Picture this. An HR Manager is called to the meeting, where FINALLY he or she hears the managers speaking of an HR concept or functionality which is a non-existent in that corporate culture, one that could add so much value to the business. But there’s more to that than just buzzwords.
The 2nd Emirati Youth Forum, played host to 10s of Emirati students who flocked to Abu Dhabi from all over the Nation to voice their opinions and express their aspirations in a day-long discussion around Emiratisation.
Being in my line of work, I get to hear from a ton of people who have left jobs. One of the questions I like to ask people is to give me one thing they regret about leaving a certain position or company. You might think that most people would find this hard to answer, but I’m always surprised at how quickly people can answer this question, and the fact that no one ever answers it with “I have no regrets.”
Over the last few weeks, I’ve noticed a considerable amount of attention focused on Generation Y from both the media and business world. The May 20 issue of Time Magazine led with a cover story labelling them the ‘Me, Me, Me’ generation: narcissistic, fame-obsessed, and self interested; Meanwhile PwC reported findings from a comprehensive Next Gen study of its Gen Y employees.
It was 42 years ago when the founders of the nation gathered to announce the unification of the UAE. The feelings that mesmerise from that historical occasion are overwhelming, as we imagine the hardship they had to encounter and the decisions they had to make to have them stand tall under that flagpole in Dubai on December 2, 1971. No doubt they had one priority in mind, the interest of their citizens who are the core of this country.
Mobility is transforming job search in the same way that the internet did a decade ago. As an employer, your target candidates are mobile and more connected than ever before – and this will increase exponentially in the years to come and there is a host of reasons why you need to ensure your deliver a good mobile experience to your candidates.
One of the truly positive influences of social media is its ability to engage people with similar interests from around the world in truly global, constructive, real-time conversations no matter where they reside. One of the best HR examples of late has been the Microsoft-Yahoo! divergence regarding the talent management practice known as forced ranking; Microsoft is ending the practice, Yahoo! is introducing it.
As the “Year of Emiratisation” draws towards a close, the FNC is discussing the incorporation of a law to drive forward Emirati employment in the private sector and decrease the high rates of unemployment among the UAE’s national population. Although I think such a law might be a quick-fix remedy it definitely comes with its own challenges. Here are a few things we all should be aware of should such a law comed to be enforced.
By Elrona D’Souza
As an HR professional, one is always managing relationships. As we always say, ‘ we deal with people’. Let’s analyze this a bit further and understand what people aspects we are dealing with everyday. We, as generalists, have our hands in a few pies. At times, the morning would start with a disciplinary, somewhere in the afternoon…
By Raaid Damati
HR folk take centre in the new technology show – they, of all professionals in a company, use more social media, analyse vast amounts of data and spend half their time on mobile devices. They are more in tune with the wired and wifi world, with apps and social platforms changing the way they recruit, onboard, train and retain good people…