HUMAN

RESOURCES & INTERNATIONAL

DIPLOMA

ADMINISTRATION
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MANAGEMENT

ASSESSMENT
40%- Exam
30%-Quiz & Project
20%-CLASS PARTICIPATION
& PRESENTATION
5%- Behaviour
5%-attendance
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Where and When was the Human
Resource began?
Europe
The human resources field began to take shape in 18th century
Europe. It built on a simple idea by Robert Owen (1771-1858)
and Charles Babbage (1791-1871) during the industrial
revolution. These men concluded that people were crucial to the
success of an organization.
1901
Most believe that the first human resources department was
established by The National Cash Register Company in 1901
following several strikes and employee lockouts. Although it was
referred to then as “Personnel Administration,” the new
department's role, as established by NCR leader John H
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Human Resource Management (HRM)

It’s the process of employing people, training them,

compensating them, developing policies relating to them, and
developing strategies to retain them. As a field, HRM has
undergone many changes over the last twenty years, giving it an
even more important role in today’s organizations. In the past, HRM
meant processing payroll, sending birthday gifts to employees,
arranging company outings, and making sure forms were filled out
correctly—in other words, more of an administrative role rather than
a strategic role crucial to “the success of the organization. Jack Welch,
former CEO of General Electric and Management Guru, sums up the new
role of HRM: “Get out of the parties, birthdays and enrolment forms.
Remember, HR is important in good times, HR is defined in hard times.”
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HR FUNCTIONS

• STAFFING/EMPLOYMENT
• PERFORMANCE EVALUATION
• COMPENSATION and BENEFITS
• TRAINING and DEVELOPMENT
• EMPLOYEE RELATION
• HEALTH , SAFETY and SECURITY
• HR RESEARCH
• STRATEGIC ALIGNMENT
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STAFFING /EMPLOYMENT
• the function of employee recruitment, screening, and
selection performed within a business to fill job openings.
This corresponds to directing in management because
staffing is a leadership function.
• Recruiting is a process of figuring out where your
potential employees are and encouraging them to
apply

1. Creating Job Post

Job posting should read like an advertisement and not a job description
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Job Advertisement Tips

❑ Use language that matches your culture ❑ Include link about your company &
your team ❑ Provide list of minimum requirements to attract candidates

Recruitment Tips
❑ Be creative ❑ Seek out candidates instead of posting on job boards ❑
post ads where your candidates are ❑Go for job fairs ❑Be strategic
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2. INTERVIEW
Interview is a crucial part of the hiring
process, so preparing for that very important
step is even more important. Lack of
preparation can lead to a bad hire, and bad
hires cost the organization in time and
money.
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INTERVIEW
Finding the right person can really make a big
difference in the success of your company.

Questions Before: Hypothetical question (how do

you handle stress?)
Now: Behavior-based question (tell me about a
time you were under a lot of stress at work.

What was the situation?

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Tips of writing a Questions
❑ Ask question on requirements for
success
❑ Start the question ‘tell me about the
time…’
❑ Determine the ‘critical factor’ for the
position
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In-person Interview Options

❑ Conduct individual meeting

❑ Hold group session
❑ Meet with a panel
❑Observe candidate
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Non-Verbal Communication

Posture Clothing Gesture

Eye contact Paralinguistic:
tone,
volume,
Pace
pitch
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Tips for Effective Interview

❑ Make interview a comfortable experience (sit next to

each other)
❑ Make eye contact and use open body language
❑ Have a friendly conversation
❑ Ask behavior-based questions
❑ Don’t give false hope and not overdo promises
❑ Respect candidate’s time
❑ Avoid discrimination
‘ diverse workforce brings a wealth of benefit to your
organization’
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Onboarding New Hires

❑ List of next steps to know the next process

❑ Send the offer letter (job tittle – salary –
benefits - vacation)
❑ Headline for written acceptance
❑ Send new hire packet (welcome letter –
confidentiality & agreement - Values & code of
conduct - Corporate policy handbook - Forms
& brochure
❑ Involve everyone in the onboarding process
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Recruitment of Nationals

Tawteen (Emiratis)

