The Reasons Why the UAE is at the Top of Arab Countries in Transparency

Our UAE Leaders

 

In this  article, I will talk about ethics, which should be available in a country that aspires to have the lion’s share of happiness. in the light of the study accredited to the United Nations & result of the United Arab Emirates from the viewpoint of the report by Transparency International in 2013.

Based on this report, I noticed that the UAE has topped the Middle Eastern countries and the Arab integrity and lack of corruption compared with many Arab and other Middle Eastern countries as we show that’s in this numbers :

But what are the reasons to get the United Arab Emirates to gain this result between the Arab countries as a whole to be the first in the Middle East among the least corrupt countries with a score of 69%? And from other hand why the UAE has been ranked the 14th happiest country in the world.

I read the article that’s mention : “ Conflicts and bloated bureaucracies may be dragging down countries on the corruption scale, but the UAE has bucked the trend to become the least corrupt country in the region with a clean and effective public sector. The country’s focus on providing government services round-the-clock and through electronic platforms has helped it climb to 26th spot in Transparency International’s Corruption Perceptions Index this year.” (Report, 2013)

“Making people happy and serving them better is our desire and goal. Their satisfaction is the criterion for our success in our duty. All the development plans and initiatives, as well as all policies and government laws, have been launched and approved with one goal in mind: the happiness of our citizens. What we have achieved in the previous period is but a phase that will be followed by more work and achievements to ensure that we are one of the best in the world,” (wam, 2013) His Highness Shaikh Mohammad Bin Rashid Al Maktoum, Vice-President and Prime Minister of the UAE and Ruler of Dubai

I see that as a citizen of the UAE that’s our government has contributed to provide a decent livelihood and happiness for all members of the community and contributed significantly to the reduction of corruption put the right person in the right place , in the public sector is no place for non- effective in the service of people and society.

The legislation is being applied anti-corruption and anti-fraud continuously, thus providing a strong deterrent to illegal acts in the future.

Presented a proposal to the Audit Bureau of Anti-Corruption Law, which will be discussed in the Council of Ministers and the Federal National Council and there will be submitted to the Supreme Council of the Union for ratification.

Initiatives of president of  the United Arab Emirates On the occasion of National Day 42

, where deliberately to increase financial support for his citizens by an additional 20 billion dirhams to the head of state initiatives to increase the quality of life and quality and the amount of welfare and development and the rule of law criteria for evaluating success and measuring progress .

As the head of state decided to raise the value of the housing subsidy received by the citizens of ” the Sheikh Zayed Housing “.

From 500 thousand to 800 thousand dirhams, praising the government’s decision to customize more than 50% of its budget for next year 2014 sector social benefits to the development and advancement of education , health, labor , social affairs , Islamic cultural , youth and community development program and Sheikh Zayed Housing .

And lastly he ordered the construction of 10 thousand housing for citizens in various emirates .
Leadership monitors all large and small through monthly reports and work teams Closed funds and electronic complaints and personal interviews are monthly at all levels of government leadership to receive complaints and suggestions and touch people’s needs direct them in their areas , in addition to institutions means every nook and cranny in government offices in Abu Dhabi.
The secret agent that transmits the leadership shortcomings in the areas and ways of developing and glitches contributed effectively to bridge the gap between citizens and officials.

Radio programs monitored by government officials to investigate the needs of the people and work on the elaboration and resolved at the earliest opportunity by the Prime Minister and Vice President of the State , as well as the government’s keenness on taking the opinion of the people and their representatives in the services provided through electronic platforms , such as programs, social networking as twitter , Facebook and their personal and government sites such as the Abu Dhabi Government and the Government of Dubai contributed to this approach, which limit the spread of corruption and shed officials .

All of the above make the Emiratis feel good and rally around their leadership, which provided them with all the livelihood, security and safety also contributed to the UAE government put a high value for its citizens sought by the State Department to hold victories diplomacy to open the gates of the world in front of the traveler UAE without visa prior each from the UK and the European Union.

I also had the career opportunities for every citizen in the salaries of encouraging local governments in both Dubai and Abu Dhabi, all of this was the tip of the iceberg for the UAE and its people for the global overall satisfaction compared to what is happening in the surroundings of revolutions!

Bibliography

Report, K. (2013, December 5). UAE winning fight against corruption: Transparency. Retrieved January 09, 2013, from khaleejtimes.com: http://www.khaleejtimes.com/kt-article-display-1.asp?xfile=data/government/2013/December/government_December45.xml&section=government

wam. (2013, September 8). UAE is 14th happiest country in the world. Retrieved 01 10, 2013, from GulfNews.com: http://gulfnews.com/news/gulf/uae/government/uae-is-14th-happiest-country-in-the-world-1.1228822.

Types of Expats contracts week 13

 

Looking for Career or job assignment

The manifestation of the development and extension of any global institution is the extent and complexity of deployment in the whole world, and this indicates that it shows the extent of the greatness of this company in gains the competitive advantages.

