Human Resource Management Processes In Haad

Published Date: 02 Nov 2017

Introduction……………………………………………………………….

Human Resource Management Processes……………………………….

Strategic Human Resource Management……………………………

Human Resource Strategies…………………………………………..

Human Resource Planning…………………………………………...

Recruitment and Selection……………………………………………

Selection Interviewing and Tests………………………………..…..

Work and Employment………………………….………………..……..

Employment Relationship………………………………………….……

Training & Development………………………………………………..

Gap Analysis and Recommendations…………………………………..

Performance Management………………………………………...……

Conclusion………………………………………………………………..

References………………………………………………………………..

Acknowledgement

First of all, I would like to express my gratitude to Dr. Tahir Masood, instructor of HRM in the Public Sector in American University of UAE. I am grateful to have him as our project mentor who provides us all the information that we need as we finish this research paper and for guiding us and encouraging us for us to complete this course. Second, I would like to thank my colleagues and other people who helped us in order for us to finish this project. And last but definitely not the least, I am thankful for the management of the university, the faculty, and staff for giving us the chance to utilize the e-library and for offering some needed information that helped us in finishing the project.

Introduction

Abu Dhabi Health Authority is a government company which focuses on the health care of the people in Abu Dhabi, United Arab Emirates. HAAD is advancing to become the biggest regional and non-local nominees in different wellbeing areas which include medical specialization and management. As they join forces with other health organizations and medical centers in providing the best welfare service and social insurance to citizens of the United Arab Emirates, they also attend to the services that will permit the employees and candidates to apply and follow up their application via internet.

Human Resource Management is the process of the manipulation and dealing with the employees in a configured and careful way. This includes the selection and hiring of the employees, retention, monetary incentives and wage, training and development, talent management, and change management. It is also the process on how the company and the management maintain a good working relationship with the employees.

I have chosen Abu Dhabi Health Authority as the organization for my project about Human Resource Management because I heard that they are giving good benefits and assistance to all the candidates that they invited to work with them. For HAAD, good treatment for the candidates for employment and their employees as well will be the key to the success of an organization. In this concept, Abu Dhabi Health Authority shows the importance of Human Resource Management. To be able to attain the organization's set goals and targets, the management is causative in keeping the employees motivated which in return will make the employees productive and efficient. The management also needs to keep a healthy competition between the employees, and to keep a contending environment to help the employees be motivated.

The Human Resource Management in Abu Dhabi Health Authority provides the step-by-step guide on how the people are selected and hired and how they manage their employees in their organization. It focuses on the strategic human resource management, human capital management, wellness and social environment, training and development, resourcing, performance assessment, incentives, and building relationship between the management and the employees. Human Resource Management involves the principles and actions that affect the significance between the connection of the management and the employees. It also develops a set of conception and regulations that will contribute to the company's success, the trust and dedication of the employees and their proficiency.

Human Resource Management Processes in HAAD

2.1 Strategic Human Resource Management

Human Resource Management should be identified as strategic. The characteristic is adopted by the fundamentals of strategic human resource management. It is an integrated formulation to the development of the human resource management strategies that will aid the organization in accomplishing their set of goals and targets.

Strategy is the step-by-step methods on how the company will achieve their set of goals and targets with the help of the management and the employees. It is also characterized as the process of shaping the intentions and combining of the resources to expectations.

Strategic human resource management is the approach to a plan of execution that concerns with the human resource management which aims to take the future grounds of the organization. This method dwells on the things that the management and employees will execute, and in the later time will be adopted as they exercise it over and over again. It is the mundane in which the management will determine the actions that should be done and the things that should be modified for the success of the company.

Strategic human resource management is designed to innovate a conceptualization in which the low points that involves the employees are observed. It provides fundamental processes and decisions that consist of major and long-term effects on the action and prosperity of the organization. This will also assure the company that they will have skillful, trustworthy, and well-motivated employees that will help the company to be successful in their set of goals and targets.

There are three approaches on strategic human resource management which are the following:

High performance management approach – this includes the development of different processes in which when combined will make an efficient performance that also involves the skillfulness, attributes, level of customer service, development, and the earnings of the management and the employees.

