Report on Recruitment Procedure in DAFZ and Jumeirah

Higher Colleges of Technology – Dubai
Dubai Women’s Campus
BMHR-N400

“Industry Project”

Submitted for:
Dr. Ross Humby

Submitted By:
Afra Saeed H00155852
FatemahAbdulrazzaq H00155523
Hind Abdulla H00058036
ShaikhaSaleh H00152641
Shamma Mohammad H00204946

Contents
Company 1 4
Background 4
The Functionalities of HR Department 5
Company 2 7
Background 7
Functionalities of HR department 8
Conclusions 10
Appendices 11
Dubai Airport Free Zone 11
Human Resources Interview 11
Marketing interview 14
Jumeirah Group 16
Human Resources Interview 16
Marketing Interview 17
Dubai Airport Free zone Organizational structure 20
Typical employers of marketing executives 26
Qualifications and training required 26
Key skills for marketing executives 27
Post: Co-coordinator, Staff Training, Human Resources Department 27
Work activities 28
Working conditions 29
Typical employers 29
Career development 29
Entry requirements and training 29
Entry requirements 29
Other relevant degree subjects 29
Postgraduate study 30
Specific entry requirements 30
Training 30
Skills and qualities 30
Bibliography 32
References 33

Company 1

Dubai Airport Free zone

Background

DAFZ is a free zone area that is basically a place where business can be run with 100% foreign ownership. The organization offer two types of business’ first is a separate business entity within the free zone, the second is an office for an entity available locally.
The mission of the company is to increase economical values of the UAE, where many foreign investors see Dubai as a very highly profitable place to invest but rather hold the business by themselves. (Dubai Airport Free Zone, n.a.)
The vision of the company is to be the world’s best destination for free zone services.
The values of the company are:
– Satisfied customers
– Encouragement of innovation
– Encouragement of teamwork
– Responsibility towards the community
– Responsibility towards ethics and integrity

The DAFZ organizational structure is broken down into departments:

– Chairman: H.H. Sheikh Ahmed Bin Saeed Al Maktoum
– Director General: Dr. Mohammed Al Zarooni
– Assistant Director General: Nasser Al Madani
– Senior Executive General of Engineering & Strategy & Excellence: Adel GhafanSaeed
– Senior Executive General of Finance, Sales, and Customer Relations: AmnaLootah
– Senior Executive General of Human Resource, Marketing, and Corporate Communications. (DAFZ Leadership Team, n.a.)

The issues that DAFZ is facing currently are the enormous growth of the freezone market, which is concluding to high competition, which needs the company to promote its brand. (Dubai Airport Free Zone Info, 2012)Another issue is the land size, where the DAFZ is located within the Dubai Airport which makes it hard for the company to increase its physical size in the future.

The Functionalities of HR Department

The Main responsibilities of the HR department or as called “Human Capital” are to allocate candidates and recruit who they find suitable for the post. In addition the HR department is responsible for training the employees they have to turn them into “future leaders”. The HR department of DAFZ also conducts surveys about how much the employees are satisfied with their work and the work place.

DAFZ uses percentages of growth and productivity of both HR and Marketing for forecasting what kind of requirements will arise in future for the company but what differs is that HR department is based on recruitment and training, and marketing department works on basis of the advertisement and customer awareness. (Mooney, n.d.)

Recruiting Strategy

The key issues for the HR is that the company needs a wide variety of employees with background about foreign cultures where they mainly deal with foreign investors willing to invest in the county. (DAFZ, 2014) Another issue can even arise if the company expands it will be hard for the HR department to recruit more employees looking at the space provided by the organization.

The HR recruits candidates and then has a dedicated program in which the employee follows the steps of the program to become one of the higher roles in the company. Which has training and benefit plans for the employees, which helps the employee make his/her career path.

