HRM Audit at Etisalat Telecom

Question: Discuss about theHRM Audit at Etisalat Telecom. Answer: Introduction Human Resource Management is a major function in an organization. HRM focuses on the recruitment, management and providing direction for the people who work in an organization. When an organization sets its vision they provide the first priority to the workforce of the company. It means providing the right job to the right person at the right time. There is a direct link to the organization performance and the HRM of a business. When a company engages into an effective human resource management it leads to improved employment commitment, lowering the levels of absenteeism provides higher levels of skills in the employees leading to higher productivity and enhanced quality of efficiency (Golding N, 2010). HR audit is one of the most important tools for management control. It is essential to assess the performance along with the success of a HR management of an organization. The main objective of HR audit is to ascertain the strengths and weakness in the companys human resource management, and identify the issues that need resolution (Armstrong, Michael, and Angela Baron, 2015). The organization chosen for the HR audit is Etisalat Telecom in UAE. Etisalat is a leading telecom operator in the UAE. It believes that there is a high need for investments so that they could build networks in future. UAE aims to stay ahead in competition to achieve its being smart vision. The Human Resource department at Emirates Telecommunications Corporation (Etisalat), focuses on making its organization to be prepared to meet and also to overcome the challenges they face. The main strategy of the organization is become the biggest and top telecom company of in the world. Therefore the main emphasis of the company is developing the skills of the employees by providing adequate training and development. This leads to the growth of the employees and the company as well and also provides international expertise (Company Website, 2016). HR Functions The quality of the HR functions in an organization is one of the most essential factors that decide the success and failure in organization. It is important that each functional area in the HRM works towards the progress of the organization. The HR audit section is depicted as follows: The major HRM functional areas of operation in Etisalat are as follows: Human Resource Information System (HRIS): HRIS is an intersection between the human resources of an organization with the information technology through the HR software. The activities and processes are carried electronically through this process. HRIS at Etisalat is based on three sections (Annual Report, 2015) Human Resource Plans: Etisalat continuously engages in investing in its HR to provide them with best skills, training and development. The system at Etisalat determines the demand and supply of employees, replacement charts and summaries. Job Analysis Information: Job standards, Job descriptions and Job specifications are determined to lay down the right candidates required to perform the right job. This process cuts down unnecessary costs as requirements are clearly stated. Compensation Management: Etisalat at UAE offers best compensation and benefits package that are competitive and include other perks for its employees. The main goal of Etisalat in UAE is to provide continued commitment to build the success of its employees and company from the past years. Staffing and Development Recruitment and Selection: Organizations around the world have constantly adapted to the changes and challenges that have been occurring in the business economies. The telecom industries are new entrants in the new emerging economies. Telecom operator Etisalat has engaged in recruiting by building capabilities that are needed to provide various services in the company. They adopt a strategy that helps in ascertaining best talent into the company through effective selection procedures and providing equal employment opportunity (David Tusa and Melissa Master Cavanaugh, 2012). Training and Development: Etisalat provides growth opportunities for its employees in the long run. They focus on each individual in their talent pipeline in terms of three Es. They are education, experience and exposure. State-of-art facility is provided through education from Etisalat academy for leadership training in Dubai. They provide employees with high potential for rotation of various assignments to get a broad experience (Pulakos, Elaine D, 2009). Career Development: Etisalat has a capacity to attract, retain, and managing the executive talent by not only providing a compensation package but also maintaining a long relationship and providing opportunities for growth. They provide placement of employees outside their company for international expertise. This ensures that the employees are comfortable various working environments. Working in different markets makes them culturally resourceful. Employee Relations HR Compliance undertakes the evaluation of the operational policies of the employee relations at Etisalat. The company maintains confidentiality of all the matters related to the employees in the organization. They make sure that the company stands compliant with the employment related laws and regulations. They provide all benefits and perks to its employees to maintain healthy relationships with them (Staff Report, 2015). Strengths and Weaknesses Based on the HR audit conducted on the functional areas of operation at Etisalat it shows that the companys main goal of providing best in class skills and people development remains at the top. They remain committed at the vision of continuous development of the their people in order to support their career growth and also reach to their business objectives. This shows that the companys people management skills provides higher successes and balances the weaknesses. They do not face much of HR issues as they stay ahead with the changing times and remain competitive. Etisalat ensures success with higher people strengths as they select the right people in the organization and provide them with the best working environment so that they deliver the best results (Ehab Abhusabha, 2013). Conclusion Etisalat conducts an annual forum, which serves as a platform for the Group to come together globally and to celebrate with their people and the company. Etisalat is a one of the most reputed telecom company in UAE. The companys main aim and focus is to provide best skills to its employees. People development and career growth is highly appreciated. Therefore the success rate of the company is higher. The company should continuously invest in training and development of its employees (locally sourced) so that it ensures long-term objectives are achieved and also extend its existing corporate culture. References Armstrong, Michael, and Angela Baron (2015). Managing Performance, retrieved from Performance Management in Action. CIPD Publishing David Tusa and Melissa Master Cavanaugh (2012), A Talent Strategy for Emerging Economies, retrieved from https://www.strategy-business.com/article/00108?gko=1bea2 Ehab Abhusabha (2013), Research, Strategy and Business Plan of Etisalat, retrieved from https://ehab-abusabha.blogspot.in/2013/08/etisalat-new-market-entry-analysis-of_30.html Golding, N. (2010) "Strategic Human Resource Management" in Beardwell, J. and Claydon, T. (2010), retrieved from Human Resource Management A Contemporary Approach, FT Prentice Hall Human Resource at Etisalat UAE (2016), Company Profile, retrieved from https://www.etisalat.ae/en/aboutus/etisalatcorporation/corporation/profile/company-profile.jsp Human Resources, Annual Report of Etisalat UAE, retrieved from https://o2.ae/clients/etisalat/annualreport/en/hr.html Pulakos, Elaine D (2009) Performance Management: A New Approach for Driving Business Results, John Wiley Sons. Staff Report (2015), Etisalat annual group HR forum discusses strategy, best practice, retrieved from https://www.khaleejtimes.com/business/markets/etisalat-s-annual-group-hr-forum-discusses-strategy-best-practice