Human Resource Needs at Etisalat

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Table of Contents

Content…………………….………………………………………………………………..Page

  • Brief Background of Etisalat………………………………………………………………2
  • Company employee turnover and absenteeism rates…………………………………….2
    • Solution to the above problems……………………………………………………3
      • Employee turnover rate……………………………………………….3
      • Absenteeism rate………………………………………………………3
    • Issues the Human Resource department is currently facing………………………………3
      • Recruitment and outsourcing of employees………………………………………3
      • Conflicts and conflict resolution………………………………………………….4
      • Negativity and low morale of some workers……………………………………..4
      • Complacency, laziness and negligence at workplace…………………………….5
      • Dealing with crude and rude workers…………………………………………….5
    • Forecasting the Human resource needs of various department………………………….6
      • Managing HR Issues………………………………………………………………6
      • Recruitment and outsourcing……….…………………………………………….6
      • Conflicts & conflict resolving…………………………………………………….6
      • Complacency, laziness and negligence at workplace…………………………….6
      • Dealing with crude and rude workers……………………………………………..7
    • Conclusion……………………………………………………………………………….7

Human Resource Needs at Etisalat

1.0 Brief Background of Etisalat

The company I have chosen is ETISALAT Tele Communications Company based in Dubai UAE. This mobile service provider has a global presence in 18 countries namely; Africa, the Middle East and Asia. As of February 2012, ETISALAT was ranked 15th globally with an estimated over 150 million customers. In Emirates, this company is one of the only 2 mobile service provides in the county and the other being emirates in the country and the other being emirates integrated telecom .Besides voice revenues, ETISALAT has also ventured into internet service providing. In this human resource analysis, special attention is paid to ETISALAT Dubai that has directly employed 450 workers. The resource person of this analysis is Mr. Mohamed Abdul Karim the Human Resource Manager of ETISALAT Dubai his cell phone number is +2675421.

2.0 Company employee turnover and absenteeism rates

Employee turnover is defined as the rate at which an employer looses and gain employees at ETISALAT this rate was initially 7% per month but it has gone down to around 4% per month (Legge 5).This rate is determined by simply dividing the number of separation workers by the average number of the total employees in that month and multiplying it by 100.

That is Employee turnover rate =         No. of separation during the month         x 100

                                          Average no. of employees during the month 

 

For example, in one month, ETISALAT lost 28 employee out of 403 total workforce them

 

E.T.R = 28

403

= 7%

 

Absenteeism rate refers to the degree at which employees fail to report duty within a particular duration.  Absenteeism itself could be a result of genuine reasons like sickness or intentional at ETISALAT Dubai, this rate is estimated o be around 8% per month.

2.1 Solution to the above problems

2.1.1 Employee turnover rate:

To ensure that this rate is limited, Adbul stated that ETISALAT Dubai has adopted measures like, attractive remuneration, bettering the employee working conditions and also striving to be the best telecommunication company within the county at which majority of employees will wish to work for.

2.1.2 Absenteeism rate

As explained earlier absenteeism can be out of genuine reasons like sickness that cannot be avoided.  In this regard, the company has put in place measures like health sensitization programs for its employees and them families.  This is targeted at reducing the number of sick offs from employees and instead, concentrate with their works.  With the other serial absentee employees, the company has adopted a mechanism like performance contracting where absenteeism is a major clause in these contracts where employees are made to sign a document that prohibits unnecessary absenteeism with clear punishments on those found culpable to have flouted these regulations.

3.0 Issues the Human Resource department is currently facing

The Human Resource department at ETISALAT Dubai is faced with a number of challenges.  Some of them are according to Abdul are.

  • Recruitment and outsourcing of employees

Recruitment of employees can be a daunting task. These poses challenges like; identifying, interviewing and employing the best candidates within targeting to appreciate those unsuccessful candidates.

After recruiting new staff, the challenges do not end here.  This is because, the new staff ought to be oriented, retrained and made to adopt the working culture and the general expectations from them both from them supervisors ad there company’s customers.  For ETISALAT Dubai measures like advertisement both in print and broadcast media are one of the ways of getting them employees.  Also, the company has dedicated some resources to the Human Resource department to carry out extensive research so as to ascertain the real factors that can attract highly skilled labor into the organization besides coming up with the best practices that can retain the already productive workforce within the organization.

  • Conflicts and conflict resolution

It is common knowledge that whenever human being comes together, there will always be divergences. Therefore in an organization like ETISALAT Dubai a company with employees from varied backgrounds with varied orientations, beliefs religion conflicts will always be prevalent conflict in an organizations one not enforce take an example where there is a health divergence in ideas between two individuals such a disagreement if well handled can automatically lead to new ideas and innovations thus improving the productiv.............


Type: Essay || Words: 2055 Rating || Excellent

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