This method of the program is effective where more candidates would like to go with the program provided not only for the job but also for the experience, education, and benefits given by the program. (DAFZ, 2014)

Selection Strategy

The selection process is rather simplified and not a lengthy process as a result of the free policies and also due to the reason that the free zones have continuous operations and cannot afford losing time over lengthy procedures. Career exhibitions are held for low level recruitment and the process is kept as simple as possible due to the free policies of the free zone. These interviews are conducted by the recruitment officers in the HR department working in the middle level department. (In Free Zones, 2013) Recruitments for specific posts in the middle levels are done through advertisements in professional recruitment websites. The interviews of these recruitments are done by top level executives as these mid level employees work directly under them. (Dubai Airport Free Zone Recruitment Officer, 2014) Also it is a company policy to promote individuals according to work and merit according to company structure and hierarchy. (DAFZ, 2014)

Company 2

Jumeirah Group

Background

Jumeirah group is considered one of the leading hospitality companies in the region. It owns a wide range of hotels domestically and started to operate on the multinational scale recently. It now owns several hotels in European capitals such as London, Rome, and Frankfurt in addition to hotels in East Asia. (Jumereiah Group) The company is considered privately owned where it’s a subsidiary under “Dubai Holding” group, which is a group of companies owned majorly by H.H. Sheikh Mohammed Bin Rashid Al Maktoum. (The Emirates Academy of Hospitality Management)

The company has a vision of creating value for the stakeholder where the company showed that they are aware and serious about corporate responsibility where the mission of the company is to maximize the stakeholder’s well-being, in addition the company shows many qualities through the vision they have such as practicing their work with integrity and sincerity, making the decisions and work processes as a team, and keen about gaining continuous growth through innovative ways. All these qualities put together is towards leading the company to be one of the worlds leading hotel chain management and be recognized all over the globe with that impression. The company shows that this can be achieved through showing the customer how the services provided by this hotel chain management is exceptional, and shows the customer the true value of hospitality.

The organizational structure of the company is ranked in the following hierarchy:-

1- Board of directors, with the executive director as their head.
2- Audit and Risk Management Committee
3- Risk Review Group managed by the CFO
2- Remuneration and Nominations Committee
2- Executive Chairman’s Committee
3- Chief Executive Officer’s Committee
4-Corporate Responsibility Review Group
4- Health and Safety Review Group
4- Information Technology Review Group
4-Human Resource Review Group
4- Brand Standards Review Group
4- Pre-Opening Review Group (Jumereiah Group)

There are many issues facing this company first of all the internal issues, the company has a vast amount of hotels that are included under its chain, which makes it uneasy for the company to meet the highest quality of services in all of its branches. The external factors are that the market for hospitality services is growing at a substantial rate which will make it uneasy for Jumeirah group to be ahead of its competitors worldwide.

Functionalities of HR department

Jumeirah Group’s HR vision contains several aspects:
1- To be a global recognized “employer brand”.
2- To meet the needs of the hospitality market growth.
3- To implement talent management systems.
4- To implement a benefit compensation strategy to attract employees
5- To develop the skills of the employees through learning and training. (Bakshi, n.d.)

Currently the company is heading towards Emiratisation and is making training courses for emirati nationals to develop their skills in this field. The HR department of Jumeirah has a monthly plan for the HR recruitment executives to reach a number of interviews with candidates that may help improve the company. The key HR representatives are distributed across regions that supervise the process of recruitment under a set of standardized procedures which are discussed further.
The recruitment process is done through the Jumeirah group’s website where the candidates and can apply and the company handles the recruitment process using a profile management system which they use to manage all the applications. This process also helps in making communication with the applicants easy. (California, n.d.)
The company analyzes the HR jobs through how many did they recruited or tried to recruit through interviews, and analyzes the Marketing jobs through how well overall the marketing strategy is having an impact on the company, where it is hard to redirect the marketing impact to a single person rather than on a team.

Recruiting Strategy

The issues that face the company is that they compete with many worldwide known companies in order to attract the employee, where many employees know older hotel chains rather than Jumeirah.

