Question:
Scenario Human resource planning provides the mechanisms through which organisations can ensure that they have sufficient staff of the right quality now and in the future to enable their successful functioning. Issues such as the recruitment of staff, the retention of staff, developing staff and succession planning, as well as downsizing and relocation, need to be accommodated in human resource plans.
The candidate is required to discuss all the learning outcomes in perspective of his/her organization they work in. Note: Please provide a profile of your company / organization of not more than 1 page. Elaborate on the culture and structure of the entity.
Understand how the strategic management of human resources contributes to the achievement of organisational objectives
Be able to develop human resource plans for an organization
Understand human resources policy requirements in an organization
Be able to examine human resources management in an organization
Solution:
1.0 Introduction
1.1 Organisation Background
The Abu Dhabi National Oil Company (ADNOC) is a World leading energy producer established in 1971 and headquartered in Abu Dhabi. Its operations are anchored in the overall hydrocarbon value chain through a network of fully-integrated businesses with diverse interests ranging from exploration, production, storage, refining and distribution of a wide range of petrochemical products. The company objectives are creating improved efficiencies through benchmark performance, integrating a balanced scorecard approach in the entire group and aligning with their key performance indicators. The company vision is working collaboratively in harnessing energy resources in services for the nation. Similarly, their mission is operating through partnership, innovation and a relentless focus on high performance and efficiency for maximizing value for energy resources. As part of the company initiative of objectives, mission and vision attainment, the management has initiated a process of merging its two largest offshore operations. As noted by Yusuf et al. (2015), merging is intended to streamline management and operations and driving an entrepreneurial culture in expectations of attaining a prolonged low oil price environment. The strategy involves the merging of the Zakum Development Company (Zadco) and the Abu Dhabi Marine Operating Company (Adma-Opco). This strategy is expected to lead to a significant implication in the organisation HR strategy (Rai & Victor, 2012). In this case, this report would evaluate on the extent to which the change in organisation design in the merger would influence HR strategies. This is through evaluating the effective strategic management of human resources and its influence in supporting the achievement of the organisational purposes and provision of skills for applying this understanding in an organisational context.
1.1 Importance of Strategic Human Resource Management in Organisations
Taking into account of the country of origin of UAE MNEs, they are majorly from Australia, Japan, and USA (Niosi & Zhegu, 2010). However, in the recent past, there has been an increased dominance of China and India entities slowly dominating the market. HRM is a corporate strategic partner emergence of HRM and hence suitable for enhancing cost-efficiencies, resources conservation and regulatory compliance (Purcell & Ahlstrand, 1994). Additionally, the companies are basically foreign and indigenous owned with multi-site operations dominating their practice (Sidani & Al Ariss, 2014). In this context, Niosi and Zhegu (2010), categorized the MNEs as ethnocentric, polycentric and global. Based on this categorization, HR practices in an ethnocentric entity resembles MNCs in home countries while in polycentric conforming to local practices of affiliate countries and lastly adhering to global standards for global. Bremmer (2014) identified four key areas of HR practices. They include high-grade management positions, potential staff globally, employer branding, talent development, performance management, team-work, rewards and succession planning and international manager’s development (Scullion & Starkey, 2000).
MNEs HR Practices
Recruitment and Selection In all the company subsidiaries, they are independently tasked with ensuring that they hire separate employees. However, in their practices, they must ensure they implement and monitor all the corporate policies. Multiple recruitment approaches are used as a recruitment process which is inclusive of advertisements in their individual entities in the oil and gas industry………………………………………………………………………………………………………………………………………Please contact our team to receive guidance, support and tutorial services on this assessment in its entirety and your organisation of choice
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