Critical evaluation of HRM and cultural issues: the case study

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A Critical Evaluation of HRM Issues

• Compliance with laws and rules:the key part of the Regent College London (RCL) successful move into the Dubai is making sure that all labor laws and rules are followed and well implemented. It is essential to pay close attention to the country job laws, visa rules, and other legal requirements (Stone, et.al, 2023). It is significant to understand these rules in order to avoid legal problems, possible fines, or problems with operations. The company needs to set up strong rules for handling visas, getting work permits and following through on contracts so that both workers and the organization are safe. Working with the lawyers who are familiar with the UAE work law makes sure that the company operations are in line with what the local government wants.
• Management of Talent Acquisition and Development:It is crucial to take the strategic strategy in order to successfully recruit and retain skilled personnel in Dubai competitive market. Enhancing exposure of the company in the job market may be accomplished via the implementation of the efficient talent acquisition methods. These tactics may include focused recruiting efforts, collaborations with local universities and the utilization of employment agencies. Providing competitive wage packages and comprehensive benefits that are customized to needs of local community and the cost of living are essential components in the process of recruiting top personnel (Farndale, 2023). This will contribute to the employee happiness and the long-term commitment which will help solve the difficulty of talent retention. The Talent management programs, career development initiatives, and mentoring opportunities will all be implemented.
• Diversity in the workplace based on culture:People from the huge range of the racial, language, and religious groups live in Dubai making its culture mix very rich. As Regent College London grows in this metropolitan area it is crucial for HRM plans to recognize and celebrate the variety of the campus. Creating training programs for the cultural awareness is the practical way to help workers understand each other and work together better. The staff should learn about the subtleties of different cultures through these programs (Armstrong and Taylor, 2023). This will encourage open communication and make it less likely that people will misunderstand or fight. Putting together affinity groups at work can help people who share cultural or personal hobbies feel like they are part of the community. The people can use these groups to connect with each other share their experiences and help make the workplace more welcoming for everyone. Honoring the cultural events and holidays not only shows that the company values diversity of the employees but also its dedication to making the workplace culturally rich and lively. It is also essential to include different points of view when making decisions. The system for making decisions will take into account the different situations and ideas of workforce. The Inclusive decision-making not only makes an organization more effective but it also helps workers feel like they belong.  The second important part is changing HR methods to fit different national norms. For instance, this could mean having open work hours during religion holidays, recognizing different holidays, and honoring traditional practices. When the managers make policies that take this into account, they help make the workplace the place where people feel appreciated and respected, which leads to healthy organizational atmosphere.
• Training and growth:In Dubai fast changing educational environment it is essential for the organizational staff to have ongoing training and development programs. Putting money into the staff development programs helps teachers keep up with the newest ways to teach, technologies, and educational trends (Obeidat, et.al, 2023). This not only improves the standard of education but it also makes RCL look like the school that is looking to the future. When it comes to world schooling, learning how to use technology is especially important. Teachers at the company need to know how to use the newest technology in education to make lessons interesting and useful. Giving teachers training on how to use technology, virtual classrooms, and digital tools gives them the skills they need to work in Dubai constantly changing school system. For information sharing it is smart to form relationships with the area schools and people in the business. Working together on the projects can help people share their best ideas, learn more about what their community's schools need and try out different ways of teaching. This joint method not only makes the teachers at the company better but it also helps the school system in Dubai as the whole.
• Performance Management consists:It is very necessary for the company success in Dubai to put into place the performance management system that is both fair and open to scrutiny. The motivation and productivity of the employees may be increased by providing them with clear expectation providing frequent feedback methods and career advancement opportunities that are tied to their performance. As the foundation for conducting fair assessment's objective performance measures that are in line with the objectives of the organization are essential (Awan, et.al, 2023). The reinforcement of the good culture in the workplace is achieved via the recognition and reward of the exceptional performance. Incorporating performance evaluation strategies that are sensitive to cultural norms also guarantees that evaluations take into account the variety of views and cultural subtleties.
• Communication with Employees and Relations with Employees:To ensure that the employees are engaged in their work it is essential to establish efficient communication channels. In order to prevent misunderstandings and disputes it is significant to have the solid awareness of the cultural subtleties that are present in communication methods. Formal and informal modes of communication should be included into the company communication strategy which should be multi channel. The promotion of openness may be accomplished via the use of open-door policy, feedback sessions, and regular town hall meetings. By fostering the work atmosphere that is conducive to collaboration and cohesiveness may be accomplished by encouraging communication across cultural boundaries and offering linguistic help when it is required.
• Compensation and benefits:To get and keep the best employees in Dubai's tough job market, Regent College London organizational managers need to come up with the pay and perks plan that meets local standards (Marrucci, Daddi and Iraldo, 2023). Comparing the products of the company to industry standards in depth makes sure that they stay competitive and meet the needs and demands of people in this area. When the salaries and benefits packages that meet the needs of wide range of workers it is crucial to take into account how much it costs to live in Dubai. By using customizable pay systems like benefits and bonuses the company can meet the needs and wants of each employee, which makes everyone happier overall. Reviewing and changing pay deals on the regular basis based on market trends shows that the organization is committed to fairness and helps the company stay stable by keeping skilled workers.
• Good Work-Life Balance:Knowing how crucial work-life balance is the big part of why the company's employees are so happy with their jobs. Recognizing the different needs of the workforce and promoting flexible work plans such as the ability to work from home and shorter workweeks leads to the better work-life balance. Wellness programs like employee aid programs, exercise programs, and mental health support, help make an organization atmosphere better (Khan and Liu, 2023). By offering tools and help for workers physical and mental health the company not only shows that it cares about their overall health, but it also makes the workplace the better place to be creative and productive. Laying out clear rules about extra pay and time off guarantees that workers have the support they need to keep the healthy balance between work and personal life, which leads to the better atmosphere at work. The organisation is able to draw and keep good employees in Dubai because it puts the health and happiness of its workers first. Get more asignment Samples for free at Now.

