Human Resources Management Challenges post Covid19 in Tourism Industry in Dubai Middle East

This dissertation analyzes the challenges faced by the tourism industry in Dubai, Middle East in retaining employees after the pandemic of Covid19. It covers the challenges of job opportunities, employee well-being, and other HR practices. The research provides insights into the future situation of job opportunities and the need for innovative strategies for retaining employees to serve a better future for the tourism industry.

Dissertation

Table of Contents
Dissertation hypothesis...................................................................................4
Presentation and findings............................................................................4
Interpretation...............................................................................................8
CONCLUSION..................................................................................................27
Recommendations:....................................................................................29
References ....................................................................................................32
Books and journals:....................................................................................32

Dissertation hypothesis
The research project aims to analyze the challenges facing by tourism industry in retaining
employees after the pandemic of covid-19. As the scenario globally affected various businesses
in the whole world. This research will provide an optimistic and deletion of the whole country
environment of Dubai in terms of the tourism challenges for job opportunities, employee well-
being and other HR practices(Marchant-Forde, and Boyle, 2020). This topic is quite interesting
as well as knowledge full to gain insight about what happening around the world and how this
covid-19 hits the life of job seekers. The researcher desires to gain full understanding about
future situation of job opportunities so to make on completion of own objective after completing
graduation. Due to serious cause of diseases spread through corona virus, some employees get
isolated and not in condition to work. So that this tourism industry getting highly affected and
facing challenges which is required to know before being a part of it (Afifi, and Negm, 2020).
This dissertation will be on Clear finding of strategic approaches and intervention programs in
order to put tourism a back on the track for Dubai. Therefore, the researcher found the topic
helpful for analyzing the HR role in making innovative strategies for fulfilling their aim of being
an HR manager. The topic covers all the interventions and challenges of tourism in Dubai at it
becomes a most versatile place for tourist but now the covid-19 has become a threat for UAE. It
provides understanding of adopting new and modern ways for retaining employees to serve a
better future for tourism industry.
Presentation and findings
The research has provided some valuable facts and information about the tourism sector which is
taking undergrowth due to covid-19 challenges. The first foremost challenge is to treat the
people of tourism sector which is highly necessary for this industry, it is believe in making
customer relations and providing an effective service which are all in hand of the employees and
their effort will pay in hard work. As per the experts’ analysis, covid-19 severely impacts the
inbound and outbound tourism in 2020 (Bull, and Robles Rivera, 2020). It has found that
according to number of tourist arrival as well as employee job opportunities, Dubai was known
for providing immense number of jumps to the people belongs from different country. Dubai was
the largest tourist maker net is around 22 million visitors was found in 2020. Also it has seen

that, this growth of tourism in UAE has created a positive impact on economic contribution and
GDP increment. The research shows that tourism came to a decline stage from 20 % in 2020
(Arshad, 2020). As the inbound trips include air, land, rail, business and water leisure arrivals.
The last record of 2019 shows 17732 arrivals in leisure but this number goes into decline stage
and remains 5775. Similarly, all the inbound arrivals faced this decline with 50% off loss of
tourism industry. The research has found an appropriate fem-fem work to analyses industry
growth and understands the impact of pandemic and overall tourism industry. The main factors
which contribute in the success of tourism even in the time of pandemic are the resilience and
marketing strategies with maintain customer’s arrival and profit maximization. Also the new
market and short distances travel were also intending due to several restrictions and foundation
of travelling world so that people refer to roam around nearby cities. This short distances travel
all so make up good profit for tourism sector in Dubai. Whereas, the weakness of tourism is that
it becomes less care for people to take travel and come in contact with people at the time of
pandemic. Closing International borders and tour in overseas what in lockdown that results in
decreasing the demand for industry(Bodolica, Spraggon, and Khaddage-Soboh, 2021). The
reason behind this lockdown for international travel is to make people away from others and
prefer to take home so that the safest people will not get in risk of corona virus. It creates impact
of losing job and income for tourist sector employees which also become a hurdle for
contributing in countries GDP. If talk about the objective of research is mainly based on
employee well-being HR digital process remote working, talent acquisition and opportunities for
overcoming challenges are all the objectives which has covered into the research. In which,
employee well being all about emotional psychological and social well-being which an employee
faced during working in an organization. The employees must be filled free and acts full while
delivering their service and handle their stress is all or tourism industry is about. In order to
fulfill this objective, the research has presented some serious fact about the causes of mental
stress and is it in individual which led to result in suicidal cases. Quarantine was a time in which
people took this step with the afraid of losing jobs, no money for livelihood, work pressure and
other kinds of mental pressure, Insomnia and depression has seen among individuals. Due to the
first promise of covid-19 , tourism industry organizations facing a rapid decline in retaining
employees and providing them sufficient work environment due to the industry practices of
travelling and meeting people. Employees found the satisfaction as they did not get family