This is what I have seen from my reading of the case 4, which portrayed me over this deployment since glance establishment in Germany in 1920 to spread in the world as a result of the limited German market, which pushed the spread globally starting from France until it reached in 1970 to employ approximately 300 thousand employees and more than 2-3 of these about 116 thousand working in 60 countries outside Germany.

Due to this it has to be for the company to develop packages for salaries vary from one place to another, what the employee gets it in Germany different from what the employee gets a talent and you send the company to any of its branches in 60 different parts of the world.

For a more detailed accurate to this there are several types of contracts pursued by the company to recruit and attract talent in this framework:

Firstly Local Contract:

If they were hiring a new employee on the former would receive this type of contract.

Secondly : Local international contract

If the employee was get the normal hire in a country other than Germany, it gets this contract within a 3-12 month.

Types of Contracts With Germany Company

Thirdly: Home based expatriate contract

If an employee’s talent and there was an urgent need for skills in the performance of work as it gets on this contract, which is between the company and the contractor to work around the world contract lasts three years only and does not fit in with the transition from state transmitter to the employee to another state based on the desire of it, as he Once this is done it thus loses the employee chance to get the benefits of the contract to the lowest level of contract such as local contract.

Fourthly: If the employee’s talent and not necessarily need it to work in the context of his experience it gets a second option in the 3-12 month period and then back to the local contract.

This generally leads to a question about the types of contracts available to companies which working in the United Arab Emirates, according to the site of lower Habib Al Mullah , and under the title of  expatriate contracts in the UAE .

These Contract divided into two types of contracts, either for a limited period or for an indefinite period.

The  limited contract in terms of which work for a specified period not exceeding four years, although it may be renewed by mutual agreement for a similar period or shorter. And will consider any renewal of an extension of the period of the original work and will be included in the calculation of the total length of the period of service of the employee.

Legally Working

 The second type is a contract under the law to hold it unlimited duration, even if they are not drafted in writing, and concluded for an unlimited period, which lasts both parties to perform their roles and responsibilities under the contract after the expiry concluded long original without a written agreement, or to perform a specific job with no The presence of a specific term.

The end is seen to hold limited to that imposed on the employee spend a certain time in the performance of his work in the event of breach of this command to his desire to leave the country, it gets banned from the local labor law for a period of two years while the contract non-specific, it is more flexible in the relationship between the employee and the employer and have all the freedom to terminate the contract at any time as possible within the limits of this contract and labor law in the UAE.

Agreement is the first deal for what types of contracts

In conclusion, we see that the contracts vary formulated by the company and by geographic region falling under the local laws may formulate decades of global framework within which to comply with local by location and by the surrounding circumstances, whether economic or legal.(Latheef, 2012)

Bibliography

Latheef, F. P. (2012, September 7). United Arab Emirates: Expatriate Employment Contracts In The UAE. Retrieved from mondaq.com: http://www.mondaq.com/x/195464/Contract+of+Employment/Expatriate+Employment+Contracts+In+The+UAE

Brain drain of Arab world from the world wide to UAE week 12

Brain Drain

When we talking about the term of  brain drain which began to spread with globalization, which has made the world a small village, everyone began to migrate in different directions, both by individuals and institutions, and in geographic scope or industrial places.

Arab Spring Effects to Brain Drain

It is no secret that a sectarian war, and the Arab revolutions, including the so called Arab Spring has had a significant impact on the migration of many of the Arab brain drain from this country to the other safest and most stable in the Arab region.

Maslows Hierarchy of Needs

As Maslow talked in his pyramid that safety and security comes second levels after the human satisfy the needs of physiological to aim for human life needs that achieve the same in order to create , live , then innovates and produces.

From this point of view it was many Arabs a strong desire to migrate from all countries that suffer as a result of these tragedies of misfortunes economic , the sectarian and political instability to countries more prosperous and receptive to the creators , producers and highly creative from the third world, such as European countries, America and Canada of blatant human freedom, which does not consider one, but from the context of a capitalist purely in the context of mutual benefit between the immigrant and the country.

Where the next destination ?

May not be the target of immigration but a tactic to get the nationality of that country, and then return to an Arab country that welcomes all nationalities from Western Europe, Canada, America and provide from them fertile ground to live, production and investment.

Different Nationalities Study in UK 2011

The perseverance of many Arabs who migrate and expats to get this golden opportunity and therefore a better economic situation in one of the Arab countries most freedom and multiculturalism in the context of respect between nationalities and the preservation of the cultural in sector in the Arab countries and Islamic values.

Different people from all over the world

In this context, we find everyone is moving his eyes to the example of Arabic sophisticated taken from international experiences beacon to start the development of a human civilization, is not seen to citizenship but to the human creator , creative ideas and give him the right and is open to the world because they are global partners in sustainable human development, and this example is the UAE United and Dubai in particular.