High commitment management model – this type of approach exercises activities that is self-regulating and not controlling which enables the employees to do their tasks in their own way. The management will also obtain trust from the employees in this approach.

High involvement management approach – this involves on the treatment of the management on the employees as their partners. In this approach, the organization allows the employees to give suggestions and ideas on a particular situation and also involves on how the management communicate with the employees.

Human Resource Strategies

Human resource strategies begin with the exercises that the company should execute in regards of the differences of the human resource management rules and system. There are two key elements that are involved in this strategy: (a) there should be a set of goals and targets, and (b) the processes on how to achieve the goals and targets of the organization.

The aim of human resource strategies is to direct the human resource management's development and exercises. These should also consist of the rules and regulations of the management today and the next terms to come. The company and the managers should bear in mind that they need execute their duties properly and effectively in order for the organizational goals to be achieved.

Types of human resource strategies vary on the organization itself. But there are two identified types of human resource strategies that are common to most of organizations and they are the following:

Overarching strategies – it is said to be that this is the ultimate aim of the company, on how they bring off their people inside the organization, the processes that has to be done for the company to accumulate and keep the people in which they know that will help a lot in attaining the success of the company. This strategy also includes how the company will make the employees motivated and dedicated to the organization.

Specific human resource strategies – this begins on what the organization has to do in the particular areas like training and development, talent management, change management, etc.

Human Resource Planning in HAAD

Human resource planning will help the Abu Dhabi Health Authority to identify the number of their skilled workers and the number of employees they need to fill in on a specific team or management. In this case, the HAAD will be sure that the organizational goals will be met at the right time. Before hiring new employees, the company needs to do an inventory of the people in their departments and the needed people in specific teams. This will help the company to reduce the energy, time and money that will be used in the hiring processes.

Recruitment and Selection

After planning the human resourcing, the next step is the recruitment and selection of possible candidates. In this process, the company will make an advertisement that they are in need of skillful people to join their team in various advertisement instruments like newspapers, websites, and agencies. After this step, as the candidates passed their curriculum vitas, the company will now invite possible candidates to be interviewed.

Selection Interviewing and Selective Tests in HAAD

Selection interview is the assessment of the candidates that will soon join the company. In this stage, the candidates can be interviewed one by one, by group, and by panel. This will help the company to decide on who to hire with regards of the candidate's skills, experience and knowledge. This will also help the company to know whether the candidate is sufficient for the position they are applying to. A basic interview is consisting of the following attributes: knowledge, skills and capabilities, behavioral competencies, qualifications and trainings, experience, demands and requirements.

On the other hand, selection tests are the examination which the candidates will take in order for the company to know the abilities and skills of the candidates. There are two types of selective tests which are the following:

Psychological tests – these will assess the candidate's intelligence and attitude. Intelligence tests, ability tests, and personality tests are some of the examples of psychological tests.

Aptitude tests – these tests will assess the candidates if they are capable of working on the position that they are applying for.

Work Employment

Work is the performance of the activities and the usage of the abilities and capabilities of one's self in order for them to attain the things that they want to achieve. Most of the people work for one ultimate reason – to earn money. In addition to this, it is also one's ego that drives them to work. They need to prove that they can do something fruitful, to be successful in what they do, they wanted to be recognized for what they do, to have a chance to utilize their abilities and skills and acquire new knowledge, and companionship.

Employment Relationship

Employment relationship is attained when the management and the employees work together. For the management to be able to achieve their set of goals and targets they need to acquire the trust of their employees, keep them motivated and in return, they will be more dedicated to their work.

Training and Development

The Medical Education renders progressive healthcare educational possibilities for the employees of Abu Dhabi Wellness Power for them to develop higher attributes in regards with the medical assistance to the customers. In order for them to attain this, they use three centers which are: the Studying Source Middle, the Expert Growth Middle, and the Academic Matters Middle. The Medical Education and the learning department has progressed to be one of the most famous departments in the premises of Abu Dhabi Wellness Power that focuses on the professional progress and technical efficiency of the employees of Abu Dhabi Health Authority to improve the abilities and skills with the help of quality mentoring and educational exercises with the cooperation with the high-class mentors.

