Job Analysis in the Organizations of UAE- Free-Samples for Students

Question: Job Analysis, Staffing and Employees Retention in Modern Organizations of UAE. Answer: Introduction This study describes the job analysis, staffing and employee retention in the modern organization of UAE. The main objectives of this study are to document the job analysis in modern organization, determine the staffing criteria and employee retention. Job analysis Job analysis refers to a process which identifies and determines the specific duties, requirements and importance of the duties in a given job. The modern organization of UAE does the job analysis through interviews, observation and participant observation in selecting the right candidate, technical conference method and much more. The process of job analysis: Information gathering: the Modern organization should gather data related to the requirement of staff. It helps an organization to find the right person, at right time and with right qualification. Job analysis includes finding what qualification and expertise can fulfill the requirement in UAEs environment (Hoffer, 2012). Job specific competency: UAEs organization should analyze out what specific competency will be required from candidate to fill the vacancy. Analysis helps out an organization to develop the proper channel and methodology to hire personnel. Job description: After finding out requirements for a position, a complete description should be prepared for hiring procedure (Hatch Cunliffe, 2012). This method will help an organization in solving all job-related queries during job description time only. Staffing Staffing may be defined as a process of selecting and training of individuals for specific job functions and linked them with the associated responsibilities. Modern organization struggles with staffing challenges steaming from increased knowledge work, shortage of labor, competition for candidates and workforce diversity. Staffing is the basic function of management. Organization in UAE is regularly involved in performing staffing function. In the modern organization, HR manager is actively connected with the training, recruitment, selection, appraisal, and counseling of employees (Mahal, 2012). Function like staffing is concerned with the training and development of the human resource management. A manager in UAE considers the human relations skills and competencies in order to provide the direction and training to the subordinates. Staffing function is done regularly and has equal importance in growth of an organization. Staffing guides the workers and also examines the performanc e on a repeated basis. In the modern organization, it is the also key to the efficient accomplishment of other functions of management. As in new organization it is the employees who will be taking the position to lead the organization. They are the significant part of an organizational structure. In modern organization functioning mainly depends on the performance and quality of employees hired. Management faces various challenges as efficient and qualitative results are required in the modern era (McPhail, et al, 2012). Staffing is the function which cannot be done again and again for the same position as it requires resources, time and money, and modern organization is not in a position to repeat the process. Employee retention Employee retention is one of the hottest subjects of the cutting edge of Human Resources Management. It refers to the capability of an organization to hold its employees. Employee turnover and the Staff Retention issue have progressed toward becoming an expanding issue and one of the greatest difficulties for Human Resource Management (HRM) in a modern organization (Mowday, Porter Steers, 2013). Amid the most recent couple of decades, HR Personnel's part has been hugely upgraded from the printed material of contracting and terminating to handling employments to a multifaceted Occupation in UAE. Discovering and holding the correct worker can be troublesome in the short term, because of the steady increment popularity for multi-talented employees and growing number of the modern organization. It is natural that the connection between business and representative starts not when the worker begins work, but when the recruitment and selection period of the process. Numerous representative s have a positive or potentially negative state of mind towards their boss from the start. UAEs organization is using various methods to retain employee to increase the size of a company. Tips for employee retention: According to James Mathew (2012) following strategies can be used to retain employees. Creating right culture: Finding right who will stay longer with the modern organization is difficult. Thus creating internal environment will help an organization to motivate the employee to stay longer. Providing guidance: Giving proper training and skills required for a job is important as this boost employee morale to work for an organization. Because if an employee feels frustrated from his job role, he/she will not stay longer. Dont lose competent: Managers should continuously make effort to appreciate employees who are performing well. So managers strategy should be not to lose them during other employee leaving. Conclusion From this report, it can be analyzed that modern organization of UAE faces the number of challenges regarding employee retention and hiring. So with proper study and techniques, Human resource team should close all the loopholes of the company before employee perspective turn negative towards it. HR managers should consider the tips for retaining employee for longer period. References Hatch, M. J., Cunliffe, A. L. (2012). Organization theory: modern, symbolic and postmodern perpespectives. Oxford university press, London. Hoffer, J. A. (2012).Modern Systems Analysis and Design, 6/e. Pearson Education India. James, L., Mathew, L. (2012). Employee retention strategies: IT industry.SCMS Journal of Indian Management,9(3), 79. Mahal, P. K. (2012). HR practices as determinants of organizational commitment and employee retention.IUP Journal of Management Research,11(4), 37. McPhail, R., Fisher, R., Harvey, M., Moeller, M. (2012). Staffing the global organization: Cultural nomads.Human Resource Development Quarterly,23(2), 259-276. Mowday, R. T., Porter, L. W., Steers, R. M. (2013).Employeeorganization linkages: The psychology of commitment, absenteeism, and turnover. Academic press. United States.