Dubai The Brand Name of New Life Style of Arab

A new entrepreneurial generation with big dreams and the ability to make them happen is emerging. But for these entrepreneurs to have a strong impact on their societies, governments will have to provide them with infrastructure that can support their ambitions.

While some Arab countries, like the United Arab Emirates, seem to be moving in that direction, numerous challenges persist. (Akl, 2012)

Cost of Brain Drain

The question arises what are the cost of the Arab brain drain on their countries the answer comes from the report of The TalentRepublic.net report pointed out that around 70,000 Arab university graduates emigrate annually to search for jobs overseas, while about 54 per cent of Arab students studying abroad do not come back to their home country to seek job opportunities. Stopping the widespread emigration of human capital can save talent-exporting Arab countries around USD1.57 billion annually, a study by the Arab League’s Department of Population and Migration Policies.

According to statistics obtained from the Arab League, ILO, UNESCO and other Arab and international organisations , about 100,000 scientists, doctors and engineers leave Lebanon, Syria, Iraq, Jordan, Egypt, Tunis, Morocco and Algeria annually. 70 per cent of the scientists do not return home, while about 50 per cent of doctors, 23 per cent of engineers and 15 per cent of scientists move to Europe, United States and Canada. (albawaba.com, 2009)

Lebanese columnist Khaled Ghazal, in an article for the pan-Arab newspaper Al Hayat, described Arab communities as “repellent for scientific skills”. More than one million Arab experts and specialists are living in developed countries and most of them never return to their native countries. (thenational.ae, 2010)

Expo 2020 Dubai , UAE

It is no secret as well as the role of the victory of the UAE and Dubai to organize Expo 2020 as Exhibit cultural opportunity for all people to see the strength of this city, and the momentum of economic and charm of civilization and that opened the appetite of many Arabs for work and stability in the UAE over the next seven years.

And finally how the Arab states to benefit from India’s experience in Recruiting Indian immigrants from parts of the world and encourage them to work in their home country.

India Brain Gain

According to emirates247.com  ” While Indians still go abroad to work and study – there are a record 80,000 Asian Indian students now enrolled in US universities – a new class of Indian expatriates, fluent in the ways of the West, energises India. By several estimates, between 50,000 and 60,000 information-technology professionals alone have returned to India from overseas since 2003, most to the suburbs of New Delhi, Hyderabad and especially Bangalore, the nexus of what Indians call their “brain gain”” (emirates247.com, 2008),  is a matter of utmost importance for the development of these countries and return to the framework of economic competition in which you can production rather than relying on foreign aid.

From the above shows us the importance of stability and openness to others, and away from the problems of political and partisan, and what is the role of Maslow’s hierarchy of human needs for stability and human creativity, and what the cost, estimated the size of the losses suffered by the Arab countries and what is the role of cultural openness and freedom of commercial opportunities for innovators in order to accept and apply their ideas atmosphere replete with humanity and respect.

International Compensation Between UAE Citizens & Expats “week 11”

Expats or Locals

It is no secret for any one the difference played by work in any world country than the pedants origin country .
Attributes it to the different circumstances of the nature of the country’s economic, taxes, cost of living, and the availability of infrastructure such as :security and equality, which allows the expats employees to work in any country .

I’m going through this report, a study based on a simplified comparison with the situation of the reasons why the expats workers most expensive salary than the UAE citizen , based on the questions i rised to some of my colleagues in the different medium and high functions of the UAE organizations.

The answer comes from Rabea Atatra CEO of Dar International Consulting  :There are laws governing compensation to foreign firms and some domestic companies such as Emirates, this company separates salary by nationality.

On the topic of classifing by nationality, there are a European, Arab and East Asian and other countries, there are all his salary by nationality.
In general , thats happens because of the international agreements or suggestions of the Directors Board or sometimes, be motivated purely by the leadership of that country, such as some of the Arab countries ,which is the one of the main reasons that led to the overthrow of Gaddafi’s rule due to the lack of equality between foreign expats salary with Libyan salary of where up to ten-fold difference between them.

On the other hand the response of Mr. Omar Al-Naimi ,Doctor in UAE University ,Faculty of Management and Economics:
Concerning salaries compared ,basis to be higher than the salary of the incoming citizen in similar professions  because it is assumed that companies do not bring in newcomer expats in the absence of citizen .

According to Mr. Ahmed Al Shamsi, Director of the Department of Human Resources in one of the federal ministries in UAE :

“Recruiting foreign employee as expats with bonuses and advantages of being able to live in the United Arab Emirates, especially for being a newcomer as employer of institution , youre need him for the job where an alternative citizen. This could be because of a lack of experience or unavailability basically.

So the companies pays for him/her shipping charges and expenses of schooler ship , travel tickets , accommodation allowance and furniture allowance.