The recruitment strategy is effective where the group hires a firm to allocate their needs rather than spending time looking for employees, where many candidates are not specific about where they want to work so they tend to go to recruitment agencies to help them.

Selection Strategy

Usually these recruitment processes are for middle and entry level jobs whereas the recruitment and selection for top level jobs such as being part of the board of directors is done by the owner which is H.H. Sheikh Mohammed Bin Rashid Al Maktoum or by the Chairman.
The recruitment process is done through the Jumeirah Group website and their profile management system in which they personally communicate to the applicants and their application is reviewed and sent to the recruitment team. If the application is shortlisted they are called to the interview or the assessment centre according to their specific jobs

Conclusions

As a group we chose two companies which are Dubai Airport Free Zone (DAFZ) and Jumeriah Group and the two chosen departments are Human Rescores (HR) and Marketing department. We started analyzing in depth to know intricate details about this company. Moreover, we started selecting the questions that will help us to know more needed information about these two companies. The interview we did helped us to get more information that needed for our research.
We started writing our report regarding the two companies based on the information that we got from the research and the interview we did. The research and the interview helped us to compare between the two companies and to know the difference between the semi government and the private sector.


Appendices

Dubai Airport Free Zone
Human Resources Interview

1. What are the three most important challenges facing the company this year?
• Competitive free zones around the UAE that are developing and becoming bigger.
• The jobs are getting outsourced
• The risk of employing incompetent staff

2. What are the three most important challenges facing the company in the next 5 years?
• Competitive free zones around UAE
• The quality of trainings we should be providing employees
• The capability of senior levels in handling arising situations and obstacles in the organization

3. How is the company preparing leaders for the future?
We send employees to training and provide them with mentors and coaches to help them develop.
What are the key issues for HR / Marketing?

4. How would you describe your leadership style? Please share an example that shows how this style works for you.
Authoritative leadership style: mobilizes the team toward a common vision and focuses on end goals leaving the means up to each individual.

5. Please describe, with examples, how information technology is used in the recruiting and hiring process in your workplace.
They make sure that the system is working properly with no obstacles. They also provide the employees with PC and emails.
6. What factors are important when deciding when to use information technology tools for recruiting?
(For example ‘easy to use’, or ‘low cost’)
We involve devices with modern technology as much as possible. We also now will have the applications on smart phones to make working easier and from anywhere.

7. How does your company plan and implement recruiting?
It is based on the requirements of the departments. And we have a plan that is done yearly.

8. What are your company mission, vision and value?
Vision: to be the region’s ultimate free zone destination.
Mission: Adding value to the UAE economy by providing integrated business solutions, to attract regional and international investors looking for a unique business platform, through service excellence in a customer centric business environment, by dedicated, competent and loyal people.
Values: innovation, Team work, employees, customers, honesty and integrity, social responsibility

9. How is the process of the recruitment work in the company, list specific recruitment process?
Manpower
Pre screening
One on one interview
Line manager’s interview
If necessary, panel interview
Offering and joining

10. What do you like best about working on this department/company?
The environment is very friendly and we can put our ideas and creativity into work and develop.

11. Can you describe a typical work day in your department?
I am a Senior Officer, Training. We take the requirement of departments to attend trainings that will develop them in their work field. Based on that we will screen the best providers and enroll the employees in the trainings these providers provide. Then we follow up with them and make sure they are applying the new things at work.
There are both internal and external trainings based on the quantity of request on that specific training.
We are also responsible of the recognition awards that are given to best competent employees.

12. Discuss the internal and external factors that could affect organizations recruitment and selection plan (minimum 5 factors)?
(Confidential)

13. What type of orientation or training do new employees receive?
Both internal and external trainings based on their department’s requirements.

14. What are the long-range possibilities for employees in similar position who consistently perform above expectation?
They get a career path where they develop their competencies, this will help them to get raises easier and promotions as well.

