Question 42

5 Points

Part 3: Case Analysis

Fikra R&D Company is a small private company with 150 high qualified employee established in 1999 and based in Dubai. It develops innovative solutions to solve technical problems related to clean energy. It works in an industry that can best described as an extremely competitive industry.

The audit report presented by an external HR consultant provides an assessment of the following:

1. Potential Legal Liability for Directors and Managers relative to the HR function.

2. Management Capacity.

3. Maturity Level of the HR Functions.

Key Findings

Generally, the Human Resources function at Fikra Company requires significant attention and is at a low level of maturity. The areas that need your company attention are as follows:

1- Improper HR Department Role: HR department in an organization it is still playing the role of paper pushers and simply organized personnel files.

2- Not enough/misleading information about jobs was shared with the job candidates: Exit interviews have revealed that the job adds gave a rosy picture of a job that doesnt matching reality and eventually this leads to high turnover rate

3- Absence of an official onboarding program: Newly hired employees were felt lost in the first few weeks of their arrival!

4- Questionable Performance Appraisal: The employees are complaining about the trait-based performance appraisal used by the company as they found it unfair and very subjective.

5- Inequitable Compensations System: Exit interviews have revealed that the company compensation system may be deemed as inequitable by former employees. The job evaluation was conducted using a job description prepared 30 years ago!!

Imagine yourself working as a HR consultant at the New HR Generation Office which is one of the UAEs leading providers of integrated human resource solutions. You were asked to prepare constructive recommendations that address the issues raised by the HR auditing report about the Fikra Company. A constructive recommendation that improves the companys HR department practices in a way that allows it to gain more competitive advantages for its human capital.