And that appears because that’s citizen does not need these features (from the perspective of employers companies).

On the whole it is a personal view , I think that salaries are close to a large extent according to nationalities, all with tradeoffs by experience and capabilities may be granted citizen or entrant advantage over the other”.

Mr. Al-Amiri,  hiring manager for a Global Local company said :

“The aviation industry did not exist in the region Only after the eighties did it develop .

Therefore no national experience to rely on . So we brought  Aliens abroad, which in turn does not agree to work on the same citizens salaries because he believes that he is a higher understanding, experience and achievement.

Most importantly, the interest relating to the airline , and speak for the interests of international.
The rights of airline and aircraft industry and other a lot.
He must be a foreigner and his salary must be high.
According to  my knowledge there are decades of foreigners in the army astronomical salaries and better features and fictional.

This point of views of business in the Gulf and the UAE. But do we find these questions posed here will gain the same answer in the United States?.

USA For Expats

Saad Alkabli a Commercial and engineer technical support , and one the Arab expatriates in the United States, said that the:

Observable for being resident in America, that the person who asks for outside the United States to fill a particular job gets a salary and advantages higher salaries paid than locally.
Most of these jobs in the media or the army and the something look likes.
If, however, became a U.S. citizen or resident there is no any difference in salary between you and the citizens of the original permanent resident in America, it becomes a subject depends on your effort and your knowledge only .

If asked to work in the United States will certainly be much higher salary.

The experience is characterized by the U.S. to know the value of work in and of itself and the value of teamwork and support outstanding individuals.
Now their is a huge gap between U.S. and European education reached,  35 years for the benefit of America.

Therefore, the performance of Americans abroad and if there was a suitable environment to be better than their counterpart in the end the subject depends on the person himself.

Emirates Airline

In summary of all that’s our locals companies & international companies such as the airline industry example as Etihad and Emirates , and oil companies applied method balance sheet approach, a method by which attracts element of efficient administratively developed countries such as America, Britain, Germany, Switzerland and elsewhere that have salary by nationality!.

Have dates the UAE is young country . It’s relative 42 year old the experiance is the main reason why the few who had the opportunity to study and friction with others or experiences sometimes may be in dire need for this position than others.

From other side I can mention that’s issue has become at the University of Saudi Arabia as soon as the obtained Canadian citizenship was raised his salary by 100%.

As we saw the aviation industry, It works depend in how serious airlines relationships in with Western companies are ,and the availability of the element in which the western therefore higher than the salaries of expatriate citizens in this sector.
Lastly we can find the shortened the American attitude towards us that efficiency is required regardless of nationality, therefore, America is ahead of all the international standards and levels.

Suggestions Of Cross Culture Training For Expats Teachers In Dubai “Week 10”

Dubai as Destination

She says: “I had no empowerment or appreciation. It was all orders and demands and no one listens to your worries.” (TheNational, 2011)

With these words began complaining of what the problems experienced by her and affected of their performance, making it vulnerable to resign and return to her homeland.

According to the office of the Dubai School Inspection (DSIB) published 2010-2011 report about the private schools in the emirate.
The statistic mention the annual turnover of staff in Dubai private schools is around 60 per cent, the rate is high enough to obstruct the reform of education in the emirate.

Depending to the report of annual report of the performance of private schools in Dubai that’s said “Casual recruitment, low salaries and poor working conditions tend to be key factors when staff leaves schools.

Not all schools understand that to provide teachers with training, support and fair terms of employment is a vital investment strategy. (khda, 2013)
In another report by the English newspaper the emirates247, the main reason for the reluctance of teachers expats is the low pay leading to high Dubai teacher turnover (emirates247, 2013)

Salary Not enough

From the above we see that it began to appear on the surface a lot of problems related to education, a career and moving uphill and must be a teacher to the utmost degree of professionalism and therefore surprised that the teacher’s salary is not enough to cover their fees in an expensive and sophisticated city like Dubai.

And so on what the teacher encounters difficulties adapting with the new reality that is looking for from which to venture into a new country and in an environment different reality in many way such as culture and the norm of what lives with throughout his previews life.

Modern With Customs

This may be the difficulties comes from lack of culture knowledge of the new workplace environment like Dubai, as example, as a diversity city contains many different cultures, and may be difficulties that’s their families faces of the inability to live and adapt in this new environment, and may be difficulties comes from the absence of a channel with senior management that understands the expats teachers situation with evaluate and follow up there new life in this new environment.

So that we are now faced with a reality problem, we must to be put in place for solutions.
Here comes the role of human resources specialist who carried on their shoulders the biggest role of fundamental solutions to the suffering of these teachers.

HR Roles

They are not the immediate question, but full-fledged series sequential what effects on one part will affects to other the part so that the solution must configure these entire situations from the beginning.