Dismissal of Nationals
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Recruitment of Nationals
1.General duty
2.Imposition of quotas: banking,
insurance, retail
3.Reserved roles: HR, PROs, compliance
4. Construction sector update
5.Emiratis in data processing position
6. Tawteen (Emiratisation)
7. Government subsidies
8.Penalties/employer classification
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Recruitment of Nationals
1.General Duty – work is a right of UAE nationals
2.Imposition of quotas: Insurance (5%), banking
(4%) and commercial entities employing 50 or
more workers (2%)
3.Reserved roles: PROs (if 100+ staff), HR
Manager, Secretary
4.Construction companies (500+ staff) – Emirati
Health and Safety Officer
5.Employers with 1000+ staff – 2 Emirati data
entry clerks
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Summary of new Tawteen Program
Introduced 7 December 2016
250 companies part of the Tawteen Program
Aim: to enhance participation of Emiratis in the private sector
4 elements to the program
Communication strategy and labour market policies
MHRE support
Jobseekers
Tawteen Partners / Tawteen Partners’ Club
UAE nationals meeting certain criteria may register in Tawteen Gate
Companies selected must formally advertise any new roles through the
portal and consider suitable UAE nationals prior to offering the position to
non-UAE nationals
Failure to comply (or meet Emiratisation quota generally) may result in a
block on new visa and work permits
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Tawteen – Recruitment Process

1.Advertise role via system

2. If system confirms no suitable Emirati job seekers, role
can be offered to non-nationals in the usual way
3. If system identifies suitable Emirati job seekers, they will
have period of time to register interest for role
4. Standard form CV will be available – employer can
either reject applicants or invite for interview
5. No obligation to offer role – but must provide feedback
6. When applicant offered role but rejects offer – they must
provide feedback as to why and, in some circumstances,
written confirmation as to why they rejected to role will be
required
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Dismissal of UAE nationals
Dismissal only with permission
A ministry of Labour Resolution prohibits dismissal of UAE nationals
without prior Ministerial permission
Permission must be sought 30 days prior to the proposed
termination
The Ministry of Labour will refuse permission where:
Dismissal is for any reason other than one of the specified gross
misconduct reasons under Article 120.
In this regard: It is often very difficult to persuade a court that
an employee has been lawfully dismissed under Article 120
This is even more difficult where the employee being dismissed in
a UAE national, and a greater evidently burden applies.
Where a non-national is undertaking the same role
Employment dues unpaid
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Dismissal of UAE nationals
On receipt of an application, the Ministry of Labour must:
Investigate whether the proposed dismissal is for a legally valid
reason
Notify the employer of its decision within 15 days and, if
necessary, give the employer the opportunity to resolve the
situation
The process similar to normal labour complaints
Employee likely to be invited to attend a meeting with the
employer and be given an opportunity to comment on
proposed termination
Where no resolution is reached, the matter will be referred to
the Labour Court
Pending a court ruling, the Ministry of Labour may not issue
labour card
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Employment of Children
• Shall not under- age of 15
Need the following documents
1.Birth certificate
2. Medical Certificate ( if fit to work)
3.Letter of consent from the guardian
4.Not allowed to work between 8 pm – 6 am
5. Should not work to any hazard and or can affect
the health
6.Minimum work of 6 days with a day off then breaks
and not to work 4 successive hours
>No overtime
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Employment of Women
Not allowed to work at night from 10 pm – 7 am

Can work in following circumstances

1. Where work is disrupted by force majeure

2. Executive managerial or technical staff
3. Work in health service and other business as
per the MHRE
>Not allowed to work in hazard and can cause
damage to physical and mental
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Recruitment of Non –
Nationals
>Work permit and Residency
visa application process
>Business visas and other visas
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Before the employee arrives in the UAE:
First approval
Offer letter
Entry permit
Employment visa
Blood test
Bank Guarantee
Employment Contract
Labour Card (CEC Card)
Renewal
Dependents & Minimum earning requirements
recruitment of Non – Nationals
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• SAMPLE OF LABOR OFFER LETTER code will start ST
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• SAMPLE LABOR CONTRACT code will start MB
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SAMPLE OF LABOR OFFER LETTER (OLD)

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SAMPLE OF LABOR CONTRACT (OLD)

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SAMPLE OF LABOR CARD

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Business Visa and other Visas
50 nationalities: visa on arrival
Mission visa
Business visa
Visit visa
Work permit and residency visa
Sponsoring dependents
Dependents working and work permits
Work permit for minors, part time employees, to
work for two employers
Ministerial Resolution No. 713 of 2016 – Training
permits for students and trainees (12-18 years)
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Employee Performance

Performance
Management Process
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RECRUITMENT
A.JOB ANALYSIS- refers to a systematic process of
collecting all information about a specific job, including
skill requirements, roles, responsibilities and processes in
order to create a valid job description. Job analysis also
gives an overview of the physical, emotional & related
human qualities required to execute the job successfully
-helps the employer in recruitment and selection,
performance management, choosing compensation
and benefits, etc.
-helps the employees to have a clear picture of what is
actually required of them.
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RECRUITMENT
B.JOB DESCRIPTION- is a document that
indicates what the job covers, that is, the functions,
responsibilities, duties, powers and officers, attached to
the job.

