The Emirates Group
The State of Dubai owns the Emirates Group, based in Dubai. It is a large travel umbrella group, which is highly influential in the global travel and tourism sector, registering a profit of $762 million in 2006. Emirates airline is the most important unit of the emirates group. Another unit is the Dnata, a Middle East based, travel Management Company. Others include Emirates hotels, Emirates holidays, and Arabian adventures (Graham, Papatheodorou & Forsyth, 2010).
Jobs in the Emirates Group
Being such a diverse company, the Emirates Group subsequently have diverse job types, ranging from cabin crew to hospitality and engineering jobs. Cabin crews are responsible for passengers’ customer service during flights. Trainings for cabin crew mainly include emergency and security, including first aid, as these are prone to happen during flights. They also ensure that emergency equipment is in good working condition before flights. They serve refreshments and meals to passengers and ensure the passengers are comfortable during flights. Their job varies depending on the nature of the flight, if it is long or short-haul flight (Mahajan, 2012)
Pilots are responsible for flying passengers and cargo on long and short-haul flights to different destinations. Two pilots are required for each flight. They ensure that the aircraft, including the crew and passengers are safe and reach their destinations in good terms. Before flights, pilots must check their flight plans, communication systems, fuel in the aircraft, the condition of the aircraft as well as the weather conditions, as all these factors determine safe flights (Soekkha, 1997).
Individuals in Finance, Accounts and audit jobs are responsible for reviewing accounts of the company, performing financial health analysis on the company, and give financial advice. They also guard the company against financial risks, and are responsible for the safeguarding of company assets. They carry out wage reviews, liaise with management, and offer their recommendations, as well as preparing reports, financial statements, and commentaries. This position is crucial due to its sensitivity; therefore, Emirates Group ensures high integrity individuals fill such positions (Ireland, Hitt, & Hoskisson, 2005).
Aeronautical Engineers apply their scientific knowledge and skills in researching, designing, developing, maintaining, and testing the performance of Emirate aircrafts. They mainly are responsible for aircraft condition, fuel efficiency, speed and weight of aircraft, as well as adopting newer technologies to meet customer demands. These are employed in the Emirates Engineering, a renowned aircraft maintenance centre.
The Human Resource Process of Emirates Group
Recruitment is the process in which companies discover potential candidates for the actual or expected vacancies in the organization. Each company has its own recruitment policy. In Emirates Group, high quality individuals both locally and internationally are considered. However, they should accept to live in Dubai. Applicants should have attained the legal working age of their country and meet the set academic requirements. The sources of the candidates are internal and external. Internally, Emirates Group promotes qualified employees to top vacant managerial positions and postings to different arms of the group. Externally, Emirates Group fills entry-level positions from candidates from other firms, university and college graduates, and vocational schools. All this process is conducted professionally by the team recruitment. All jobs are posted online for online application (Kleynhans, 2006).
Interview and Selection process
After scrutinizing the online applications, shortlisted candidates are informed to attend a selection programme in Dubai. The line manager and recruitment staff perform the selection process to identify the most suitable candidate who will adapt well to the emirate culture and working in Dubai. After interview, both successful and unsuccessful candidates are informed through e-mail or letter about their outcomes. Once necessary approvals are made, Human Resources Employee Services (HRES) is responsible for the whole joining process and delivers employment contract and relevant documentation to the successful candidates (‘The Emirates Group Career Centre’).
Orientation and Training Techniques
Orientation follows recruitment, and helps the new employees adapt to the organizational culture and environment. New employees are taught on company objectives, mission, and vision. Their employer’s expectations of them are also communicated. The Emirates Group holds its employees as core to the company and therefore highly invests in their personal development. Employees are trained in relation to their training needs. These are determined by interviews with managers, their job specification, employee complaints, new technology, and customer satisfaction survey. However new employees are offered intensive training in all aspects of the organization. These are high calibre training programmes meant to increase employee skills and knowledge.
Courses offered to both new and existing employees are classroom-based, on-the-job, online (e-learning), practical assessment, simulation, project based or a combination of all these (blended). In addition, some courses are offered at a network of Learning Resource Centres (LRC), which exist in different Emirates Group buildings in Dubai, providing an out-of-workplace environment for self or group-based study. ‘My Learning Zone’ is an online Emirates Group learning portal for its employees. In addition, the Emirates Aviation College (EAC) is a campus for Emirates Group employees in the fields of tourism management, business management, aerospace engineering, and electronics and computer engineering (‘The Emirates Group Career Centre’).
The Emirates Group has set standards of performance for its employees, through which they can be appraised effectively. These standards are based on the job position, are achievable, and understood by the concerned employee. In addition, these are specific and measurable, must be agreed upon by the employee and seniors, and are subject to change. All employees give feedback on their performance through their performance report. This is necessary as it determines who gets a promotion, and pay increase.
Employee Compensation and Benefits
Employees are the group’s core value, and so the group highly invests in them. The company’s remuneration policy focuses on compensation and benefits policies through detailed research and analysis. Reward package includes cash and non-cash elements.
Cash elements include, a tax-free salary for all staff, salaries are reviewed regularly to ensure they remain competence, accommodation allowance, transport allowance. Profit share scheme is offered depending on the company profit results. Exchange rate protection scheme is offered, whereby 50 percent of salary is protected from negative exchange rate fluctuations between only the UAE Dirham and one’s currency classification. Professional specialist allowance is guaranteed for specific job positions. Finally, additional allowances are payable in recognition of the specialism of the roles undertaken (‘The Emirates Group Career Centre’).
Non-cash elements include an annual, minimum 30 days leave, in addition to ten public holidays for all staff. Leave increases with the seniority of one’s position. End of service gratuity is granted according to UAE Labour law. Free leave tickets for annual leaves for employees and their dependents to their destinations according to company policy, are provided depending on one’s position. Education support allowance is provided for selected positions that are more senior. Personal life and accident insurance, medical and dental provision, government pension scheme for UAE and GCC citizens, and the provident fund are other benefits for specific employees (‘The Emirates Group Career Centre’).
The Emirates Group is a well-established company and highly organized in its operations. It has succeeded in managing its various units effectively, as some of its units the Emirates Airline is the second most successful airline globally. The Emirates Group has also highly invested in its employees through the attractive reward packages and personal development it offers through trainings. This in turn has boosted its productivity of this company as employees are provided good working conditions.
The Emirates Group values its Human Resource Management and as seen, employs appropriate strategies in this department. This has in turn led to its successful operations and profits over the years. This successful company has embraced professionalism in all aspects of human resources. Unlike other companies, it employs diversity even in recruitment, an aspect that helps it tap the best talents globally. These HRM elements have excelled the Emirates Group. Companies must therefore invest in their HRM departments, as this is a worthy reason.
“The Emirates Group Career Centre” (nd). Retrieved from
Graham, A., Papatheodorou, A., & Forsyth, P. (2010). “Aviation and Tourism: Implications for
Leisure Travel.” Ashgate Publishing, Ltd. USA.
Ireland, D., Hitt, M. & Hoskisson, R. (2005). “Understanding Business Strategy: Concepts and
Cases.” New York: Cengage Learning.
Kleynhans, R. (2006). “Human Resource Management.” Capetown: Pearson.
Mahajan, V. (2012). “The Arab World Unbound: Tapping into the Power of 350 Million
Consumers.” New York: John Wiley & Sons.
Soekkha, H. (1997). “Aviation Safety: Human Factors, System Engineering, Flight Operations,
Economic Strategy Management.” London: VSP.
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