Introduction
Recruitment of employees plays a major role in determining the performance of any organization, company or industry in the business world. As a result, the manner in which the process is carried out is paramount and may have a significant impact on the overall output of the human resource department.
Due to the diverse nature of business, companies adopt various recruitment processes, which meet their needs or are inclined towards their goals and objectives. This paper will focus on the recruitment process at Abu Dhabi and its overall impact on the industry. The analysis will also focus on the importance of embracing a proper recruitment process in any business organization. Furthermore, suggestions will be put forth with regard to solving the recruitment problem at Abu Dhabi.
Objectives
This project focuses on the recruitment process of Abu Dhabi Accountability Authority, a government-controlled company in UAE. In detail, it will cover the impact of the faulty process and how to make it better. The project will also describe how ADAA will benefit from the project, including a streamlined hiring process. After the study, I hope to gain insights into benefits of a proper recruitment process. One of the skills, which I will use, is internet research techniques.
Company background
Abu Dhabi Accountability Authority is an independent corporate body, operating in the United Arab Emirates’ capital city, Abu Dhabi. Its formation was based on the Law No.14 for 2008. Under this formation, ADAA established its objectives, which are core in the execution of its mandate in the country. Among these objectives, ADDA ensures that all the resources and funds allocated to public firms are collected, managed and utilized in an economic, effective and efficient manner (ADAA 1).
Additionally, the firm ensures that all public entities submit accurate financial reports, which are compliant with the country’s applicable laws, regulations and rules. The last objective of ADAA is to promote transparent and accountable management of all public entities in the country as provided by the law. Importantly, these objectives form the baseline for the functioning of the firm, since they lay the foundation for its role and relevance in UAE’s public sector.
Functions and Duties of Abu Dhabi Accountability Authority
As mentioned above, the functions and roles of ADAA are enshrined in Law No. 14 of the year 2008. According to the law, ADAA has a wide range of responsibilities revolving around the operations of public entities in United Arab Emirates (ADAA 1). For instance, it is tasked with auditing consolidated financial statements of companies.
Besides this subjection of the government’s financial statements, ADAA monitors performance within the public sector through varying approaches and strategies. In this regard, it examines the effectiveness and efficacy of subject entities in order to augment economic stability.
Moreover, compliance of subject entities with the country’s rules, laws and regulations is a major concern. Consequently, ADAA is mandated to implement this compliance within the public sector. Through this process of coordination, it examines violations among subject entities and recommends appropriate corrective legal actions. This is achieved through information given to subject entities via constant advice.
Notably, ADAA offers relevant training to graduate trainees from national universities in the country. This ensures that young professionals are equipped with skills, which are necessary in the management of public institutions in the country. Lastly, the body conducts investigations into complaints of non-compliance, launched by customers of individual entities or from the entire public (ADAA 1).
Strategic goals
In achieving its goals, which were discussed in the previous segment, ADAA is guided by four strategic goals as follows: Firstly, ADAA augments excellent standards of transparency, accountability and governance to ensure that funds allocated to public entities are used effectively.
It also aims at promoting good performance through support of public entities and ensures that accurate data is properly utilized during decision-making. Through constant research and development, IDAA enhances good practices among subject entities. This lowers the degree of violation and increases the ability of entities to comply with existing rules and regulations. By targeting undergraduate students for training, ADAA’s strategy aims at developing human capital in the country.
For practical realization of these goals, ADAA has won the trust of UAE’s government and its subject entities as the main advisor in financial matters. In addition, it leads the public sector by not only monitoring other firms but also emerging as a role model of performance and good practices. Lastly, ADAA promotes communication with subject entities through sharing of relevant information (ADAA 1).
Training at ADAA
Based on the role it plays in the management and monitoring of UAE’s public firms, the Abu Dhabi Accountability Authority adopted a training program in 2009 through the introduction of the ADAA training center (ADAA 1). The main aim of establishing the center was to give advantage to UAE nationals by equipping them with knowledge and skills that were deemed necessary for them to fit in the current business environment.
To achieve this target, the center engaged in partnership with other training institutions to offer state the art courses like Certified Public Accountant exams and Certified Internal Auditor exams, aimed at promoting their career advancement in adding value to the economy of Abu Dhabi. In the understanding of the functions of the training center, it is essential to double emphasize its target of nurturing auditors and accountants to become future business leaders.
ADAA SWOT
Like any other firm in the world, ADAA has strengths, weaknesses, opportunities and threats, some of which will be discussed in this segment. The following table gives the SWOT analysis of the company:
Recruitment problem
Although ADAA, has been applauded for its role in shaping the financial image of Abu Dhabi and UAE’s economy, its recruitment process flaws have to be changed in order realize effective human resource management. In general, it takes a qualified employee up to eight months before being hired by ADAA.
There is no doubt that this period is too long for a firm that focuses on performance and competitive advantage in the business world. In this regard, it is important to examine on how other government companies and global firms carry out their recruitment processes. In the following segment, the recruitment process of Abu Dhabi National Oil Company will be analyzed.
Abu Dhabi National Oil Company
ADNOC is one the oil companies in Abu Dhabi. To achieve its goal in the exploitation of oil, the company employs a variety of technical, multinational and administration staff (ADNOC 1). After realizing that its employees were its first asset and performance determinant, the company heavily invested in the human resource department to have top-cream employees in the country. This is mainly through training, nurturing of talents and recognition of performance excellence through rewards and fair remuneration.