Pre-assignment

The first solutions for this situation comes from that teachers are expatriates under development then they must care about establish a mechanism for the core components of training before departure from the country of origin such as:
1- Cultural awareness training the different between two cultural and how they can ignore the gap between them.
2- Proactive visit to the UAE to know the nature of the country and their suitability.
3- Language instruction and how they can know about some of UAE accent.
4- Assistance with practical day-to-day matters by Help Desk 24/7 hours work for support and gives them some tips and instruction how they can adaptation.
5- Security briefings of what they can do and what they can do not.

Secondly we must find the answer for these raising questions:
– What kind of Training methods must be follow up to reach the satisfaction of these teaches about the host country
– Levels of training rigor it’s will be huge amount of information and what kind of procedure that will assessment used.
– Duration of training is it for week duration or more than that?
The affective approach for UAE as host country and multinational cultural city with in 202 expats from all over the word as I mention will be around one month training which included:
– Role-playing exercises help employees learn how to handle various situations before they face them on the job,
– Critical incidents exercise CIE is to confront participants with examples of
– the kinds of difficult, confusing, frustrating problems or conflict situations they can expect to
– Encounter in interacting with persons from another culture or adjusting to a new culture. (Warwick2013, 2013)
– Culture assimilator training” The procedure started with interviews with people who had experience in two cultures, e.g., A and B. The questions asked for “episodes” or “critical incidents” that surprised and confused members of culture B when they interacted with people from culture A. Student samples from the two cultures were asked to explain why the problem or confusion occurs. When the explanations given by the students from culture A were different from the explanations given by members from culture B, there was something to teach” (wikipedia, 2013)
– Case studies

Stress control training

– Stress reduction training by subscriptions work in health clubs and sports programs to encourage preventive and healthy, and having a list of behaviors profession to know the teacher of his money from him and what rights and duties.
– Moderate language training by identifying the language of conversation with colleagues and students.

Finally, once you start working in the UAE and Dubai, the Knowledge Authority must develop strategies to take advantage of what the teacher dealt with outside of the training such as:
1- home leave and how they can use through his work in this field
2- Work related information program by how he can get the information about this work, code and conduct belong it.
3- Ongoing communications with The Knowledge and Human Development Authority (KHDA)  and Schools .
4- Systematic pre-return orientation to their home.

Family Adapting In Dubai

From the above shows us that the work in education as teachers in Dubai must to pass through several stages before they attend school as final destination.
And the authorities concerned to take charge from the schools, the proceeds this kind of training and development of the cross cultural pre-assignment which it’s must work in home country and on assignment which must be here so that will help expats teachers to handle their job and there situation in new host country.

Ali Albadwawi

Environmental change & its impact on the performance management of expats week 9

Multinational lifestyle BUT

Volatility in the global business environment because the issues that affecting the performance of the business and this is reflected to effects on expats.
What is happening from the revolutions in the Arab world, more and less impact on expats from followers of these countries to live or work in the Gulf, and this, in turn, on the circumstances in which they live some national of these countries in search of safety , security and to live in peace.
Must human resources officer and coordinator of the legal , legislative of organization, and cultural institution of attention to this matter taking into their mind when the coordinates all this issues with his subsidiary manager such as of these expats , those who change their countries’ relationship with the gulf countries as host country for the government and the extent of convergence.
For example, Syrians suffering peer war raging in their country from two years ago, does not encourage these countries to provide work visas match this matter.
And thus that’s affect the Syrian labours your entire resident in these countries, this is one factor of what happen in our Arabic region will effect to the goal strategy of HR manager of subsidiary of any organisation that looking for Syrian to be part of them as man power of their organisation.

Other example is what happen in Philippine which effect around 10 million people there with around 10,000 victims because the disaster of super typhoon Haiyan and the way of their life.
The last good example that effecting to the any subsidiary to working in new business environment is what effecting is expats who are working in Dubai as example the 3 main impact of them such as : high rate of housing which need the company find the solutions for it so that it will not affect directly to the labour monthly salary ,health care which became so high and a lot of company not provides any insurance of health for their manpower ,socialization in Dubai as example of multinational city which carry out around is 2,106,177 from all over world with their cultural diversity which effecting the new expats who are not ready to involve his /her self in this such different globalisation environment.

That kinds of issue it’s affect to the people who are working in UAE from this nationality and their performance in working in any organisation, because their thinking of their relatives in that part of world and of course effecting to money transfer to their families.
From all above examples, we know that performance management for multinational difficult under the conditions of a changing global disasters, wars, revolutions, nature, and floods, and finally the nature of what they offer and what to expect institutions immigrant from services rendered to him under the migration away from his native country.

Globally recruitment and selection employees week8

When we go out of international framework of global perspective ,that’s mean changing of all the circumstances surrounding each issues, and what it applies to us in the selection and recruitment locally will changing concepts globally, and function of human resources in the global perspective of expanding it in local perspective, this has always companies that operate in this framework once out of the framework of local interference in many challenges, including how to take advantage by putting the right person in the right place at the right job”fit”.