16. What employee benefit does the company offer?
Monthly salary, health insurance, air tickets, education allowance, phone allowance, car allowance, bonus
19. How do you convince someone you are right even if they are inflexible that they are right?
Give them the chance to express their opinion. Then I would speak and give my opinion providing evidence and fact related to my topic, even if these facts were from my real life experience.
20. Do you ever have more than one piece of work on the go at any time?
Yes, we have to organize and prioritize our work based on the importance of the tasks we have at hand.

Marketing interview

1. What are your company’s mission, vision and value?
Our Vision
The region’s ultimate free zone destination

Our Mission
Adding value to UAE economy by providing integrated business solutions, to attract regional and international investors looking for a unique business platform, through service excellence in a customer centric business environment, by dedicated competent and loyal people.

Our Values
Customer : Delight customers
Employees : We care for our employees
Innovation : We encourage creativity and deliver innovatively
Team work : We work and celebrate achievements together
Social Responsibility : We care for our community’s welfare
Integrity and Honesty : We work ethically

2. What do you like best about working on this department/company?
The type of work is very interesting, and you get to work on the project from A-Z

3. Can you describe a typical work day in your department?
Everyone will have different tactics, in my cause I will have to contact all the consultant that help us to promote DAFZA overseas, and organize seminar.

4. Discuss the internal and external factors that could affect organizations recruitment and selection plan (minimum 5 factors)?
Confidential

5. What type of orientation or training do new employees receive?
We have a very precise process that all new joiners undergo to get to know DAFZA.
This includes a very detailed information about DAFZA in general and their department in addition to their work and tasks.

6. What are the long-range possibilities for employees in similar position who consistently perform above expectation?
They are more likely to climb up the ladder faster and get promoted.They might have career path and development plans.

7. What employee benefit does the company offer?
Monthly salary, health insurance, air tickets, education allowance, phone allowance, car allowance, bonus

8. Do people from this function and department usually get promoted to higher position at the company?
Yes

9. Do you ever have more than one piece of work on the go at any time?
Most of the time we do not have less the 4 to 5 works to be done
10. Can you give an example of a marketing campaign that worked out as planned?

Everything we plan comes out as we wanted, however the meager of success is done only by the number of clients you could get.
Jumeirah Group
Human Resources Interview

1. What are the three most important challenges facing the company this year?
Recruitment, culture shock, deficit on communication

2. How is the company preparing leaders for the future?
Developing them through training and courses that help them in developing in the hospitality industry.

3. How would you describe your leadership style? Please share an example that shows how this style works for you.
To lead the colleagues in the way that they can grow in the company and to a higher position.

4. How do your company plan and implement recruiting?
We plan to hire the best of the best in any field that we think they have potential

5. What are your company mission, vision and value?
Our Hallmarks:
– I will always smile and greet our guests before they greet me.
– My first response to a guest request will never be No.
– I will treat all colleagues with respect and integrity.
Our Guiding Principles:
– Recognition
– Teamwork
– Integrity
– People focus
– Innovation
– Continues Growth

6. Vision:

– To be a world class luxury international hotel and hospitality management company, committed to being the industry leader in all of our activities through dedication to our stakeholders; colleagues, customers, business partners and owners.
– What do you like best about working on this department/company?
The teamwork between the employees and the events.

7. Can you describe a typical work day in your department?
Very busy and the aim is to help all colleagues solve their issues.

8. What type of orientation or training do new employees receive?
Health and safety, English speaking classes and leadership skill seminars.

9. What are the long-range possibilities for employees in similar position who consistently perform above expectation?
To provide the employee with perks and to promote him if possible.

10. Do people from this function and department usually get promoted to higher position at the company?
Yes they, however they should do a very good job.

11. How do you convince someone you are right even if they are inflexible that they are right?
To argue using facts and logical arguments while keeping the tone of the discussion as low as possible.

Marketing Interview

1. Tell us about your company’s opportunities and achievement?
I work in Jumeirah Beach hotel, under Jumeirah group, under Dubai Holding.
Jumeirah group promise us a career growth. The company is one of the top hotel chains in the country.