A Critical Evaluation of Cultural Issues:

• Awareness of other cultures:To get around in Dubai which is very international the company has to put culture awareness and acceptance at the top of its list of priorities. RCL should create the culture that values difference and makes sure that all workers feel appreciated and valued (Johnstone, Rodriguez and Wilkinson, 2023). It is crucial to understand area habits, beliefs and faith practices in order to get along with others at work. The organization can do this by teaching its workers about the subtleties of the Dubai's culture through programs that teach them cultural awareness. This helps employees to understand each other better and makes the workplace more united and open to working together. Promoting inclusion is more than just recognizing that people are different. The company should actively promote the sharing of cultural experiences, plan events that bring people from different cultures together and set up places where people can talk openly about cultural differences. By making cultural understanding the part of everything the company does the company can help its different employees feel like they fit.
• Hierarchy and Different Ways of Talking:In the Middle East hierarchical systems are often very important. The organizational management needs to be aware of the culture factor and change the way they talk to people to fit. In this setting, it is very important to respect authority and stick to clear, structured lines of communication. The leaders of the company should make sure that organizational structures are clear so that people can talk to each other more easily (Rajput, et.al, 2023). This will also help keep the workplace structured and organized. In addition, the organization can set up conversation training programs that teach people how to talk to each other in the way that works best in the Middle East. The Collaboration and information flow can be improved by promoting open communication while still respecting hierarchy. By understanding and analyzing the organizational system well the company can improve its ties with its employees and other important people in Dubai.
• Barriers in language:Although English is the main language used for business in Dubai, it is essential to be aware of language differences in order to communicate effectively with RCL's broad workforce (Akbar and Shahid, 2023). The company should offer language support services and promote language diversity to avoid possible language obstacles. This could include giving workers language tools, language training programs or translation services. Making the setting that is language-inclusive helps staff members from different linguistic groups understand each other and work together better. To make workplace more welcoming, people can use their chosen language to communicate. The fact that the company is dedicated to breaking down language barriers not only improves communication within the company but it also indicates that they are genuinely trying to suit the wide range of languages that are spoken in Dubai.
• Take into account religious beliefs:In order for company to create the pleasant working environment in Dubai, it is essential for the institution to acknowledge and respect the customs of Islam. During key Islamic holidays such as the Eid al-Fitr and Ramadan, which are of particular importance to Muslims, it is necessary to change work schedules in order to accommodate the religious demands of these workers. In order to ensure that workers are able to follow their religious practices without hindering them the company need to set clear procedures that allow for flexibility during certain periods.
• Sensitivity to gender issues:. An example of this would be RCL taking into consideration rules on maternity and paternity leave that are in line with the norms and customs that are widespread in Dubai (Luu, 2023). It is possible to contribute to the development of the workplace that embraces diversity by making certain that all workers are provided with equal amounts of perks and opportunities.
• Hiring local people and integrating them:Not only is hiring locals the smart business move, but it also helps RCL relationships with the people in Dubai. The goal of adding to the local workforce and community is in line with using focused employment methods to include Emirati residents. To find and hire local talent the company should get involved with local schools, job events, and professional networks. Cultural integration programs are very important for foreign workers to be able to fit in well with their new coworkers. Giving foreigners knowledge about Dubai's traditions, customs, and business manners can help them get used to the city unique culture. Promoting cross-cultural relationships at work through mentoring programs or team-building events helps employees from different backgrounds work together and understand each other better. RCL could also hire cultural ambassadors or teachers to help new employees get used to working with people from other cultures. Celebrations at work to honor local holidays and traditions show that RCL is even more committed to culture unity. Are you looking for Paper Help in UK. Don't worry we are here to help you.