This is what was done by the German Company Bosch when it passes to open a new branches in the other parts of world, it is when placed in front of the circumstances in Kazakhstan took into account all the different aspects of the selection, recruitment and put the balance of the legislation and international laws to fit with the values ​​of institutional by selection of qualified staff even years later in the future plans of Succession plan by do not accepted interpretation.

The choice of the staff must be within a professional scheduling and succession plan for the future and include what is required of the employee to accomplish and I can get a competitive advantage from the hands of competitors.

Flexibility of labor and management across different cultures,
Understanding and ability to adapt to cultural differences and their impact on business practices
International Pre-employment,

we have to ask 3 important questions :
• Will the recruitment (home, host or third)?then we must one of these approaches:
Ethnocentric approach
Polycentric approach
Regiocentric approach
Geocentric approach

• What are the techniques to use when planning employment outside the host country?
• whether the central recruitment activities in the country of origin or
Decentralization of foreign subsidiaries?

I understand that micro level that’s what HR implemented locally it will not fit to macro level as globally perspective because every thing became Change when we will be globally.

Which the correct way of internationally hiring week 7

Working Globally

Thinking of creates interesting business in various parts of this world, differs from its inception locally, what applies to the community culture and circumstances in the parents country of this business does not apply to its globally establishment.
From this perspectives we must understand the different that’s its happen between HR & IHRM, of course what applies to the practices and procedures of human resources locally does not apply to the same practices globally, and this is what has been learned from the previous lectures that directly contributed to the delivery of this idea as learners of this wonderful knowledge.

which the best Tactic

For example, in the upcoming draft study on the cultural relations between the countries of origin business that we have chosen Morocco and UK as a host country, after knowing the cultural differences that apply to the two countries need to do recruitment and selection based on several criteria of staffing attitudes we must be applied for our internationalizing firm such as:
Let’s say our globally business will be Moroccan restaurant which carries the taste of Moroccan cooking to Arabs expatriate, tourists and British citizens in United Kingdom.

ethnocentric

1- Ethnocentric: (PCNs are favored) do I choose employees in the assumed company based on ethnic criteria and the extent of their subsidiarity of homeland Morocco interest, with the benefit of including the transfer of knowledge of the country cultural and converted thereby contributing to global knowledge of other employees that we have, they are the best in employees in their job because the know how to magnitudes if cooking Moroccan food , they well fit to our practices , policies and objectives.

Polycentric approach

2- Polycentric : (HCNs manage subsidiaries) The use of British employees to work at the restaurant instead of Moroccans, and this will happen for many reasons including that the British employees easier training than Moroccans for example, the speed of adaptation, limited of salaries, easy procedure, language of target country necessary of employees understand and speaking English, the English employees more willing to work and continue with it instead of Moroccans who have come for Migration propose. Policies of UK government pushing us to hiring English employees.

Geocentric approach

3- Geocentric (ability is more important than nationality) This means that we choose depend the best regardless of nationality, it has experience in cooking and restaurant management on the Moroccan style, caring of halal food in eating, and perfects English language, and this it will be benefits for us in salary may be they working less amount of salary than the other of PCN or HCN, and these people better to us because they know more about how to deal in UK rather than Moroccan employees but we will face problem with these people because may be will not return to their home country and shifting to live to England.

Regiocentric Approach

4- Regiocentric : (Similar to geocentric, in limited to a given region) Involves the recruitment policy of hiring and promoting employees on the basis of specific regional context where the subsidiary is located, for example, Where is the Arab Street in London, where the Arab community abound, here must take into account those who will choose you will be from the host country or origin!!, Of course depend The circumstances surrounding the great importance to the study in this case, such as the nature of the customer.

In conclusion we must care about every circumstance of practices and procedures of HR that surrounding the business, particularly in the selection, recruitment and what is appropriate and what is not in the framework of mutual interest between the worker and the employer in macro level .

photos : http://www.whatishumanresource.com/international-recruitment

Franchise business perspective week 6

To enter any global market there are caveats must be observed by the investor given the circumstances surrounding the target in the country such as: policies, races, nationalities, demographic diversity, religions, and cultures.

Well this from the overall perspectives but if we want to deal with the foreign market it’s shows to us there are two routes as one of them equity mode and another one is non-equity modes of foreign entry.

Equity modes that’s mean the investor enter as direct investment while the non-equity mode mean keep the owner investment to the minimum by licensing, subsidiaries, joint ventures, merges and acquisitions,  subcontracting , management contract, and last not least Franchising.

In this article I will talk about the franchising as the way of non-equity method of dealing with foreign market.

During my trip to UK, I found many of the institutions that adopt this framework of partnerships but with its own special flavor.

