Dissertations for Human Resource Management (HRM)
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Browsing Dissertations for Human Resource Management (HRM) by Subject "Emiratization"
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Item Developing Nationals in UAE Government Organizations(The British University in Dubai (BuiD), 2013-12) Alyammahi, Jemeiah Rashed MohammedThis research aims to investigate the influence of talent management on developing nationals in government organizations, and on employees' performance. The study consists of four main concepts: leadership development, employee development, Emiratization and talent management. The dissertation addresses the factors affecting talent management and activities to increase talented employees’ motivation, productivity and loyalty to their organizations. It considers the alternative ways of helping and engaging talented people to stay for long time in their jobs (retention) and motivating them through different practices such as promotion and employee development.Item Emiratisation Strategy at Jumeirah and its objectives (Emiratis perspective)(The British Univerity in Dubai (BUiD), 2012-06) Al Marzouqi, Naser MohamedThe United Arab Emirates (UAE) was officially established following the departures of the British troops from Gulf in 1971. The Six Emirates decided to join and form the UAE and the seventh Emirate, Ras Al Khaimah had joined the union a year later in 1972. The UAE economy was solely dependent on revenue generated from Oil export and expatriate skilled and unskilled workforce utilized for developing the country infrastructure. As UAE population increased, authorities were forced to deal with unemployment disturbing challenges. The government had decided to initiate a nationalization program in order to train and prepare UAE job seekers to join public and private sectors. With the influx of tourism to the region and especially to the UAE during the 1980s, the government decided to pave the way for UAE national to enter the hotel and hospitality sector by introducing Emiratisation that would prepare local graduates for this booming sector of the economy. The aim of this research is to investigate the perception of nationals’ workforce with regard to employment in the hospitality industry. Also the researcher will focus on the factors that would enhance the Emiratisation programs and its obstacles. Methodology: Researcher has decided to explore and examine the subject using qualitative approach. The author has decided to inspect various articles with reference to different localization programs that have taken place in the region or other parts of the world. The impact of the programs on the local economy and to what extend these approaches were successful, must also be explored. By conducting 7 one to one interviews, collecting signed consent forms from participants and considering the entire ethical dilemma, prior to the start of the research. The audio recorded interviews were analyzed by means of color coding and recognition of the major topics (themes). Findings: Among the various topics, 35 were identified and compressed to form seven major themes prior to grouping the common ones. A model map which is positioned in the findings chapter highlights the seven main themes and all the sub-themes that were derived as a result of our research. The seven main topics will be discussed according to the order of occurrences and they are: Planning, Culture, Training, Support, Salary, Development, and Organization. Discussion: This section is formed to relate the facts and findings to the literatures on earlier studies. The purpose of the discussion at this stage was to highlight the similarities and differences among the two researches. Among the seven themes that were raised as result of study, there were three topics that were unique to this research which were A) false expectation, B) misperception and C) discipline. The literature supported the topics that were highlighted. Conclusion: The analysis of the perception takes places in this segment in order to code the seven main themes. The topics were confirmed to be related to the findings with exception of three distinctive topics that were highlighted earlier. The UAE authorities have major challenges with regards to Emiratisation, its implementation, development of Emiratis and placement of nationals in the hospitality. Study limitations were discussed in this section and further recommendations for future research underlined.Item Talent Management in UAE: A study of contemporary practices in the banking industry(The British University in Dubai (BUiD), 2015-09) Abir, ButhainaThe social science and practices of human resource management have developed along with the changes across industries, countries, technology and other sources of knowledge. One of the relatively recent and promising innovations in human resources is talent management. Over the last few years talent management practices have made their way in to the local and international organizations in UAE, providing them with tools and techniques to attract, develop and retain their talented employees. In this dissertation, talent management’s implementation in the UAE is investigated and compared to global best practices on talent selection, development and retention. It also studies what this developing science might offer in the future and assesses how it should overcome its current challenges. Particular attention is given to tackling national talent issues such as developing capabilities and careers, dealing with challenges to the vision of the future from Emiratization and UAE perspectives since the research is focused on the UAE context. The main source of primary data is based on interviews with a sample of 15 employees, using a detailed interview schedule designed for qualitative research study. The sample was drawn from one of the largest international banks in the UAE that has applied talent management practices within the financial services industry, which is one of the most advanced and competitive industry sectors in the UAE. Many of the practices of talent management and Emiratization implemented in the company and the country can be improved further for the programs to achieve their objectives more effectively. A road map is required for new talent management programs and implementation strategies, if the UAE is to build its national talent pool more extensively than before. For example, robust plans should be developed which are linked to the organization’s objectives for talent management. The organizational strategy should be supported by clear and well communicated processes and procedures, customized and up to date talent management plans and programs, situated within the national context of an improved educational system, together with better marketing and explanation of the nationalization programs’ aims and objectives.