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Assessment 1: Reflection Paper

[Subtitle]

[Name]

[University]
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Table of Contents
Introduction: ................................................................................................................................ 4

Reflection – 1: ............................................................................................................................. 4

Reflection – 2: ............................................................................................................................. 4

Reflection – 3: ............................................................................................................................. 4

Reflection – 4: ............................................................................................................................. 5

Refection – 5: .............................................................................................................................. 5

Conclusion: ................................................................................................................................. 5

Business / HR Challenge-1: ........................................................................................................ 6

Business / HR Challenge-2: ........................................................................................................ 6

Business / HR Challenge-3: ........................................................................................................ 6

Business / HR Challenge-4: ........................................................................................................ 6

Business / HR Challenge-5: ........................................................................................................ 6

Effect – 1: .................................................................................................................................... 7

Effect – 2: .................................................................................................................................... 7

Effect – 3: .................................................................................................................................... 7

Effect – 4: .................................................................................................................................... 7

Effect – 5: .................................................................................................................................... 7

Recommended HR Strategy-1: ................................................................................................... 8

Recommended HR Strategy-2: ................................................................................................... 8

Recommended HR Strategy-3: ................................................................................................... 8

Recommended HR Strategy-4: ................................................................................................... 8

Recommended HR Strategy-5: ................................................................................................... 8

References ....................................................................................................................................... 9
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Introduction:
The United Arab Emirates is on its way to improve conditions for its workers, both national and
expats. Recent laws and rulings have brought flexibility and huge advantages to the UAE
employees. Better working environment will be assured by the government of UAE for the
workers due to rapid progress towards the achievement of the goal of Emirartization. State will
be more successful in its businesses and service and more productivity will be seen in the
functioning of the state due to new decrees and laws. Because these policies are being made
while considering the job satisfaction of employees and new ruling are being made to support
workers. This study is based on the analyzing the macroeconomics and conditions of labor
market in UAE and their influence on the complete system and what actions are being taken to
handle these problems.

Reflection – 1:
According to Tuxford (2018), the UAE will soon officially allow individuals to work for more
than one employer, without having the need to seek permission of their first employer. This will
make employee independent in making selection of number of employer they are ready to work
with. Previously, a NOC was required whenever an employee wanted to work for another
employer, part-time. This will have a potential boost on Emiratisation and will cut down costs.

Reflection – 2:
The UAE has decided to introduce longer stay visas for expats, to improve their talent
management. Previously, visas of two to three years were commonly issued the government.
With the rise of workforce, the government has decided to grant visas for extended periods of up
to ten years (Tuxford, 2018).

Reflection – 3:
Recently, the Dubai government has issued a new law which increases the annual leaves for all
government employees. Sheikh Mohammed, the ruler of Dubai, believes that the new law will be
in the best interest of the employees. 25 paid leaves, instead of 22, are allowed for employees of
grade 8 to 11. For employees of grade 7 or below, 18 paid leaves are granted, instead of 15
(“Longer leaves, shorter working hours under new Dubai law”, 2018).
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Reflection – 4:
The ruler of Dubai, Sheikh Mohammed, issued two decrees to support employees with
disabilities, recently. The first decree provides them equal employment opportunities as the abled
people. The second decree of this law adopts a sign language lexicon for the Emirates, which
will help the disabled people get access to equal privileges (“Sheikh Mohammed issues new law
on working in UAE”, 2018).

Refection – 5:
More recently, the Dubai government has rolled out new human resources law which allows the
employees to have an ‘out of office’ job and ticket allowances on flights for their families.
Special needs employees will be given lesser workloads and promotions can be earned on the
basis of assessments only (“Everything we know about the new Dubai work law”, 2018).

Conclusion:
From the laws and decrees, the UAE government’s earnest efforts to improve working
environment for the employees can be seen. The working laws have been improved seriously,
which will benefit the government and the workers. These new rulings will surely increase the
living standards of the workers and will enhance the economic growth of the country. These laws
are also expected to strengthen the relation between the worker and the employer.
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Business / HR Challenge-1:
The increase in allowed leaves will have an effect on the businesses in the UAE. The country
already lags behind the international markets because its trading centers and businesses are
closed on Fridays, and open on Sundays. The increased leaves might have a negative impact on
the productivity of businesses and services in the UAE.

