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
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From United Arab Emirates, Dubai
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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—and others can follow? Since when are you working in the UAE?
Regards, TS
From India, Hyderabad
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1650Regards, TS
From India, Hyderabad
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I agree with Satheesh; please do blog your perspectives and experiences. This would allow those who have worked there to contribute to the collective understanding. In the meantime, I would like to refer you to Hussain and Skhadir. Hussain is working in Kuwait, and Skhadir is 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
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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
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Dear Mr. Edwin, HR processes in the Middle East are different when compared with the Indian process, but still, India is the best place to work.
1. Since we draw a tax-free salary, except for gratuity and paid vacation, we don't have PF, ESI, and LIC options.
2. The probation period is 3-6 months for staff and 1 year for workers, varying from organization to organization.
3. Recruitment process - Internal references are valued here, but there is no difference between a horse and a donkey here.
4. Leave - No CL and ML.
5. Unlike India, holidays are limited, as per country law.
6. Workload sometimes is more and vice versa. Hence, employees spend maximum time at the workplace/site as there is no family to spend time with after business/working hours.
7. There are clashes between communities like Malayalees and Tamilians. Partiality due to this is destroying the organizational culture.
8. The performance appraisal system is not up to the mark, therefore not very effective. Very few companies are master payers, and the rest love to extract work from employees only.
9. Safety processes at all locations are given the highest priority here.
10. No succession planning.
11. Employee skill development programs are found in very few organizations here. Only those companies that pay employees well and receive quality work in return are able to progress.
12. Employee growth ratio is very slow. Salary, when compared with Indian pay standards, is okay.
13. Company policies in favor of employees are not well defined, but companies aim to achieve growth beyond 100%.
If you need any other information, please let me know.
From India, Chennai
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1. Since we draw a tax-free salary, except for gratuity and paid vacation, we don't have PF, ESI, and LIC options.
2. The probation period is 3-6 months for staff and 1 year for workers, varying from organization to organization.
3. Recruitment process - Internal references are valued here, but there is no difference between a horse and a donkey here.
4. Leave - No CL and ML.
5. Unlike India, holidays are limited, as per country law.
6. Workload sometimes is more and vice versa. Hence, employees spend maximum time at the workplace/site as there is no family to spend time with after business/working hours.
7. There are clashes between communities like Malayalees and Tamilians. Partiality due to this is destroying the organizational culture.
8. The performance appraisal system is not up to the mark, therefore not very effective. Very few companies are master payers, and the rest love to extract work from employees only.
9. Safety processes at all locations are given the highest priority here.
10. No succession planning.
11. Employee skill development programs are found in very few organizations here. Only those companies that pay employees well and receive quality work in return are able to progress.
12. Employee growth ratio is very slow. Salary, when compared with Indian pay standards, is okay.
13. Company policies in favor of employees are not well defined, but companies aim to achieve growth beyond 100%.
If you need any other information, please let me know.
From India, Chennai
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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
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From India, Hyderabad
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Dear Readers,
Most of the points put forward by Mr. Shaik are correct, and I agree with the HR scenario in the Middle East. However, I would like to share my opinions as well.
Major Industries:
• Oil and Gas
• Trading (FMCG, Automobiles, Durables)
• Retail
• Shipping & Logistics
Recruitment: There is a priority listing for considering the selection of candidates in the following fashion:
The government wants private employers to prioritize the 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 a lack of friendly communication. A lot of groupism and favoritism are practiced in companies across cultures.
Motivation: It's mostly monetary. There is a lack of appreciation and recognition in terms of awards, promotions, or fame.
Attrition: It's lower, and the workforce is more stable as employees don't leave companies as frequently as in India. This is due to several reasons, which are:
• Employees are hired on contractual agreements with stipulated time.
• Lengthy and tiring procedures of transferring visas from one employer to another.
• Employees' passports are in possession of the employers (mostly in unskilled labor jobs category).
• The cost of being unemployed in these countries is very high.
Future Prospects of Growth: It's very minimal unless a person is super qualified and possesses impressive certifications, mainly from the US or UK. Otherwise, a person works in the same positions for 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
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Most of the points put forward by Mr. Shaik are correct, and I agree with the HR scenario in the Middle East. However, I would like to share my opinions as well.
Major Industries:
• Oil and Gas
• Trading (FMCG, Automobiles, Durables)
• Retail
• Shipping & Logistics
Recruitment: There is a priority listing for considering the selection of candidates in the following fashion:
The government wants private employers to prioritize the 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 a lack of friendly communication. A lot of groupism and favoritism are practiced in companies across cultures.
Motivation: It's mostly monetary. There is a lack of appreciation and recognition in terms of awards, promotions, or fame.
Attrition: It's lower, and the workforce is more stable as employees don't leave companies as frequently as in India. This is due to several reasons, which are:
• Employees are hired on contractual agreements with stipulated time.
• Lengthy and tiring procedures of transferring visas from one employer to another.
• Employees' passports are in possession of the employers (mostly in unskilled labor jobs category).
• The cost of being unemployed in these countries is very high.
Future Prospects of Growth: It's very minimal unless a person is super qualified and possesses impressive certifications, mainly from the US or UK. Otherwise, a person works in the same positions for 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
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Wonderful knowledge sharing! Appreciate your effort. I have a few questions regarding this. How does the HR Scorecard work here? How do they manage cost-effectiveness in HR? How do they strategize the annual HR Budget?