support, work from home and physical contact with their friends and relatives. This lead to
severely harm the reputation of tourism industry. The key concern find out through the analysis
are digital process of HR manager in order to adapt digital transformation into the industry. As, it
has seen that undertaking digital growth and online selling is quite beneficial for much
organization during the pandemic. People find convincible deliveries and good at the doorstep
which make them safe and under the precautions of covid-19. But in tourism sector digital
process is become a need to provide work from home remote working and state forward
processing to find and except the technology at any location. Therefore, the digital process of HR
requires digital booking payment of Central System methods and hi contacts of very and
problems of customer at very frequent level. This is also become a major challenge for tourism
sector to be frequent in Technologies and HRM efficiency in order to work in complex
environment and competition. These technologies are helpful for the employees as well as
customers. Employees will need to provide better training to cope up with the technology which
is under the practice of HR. So that the objective contain a high requirement in tourism industry
mainly seen in Dubai.
To the finding of the objective to promote remote working is relative Lee on an average
percentage of 44%. In tourism sector, during covid-19 this many employees worked remotely.
By working through these terms the tourism sector relatively find a decline in employee
productivity and create negative impact on organization proficiency. As it is not necessary that
every worker will take the opportunities responsibility and work criteria in the same way of an
effective employee. So that it become difficult to work remotely is no longer survival for tourism
sector as the industry mainly involved attending customers, maintaining eye contact and see
them priority at Hotel . this work could not be done through work from home. Employees would
not maintain the Bond of work and relations with customers as well as their peers which
becomes a challenge for involving coordination among the hotel premises. These travel industry
provide job opportunities for those who are in isolation and engage in some work which will
reduce their stress out (Hidayat, Rafiki, and Nasution, 2021). This is a great step of tourism
sector to build their presence among society. These all are depend on HR Strategies and human
resource policies to make effective working which satisfy their employees as well as society to
maintain positive image. All this remote working criteria is not suitable for mainly hotels, resorts
and restaurants who require sufficient labor to carry out day to day work. this would only

possible for technical department who look out on digital platforms and work for customer care.
The current findings put emphasis on talent acquisition is become a challenge for many of
organization. Every sector require realistic and capable employees who could carry out the
operations effectively within a minimum salary (Zheng, nd 2021). Therefore finding right
talent in right wages is not easy task for tourism sector. As it goes down words into their
profitability so many of sector is not able to pay a high salaries to find the most appropriate
talent. Also during covid-19, many employees anonymously are not ready to work due to higher
seriousness of corona virus. As it is found that 30% of business and travelling sector stop the
hiring process due to inefficient productivity. 17% of making reduction in existing employee
workforce. So that, making talented employees their priority is being the most challenging task
for today. As these talented employees could be the future of hotels which others haven't
performed yet (Hijazi Obeid, and Medlej, 2020). Acquisition of talent is necessary for every
Organization in order to maintain economy to provide job opportunities and contribute in
society. Holding back on acquiring talent is not the right way to perform business practices
which could impact negatively on the sector.
The finding has constructed many key areas about the opportunities and challenges travel
industry by focusing on current global environment. It has seen that, the people would not get
dresses of entertainment and refreshment which somehow can back relative earlier for tourism
sector other than any other organization. People are ready to travel as soon as the pandemic get
end so that it would be the opportunity for tourism sector to be prepare for taking advantage of
immense customer arrival by providing the required facilities at best prices(Wut, Xu, and Wong,
2021). This would lead to generate more competitive image and customers will maintain their
loyalty and trust over hotel. They need to come up with more sufficient training programs for
employee’s retention as well as making them satisfied. Employees well-being is the main priority
for tourism so it is required to build up Strategies and policies which could be beneficial for both,
in order to assist the advantage of competition as well as overcoming with threat it has analyzed
that there are a number of HR practices that require prompt implementation on organisation that
includes concerns regarding health and safety, professional well being education and training
about health causes and risk uncertainty (Rao, and Krantz, 2020). Some the opportunity is
discussed in the dissertation, the most effective one is to keep the employees coordinated and
motivated towards organization. This could only be possible by maintain a formal as well as