Business / HR Challenge-2:
Working for two employees at one time, without having the need to seek the first employer’s
consent, might give rise to a substandard culture in organizations. Workers will be in a rush at
both workplaces, and will not be much active due to performing two duties in a single day.
Further, the culture of each organization is different which will become difficult for them to
adapt to.

Business / HR Challenge-3:
Giving equal job opportunities to the disabled people might not be good for organizations as
some positions are suited for abled people only. Disabled people might not be able to perform it
entirely or might lack in performing correctly. But according to the rules, the organizations will
have to present equal opportunities for both disabled and abled people.

Business / HR Challenge-4:
Promotions on the basis of assessments only, without counting the previous experience, might
not be suited to the hierarchical structures of some organizations. For instance, some companies
might be looking for an experienced person to occupy a particular position, instead of offering it
to their current employees.

Business / HR Challenge-5:
Ticket allowances for employees and their children will be an increased burden on the
organizations and businesses. Previously, this was only available for children up to 18 years but
now the age limit is 21 years.
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Effect – 1:
The HR departments will have reduced workforce during the months that most of the expats
want to visit their home countries. A direct decrease in productivity of business / organization is
possible. Moreover increased number of leaves will also decrease the productivity of the
organization.

Effect – 2:
The HR departments will to have to improve their employee engagement strategies to ensure that
their workers, who are working for two employees at the same time, can operate seamlessly in
both the workplace environments.

Effect – 3:
Providing equal opportunities for the disabled people might lead to a reduced productivity as
many disabled people might not be able to perform their responsibilities the same as an abled
person. Because they might not be as active as the abled workers.

Effect – 4:
The hierarchical structure will be affected due to promotions on the basis of assessment reports
and not on previous experience. The performance of the organization can have a negative impact.
Because the incompetent workers will not be able to enhance the productivity of the
organization.

Effect – 5:
Organizations will have to pay more charges in the form of ticket allowances for the employees
and their families, which would be an extra burden for them. And this will decrease the budget of
organization for completion of other important tasks.
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Recommended HR Strategy-1:
The HR departments should develop a systematic approach to allow their employees on leaves,
in such a way that the crucial operations of the organizations are not disturbed. For instance, a
specific group of employees should stay back during times when the expats are expected to ask
for leaves.

Recommended HR Strategy-2:
Since the employees will have difficulty in managing with two workplaces, frequent training
sessions on organizational policies and goals will help them perform better and understand the
working environment.

Recommended HR Strategy-3:
Disabled people should be given a specific quota only, which would be a set of jobs suited for
them. And special jobs must be designed that will involve only the disabled workers.

Recommended HR Strategy-4:
The organizations need to have a more effective performance management system to ensure that
the promoted employees are performing in the way they are supposed to be. Frequent audits and
feedbacks will also be required.

Recommended HR Strategy-5:
The organizations will have to improve their productivity by working on their management
strategies. Increased productivity will lead to more profits, which would cover the costs. And this
will increase the net worth of the organization surely.
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References
Everything we know about the new Dubai work law. (2018, July 2). Retrieved from The
National: https://www.thenational.ae/uae/government/everything-we-know-about-the-
new-dubai-work-law-1.746153

Longer leaves, shorter working hours under new Dubai law. (2018, July 2). Retrieved from
Khaleej Times: https://www.khaleejtimes.com/news/government/longer-leaves-shorter-
working-hours-under-new-dubai-law--

Sheikh Mohammed issues new law on working in UAE. (2018, August 14). Retrieved from
Khaleej Times: https://www.khaleejtimes.com/news/government/sheikh-mohammed-
issues/-new-law-on-working-in-uae

Tuxford, K. (2018, April 10). New rules on flexibility in UAE workforce 'will bring huge
advantages to employers'. Retrieved from Chartered Institute of Personnel and
Development: https://www.cipd.ae/people-management/feature-articles/new-rules-
flexibility-uae

Tuxford, K. (2018, June 12). Will 10-year visas revolutionise talent management? Retrieved
from Chartered Institute of Personnel and Development: https://www.cipd.ae/people-
management/feature-articles/10-year-visas-talent-management