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Talent Acquisition & Integrated Project Solutions
Upon winning a tender our recruitment team in the region is given a list of requirements from the client which they then have to fill within a given time frame. It is also done through recruitment campaigns is one specific nationality is needed for a project.
This is a service that we provide for all placed candidates who are travelling abroad for an assignment which involved on and off boarding support, visa, flights and housing arrangements
Identification of Main Customers
There are two types of customers that the company serves, those who are looking for workforce (the companies) and those who are looking for employment (the individuals). It is not possible to distinguish the percentage of who the company is more focused on as it varies on the region. What differentiates them is that the Clients that looking for workforce either request our company to be used as the resource through a recommendation or through a tendering process. On the other hand the individuals that approach our business while looking for new opportunities mostly use the website as a platform for searching and applying for employment which is then saved on our data base for future reference and use.
3. The companies’ mission and vision is as follows:
The above describe the companies’ overall goal that all its branches are working towards on an annual basis. Those vary depending on the region due to different obstacles, structures or legislation surrounding it. Within the Middle East the main short to medium term objectives is to ensure that the existing relationships that have been established over the years remain undisturbed by this such as low quality of work and untimely delivery of work gained through tenders. This is achieved by employing the right people on the right positions to ensure that what has been built overtime won’t be damaged through wrong communication channels.
Moreover the company needs to explore possibly needed adjustments in its operations to be able to work with companies that work on smaller projects besides those which are government driven or large privately run entities. Finally, the company needs to explore and establish whether it is worth expanding into different. Industries within the region due to the growth within Rail and Construction sectors, considering a lot of competition from abroad this needs extensive analysis and research.
4. An analysis of minimum 4 external factors and their impact on the business activities of the organization.
This factor within the ME Region is very influential. Due to ongoing conflicts in Iraq our consultants have to go through extensive training in case of emergencies such as wars which not only includes very high rotational/ demobilization costs but also involves a number of measures that the company had to incorporate and take into account while setting up the entity in high risk location which are: a separate emergency phone line, a 24/7 emergency contact, amendments to existing employee contacts which do not consider political conflicts; safe transportation, security guards and special camp accommodation which comes at a very high price
The economy in the middle east is very good, however it is only accessible to those who have the right contacts and relationships. Also it is very strongly affected by politics. Western Companies have to go through a very lengthy process of registration which requires wasta not only at the beginning but also for certain regular activities which slows down a lot of processes which in h West wouldn’t be an issue.
Arab culture is very strong and rules the legislation and all processes and procedures within workplaces in the Region. Introducing the process of nationalisation has had a great influence on all companies operating in the region as a quota on nationals has to be employed by every company which meant that current employees had to be replaced with locals who unfortunately often aren’t keen to work, which creates a lot of issues in the workplace.
While expanding in the ME Region the company had tapped into the Caspian Region a few years ago and set up 3 offices in Kazakhstan. However business development and tenders were a struggle due to very common bribery and corruption methods in doing business in this region. AS this is against the companies’ Code of Business Conduct the Board is now considering to sell the business within that region, as it is impossible to develop without breaking the company codes.
5. Structure of the organization
The company structure within the ME region is Functional due to the business need. Each of the departments and all employees have a specific role and function that contributes towards the entire region functioning properly
1&2 Organizational Strategy
The companies’ overall Regional Strategy is focused on growth and development in existing and new locations. This means that all delivery managers are focused on bringing in numbers and new business to ensure high profits which equals meeting their KPIs. This relays to all other departments which like recruiters are pressured to provide the highest level of service and ensure the business’s regular growth.
The HR department is there to:
Ensure that all incoming business which requires new staff or increased workload for existing staff is worth the effort – preparing P&L Reports Ensuring that all departments are equally rewarded, not just the recruiters that are given regular bonuses for placements made. Initiatives for the finance and GM department have been developed. Policies and procedures have been developed to ensure that all employees who join or are currently working for the company adhere to the same standards and are treated equally. All of the above mentioned directly or indirectly ensure staff retention.
Supporting manager and staff & contribution to the overall success of the business Conflict and Dispute solving -When a conflict arises HR is there to be the mediator and the person that is objective towards both sides. The HR helps to solve the problem without involvement of personal opinions of either of the sides. Conflicts often grow to an extent where other departments get involved and it becomes a personal issue rather than a small work issues that absorbs everyone. This is very unhealthy as it absorbs time and energy of the entire team or within an office where it could be used for positive actions and development. HR is there to ensure that misunderstandings do not grow on such scale and help the teams refocus on their goals as well s the common aim of the office or the region that every employee is working towards.
This is crucial to the business because a team that doesn’t work well together will never produce results which will mirro their full potential. Performance Management – HR Provides the platform, tools and expertise to ensure that each employee is assessed on a regular basis and has a chance to express and discuss any problems or issues that they might be facing. It also provides written proof for the managers when it comes to promotions and pay rises at the end of the year. It also provides a source of analysis for training needs and employee development plans which are used during budget setting time. Appraisals, even though for many managers seem like a chore are a very important part of the businesses success.
Even when a team doesn’t meet on a regular basis to discuss any issues, the assessment time is when real performers and those who clearly underperform are identified. Having detailed written reviews help to distinguish whether a staff member is worth investing in and having his employment continued or whether he should be let go of at early stages – within the first 3 months when the probation period is over. Without the HR department prompting the managers to complete those above described assessments, the managers often do not realize the lack of someone’s potential until crucial, often costly mistakes are made.
Guidance in terms of employee legislation
As the legislation in the region changes on a regular basis, it is important that HR has the information and relays it to all employees, and also acts as the person that is informed of any immigration or legal changes. It is crucial to the business that all laws are followed to avoid any issues not only with employees in case of disputes but also with governmental bodies such as immigration or the Municipality. Following those rules in any country can be a deciding factor during an internal or external audit and ensure that the business can continue trading rather than being fined or even closed down for not adhering to the rules and regulations. Fair treatment of employees
To ensure fair treatment of employees and to avoid favouritism, policies procedures and guidelines are developed. All employees are bound by the same rules which create guidelines for their day to day behaviours and actions which if broken and referred to during disciplinary or performance assessment meetings. Having rules in place is crucial to the business as it avoids unnecessary conflicts and issues as well as helps employees to understand and follow the company culture which is reflected within its rules.