Int 5rtp Cipd Diploma Resourcing and Talent Management
Company Type: UAE Government and US Corporate partners -Military Maintenance Repair and Overhaul Centre for aircraft. Servicing of Military Aircraft for Middle East customers
The company are a niche business, supporting military aircraft activities within the Middle East. Employing approx 2200 employees, made up predominantly of expat employees from a mix of 20 countries. The main features we need to look at when determining the labour market trends are: Economic, Location, Scarcity of skills, Political, Technological Advances, Demographics.
Economic: The UAE GDP forecast for 2013 is around 4%, not dissimilar to the global market as a whole. There has been increased confidence and signs of recovery for the housing market in the region, giving off signs that the UAE is still a good investment proposition. This makes the UAE attractive to businesses, as well as employees, particularly due to its favourable tax policy.
In contrast if we look at the European Union currently, we can see for example Spain’s labour market has become incredibly tight with 26% unemployment (Guardian 2013), despite wage freezes, decreased imports and flexible working. Spain’s Debt to GDP ratio is still rising with no sign of recovery in the labour market.
Location: due to the ‘Arab Spring’ in 2010/2011, world-wide publicity for the Middle East as a whole has been negative, discouraging the movement of labour from the global market. The UAE , from the outside world this has been reported as the Middle East, so has had a negative effect. Promoting the more liberal aspects, lifestyle, weather and social activities and favourably tax policy all make the UAE an attractive proposition.
In contrast looking at the Oil and Mining industries in East Africa, because you need high security accommodation, together with armed drivers, due to incidences of ex-pat abductions, it makes for a less attractive proposition, causing salaries to be very high to be able to attract employees.
Scarcity of
The company are a niche business, supporting military aircraft activities within the Middle East. Employing approx 2200 employees, made up predominantly of expat employees from a mix of 20 countries. The main features we need to look at when determining the labour market trends are: Economic, Location, Scarcity of skills, Political, Technological Advances, Demographics.
Economic: The UAE GDP forecast for 2013 is around 4%, not dissimilar to the global market as a whole. There has been increased confidence and signs of recovery for the housing market in the region, giving off signs that the UAE is still a good investment proposition. This makes the UAE attractive to businesses, as well as employees, particularly due to its favourable tax policy.
In contrast if we look at the European Union currently, we can see for example Spain’s labour market has become incredibly tight with 26% unemployment (Guardian 2013), despite wage freezes, decreased imports and flexible working. Spain’s Debt to GDP ratio is still rising with no sign of recovery in the labour market.
Location: due to the ‘Arab Spring’ in 2010/2011, world-wide publicity for the Middle East as a whole has been negative, discouraging the movement of labour from the global market. The UAE , from the outside world this has been reported as the Middle East, so has had a negative effect. Promoting the more liberal aspects, lifestyle, weather and social activities and favourably tax policy all make the UAE an attractive proposition.
In contrast looking at the Oil and Mining industries in East Africa, because you need high security accommodation, together with armed drivers, due to incidences of ex-pat abductions, it makes for a less attractive proposition, causing salaries to be very high to be able to attract employees.
Scarcity of
Bibliography: Marie Larsen (2012) ‘How to Become an Employer of Choice.’ (online)(cited 24th March 2013) Available: http://www.recruiter.com/i/how-to-become-an-employer-of-choice/ Michael Armstrong (2009) Sap (2012) ‘SAP is a globally recognized employer of choice.’ (online)(cited 21st March 2013) Available: http://www.sap.com/corporate-en/careers-at-sap/employer-awards/index.epx Stephen Taylor and Carol Woodhams (2012) Wikipedia (2013) ‘Turnover (employment)’ (online)(cited 24th March 2013) Available: http://en.wikipedia.org/wiki/Turnover_(employment)