informal relation by making them energized and giving a healthy environment for working
(Norouzi, 2021). The tourism sector needs to take appropriate care of their workers by giving
them expert advice, good place and making the immune system well. As, tourism sector mainly
consists employees who belong to overseas are Different cities who cannot drive off to their
families in to pandemic, so it is necessary to make good communication with these employees
and try to motivate which together efforts (Bakir, 2020). With the emphasis on digital
transformation, the organization would enable easy business solutions. It took certain time to get
familiar with all the technology but at one day employees will feel pledge to be a part of such a
model of organization that would give a such a modern of organization that would give them
reason to stay for long time (Siddiqui, 2020). Training and practices is a one-way solution for
overcoming with the challenges in retention of employees. The more Hotels will treat their
employees with due respect and proper configuration the more employees will feel valued and
dedicated.
Interpretation
1. During pandemic, employees’ health and
happiness was the highest priority
FREQUENCY
Never 5
Rarely 10
Sometimes 5
Often 15
Always 5
It has interpreted that during pandemic employees health and happiness was highest priority for
15 respondents in which 10 are rarely put emphasis on this topic other five go for sometime the
rest 5 are never put everything on employees health well-being.

2 The concerns about challenges the employees faced
during COVID-19 was addressed
FREQUENCY
Never 0
Rarely 10
Sometimes 15
Often 10
Always 5
The covid-19 challenges has been addressed by 5 respondents always and 10 were often indulge
in providing concern where is other 10 was really taking concern.

3 The employees felt comfortable about sharing their
fears about the pandemic
FREQUENCY
Never 10
Rarely 5
Sometimes 10
Often 10
Always 5
The employees never felt comfortable as per the answer of 10 respondents. The Other 20
respondents analyse employees comfort sometimes and quite often also. Whereas five
respondents are always noticed employees comfort.

4 The response to COVID-19 has reduced the
employees’ anxiety
FREQUENCY
Never 0
Rarely 5
Sometimes 10
Often 15
Always 10
The response of covid-19 reduced the employer is it as per 15 respondents at an open face and 10
respondents a short that it always work. Whereas, other 15 are really or sometimes feel reduction
in society. Which require more often and effective response over covid-19.

5 Innovative well-being practices has been
implemented during COVID
FREQUENCY
Never 5
Rarely 5
Sometimes 15
Often 10
Always 15
The innovative wellbeing practices and never been implemented during covid-19 as per five
respondents. Other five are really indulge into innovative criteria. Whereas, 15 respondents agree
with innovative practices are always implemented into their organisation. So that, other
respondents also need to focus on being innovative.

6 Stages of Successful Digital HR Transformation |
AIHR Learning Bite
FREQUENCY
Fast digitalization of HR processes during COVID-
19 has not been stressful
Never 10
Rarely 15
Sometimes 5
Often 5
Always 10
Fast digitalization or Never been stressful for 10 respondents. Where is 15 find it really and 5
found it sometimes whereas other 10 it always stressful to to adapt fast digitalisation. So that a
required more appropriate training and configuration.