The Medical Education and the learning department concentrates on educational exercises intended at improving healthcare assistance and services of the managing, medical and allied wellness of Abu Dhabi Health Authority. Employees are stimulated to continue learning the activities that are summed up in their range of duties depending on their professional needs.

Gap Analysis and Recommendations

Aggregation of accurate data is fundamental not only to know the activities happening at the very moment, but also to ensure that precise presentations are executed within the important points. A gap research assessment contrivance has been made to furnish a resource for the market to assess hiring and option techniques against those described as best work out.

The system is a set of concerns based on the following dimensions:

– Job research and key option criteria

– short-listing

– Interviewing and additional assessment

– Induction/orientation

– The procedure (which contains evaluation of the option process).

This system can help the market identify locations where they can ameliorate their performance of best work out and additionally assess their amelioration over a duration through annually assessments. A gap research assessment system to utilize in examining hiring and option techniques is available online.

Performance Management

The component of human resource in the present scenario has undergone a sea change and its focus is on evolving such functional techniques which enable efficient performance of the important business techniques. In a way, human resource and business techniques operate in positioning. These days, human resource works towards facilitating and helping the performance of the employees by building conductive work environment and offering maximum chances to the workers for taking part in business orchestrating and making decisions procedure. These days, all the important actions of human resource are driven towards magnification of puissant bellwethers and fostering worker motivation. So, it can be interpreted that the component of human resource has germinated from merely an appraiser to a facilitator and an enabler.

Performance control is the present nonsensicality and is the need in the present times of cut throat competition and the business battle for authority. Performance control is a much wider and a complex operate of human resource, as it comprehends actions such as joint success stories, ongoing development review and efficient physical phenomenon, reviews and training for improved performance, execution of worker growth programs and fulfilling accomplishments. The methods of performance control starts with the joining of a new superjacent in a program and ends when a worker quits the company. Performance control can be conceived as organized methods by which the proficiency of a company can be improved by helping the performance of people within a team constitution. It is a means for promoting excellent execution of norms by communicating goals and targets, defining roles within a required competence constitution and creating attainable standards.

Performance Management is both important and coordinated conceptualization to presenting efficient outcomes in companies by utilizing the performance and innovating the abilities and capabilities of the management and the employees. The term performance control acquired its quality in the beginning of 1980's when total quality control postulations obtain utmost importance for the attainment of superior requirements and quality execution. Performance control is the current physical phenomenon which is conveyed between the management and the employees throughout the year. The methods are alterative and ongoing in nature. A performance control program is consists of the following activities:

Creating clear job descriptions and worker performance applications such as the key result areas (KRA) as well as indicators.

Recruitment and selection of possible candidates by utilizing a befitting procedure.

Discussing requirements as well as requirements for scheming the results and overall proficiency against the predefined norms.

Providing current training and reviews during the period of delivery of execution.

Characterizing the training and growth needs by conniving the results attained against the set requirements and employing effective growth exertions for improvement.

Keeping quarterly performance growth discussions and assessing worker executions on the basis of performance applications.

Scheming efficient rectification and compensate systems for acknowledging those workers who surpass in their tasks by attaining the set requirements in accordance with the performance applications or rather exceed the performance standards.

Conclusion

The exertion of human resource management in the company is very significant. The employees are said to be the core of a company. Without the people working for the company, the organization is ineffectual. Human resource management should be well-planned because this will convey the employees that will soon work for the company and will bring success to the organization. Planning for the human resourcing is one of the most important things that should be arranged accordingly or else the company will encounter problems that will affect them not to attain their organizational goals and targets. As they hire skillful and professional employees, they need to know the strategies on how they can keep the employees to be motivated and dedicated to their work and to the company, they need to keep a friendly competition between the employees of the company and to take care for them for this will be the way for the organization to be successful in achieving their goals and targets.