2. How would you describe your leadership style? Please share an example that shows how this style works for you.
– I will describe it with one word which is “trust”.
– They give you good projects to manage.

3. What are your company mission, vision and value?
Our Hallmarks:
– I will always smile and greet our guests before they greet me.
– My first response to a guest request will never be No.
– I will treat all colleagues with respect and integrity.
Our Guiding Principles:
– Recognition
– Teamwork
– Integrity
– People focus
– Innovation
– Continues Growth
Jumeirah Vision:
– To be a world class luxury international hotel and hospitality management company, committed to being the industry leader in all of our activities through dedication to our stakeholders; colleagues, customers, business partners and owners.

4. What do you like best about working on this department/company?
– Teamwork
– Work environment
– CSR and events

5. Can you describe a typical work day in your department?
I work in marketing, but I handle Arabic RP, translation, Media.
I tweet first and read the newspaper, and then I continue my work following my project, translation and media.

6. What employee benefit does the company offer?
Medical insurance, employee discount, and airline ticket (money).

7. Do people from this function and department usually get promoted to higher position at the company?
Yes, as I mentioned before, Jumeirah always seeks for their employee growth.

8. How do you convince someone you are right even if they are inflexible that they are right?
I try my best to show them that I am right, but never loss my temper on them.

9. Do you ever have more than one piece of work on the go at any time?
Yes, I always have to juggle between my work tasks.

10. Can you give an example of a marketing campaign that worked out as planned?
Not yet, but I help my team with theirs. By translating their Ad campaign.

11. Tell me about marketing project that you brought in on time and under budget?
CSR projects.

12. Explain about a brand that you think is an example of good marketing in your company?
New year marketing campaign if you asking me about good marketing campaign that my marketing hotel did, but if you asking me about branding I can say our renovation of our D&A restaurant in the hotel.

Dubai Airport Free zone Organizational structure
(DAFZ Leadership Team, n.a.)

Human Resources Department Job Description

Company: Dubai Airport Free Zone
Title: Chief of Staffing, Human Resources Department

Responsibilities

(Major responsibilities and target accomplishments expected of the position including the typical problems encountered in carrying out the responsibilities.)
1. Provide support to supervisors and staff to develop the skills and capabilities of staff.
Primary Activities
• Ensure that accurate job descriptions are in place
• Provide advice and assistance with writing job descriptions
• Provide advice and assistance when conducting staff performance evaluations
• Identify training and development opportunities
• Organize staff training sessions, workshops and activities
• Process employee requests for outside training while complying with policies and procedures
• Provide basic counseling to staff who have performance related obstacles
• Provide advice and assistance in developing human resource plans
• Provide staff orientations
• Access funding for training and write proposals (What Are the Main Job Duties of a Human Resources Department?, n.d.)

2. Monitor staff performance and attendance activities.
Primary Activities

• Monitor daily attendance.
• Investigate and understand causes for staff absences.
• Recommend solutions to resolve chronic attendance difficulties.
• Provide basic counseling to staff who have performance related obstacles.
• Provide advice and recommendations on disciplinary actions.
• Monitor scheduled absences such as holidays or travel and coordinate actions to ensure the staff absence has been adequately covered off to ensure continuity of services.
• Inform affected staff or residents of unexpected absences from work and coordinate actions ensuring the continuity of services such as cancellation of events and locating keys. (Human Resources Officer: Job Description, n.d.)

3. Coordinate staff recruitment and selection process in order to ensure a timely organized and comprehensive procedure is used to hire staff.
Main Activities
• Provide advice and assistance to supervisors on staff recruitment
• Prepare notices and advertisements for vacant staff positions.
• Schedule and organize interviews
• Participate in applicant interviews
• Conduct reference checks on possible candidates
• Prepare, develop and implement procedures and policies on staff recruitment
• Inform unsuccessful applicants
• Conduct exit interviews (Mayhew, n.a.)

