possible areas are:
i) objectives of nationalisation - its effectiveness
ii) necessity of nationalisation - is it necessary?
iii) effectiveness of nationalisation - is it working?
iv) work culture before and after nationalisation
v) image of Emiratis after nationalisation program has been introduced
vi) change in approach to education after formal nationalisation program
vii) recruitment methods for nationals - their effectiveness

These are some broad indicators of the topic. I don't know how easy or difficult it will be to get the information. Probably Bruncha may be of help to you in this.

Hope this helps.

Warm Regards,
Geetha

Sajid, I have received a strict "no CVs" from my contacts all over. Jokes apart, there is nothing worth posting anywhere. Will be back with some positive news in the coming days.

Dear Geetha,

Thank you for all the pointers, leads, and most importantly, the support you provide, which I greatly appreciate.

"Availability of skill is not an issue here since today if I work for AED 20,000/ and leave the organization, there may always be somebody substituting even for AED 15,000/- from another country."

Commenting on your previous post regarding employee retention, what about the skills, knowledge, expertise, or so-called intangibles that employees take away when they leave the organizations? Aren't those things important in this part of the world? Are employees retrenched purely on monetary grounds, or is it because they do not create any value for the organization? I was just thinking in terms of the value proposition.

Regards,
Suneeta

Hi Suneeta,

Yes, when the employees leave, they do take with them the knowledge, skills, and experience. But they are not irreplaceable!!! Aren't these things important in this part of the world? My opinion from my observations - I do not have data to substantiate this - No, they don't seem to be!! (Friends, please do give in your opinion too!!) I am not sure whether VALUE is attached to people here!! People here do their job and earn money... if one leaves, a replacement is found... that's it!! I sound cynical??!! :) This is from the point of view of observations in Dubai only. I don't know how the O&G sector works in Abu Dhabi. My previous comment was not in the context of retrenchment.

Regards,
Geetha

Hi Suneeta,

Yes, when employees leave, they do take with them the knowledge, skills, and experience. But, they are not irreplaceable! Aren't these things important in this part of the world?

My opinion, from my observations - I do not have data to substantiate this - No, they don't seem to be!! (Friends, please do give your opinion too!)

I am not sure whether value is attached to people here. People here do their job and earn money... if one leaves, a replacement is found, that's it!

I sound cynical?! :) This is from the point of view of observations in Dubai only. I don't know how the O&G sector works in Abu Dhabi.

My previous comment was not in the context of retrenchment.

Regards,
Geetha

I concur with Geetha. I have not seen orientation towards value and objectivities in terms of business goals and project materialization in many cases. As the head rolls, the total view gets changed, and I have seen many times the project taking an entirely different course. A problem I have seen here is also about the exact replacement not being available to continue the vision of the departing staff and/or the lack of understanding or not substantial history being passed on due to lack of time or purpose. It is complex. In simple, not sarcastic, but value has a little role.

Regards,
Ramesh Menon