7. Resources and training were provided on the new
HR digital process
FREQUENCY
Never 0
Rarely 10
Sometimes 5
Often 15
Always 10
Resources and training provided on new HR digital process really effort and respondents. Where
is it always provided as per 15 and 10 respondents. Where as 5 respondents sometimes provided
it was not effective.

8 The HR digitalization was a support system to
overcome the COVID-19 challenges
FREQUENCY
Never 5
Rarely 5
Sometimes 15
Often 10
Always 5
HR digitalization process work as a support to overcome the challenges it is dis agreed by 5
respondents. it is often and always agreed by 10 and 5 respondents respectively. Where is 15
respondents sometimes found it useful.

9. The new way of doing HR processes been
effective
FREQUENCY
Never 0
Rarely 5
Sometimes 10
Often 15
Always 10
The new way of HR process is been effective as per 15 and 10 respondents often and always.
Where as 5 and 10 are rarely or sometimes found it effective.

10. HR team are confident in managing the HR
processes digitally
FREQUENCY
Never 5
Rarely 5
Sometimes 5
Often 10
Always 15
HR team become confident in managing HR process digitally as per 10 and 15 respondents of an
and always. Whereas other 15 are never or rarely or sometimes found confident which require
more authentication and catch on digital process.

11. Resources and technology was provided to those
employees who had to work remotely
FREQUENCY
Never 5
Rarely 10
Sometimes 5
Often 10
Always 10
Resources and Technology are provided to employees who had work remotely as per 5
respondent's. Whereas, other 20 are often an always provided resources and Technology to
employees whereas other 15 are really or sometimes found it active.

12. Those remote employees functioned effectively
in their remote workplace environment
FREQUENCY
Never 10
Rarely 10
Sometimes 5
Often 10
Always 5
Remote employees never worked effectively as per 10 respondents and other 10 was really found
them effective. Whereas 15 always and often found these employees effective. So that it is
required to provide effective training to make their productivity effective.

13. They did not feel isolated in their remote working
environment
FREQUENCY
Never 0
Rarely 15
Sometimes 10
Often 10
Always 5
The employees really felt isolated while working at remote area due to engage in work where is
15 respondents often and always found employees isolated.

14. During the transition process, the remote working
employees were pleased with the assistance from the
IT Department
FREQUENCY
Never 0
Rarely 5
Sometimes 10
Often 15
Always 10
IT manager played an effective role for remote area working employees as per 15 and 10
respondent of an and always. Whereas other 15 are rarely or sometimes found it manages
adjustable due to improper working environment.

15. The company culture allowed the remote
working employees, to function efficiently and
effectively remotely
FREQUENCY
Never 10
Rarely 0
Sometimes 15
Often 10
Always 5
The company culture level allowed remote working as per the 10 respondents whereas 15 are
often and always allowed Their employees and other 15 are sometimes allowed it.

16. Technology has positively reshaped the hiring
process during COVID-19
FREQUENCY
Never 0
Rarely 5
Sometimes 5
Often 15
Always 15
Technology positively reshaped the hiring process during covid-19 is often and always agreed by
30 respondents whereas other 10 are rarely and sometimes found it positive.

17. The transition to virtual recruitment during
COVID-19 has been smooth
FREQUENCY
Never 0
Rarely 10
Sometimes 5
Often 15
Always 10
Virtual recruitment during covid-19 has rarely smooth as per 10 respondents whereas other 15
and 10 are often and always found it smooth due to to creating Precautions in two organisation.

18. There was no drop of labour market supply due
to pandemic fears
FREQUENCY
Never 0
Rarely 5
Sometimes 5
Often 15
Always 15
There was no drop off labour market supply has agreed by zero respondents fullstop whereas
other thirty was agreed that labour market supply got decline due to covid-19. other 10 are really
and sometimes found it dropping.

