The aim of the recruitment process is to attract as many successful candidates as possible, and at the same time, provide them with the most essential information about the organization the HR manager is presenting, and the details about the position itself. The selection stage is aimed at selecting the most appropriate candidates by using the combination of interviewing method, testing and other methods. The interviewing method includes several stages.
The informal part of the interview allows the candidates to influence the course of the conversation, which is a way to present the best qualities they can offer, whereas at the second stage of selection by interviewing, the formal part, the questions are structuralized, and the course of the conversation is determined by the interviewing panel. The combination of those two approaches allows the maximum use of the interviewing the applicants. Testing methods encourage candidates to use their cognitive abilities, such as verbal skills, whereas personality test assists the management in ascertaining if the applicant meets the requirements of the social and interpersonal skills
Different companies vary in their ways of managing compensations because of internal and external factors. The major internal factor is the strategy the company is using. It depends on the company’s size, policies, the marketplace of the company, and, of course, on the cultural and social background. Various organizations offer different work conditions and benefits packages to their employees, but it is important for the Human Resources managers to be consistent with the company’s policy, values, and traditions.
In the context of the communication with the workforce, it is also important to point out the fact that the HR specialists are supposed to communicate with the employees in order to inform them about their rights, encourage them to obtain new qualifications in training, and get feedback about the HR-related issues.
Moreover, the special demand for the Human Resources Management in the UAE also concerns recruitment and selection. It is important to point out the fact that HR professionals need to determine the level of skills and abilities of the candidates faster and with a lesser margin of mistake. The stages of such procedure include developing the criteria that the candidates need to meet, reaching out and informing them about the vacancy, interviewing and testing them, and making offers to the most suitable of the candidates.
Despite the fact that strategic management is one of the key concepts in the modern context of corporate management, it can often be overlooked (Katz,1955). Based on the methods and stages of recruitment and selection, there are different strategies for developing the HR plans (Schoemaker, Krupp, & Howland, 2013).
In the UAE, there is a number of areas that can benefit from the different Human Resources practices, which include:
In addition to recruiting and selecting new employees, the HR management includes:
- Organizing trainings,
- Managing careers,
- Dealing with redundancies and retirements;
- Planning vacations and various leaves;
- Ensuring compensations and benefits.
Working in the HR management requires strategic thinking for dealing with such matter as compensations and benefits plans (Zaleznik,1977). In the context of Human Resources in the UAE, some tested practices can be borrowed from the other countries.
There are three major areas that Human Resources managers are dealing with, which are:
- Recruitment, selection, and staffing the workforce;
- Organizing the employees turnover, redundancies, as well as planning compensations and benefits;
- Ensuring training and development of the workforce (Davenport, 1998).
In the UAE, the practices concerning all of the stages go through the process of refinement and differ depending on the companies’ traditions, policies, and values. Also, staffing, compensation and benefits, and the employee training need to reflect the international trends and tendencies. The reason for that is that Human Resources Management in the UAE operates a lot of the foreign workforce.
One of the significant aspects of human resources management in the UAE is the necessity to cope with a large number of foreign workforce and, therefore, the high rates of the employee turnover. It requires the managers to develop specific policies on the employees work planning and compensation schemes.
The necessity to implement the special procedures in the process of managing human capital demands from the managers to be especially aware of all the trends in the sphere of Human Resources Management on the international level.