Define Human Resource Management (HRM) and describe ethics in HRM in UAE/GCC There are many definitions of Human

Resource Management (HRM) by various authors and researchers in this field but commonly used definition of HRM is of Dezler which defines the concept of HRM as the set of various practices and policies which are involved in carrying out the human resource or human aspect of any organization or management position. This involves the activities such as screening, recruiting, training, rewarding and appraising. This shows that all of the activities starting from the time of selecting and recruiting a person till his/her working in the organization are catered in HRM. Performing all of the activities in this area is very crucial for the success of any organization. If a wrong person is hired because of any flaw in HRM policies and practices then the organization has to face lots of losses and difficulties. The situation of ethics related to HRM in GCC countries are highly influenced by Islamic values. It is also found that there is a large influence of Islamic culture on work related ethics, and management practice of HRM in Islamic countries including UAE/GCC countries. This can be observed in the practices of most of the organizations in these countries. According to the definition of HRM ethics, this includes the moral obligations of employers towards the employees to maintain equality and justice. In labor policy making by governments of these countries, there is a significant influence of Islamic values. Develop a sound understanding of international HRM and the role of diversity in an UAE/GCC context International HRM (IHRM) covers a broad spectrum and involves the management of people inside an organization which has its operations in more than one country. In other words, IHRM elaborates the management of human aspect of any organization globally. It is true that the

managers of IHRM perform same duties as the managers in home offices but the scope and level of complexity is different and highly dependent upon the level of internationalization of particular organization. As the businesses has grown their roots all over the world and companies expanded their operations at greater pace particularly after globalization. The organization has to hire from host country as well as from home country. In other situation, there are people from different nationalities in a single organization in countries like UK, USA, and also in UAE. It is a challenge for any organization to manage people from different nationalities at the same place. IHRM enables the managers to equip them most appropriates techniques of managing diversity in employees of the organization. Workforce diversity is major concern for managers of UAE firms. The net migration rate in UAE is one of the highest in the world. People from all over the world and particularly from Pakistan, Bangladesh, India, Indonesia, Philippines come here to get employment opportunities. UAE workforce comprises of people of different languages, religions, cultural or ethnic backgrounds, and customs. It helps in creating and enhancing organizational competence and creativity by having diversified workforce. Workforce diversity is proved to be very effective for any organization at any place and it is also true for UAE and GCC countries. Various organizations from these countries have favorable working conditions and policies for workforce diversity. Set up the plan for human resources needed to carry out the organizations strategy, and decide the factors that most strongly influence HRM in UAE/GCC international markets It is discussed that workforce related policies and strategies are favorable for the workforce diversity in UAE and other GCC countries. People come from all over the world to work in these regions because of highly attractive benefits and salaries. The labor market of UAE and GCC countries is being overhauled. Notable development is observed in both private and government

organizations in recent era. There could be many factors which influence the HRM strategies of the organizations operating their businesses in this region such as cultural factors, social factors, economic factors, regulatory factors, educational and motivational factors. The recruitment strategies and policies are also affected by these factors. It is observed that high level of education is not the compulsion to get hired in this region. Government organizations in UAE and other GCC countries are also working for improving the working conditions and reducing the unemployment in the region. After the global financial crisis, there came a huge slump in the job market of UAE and many people from different organizations lost their jobs. But the aftereffects of financial crisis have now nearly demolished and the job market is now again growing favorably. Demonstrate the elements of the selection process and also appraise the link between training programs and organizational needs in UAE/GCC context The success of any organization is hidden in finding and selecting best suitable personnel in the organization for a particular post. For smooth running of any organization, it is very important to have a high quality and transparent process of recruitment. It is also very important that every stage of recruitment must be properly planned and organized. Subjective judgment is highly inevitable at every stage of selection process. It helps to make the selection process more effective and efficient by having proper guidelines for every stage of entire process. For any selection process, clarifying the nature of vacancy to be filled is very important. After that, job description is to be defined and to be produced so to have clear understanding of job for both employer and applicant. After that, the phases of screening, interviewing, assessment and finally selection of most appropriate person for a particular job come. There is a strong relationship between organizational needs and training programs. Any training program must be achievable,

measurable, specific, and according to the needs of the organization. It is also very important that the training program must have time bound goals and also in lieu to organizational and program specific goals. Training programs must be aimed at specific goals such as targeted towards on a particular skill for which the training is organization. It is very important to say that any training without any predetermined goal and objective would be a waste of time for employees and also for the organization. In UAE and other GCC countries, the training and development needs are also highly required. As the workforce in these regions are highly diversified and came from different locations and needed to be trained to work in highly competitive environment. Analyze the relationship between incentive pay and employee performance in UAE/GCC context It is proved phenomena that there is strong relationship exists between incentive pay and employee and overall organization performance not only in UAE or GCC countries but also all over the world. Incentive pay is proved to be a motivational tool for employees and consequently enhance their performance. High cash rewards and incentives are positively correlated with employee overall performance. Incentives can also produce generalized performance benefits for the organization. Various research studies highlighted the fact that employee performance, their perspective on job, motivational level and urge for achievement improves with the amount of incentives offered to them. Financial incentives also reduce the possibilities of employee turnover in any organization. It also increases the employee dedication and commitment to organization goals. Generally in UAE, incentives are more attached towards achievements and fulfillment of organizational objectives. Employees expect to be given lucrative incentives if they be successful in achieving organizational objectives and targets for a particular time period.