19. The hiring process has not been challenging due
to the lockdown
FREQUENCY
Never 0
Rarely 5
Sometimes 5
Often 15
Always 15
The hiring process has not been challenging for 10:00 respondents really and sometimes whereas
other 30 are often and always feel challenging the hiring process due to lockdown.

20. It was easy to personalize candidate interactions
virtually
FREQUENCY
Never 0
Rarely 15
Sometimes 10
Often 5
Always 10
It was easy to personalized candidate interaction was rarely agreed by 15 respondent whereas
other 10 it always easy and 5 are often full stop and other founded sometimes easy.
CONCLUSION
From the above dissertation, it has concluded that there are allot of challenges a business has
faced through the time of Covid-19. With the help of SWOT and PESTLE analysis, it has
evaluated that tourism industry enjoys market growth into the market through effective
strategies which will help them to attract customers easily. Therefore, tourism industry in Dubai
is well known for many places which make the tourist retain there for long time and ready to
next early visit. Also, the research has presented weak areas of tourism sector as due to Covid-
19, travel is become riskier and people does bot want to take any risk with their health so that,
travel is getting avoid due to many restrictions on several places which lowers down
organisations profitability. It has identified that Covid-19 has severely impact on travel industry
and people are afraid of travelling which is not good for travel industry as their business are not
undertaking growth and expansion to maintain level of profits and competition. Therefore, this
industry require much more investment and working capital to run face daily expenses on wide
level. People are taking less interest In travelling to world as Covid -19 hit severely to the mind
of consumers as well as government restriction is also become hurdles to maintain all safety
measures and ban people arrival who came from red zone area. This shows that, Covid-19
creating trauma for travel sector in Dubai (Ajana, 2021). The pestle analysis shows various
concern regarding political, environmental, economical, legal and other factors to analyse what
factors and elements impact on travel and tourism during the time of Covid-19. Due to high
involvement of safety protection, declines income level, unbalanced economy has all affected
the industry o a huge level. As political factors creates tensions and provide rules of democracy
and other amendments in Taxation which impact on planing and strategies of travel sector.

They work on global level by providing opportunities in different parts of world through which
travellers want their purchase with these company. But all these factors are gone fade in form of
Covid-19 challenges. Government need to solve problem of this industry as they are the major
contributor into the society. It is seen that due to Covid-19 the employees in all the organization
face various challenges. It is important to note that they are demotivated and are unable to
manage work and achieve goals and objectives. So, now it is vital to take care of all the
employees and first of all enhance communication with the employees. It is seen that the major
issue faced by the employees in Dubai was due to lack of communication. They were able to
interact with the colleagues as well as superiors. So, now it is important to arrange meetings and
communicate with employees. in an effective manner. It is seen that due to Covid-19 the
employees in all the organisation face various challenges. It is important to note that they are
demotivated and are unable to manage work and achieve goals and objectives(Cruz, Frontuna,
and Tus, 2021). So, now it is vital to take care of all the employees and first of all enhance
communication with the employees. It is seen that the major issue faced by the employees in
Dubai was due to lack of communication. They were able to interact with the colleagues as well
as superiors. So, now it is important to arrange meetings and communicate with employees. in an
effective manner. So it is vital for business organisation to assure that all the workers are
comfortable. They must ask them about the issues and then give them recommendations from
same. It is analysed that all their issues must be solved and they must be motivated. Also the well
being of employees must be kept at priority. Now after Covid it is important for the management
of organisation to assure that there is proper care of health and hygiene of employees. Nowadays
the organisation have started to take measures that will benefit the employees and take care about
the health of the employees. As the employees are assets of company and the production also
depends on the employees. So, keeping them healthy is responsibility of the organization.
Another lesson that Covid 19 has taught is related to digitization (Segata,Beck, and Muccillo,
2021). Now the organization in Dubai have started providing training to employees in such a
manner that they can easily use the digital gadgets and new technology. It is vital for the
organizations to train the employees and make them learn about technological development and
ways of using it. They are now being prepared and ready to face situation like Covid. As there
are chances that the lock-down situation can repeat. So, making them ready is vital for the
employees as well as organisation. The important part is managing the talented staff in the