4. Provide information and assistance to staff, supervisors and Council on human resource and work related issues.
Main Activities
• Developing and implementing a human resources department plan and handling personnel management policies and procedures.
• Promote workplace safety.
• Provide advice and assistance to staff and management on pay and benefits systems
• Research and monitor human resource systems in other organizations within the community.
• Explain and provisions of the personnel policy.
• Explain employment standards and legislation such as workers compensation, labour standards and Fair Practice Act. (Gaskell, n.d.)
• Organize the transitional provisions of employee compensation, pay and benefits when positions are transferred or new positions are funded through contribution agreements and other special funding arrangements.
• Arrange for the repairs of computers and other office equipment and assist with organizing staff to carry out work due periods of equipment shutdowns.
• Attend Council meetings to provide information, when necessary. (HR Function, n.a.)

5. Perform other related duties as required

KNOWLEDGE, SKILLS AND ABILITIES
(The knowledge, skills and attitudes required for satisfactory job performance)
Knowledge
The incumbent must have proficient knowledge in the following areas:
*human resources management
*job descriptions
*performance review methods and techniques
*staff training, development and recognition
*delegation
*mentoring and coaching
*an understanding of relevant legislation, policies and procedures
*an understanding of the northern cultural and political environment
*an understanding of the roles and responsibilities of First Nations
Councils
*an understanding of land claims and self-government skills
The incumbent must demonstrate the following skills:
*supervisory skills
*team building skills
*problem solving skills
*basic counseling skills
*negotiations skills
*effective verbal and listening and other communications skills
*computer skills including the ability to work with spreadsheets and word processing programs at a highly proficient level
*effective written communication skills including the ability to prepare reports, proposals, policies and procedures
*effective public relations and public speaking skills
*research and program development skills
*stress management skills
*interviewing skills
*time management skills (HR Roles and Responsibilities – Human Resources Roles and Responsibilities, n.a.)

Personal Attributes

The incumbent must maintain confidentiality, use sound judgment and perform independently while performing the duties of the human resource officer. The incumbent must also demonstrate the following personal attributes:
*maintain standards of conduct
*be respectful
*possess cultural and political awareness and sensitivity
*be flexible
*demonstrate sound work ethics
*be consistent and fair
The Human Resource Officer would normally attain the required knowledge, skills and abilities through completion of human resource development courses at post secondary institutions and several years of experience supervising staff. Equivalencies will be considered.

Marketing Department Job Description

Company: Dubai Airport Free Zone
Job Title: Manager, Promotions, Marketing Department

Marketing executives work closely with other employees such as advertising, market research, production, sales and distribution staff.
They are responsible for:
• analyzing and investigating price, demand and competition
• devising and presenting ideas and strategies
• promotional activities
• compiling and distributing financial and statistical information
• writing reports
• Monitoring performance.
Opportunities for promotion are excellent – normally into senior marketing roles or related employment areas.
Typical employers of marketing executives
• companies
• manufacturers
• retailers
• industries
• local authorities
• Charities.
Qualifications and training required
Employers prefer graduates with a degree or postgraduate qualification in a relevant subject such as mathematics, statistics, economics, business or marketing. Some jobs, particularly those in industrial marketing, require a scientific or technical background.
Relevant paid or voluntary work experience can be beneficial. This can be gained in any commercial area which requires contact with customers or the general public. Larger employers also run vacation courses and placements which can give a useful insight into the profession.
Key skills for marketing executives
• energy
• good teamwork skills
• communication skills
• adaptability
• creativity
• commercial awareness
• numerical skills
• IT skills.

Human Resource Department Job Description
Company: Jumeirah Group
Post: Co-coordinator, Staff Training, Human Resources Department

Human resource (HR) managers are involved with recruitment, training, career development, compensation and benefits, employee relations, industrial relations, employment law, compliance, disciplinary and grievance issues, redundancies etc. The job involves keeping up to date with areas such as employment law, which change often.
Generalist HR roles are usually found in small and medium sized companies, where the HR manager will deal with the whole range of HR activities. In large multinationals you will often find specialists, for example in learning and development, recruitment or employee relations. (Human Resources Officer: Job Description, n.d.)