Of great importance is the fact that the company concentrates on hiring UAE nationals as a directive from the president of UAE. It not only focuses on bettering of the existing workforce, but also ensures that newly hired employees are trained appropriately, by sourcing trainees from a wide range of disciplines, including but not limited to engineering, technical and administration (ADNOC 1).
Under Competence Assurance Management System, new employees receive training, which makes them effective in the oil industry and in the changing business world.
Like Abu Dhabi Accountability Authority, ADNOC’s recruitment process takes a long period of time with some cases lasting nine months before an applicant starts working at the firm. This has serious implications since it wastes time in replacing or hiring new staff.
Additionally, ADNOC may end up losing competent candidates to other companies, which have better hiring systems. Lastly, an inefficient hiring process may present a negative image to the public. The inability of ADNOC hiring new employees promptly after their application may discourage productive individuals.
Hiring process at Microsoft
Microsoft is arguably one of the best companies in the world, with regard to management and performance. Its outstanding excellence has earned it immense reputation together with a superior competitive advantage against its closest competitors (Cagan 1).
Among other effective sectors at Microsoft is its efficient recruitment process, which according to witnesses, takes a few weeks before a new employee is hired. This creates a wide gap with other companies like ADNOC and ADAA, which are known for their long and inefficient hiring processes that have to be changed at all cost.
How then does Microsoft carry out recruitment? Research indicates that the company has heavily invested in the recruitment sector to ensure that it has the best tools to capture the top candidates whenever need arises. A key player in the process is the recruiter.
Microsoft recruiters are effective and competent in performing their duties at the in the human resource department (Cagan 1). In some rare cases, the company hires foreign recruiters especially in sourcing senior office bearers. However, most recruitment processes are handled by permanent specialists, who are well versed with the needs of the company.
Effects of poor hiring process
Bad hiring processes have a wide range of negative effects. In fact, there are numerous companies and businesses, which have crumbled to their knees as a result of poor hiring techniques. The management of ADAA has to underline the following implications of their prolonged hiring process.
Firstly, there is always loss of quality time to hire and train new employees. When a company takes up to six months before hiring, production time is wasted. Due to this delayed hiring and replacement, most affected companies experience low production since tasks are left unattended to or are shared among other employees handling different departments within the unit. This promotes overworking of staff and incompetent performance (Williams 1).
In addition, a poor recruitment process has cost implications, which are normally faced by the company. For instance, the money, which would have been used to hire workers at the most opportune time, gets used elsewhere.
This implies that extra expenses would be incurred when the hiring process is concluded several months later. In some cases, a poor hiring process may discourage employees (Williams 1). By the fact that an organization is in need of workers, existing employees expect such vacancies to be filled promptly to minimize negative impact on production. When this is delayed, it might send wrong signals to the entire workforce and affect overall performance.
Solutions to ADAA’s hiring process
Based on the problem presented in this project, there is need for the Abu Dhabi Accountability Authority to implement strategies aimed at changing the entire recruitment process. For instance, ADAA should think outside the box while hiring workers. This can be achieved through proper definition of jobs at the firm and how it is supposed to be done.
Secondly, the company ought to adopt measures, which define how a particular job is done. Lastly, recruiters need to follow on specifics, while selecting the most suitable candidate for easy elimination, thus saving on time (Kennedy-Luczak and Thompson 2).
Importantly, clarity of “competency cobwebs” cannot be underestimated. Recruiters have to be smart in defining what they are looking for in candidates other than being general during the interview. This helps in understanding the skills of the candidate in the shortest time possible. Moreover, recruiters ought to eliminate junk in their hiring criterion. In this line of thought, all techniques employed have to be inclined towards narrowing down to the best choice among several applicants (Kennedy-Luczak and Thompson 2).
Benefits of the project
This project is important because of the impact it will have in redefining the hiring process in ADAA. Through these insights, which have been discussed above, it will be easier for the management to make sober and realistic decisions, regarding the process.
By appreciating the significance of an effective hiring process, management will be able to save money that has been lost through long hiring procedures. Being a monitor of several subject entities in Abu Dhabi, ADAA will be have positive impact on other firms, thus improving the overall performance of the country’s economy.
Implementation
In defining the timeline for this project, it is essential to appreciate that hiring forms part of an organization’s culture. In other words, the relevant changes have to be done in a progressive approach to allow the entire workforce and management to notice the need for an effective hiring process. This is also because ADAA will have to train recruiters, who will be responsible for transforming the company’s hiring process into an excellent tool of souring qualified employees.
Conclusion
From the analysis carried out, it is doubtless that a hiring process is quite significant in determining the performance of an organization. With the process taking more than six months before an employee is hired, this proposal will be an effective tool in revamping the company.
Works Cited
ADAA. “Company Profile.” Abu Dhabi Accountability Authority, 2010. Web.
ADNOC. “Company Profile.” Abu Dhabi National Oil Company, 2012. Web.
Cagan, Marty. “Microsoft’s Advantage.” Silicon Valley Product Group, 2006. Web.
Kennedy-Luczak, Kathleen, and Thompson Carol. HR how to Recruiting and Hiring. Illinois: CCH Incorporated, 2005. Print.
Williams, Wendell. “The Cost of a Bad Hire: How to actually do something about it.” ERE Media, 2011. Web.