company. As various people have left job due to Covid-19 and it is important to fill the vacancy.
So now it is important to hire the employees as well as make efforts to retain them for longer
duration of time. It is responsibility of HR to manage the talented staff in company. A special
training session is being given to employees so that they are able to work from home. It is vital to
note that employees must be good at communicating with customers and clients. So, now it
becomes vital to provide them training and development related to good interpersonal and
communication skills. In Dubai, the focus is on helping the employees to balance their work life.
As it is now important to get ready and work effectively. The different organisations have faced
challenges and bear loss. So it is right time to get ready and work in such a manner that is helpful
for them to achieve success and growth. So motivating employees and providing them training in
the key areas will help them to work effectively again.
Recommendations:
There are various aspects which needs to overcome by the travel and tourist sectors in Dubai.
The time of post Covid-19 is also not significantly proven effective for this sector as the
pandemic has already affected the world in a deeper way that it require much time to get back
the things normal. Human resources is the main elements of travel industry which gets affected
as the companies does not have much money to pay salaries, pay rent and enable daily
expenses in the time of bane period. Without effective resources, the company would not be able
to perform and regain market potential as employees are the only one that carry to all the
planning and stimulation in a practical manner (Bensley, J., 2020). Therefore, human resource
manger need to work more dedicatedly to put influence on organisation working and create
effective workforce to overcome with these challenges and ascertain new beginnings after the
whole cause of Covid-19. There are several necessary steps that must be taken by HR manage of
tourism sector in Dubai. These are discussed below:
 The manager needs to find actual vital positions which require human involvement to
carry out operations and analyse each department requirement so that, planning of
recruitment would be done in a better manner.
 In Dubai, managers needs to focus on employee well-being and most of the individual
come form different parts of world only to work in the UAE. Therefore, their safety and
security is a must to utilise their talent.

 Digital factors include guiding through using technology, reduce meeting time and focus
on virtual conversations, provide work from home facilities which will maintain all the
norms of social distancing.
 Managers needs to influence on training and development of employees in order to make
them ready for future to handle uncertainties and handle risk of business in tourism
sector.
 They need to look at employees performance and issues they are facing due to Covid-19
must be solved in order to retain them for longer time.
 There is need to create environment of pre training in which employees will be prepared
for future Woking in the crises of pandemic or any other business circumstances.
 Remote working is also another good option for other mangers to provide their
employees by
 There is need to acquire talent into the tourism industry as there is lack of skilful and
capable employees to regulate marketing, financing and travelling activities. This require
preparing budgets, analysing need of recruitment and selected the most suitable candidate
which will be helpful in facing challenges in border to overcome Covid-19 crises.
It has evaluated that all these strategies will work significantly better to prove effectivenesses. As
Covid-19 challenges enabling many obstacles in front of tourism sector which require efforts to
gain consumer trust and maintaining reputation into them market. Companies goodwill affects
organisation working in a broader way and it could be done through creating reputation by
retaining employees and focus on their well being. Also, digitalization is highly necessary to
carry out business in a new way which provide ease and smooth functioning for both
organisation and customers. Therefore, the individuals which are selected for working into
organisation must be well versed by technical operations and IT knowledge. This must be assure
by HR manager to analyse all the potential of employees which are going to be a part of
organisation. In Tourism sector, there is requirement of such employees which are dedicated
towards the working due to having large and complex operations, motivation is the biggest key
factor to get proper utilisation of employees talent as Covid-19 become a reason for human
mental disorder lead to affect their mental health which breaks relations and loose self

motivation. Therefore, tourism sector must be developed with all these complexities to leave
behind any impact of covid-19 and focus on great and effective beginning. Dubai is entitled with
lots of opportunities for travel industry that must be identified to gain competitive advantage.
Therefore, in order to ascertain future existence, retention of employees must be the main criteria
of HR manager.

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