Work activities
• Developing HR planning strategies with line managers by considering immediate and long-term staff requirements
• Recruiting staff by preparing job descriptions and job adverts; deciding on how best to advertise
• Short listing applicants for interview using a variety of selection techniques including psychometric testing Interviewing shortlisted candidates
• Advising on pay and other issues, including promotion and benefits; administer payroll and maintain staff records
• Interpreting and advising on employment legislation; develop and implement policies on a variety of workplace issues eg disciplinary procedures, absence management, working conditions, performance management and equal opportunities
• Listening to grievances and implementing disciplinary procedures
• Analyzing training needs in conjunction with line managers; planning and delivering training, including staff inductions. (How Roles and Functions Contribute to Competitive AdvantageA Tarmac Case Study., n.a.)

Working conditions
• Travel: not a normal part of the working day but attendance at off-site meetings possible.
• Working hours: mainly office hours, with occasional extra hours. Location: opportunities exist mainly in towns or cities throughout the country.
• Opportunities for self-employment: unlikely (unless a specialist in training).
Typical employers
Any large organization including banks, insurance companies, hospital, universities, institutes of technology, etc.
Career development
Progression will very much depend on the size of the organization. Relocation may be necessary. It is possible to move from generalist HR roles into specialist areas such as industrial relations, employment law, organizational development or training and development.
Entry requirements and training
Entry requirements
There are two main entry routes.
Graduate training programmes: while some HR graduate training programmes are available, they are rare in Ireland.
Entry-level jobs: graduates can gain an entry-level role as a HR administrator, where they will have responsibility for matters such as updating files, contracts, scheduling interviews, preparing statistics etc.
Other relevant degree subjects
• Business
• Economics
• Law
• Management
• Psychology
• Public administration
• Social studies.
Postgraduate study
A pre-entry postgraduate qualification is not a requirement but a range of courses at postgraduate certificate, diploma and masters level are available, some of which combine business studies with HR.
Specific entry requirements
Although membership of the CIPD is not an absolute requirement for entry into this career, employers generally look on membership as an asset.
Training
A few graduate training schemes are available.
Skills and qualities
• Good communication skills
• Strong interpersonal skills
• Business awareness and commercial focus
• Leadership and strong management skills
• Technically competent
• Strong interpersonal skills
• Ability to analyze, interpret and explain the legal framework regulating employment
• Influencing and negotiating skills
• Personally credible
• Integrity and approachability.

Marketing Department Job Description
Company: Jumeirah Group
Title: Manager, Marketing Department
Summary:
Responsible for managing the staff of departments like marketing and advertizing in a company. Takes steps to measure, enhance, and enrich the position and image of a company through various goals and objectives.

Primary responsibilities
• Plan marketing and branding objectives.
• Expand product solutions and offerings.
• Prepare marketing strategies alongside other company executives and staff.
• Analyze market trends and recommend changes to marketing and business development strategies based on analysis and feedback.
• Prepare and adhere to budgets.
• Oversee creation and delivery of press releases, advertisements, and other marketing materials.
• Design print ads and publications.
• Ensure brand messages are consistent.
• Gather and analyze customer insight.
• Nurture and enrich all external perceptions of the company and growth of market share.
• Engage consumers on social media.
• Deepen relationships with all media to ensure the most effective messaging and positioning of the organization.
• Lead all areas of content generation and production across all media platforms.
• Take calculated risks based on data-driven analytics.
• Drive overall CRM and direct marketing.
• Engage other organizations within the community.
• Collaborate with sales and sourcing to develop strategic partnership activities and implement the execution framework and strategic plan on identified opportunities.
• Develop and lead a marketing team that will develop and execute new concepts, business models, channels and partners to position business as innovator and leader. (HR Roles and Responsibilities – Human Resources Roles and Responsibilities, n.a.)

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March 7, 2018

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