The paper "Human Resource Management- Emiratization" is a good example of human resources coursework. The UAE has made an effort to increase emirates employees’ participation in both public and private sectors (Jasim, 2008). The main objective of the UAE is to increase the number of nationals in the workforce. The government and organizations have come up with ways to develop an Emirati labour force that will be on par with the expectations of the local employers. Emiratization is an initiative that has been developed by the UAE government to employ its nationals in both the public and the private sectors (Jasim, 2008).
This initiative has increased the number of Emirati in the public sector but the same result has not been witnessed in the private sector. Many people are adamant about localization will bring about organizational success. Although Emiratization brings about economic and social benefits to the UAE, it is still unknown whether localization will be advantageous to companies operating in the country (Jasim, 2008). Overall, the number of UAE nationals in the private sector remains low irrespective of the efforts of the government to invest in education, training, and development.
Therefore, there is a need for the government to introduce new initiatives that will be able to support the employment of nationals in the private sector (Jasim, 2008). This paper will offer numbers of recommendations to the government in order to increase the number of Emirati in the private sector in the next five years. In addition, it will recommend ways that the government can change the perception that localization brings organizational inefficiency. How to Increase Private Sector Employment of Emirati Implementation of quota systems The public sector is considered the source of employment in many countries (Jasim, 2008).
However, in the UAE, the private sector is made up of a small percentage of nationals since most of the employees are expatriates. One key approach that the government can take is to implement quota systems. This approach means that a certain percentage of the whole employment in the private sector would be allocated to the UAE nationals (Remaithi, 2016). This law can be used to promote the employment of Emirati through the implementation of an employment quota system.
This can be done by offering vocational guidance and placement services using private employment security offices. These offices can be used to offer vocational guidance, employment referral as well as placement services for nationals in the private sector (Remaithi, 2016). Each office can serve specific staff for their services and can offer guidance to employers who achieve employment quotas for nationals (Remaithi, 2016). The quota system should be implemented as a moral obligation imposed on the private sector without much enforcement power. Private-sector employers should report to the private employment security offices the number of UAE nationals they employ annually.
Private employment security offices can request employers who fail to adhere to this obligation to come up with a plan for their employment. The name of the private companies who do not want to employ Emirati should be disclosed to the public so that hostile publicity can change their attitude towards employing nationals (Remaithi, 2016).
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