Every organization is girding up their loins during this unprecedented crisis to exploit the potential as much as possible. Human resource management in SMEs plays a crucial role in achieving the company goals. From small, medium to large enterprises HRM is different in their own way. It depends on the size of the organization, recruiting phase and method of an organization, resources in the organization and responsibilities shared by the organization. The process in the large corporations is much easier since it will have a dedicated department for every operation. Challenges with SMEs handling the same human resource management is that limited resources must handle many human resource tasks from administrative, payroll, training and also recruiting.
Signalizing the threat of HR challenges, HRBluSky comes up with handy and the best human resource management in SMEs. The workforce management was built to address the real-time scenarios faced to better utilize vitals like time and resource.
Many evidences show that, the better the on-boarding process, the higher the possibility of retention of an employee in an organization. In a region like UAE, with more procedures of bringing in people commercially, we should comply with the procedures such as facilitation of recruiting, securing a visa, attested original documents, Emirates ID creation, adding employees to the company insurance plans, health checkups, securing work permit and so on. All this for one employee. In small medium-sized enterprises, mistakes play a vital role in the learning curve. From hiring, mistakes do happen, and the follow-up gets missed. The best human resource management practice in SMEs is to keep track of the information from basic details to the payroll management updates in a single platform. This saves them a lot of time and resource and most importantly very less error prone mechanisms. UAE has a very robust structure in the field of human resource management. The best practices of human resource management in SMEs, which has the well documented process flow, leads their competitors from productive aspects.
In the phase of improving the organizational performance, UAE helped in having the highlighted emerging patterns of human resource management system for the organizations of all sizes. When the HR processes are designed to carry out, aligning to the business strategy, legislative rules of UAE and fitting into administrative processes are crucial for small, medium businesses to handle. Hence, a product like HRBluSky holds end-to-end human resource management practice for SMEs in a best possible way to meet all their organizational needs.
A report from the e-learning industry says that nearly 28% of employees were unsure of what responsibilities that they hold in their role. Providing every employee about their progression roadmap with clear communication early on from when they join. Providing the progression status and reminding them on where they are and what is expected of them is the best way to unburden their stress and make them work in an organized way. Quality work relationships builds a rigid company culture, which in-turn imbibe the better collaboration between the teams. Co-operative team structure and focus on goals in the real-time environment showed the positive impact of job satisfaction and company loyalty. Having ‘a buddy’ at work is the most crucial thing for anybody to continue working in the organization. Hence, every new hire should be given a platform to ‘COMMUNICATE’, share their values with every other co-worker.
The challenges associated with the human resource management practices in SMEs are confronting is the means by which to characterize an advanced vision that compliments the current organization objectives and targets, and afterward fabricate a technique that everybody, from investors to end clients, can get tied up with and contribute to. Industry experts of human resource, who can instruct applicable partners and additional purchase in for speculation of time and asset as boss digitized officials, are one of the quickest developing jobs. Demands for head-trackers over the Middle East, thus, and awards for top management are expanding quickly just like the opposition for ability.
Almost certainly, human resource management practices in SMEs and new ventures can seldom rival set up partnerships with regards to offering the best compensation bundle and advantages. Any startup businessperson or SME proprietor will feature the difficulties of holding and procuring new ability just like a significant deterrent. For quickly developing advanced organizations, the need to construct more successful and versatile systems related are expanding the unpredictability of item administrator jobs. An article published in ‘Entrepreneur Middle East’ says that the interest for these jobs has expanded by around 20% in the most recent year alone, while the compensation increments (up until now) have been near a 10% expansion on normal in that equivalent measure of time, with ability frequently being accessible in the neighborhood or local market. Throughout the following two to four years, almost certainly, the interest for these abilities will increment considerably more quickly and the prize instruments will likewise develop quickly.
Data science and the field of analytics scarcely existed in the Middle East five years prior and it is presently one of the most searched after ranges of abilities across practically all businesses. Inside the area, this is additionally a calling which sees more cross-industry development than some other. For instance, an investigation chief could move from banking to retail and still be searched after by training suppliers. Pay increments might not have been as radical over the most recent two years as information on the board, yet the aptitude needs are huge, and the multifaceted nature of necessities are expanding.
With regards to recruiting workers for a private venture, botches are excessively normal. Helpless sets of expectations, optimized employing measures and not having an organized onboarding measure: these are hindering to the business. The arrangement is very basic: give the cycle time. Make a predictable meeting measure and be precise in sets of expectations. It is not about simply being a fit for the association culture, or just gathering the entirety of the activity expertise necessities, it is to a greater extent a mix of the two perspectives. SMEs specifically need to invest adequate energy concerning the onboarding cycle, to guarantee that the cycle is done in a savvy and beneficial way. The HR division needs to concentrate on proactive, long haul ability procurement, rather than accelerating the recruiting cycle and topping off their days with a ceaseless void of regulatory obligations.
It is a straightforward yet attempted and tried way of thinking: putting resources into your workers implies putting resources into your business. We see it over and over HR directors are assaulted with desk work, allowing for a fruitful onboarding measure or the execution of an improvement program. SMEs need to guarantee that fresh recruits are furnished with the correct apparatuses and current workers need to develop. This should be a center focal point of the human asset system.
Like each other nation, the UAE has work enactments that administer associations working here. These incorporate fundamental HR capacities like refreshing worker contracts if there is a change to the law, giving the representative an agreement in a language they comprehend, and so forth. These are for the most part difficulties that HR offices, entrepreneurs, and office administrators in the UAE face consistently. Being an entrepreneur myself, I know the significance of being consistent and educated at all phases of the HR cycle.
In any country, there are so many hurdles to implement the long-term human resource strategy such as the population imbalance, lack of innovation in the human resource management in SMEs with the new staffing methods and the lack of gender diversification in the workplace. Placing the HR departments to keep the strategic focus intact with the national human resource goals. Leveraging on technology related solutions for the workforce management goes handy and highly functional too. The entire business cycle is based on two major cycles, customer experience cycle and the employee experience cycle. Customer experience life-cycle relies on the employee experience life-cycle. Employee experience from on-boarding contributes as the major factor for employee retention.
Much like with the rest of the world, the management of data is a journey that organizations are going through, and it is no longer simply about crunching numbers. We have seen the number of roles in data management (business-facing roles), double in 2019 from 2017 in this region, and organizations are forced to look overseas for talent who have demonstrated their ability to engage with the business to build and enforce an effective data governance and quality strategy. Salaries have increased in this space by an average of 20% over the last two years as a direct result of increasing demands, global competition, and lack of available talent.
In the region like UAE, we at HRBluSky, understanding the endeavor of every SMEs and created a handy and efficient tool to address all your business needs from employment visas, salary processing, employee travel, employee devices, all type of employee insurance, record management, WPS file generation, document expiry alerts till facial recognition attendance. Give it a free try by signing up here!
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Emirates Id Application
Employee Experience
ESS
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