CONCLUSION 

From the above information it can be concluded that the Regent College London move to open the campus in Dubai is the smart move that is both exciting and difficult. To be successful in today business world the company managers need to pay close attention to HRM issues like legal regulations, talent management, and employee relations. It is also essential to have the deep knowledge of how cultures work. The fact that RCL wants to create the workplace that is diverse and welcoming, adapts its HRM methods to local needs, and values cultural awareness sets it up for success. This way of doing things fits perfectly with RCL's world goal and also raises its profile in Dubai educational scene. In addition to improving its own image the company makes the academic experience better for everyone in this world-class city by adding to the foreign education scene. This business not only adds to the global educational mix, it also makes the useful addition to it.
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Related Sample - The Cultural and Creative Industries

REFERENCES 

Books and Journals

• Akbar, F. and Shahid, R., 2023. Risk management (RM) and project success (PS) of electrical power transmission and distribution systems: the moderation role of human resource management. International Journal of Energy Sector Management, 17(1), pp.167-186.
• Armstrong, M. and Taylor, S., 2023. Armstrong's Handbook of Human Resource Management Practice: A Guide to the Theory and Practice of People Management. Kogan Page Publishers.
• Awan, F.H., Dunnan, L., Jamil, K. and Gul, R.F., 2023. Stimulating environmental performance via green human resource management, green transformational leadership, and green innovation: a mediation-moderation model. Environmental Science and Pollution Research, 30(2), pp.2958-2976.
• Chowdhury, S., Dey, P., Joel-Edgar, S., Bhattacharya, S., Rodriguez-Espindola, O., Abadie, A. and Truong, L., 2023. Unlocking the value of artificial intelligence in human resource management through AI capability framework. Human Resource Management Review, 33(1), p.100899.
• Farndale, E., Bonache, J., McDonnell, A. and Kwon, B., 2023. Positioning context front and center in international human resource management research. Human Resource Management Journal, 33(1), pp.1-16.
• Johnstone, S., Rodriguez, J.K. and Wilkinson, A. eds., 2023. Encyclopedia of human resource management. Edward Elgar Publishing.
• Khan, U. and Liu, W., 2023. Does environmental responsible effect human resources management practice on firm effectiveness and green technology innovation?. Environmental Science and Pollution Research, 30(13), pp.36160-36175.
• Luu, T.T., 2023. Can green creativity be fostered? Unfolding the roles of perceived green human resource management practices, dual mediation paths, and perceived environmentally-specific authentic leadership. The International Journal of Human Resource Management, 34(6), pp.1246-1273.
• Marrucci, L., Daddi, T. and Iraldo, F., 2023. Institutional and stakeholder pressures on organisational performance and green human resources management. Corporate Social Responsibility and Environmental Management, 30(1), pp.324-341.
• Obeidat, S.M., Abdalla, S. and Al Bakri, A.A.K., 2023. Integrating green human resource management and circular economy to enhance sustainable performance: an empirical study from the Qatari service sector. Employee Relations: The International Journal, 45(2), pp.535-563.
• Rajput, N., Das, G., Shivam, K., Nayak, C.K., Gaurav, K. and Nagpal, P., 2023. An inclusive systematic investigation of human resource management practice in harnessing human capital. Materials Today: Proceedings, 80, pp.3686-3690.
• Stone, R.J., Cox, A., Gavin, M. and Carpini, J., 2023. Human resource management. John Wiley & Sons.

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