Thanking you in anticipation.
Regards,
From India, Mumbai
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Thanking you in anticipation.
Regards,
From India, Mumbai
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Suggestions for Mr. Edwin
In addition to my earlier post, I am amending these points for your review.
- Please study 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 to why I had requested you to study all those factors.
- Understand your roles and responsibilities as defined by your superiors.
- If you have the power to make decisions, do support employees out of your way. Please always remember... If you develop your employee, he will develop your organization.
- Get updated about visa processing.
Last but not least, this is a fact: "If you happen to work with the best employer or broad-minded, mature professionals at top/senior level management, then you can do wonders because they will listen to you. This is the turning point of your role as an HR manager. Otherwise, you can keep singing songs to pass your time and receive your salary at the end of the month."
Most companies recruit employees through agents across the globe. Some employers recruit free of charge, and the rest charge the applicant (employee), where he pays a nominal or high fee towards recruitment charges, which cover his visa charges and flight fare or visa charges or flight fare alone. Most companies recover visa charges from their employees' salaries, which is a hidden cost. HR budgeting is practiced by a few organizations, as many organizations are making money from the employee recruitment process.
Regarding the HR scorecard, it's just a formality where increments are predefined. Maybe very few get more than a 25% hike. Only those companies give preference to the HR scorecard where highly qualified, experienced professionals are employed for dedicated projects because such people demand in return for the services offered. Everything is charged from the client, and this is how they manage cost-effectiveness in HR. Most professionals are just earning their bread and butter as it is written in their fate. Cut-throat competition is making everyone compromise unless domain-specific professionals (rarely available) are hired for specific jobs.
Good luck.
With profound regards,
Nabomita
From India, Chennai
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In addition to my earlier post, I am amending these points for your review.
- Please study 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 to why I had requested you to study all those factors.
- Understand your roles and responsibilities as defined by your superiors.
- If you have the power to make decisions, do support employees out of your way. Please always remember... If you develop your employee, he will develop your organization.
- Get updated about visa processing.
Last but not least, this is a fact: "If you happen to work with the best employer or broad-minded, mature professionals at top/senior level management, then you can do wonders because they will listen to you. This is the turning point of your role as an HR manager. Otherwise, you can keep singing songs to pass your time and receive your salary at the end of the month."
Most companies recruit employees through agents across the globe. Some employers recruit free of charge, and the rest charge the applicant (employee), where he pays a nominal or high fee towards recruitment charges, which cover his visa charges and flight fare or visa charges or flight fare alone. Most companies recover visa charges from their employees' salaries, which is a hidden cost. HR budgeting is practiced by a few organizations, as many organizations are making money from the employee recruitment process.
Regarding the HR scorecard, it's just a formality where increments are predefined. Maybe very few get more than a 25% hike. Only those companies give preference to the HR scorecard where highly qualified, experienced professionals are employed for dedicated projects because such people demand in return for the services offered. Everything is charged from the client, and this is how they manage cost-effectiveness in HR. Most professionals are just earning their bread and butter as it is written in their fate. Cut-throat competition is making everyone compromise unless domain-specific professionals (rarely available) are hired for specific jobs.
Good luck.
With profound regards,
Nabomita
From India, Chennai
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Dear Khadir,
Your contribution helped us learn about HR practices from that part of the world. Academics teach us about the plan of action, i.e., "what to do." "What not to do" can come only with experience. On top of that, experts like you, who have spent so much of your time there, help us learn "what should be done."
Regards,
(Cite Contribution)
From India, Mumbai
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Your contribution helped us learn about HR practices from that part of the world. Academics teach us about the plan of action, i.e., "what to do." "What not to do" can come only with experience. On top of that, experts like you, who have spent so much of your time there, help us learn "what should be done."
Regards,
(Cite Contribution)
From India, Mumbai
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Hi Hussain, thank you for your valuable time and your inputs. I have registered on all the sites as you mentioned, and I am learning UAE labor law as well. I hope I get one soon. Again, millions of thanks.
"Let success be your way."
Regards,
Saranya
From United Arab Emirates, Sharjah
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"Let success be your way."
Regards,
Saranya
From United Arab Emirates, Sharjah
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Hi All, I have read your comments. I am an HR professional working for a risk management company in Mumbai. I would like to know about the UAE Labour laws as we have employees with UAE work permits and are considering transferring them there. Please provide me with details regarding salaries/wages (minimum salary), salary structures, legal requirements, etc.
I would appreciate it if you could share your contact details so that we can coordinate effectively.
Thanks & Regards,
Diana Pereira
From India, Mumbai
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I would appreciate it if you could share your contact details so that we can coordinate effectively.
Thanks & Regards,
Diana Pereira
From India, Mumbai
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Excellent! I really like the way you explained the scenario in the UAE. I know I am too late to reply to this as I have been working here in the UAE for the past few months only. The points you have explained are very true. The only thing I would like to say is, "Be positive, try your best, and when your best is not good enough, leave it in the hands of God."
All the best to the readers!
Regards,
Lakshmi Ganapathy
From United Arab Emirates, Dubai
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All the best to the readers!
Regards,
Lakshmi Ganapathy
From United Arab Emirates, Dubai
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