The Emiratisation HRM Practices of a Petroleum Company Programs to encourage emp

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The Emiratisation HRM Practices of a Petroleum Company

Programs to encourage employment of nationals in preference to expatriates have become a key feature in the Gulf countries, Thee United Arab Emirates (UAE) relies heavily on foreign workers. In 2007, Emiratis represented only 13.5% of the UAE population. Expatriate workers occupy 98% of private-sector jobs (more than 52% of the total jobs in the UAE), and 91% in the public sector. The unemployment rate for UAE national is around 13%. To enformce Emiratisation, the government has centrally determned employment quotas for national s withhin specific sectors.

UMI/PETROL is a UAE company operationg in the petroleum industry. In 1998, its board formally approved the "Workforce Nationalization Project". In 1999, EMI/PERTOL became a leader in Emiratisation by allocating a budget of $13.5million (aproximately 50 million AED) to cover Emiratisation expenses, created a dedicated "Nationals' Development Team" 9NDT) set a goal to achieve 50% Emiratisation of non-retail staff over a 5-year period, and publicized its plan through the local press.

In 1999, miratis represented 11% of the company's workforce. After an inital assessmentt, EMI/PRETROL wet mearuable Emiratisation objectives an policies. The NDT designed proactive recruitemtn strategits to generate wwll-qualified UAE application, developed competency profiles used to select local nationals and edentify their individual development needs and created individual training and developmentt plans for each UAE employee. Once a national trainee was competent in the core competencies of the target position, the trainee would replace an expatriate employee. To facilitate cooperation with expatriates, replaced staff could choose redepolymeent within the group of an attractive redundancy package. Emiratisation becames a key indicator in the company's performance management cycle. The numbers of newly employed and promoted Emirati employees, per year, were used to evaluat the progress."

in 2003, after the first Emiratistion process reviewl EMI/PETROL descoered itt was vulnerable to the "poaching" of high caliber nationals. It responded with a strong retention strategy (providing preferntial terms and conditions for nationals, including competitive salaries as determined by benchmarking with othet organiations) and implementted specific succession planning. The humman resources policy manual states that recruitment preference is given to citizens of the UAE, and where a vacancy provides a promotion opportunity and/or development opportunigy, national candidates are reiewed and receive priority. Today EME/PETTROL is known as on the Emiratisation leades in the UAE. Even if it id not succedd in its initial objective, it did manage to achieve 50% Emiritisation of jobs at the professional and management leveels.

Question 1: Whatt characteristics of diversity and affirmative action programs do you reconize in tthis case?

Question 2; How is the Emiritisation program different?

Question 3: What qualitaitve and quantitative indicators could companies like EMI/PETTRO use to evaluate their nationalization progress?

Question 4: WOuld you speak, in this case, of reverse discriminattion?

Explanation / Answer

1- UAE consists of 7 emirates and it has a state religion of Islam and all emirates are rule by constitutional monarch.There culture is shaped by the above mentioned factors in UAE but in Dubai 10% are natives and rest are expatiates it means it has a cosmopolital culture. In western countries there is no state religion and a democracy is in all countries. Expatriates does not constitute such numbers in westerncountries.

2-The misconception regarding language, culture and human rights violation will be arise by western visiters.The cultural and governance difference will be a major misunderstanding.

3-My advice will be that there is a spread of lie about UAE. It has a great culture and one company should respect her culture while doing business there. It has expatriates from other countries so there will be availability of qualified manpowers.

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