Dubal Aluminium Research
DUBAI ALUMINUM COMPANY LIMITED – CASE STUDY
An HRM group assignment
By Job James
Submitted to Dr. Tariq.
Job James | 7012 – 310016/ 1033887 |
Contents
Facts of the case-study 3 Stating the problem: 3 Areas of Consideration: 4 Objectives: 4 Alternate Courses of Actions: 5 Alternative Solution 1 – Adopting diversity-friendly HR Policies: 5 Advantages & its supporting theory: 5 Disadvantages & its supporting theory: 6 Alternative Solution 2 – Educate the benefit of diversified workforce: 6 Advantages & its supporting theory: 7 Disadvantages and its supporting theory: 7 Alternative Solution 3 – Equal benefits & privileges to all: 8 Advantages & its supporting theory: 8 Disadvantages & its supporting theory: 9 Choosing the best action: 9 Recommending: 10 Example: 11 Implementation: 11 Monitoring: 12 Evaluating: 12
Facts of the case-study
DUBAL, short for Dubai Aluminum Company Limited, the chief and largest aluminum smelter setup in eastern world and was established in 1979. It is considered to be amongst the most esteemed organizations in the U.A.E. Having recruited over 3,300 employees of over 20 nationalities, DUBAL has paved its way towards success. It plays a vital role in developing career opportunities for U.A.E. nationals. In order to increase its employees’ efficiency, DUBAL conducts various training programs such as Development Pool Program, Summer Training Programs, Graduate Training Program, Open Learning Unit and Scholarship programs. These programs are rated amongst the best in the country in shaping the employees for maintenance, operational, supervisory, and administrative positions. DUBAL’s management and development programs, for supervisors and middle managers, are accredited from UK-based Institute of Leadership and Management (ILM). It also offers training opportunities to its employees at international business schools like INSEAD (France) and IMD (Switzerland). DUBAL
An HRM group assignment
By Job James
Submitted to Dr. Tariq.
Job James | 7012 – 310016/ 1033887 |
Contents
Facts of the case-study 3 Stating the problem: 3 Areas of Consideration: 4 Objectives: 4 Alternate Courses of Actions: 5 Alternative Solution 1 – Adopting diversity-friendly HR Policies: 5 Advantages & its supporting theory: 5 Disadvantages & its supporting theory: 6 Alternative Solution 2 – Educate the benefit of diversified workforce: 6 Advantages & its supporting theory: 7 Disadvantages and its supporting theory: 7 Alternative Solution 3 – Equal benefits & privileges to all: 8 Advantages & its supporting theory: 8 Disadvantages & its supporting theory: 9 Choosing the best action: 9 Recommending: 10 Example: 11 Implementation: 11 Monitoring: 12 Evaluating: 12
Facts of the case-study
DUBAL, short for Dubai Aluminum Company Limited, the chief and largest aluminum smelter setup in eastern world and was established in 1979. It is considered to be amongst the most esteemed organizations in the U.A.E. Having recruited over 3,300 employees of over 20 nationalities, DUBAL has paved its way towards success. It plays a vital role in developing career opportunities for U.A.E. nationals. In order to increase its employees’ efficiency, DUBAL conducts various training programs such as Development Pool Program, Summer Training Programs, Graduate Training Program, Open Learning Unit and Scholarship programs. These programs are rated amongst the best in the country in shaping the employees for maintenance, operational, supervisory, and administrative positions. DUBAL’s management and development programs, for supervisors and middle managers, are accredited from UK-based Institute of Leadership and Management (ILM). It also offers training opportunities to its employees at international business schools like INSEAD (France) and IMD (Switzerland). DUBAL