Such as the educational institution that dealt with personally inlingua Cheltenham UK institute as it is an institution operating under the framework of the inlingua World Foundation, Spain, Germany, Abu Dhabi, USA…etc.

When I asked the director of the Educational Institute in inlingua Cheltenham UK, Mr. David said they trains foreign students the English Language as well as to register to attend the examinations prescribed in this framework and employing retired teachers and help for whom are looking for temporary jobs based on the registered number of students they are came from different countries through all regions: Europe, Americas, Asia, Africa.[1]

As well as some other stores such as shop where you purchased your tea as a kind of gifts for family and friends which name whittrand Chelsea 1886 , Walter Whittard opened his first shop in London in 1886. Selling tea, coffee and cocoa, he started creating special blends for his customers, building and nurturing the reputation Whittard has today[2], and  right now the whittard has franchising his brand in all over the world with facilities buying his products by online web sites, and you can more information about it in this link http://www.whittard.com/.

So what the meaning of franchising?

As I found from business dictionary website  its “arrangement where one party (the franchiser) grants another party (the franchisee) the right to use its trademark or trade-name as well as certain business systems and processes, to produce and market a good or service according to certain specifications. The franchisee usually pays a one-time franchise fee plus a percentage of sales revenue as royalty, and gains (1) immediate name recognition, (2) tried and tested products, (3) standard building design and décor, (4) detailed techniques in running and promoting the business, (5) training of employees, and (6) ongoing help in promoting and upgrading of the products. The franchiser gains rapid expansion of business and earnings at minimum capital outlay”[3]

 

 

 

 

When I searched about the franchising opportunity in our regain, I found this website which it’s cares about this domain and found the land for both party to (the franchiser) and (the franchisee) to deal together here in UAE.

The web site is http://www.franchisemiddleeast.com , which offering integrated solutions in the franchise, retail and marketing, with a focus on the Middle East. We offer a wide range of services to help franchisors and franchisees prospective study of the market, and launch operations and expansion.

The Franchise UAE 5 Expo, the region’s leading franchise, retail and small and medium – sized enterprises and trade event generated trades worth more than $ 100 million, and began moves that can be translated into contracts for the company. The next year edition has been booked more than 80 per cent space, according to the Franchise Middle East, organizers of the exhibition.

Based on the overwhelming response to the exhibition the organizers of the exhibition to target more than 100 brands of excellence for this event next year, covering 16 sectors. according to what Mr. Mana Al Suwaidi, Chairman of the Board and Chief Executive Officer of Franchise Consulting Middle East said:  “Due to the mix diverse exhibitors from 18 countries representing 80 brands, we had more than 300 trade visitors quality, including from countries such as China, Japan and Iran, and many African countries, an indicator of the growing interest in the Middle East as a major destination franchise.”[4]

From that I can imagine how franchise industry began to grow steadily in the local commercial market and the Middle East. This is because the investor and who sell the franchise as both parties gain benefits from this kind of relation.

Firstly franchisees, economic benefit with the ability to use other people’s money to expand their brand more quickly than they could either spontaneously or through investors or lenders.

Operational benefit  initial franchise money , royalties continued they collect allow the concession to build the brand without sacrificing control of strangers or pressure repay lenders they used the fees and royalties to fund operations at the company’s headquarters , training and support for franchisees , market , brand advertising , improve the quality of goods or services, and build the brand in the market.

Strategic benefit franchising means the spreading of risks by multiplying the number of locations through other people’s investment. That means faster network expansion and a better opportunity to focus on changing market needs, which in its turn means reduced effect from competitors

Finally administrative benefit with a smaller central organization, the business maintains a more cost effective work force, reduction of key staff turnover and more effective recruitment.

Secondly the benefits to the buyer Franchisee’s, can find several benefits as follows:

greater chance of success than in a sole proprietorship , a shorter time to open the project , and the initial training and ongoing support and assistance in finding a site optimization, the power of sale of a well-known brand , and lower costs through the purchase of a group, and the use of the business model in place ; campaigns of national and regional advertising; customer lead generation through websites and call centers centralized ; and a network of peers ( fellow franchise ) to provide advice and moral support through the company intranet , and annual conferences, and associations of excellence , and, increasingly, and assistance in securing funding .

Finds in this industry opportunity to avoid failure in setup new business to one already well-known, famous and had clients who prefer to deal with more than any other business.

Despite the benefits of the parties but it must not be forgotten that this kind of partnership on the buyer’s risk and this such as: requirement to pay royalties to the owners of the concession, which can be in sometimes more than the normal payment.

Transfer all the advantages that were built in the local market for the franchiser when expiration or termination of the franchise contract.

