What is HR to the floating people? (Part 1)

Though the broadly used 'Human Resource' is changing its appearance in the recent days and gaining momentum universally as a new brand label 'People Function', still the application of its principles are unique to the relevant industry or field depending on the nature of the business, in spite of firmly holding its base functions of hiring- paying-appraising and firing.

Does Human Resources (HR) or People Function (PF) is unique to the geographical region? The answer may be quite simple, YES. But how different is the question?

Whatever we have named this function so far, as Human Resource or Human Capital or Human Relations or People Function or People Support or Personnel functions or Talent support or Talent Acquisition and many more, still all these bottles down to one thing... managing (and/or leading) one of the most important and special species of this planet earth 'Homo Sapiens - Human beings' in getting them to work, taking care of them, training them when necessary, providing their need (i dint say 'want'), and if you are not able to handle them for any (valid/invalid) reason, parting ways from them. Not to forget HR personnel are also part of the same nomenclature, they are Humans too.

The significant difference in handling regional based HR function is to understand the common grounds and more importantly the grounds we differ.

For example, HR in Europe/North America, UK or USA may be unique in following a typical pattern by asking for a certification in human resource practice, which includes hands on practice on its local laws, compensation terms, tax regulations, citizens human potential, the country's culture, a list of procedures etc. Most of the functions of HR will be fulfilled in one way or the other.

In the same way HR in Asian countries may be unique in its own way of practicing HR though it might have borrowed many of its practices from the west and had evolved with it over a period of time. The HR there still holds a strong fort on the principle practice with reference to its human potential, and people behaviors.

Having worked in one of the pioneering Middle Eastern country for the last 9+ years in different industries and in various capacities, I noticed that HR practices in this region is significantly different to those that are practiced in other geographical regions. The 6 stand-out differences, which I have noticed as a HR in this part of the world, for the "floating people" (what I like to call the expat population) are listed below:

1. Employees are not permanent residents. Everyone is bound to stipulate years of work permit with a renewable clause though 80% of the total work force is expatriates. It just doesn't matter even if you work here for more than a decade or two.

2. Investment to train the employees or develop them or providing career path to them is not on business priority at least in most of the companies. Career management, Leadership development or succession management is practiced in scarce.

3. Compensation calculation is unique (no tax, no provident fund, no social security) but has significant other differences (housing and health insurance). Also in most cases, a significant difference in your Compensation package depends on the country you are coming from. It's not "Work is equal to Pay", its "same Work but different pay". I wish to believe this situation is expected to change in the coming days.

4. 'Anyone is replaceable' and at any time. Today you lose the job; tomorrow you are out of country (high level of job insecurity). You are worth only till you work. Any ways, it's not your home country or the immigrated country; this is a country where you come to work not to settle. To some this country is a 'bouncing boat'.

5. 'I'm here only for money'- you may hear this statement almost from any expat (at-least the ones whom I've come across). Engagement of Employees is pre-dominantly fixed to this one factor (Money) only.

6. Recruitment most of the time happens on 'who is available' than 'how much he/she is valuable'. Job portals do not do the best here, to an extent the recruitment consultants do.

<Some may want to mention the 'labor forums' missing here unlike any other country>

Anyways, you may call this 'differences' or 'uniqueness' to this region. None of this differences/uniqueness is highlighted to draw a negative attention. Every country has its way of doing things. But as a HR person, knowing the difference helps in tailor-making your HR practices. These are the difference which I have noticed in my short experience, and I'm sure those who work in this part of the world, would have definitely come across at least two or almost all the six differences.

One other important factor which you may notice is the people from almost all countries of the world live in one region. The intensity of difference goes beyond nationality, culture, language, ethnicity and belief systems. I would say, if you want to visit all countries of this planet in just one country... "Come to the United Arab Emirates". It's definitely in all aspects, "an irresistible trader's hub". The harmony in which each of the nationality is accommodated is highly commendable.

Do read in my next article (part 2), to find the answer for the question 'How HR or People Function is aligning themselves to cater the needs of these floating population'?

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Cheers

Edwin Paul Franklin

www.edwinpaulfranklin.com