C.JOB SPECIFICATION- a statement about the

qualification and characteristics of an employee
required to perform the job task in a satisfactory
manner. It is derived from job analysis and acts as an
important tool for the recruitment and selection of
employees.
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JOB DESCRIPTION vs JOB SPECIFICATION

BASIS FOR DIFFERENCE JOB DESCRIPTION JOB SPECIFICATION

MEANING Describe the Job Describe Job requirement

CONTENTS Duties & Responsibilities Qualifications & Experience

ORIGIN From Job Analysis From Job Description

APPLICATION Solving Argument in Overlapping Duties Promotions, Rewarding & Transfers

MOTIVE Explaining the Job Explaining the perfect fit for the Job Holder
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Employee Performance
Set a clear Constant
expectations Training & Feedback
Coaching

FAILURE:
SUCCESS:
Disciplinary
REWARD
/Termination
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Annual Performance
Evaluation Form

•Create forms for each job

position
•Keep forms easy to use
•Feedback on last year’s
performance
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Annual Performance Evaluation Form

Content of Evaluation Form

1. Core Competencies: consist of the ability that can be

measured based on the standard (i .e. Customer service
/ facilities / upselling / finance)
2. Company Value: the behavior of an employee (i.e.
work ethic / teamwork / flexibility / resourcefulness)
3. Graphic Scale: Excellent / Average / Below Average /
Unsatisfactory
4. Employees strength & contributions to the company
5. Opportunities for improvement: Goals for improvement /
Resources to provide to assist in improvement / Review
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Annual Performance Evaluation Form

Content of Evaluation Form

1. Core Competencies: consist of the ability that can be

measured based on the standard (i .e. Customer service
/ facilities / upselling / finance)
2. Company Value: the behavior of an employee (i.e.
work ethic / teamwork / flexibility / resourcefulness)
3. Graphic Scale: Excellent / Average / Below Average /
Unsatisfactory
4. Employees strength & contributions to the company
5. Opportunities for improvement: Goals for improvement /
Resources to provide to assist in improvement / Review
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Compensation and Benefits Package
Here are some standard items that companies often include in a job offer.
You’ll need to adjust for your organization, local laws, and employee level.
➢ Salary
➢ Overtime Pay
➢ Bonuses and commissions (discretionary and non-discretionary)
➢ Retirement (defined benefit and defined contribution plans)
➢ Stock options
➢ Restricted stock
➢ Vacation
➢ Profit-sharing
➢ Merit Pay
➢ Sign-on bonuses
➢ Relocation bonuses
➢ Housing, school, and meal reimbursement
➢ Healthcare benefits (medical, dental, vision, etc.
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Compensation and Benefits Package
Guaranteed Benefits:
Your United Arab Emirates benefit management plan must
include guaranteed benefits required by law. A good place
to begin this plan is with time off. Employees are entitled to
days off with full pay during the country’s official public
holidays. Vacation leave depends on how long the
employee has worked for your company, but the market
norm is 30 calendar days of paid vacation. Working women
in the UAE who are pregnant and have worked at least one
year for your company are entitled to 45 days of maternity
leave with full pay. Women who have not worked one full
year for your company should get at least half pay during
their leave. As of 31 August 2020, private sector employees in
the UAE are granted five days of paternity leave, under a
new order issues by the country’s President. The leave must
be taken within six months of the birth of the child
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Compensation and Benefits Package
Benefit Management
A strong benefit management plan includes both
guaranteed benefits and additional perks that employees
may expect in a particular position. One benefit required by
law is the pilgrimage leave. UAE employment law stipulates all
workers are entitled to a one-time pilgrimage leave of 30
days without pay during the employee’s employment
contract. Abu Dhabi and Dubai have a mandatory health
insurance program that must be provided to all employees,
their spouses, and their dependents. While not mandatory in
other Emirates, it is common for employers in the UAE to
provide employees with employer-sponsored health
insurance. If you work with Globalization Partners, our team in
the UAE are all covered by private health insurance.
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Compensation and Benefits Package
Gratuity or End of Service Benefits:
Are you planning to resign from your current job?
Terminated or leaving for good? As per UAE Labour
Law, all employees who have finished a full term of
their employment contract are entitled to receive
a gratuity or end of service. Your total gratuity
depends on the following factor:
▪ Type of Contract
▪ Total No of years served in the company
▪ Reason of termination of contract
▪ Basic Salary