The need to abide by the franchising systems in operation, standards, policies and procedures, so the byer lost his chance for the benefit of the franchise and competitors

The Profit margin earned a few due to the payment of royalties and levies imposed on the buyer and therefore cannot develop more than his frame allotted by seller.[5] ‘[6]

At the end of my article that I would like to emphasize that the franchise has many benefits for both parties, it is a commercial relational way between the two institutions in different countries, and a good chance for those who are looking for the benefits of reasonable, thoughtful and thus avoid the problems of the new project a springboard to prospects on the famous brand.

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[1] http://www.inlingua.com

[2] http://www.whittard.com/

[3] Read more: http://www.businessdictionary.com/definition/franchising.html#ixzz2ilVlHVoE

[4] http://www.franchisemiddleeast.com/news/2/5th-franchise-uae-expo-generates-deals-worth-over-100-million-80-space-booked-for-next-edition

[5] http://www.franchising.com/howtofranchiseguide/benefits_of_the_franchise_model.html

[6] http://franexcel.com/resources.php?id=24

How to write an HR policy that support your organization culture week 5

I will choose this topic as my weekly blogging which I take it from my attend to our professor seminar which it was held in HR summit 2013 in Dubai trade center exception.

Really it was interesting topic what our doctor chosen ,because it’s comes in my mind when I think about how all these company implemented it’s polices it’s comes like that because the CEO or it’s founder desire or because some other reasons that’s comes from the shareholders and what they are looking for!.

Well it’s time to understand how the story began , it’s appear from the magic word culture , as we know every thing in this world had its own unique culture which it’s comes from its believes ,norms,procedures , habits that’s thing care about and doit from time to another.
And from other hand Culture includes the organization values, visions, norms, working language, systems, symbols, beliefs and habits.

So if we know the company and in which felid its work &cares about we can mention what policies of that company can be fit and work.

Let’s take an example to be close to what I mean that’s any companies had one of three values discipline ,Operational Excellence , Customer Intimacy,and Product Leadership.
So the professor chosen one example of each one of these values.

McDonald which it’s work in companies that pursue operational excellence provide consumers with products at the lowest total cost.The product line is standardized and limited, with highly reliable products operational excellence demands zero defects.

Procedures for manufacturing pursue the highest level of efficiency, often using IT as a way of tracking inventory and orders. Customer service pursues the highest level of convenience, with the goal of making every customer interaction easy, pleasant, quick, and accurate. Employees in MacDonald exhibit a high level of teamwork.

specific needs such as services , quality of foods, working 24 hours per day, delivery to all country side,clean and safe place to sit and eat.

Porsche car which it’s work in luxury and high technology car which that mean Product leadership entails producing an ongoing stream of cutting-edge products or services. Porsche luxury car engage in the value discipline of product leadership continue to innovate and stay ahead of their competition. They are risk oriented and future driven.
And that’s true because the type of customer as rich and high class people must fit in this type of discipline ,they asking about so high technology car with best service , replacement car until the company finish routine maintenance,fix time of working hour, Professional staff,luxury working place.

Clouds company which cares about storing and retrieving data ,customer intimacy, focused firms “continually tailor and shape products and services to fit an increasingly fine definition of the customer whose looking for secure ,reliable that he can take his or her data from any time they seeks a deep understanding of their customers businesses in order to tailor offerings to meet each customer’s specific needs such as what kind of servers ,spaces, 24 hours support by e-mails & phones.

When you think about a policies for any company dependent any of the three methods it’s used for, we must be aware of the consequences of these polices from all aspects and their impact on the functioning of the success of the institution and reach down to turn a profit ,provide services and gain competitive advantage from competition.

So the must think about repercussions because the policies will effect everyone , they reduced the management flexibility , they can harm rather than protect,they are difficult to change.

So let’s take an example as our professor mention, we need to do policies for dress code for example , let’s began with each one of that’s company:
1-MacDonald it’s must be wearing a uniform carry of the company logo
So that every customer know that MacDonald staff if the are asking for any services.
2-Porsche car for sure the staff must wearing high luxury uniform with carry of a name of the person.
3-cloudy data store company because it’s remotely data service company it’s doesn’t matter what kind of dress code the staff wearing because the care about the data reliability not relative to any staff how he or she look like.

From other hand lets look to the fire safety policy for each company
1-MacDonald’s so high recommend have clear and close fire exist , Fire extinguishers are distributed correctly and carefully considered places because they are kitchens and fire it so the ratio of probability firs will happen so high.
2-Porsche cars as luxury and high technology car the must care about the location and distribution the fire extinguishers correctly.
3-Clouds services company it doesn’t matter where the fire extinguisher are but it’s so high recommend to cares about the fire safety and of course the redundancy data if something happen as fire happen in the building so that the customer will never loses their data.

Lastly from all of these policies prospectives we understand how we must build the polices depends to the cultures of company not because the finder wishes or he asking for because any wrong in any polices it will be difficult to changing it in future and that’s way because it’s effect to the work of the organization procedures which it will effects to the gaining competitive advantage from competitors.

Ali

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