International Human Resource Management

This study focuses on the current situational analysis of the GulfWest as Liquefied Natural Gas Producer and the issues related to repatriation and career issues. It also provides recommendations and an implication plan for the industry.

Running head: INTERNATIONAL HUMAN RESOURCE MANAGEMENT
International human resource management
Name of the student
Name of the university
Author note

1INTERNATIONAL HUMAN RESOURCE MANAGEMENT
Table of contents
Current situational analysis............................................................................................3
Issue related to repatriation and career issues................................................................4
Recommendation............................................................................................................5
Implication plan..............................................................................................................6
Challenges faced by QLNG when implementing the plan or policy.............................7
Research analysis and conclusion..................................................................................8
Reference list................................................................................................................10

2INTERNATIONAL HUMAN RESOURCE MANAGEMENT
Current situational analysis
Quarter has become one of the popular oil and gas supplying country in the global
scenario (Kirat, 2015). With the development of energy industry, various organizations have
decided to develop their business in this country. In this study the GulfWest has been
highlighted with its popularity as Liquefied Natural Gas Producer. It has been identified that
the GulfWest has adopted the joint venture strategy with Qatar in order to export and process
Liquefied Natural Gas in the international market through LNG tanker. In the current
business scenario, it has been identified due to uses of modern technology and innovation, the
State of Quarter has started controlling the interest through the Qatar Oil & gas in QLNG.
Although the industry has brought various development, but in order to maintain the
technological innovation, it needs to depend on GulfWest. Due to this reason, the social
issues have increased which has become a headache for the Qatar people. According to
Minier-Matar et al., (2015), in the current situation it has been identified that the Qatar gas
and oil industry has brought various strategic development in the organization. By supporting
this Zeroug & Bose (2018) stated that with the increasing growth, the industry has achieved
50% of its target. By bringing the organizational development the rate of employment in this
sector has got influenced. In the other hand, recruitment of efficient employees the
organizational performance has got improved. As the Qataris are efficient in this sector,
therefore the demand for Qataris all over the world is very high (Rostrup-Nielsen, 2015). For
retaining the staff in the industry, various human resource management initiatives have taken
by the industry. In order to retain the Qataris employees in the industry, various strategy have
been adopted. As stated by Weber (2017), by providing the quality compensation and
desirable position in the organization, the industry has decided to encourage the employees.
In order to deal with the situation, the industry has started taking various initiatives, which
will be helping it for bringing the organizational changes. In the words of Kaitibie, Al Jaidah

3INTERNATIONAL HUMAN RESOURCE MANAGEMENT
and Haq (2016), in order to develop the organizational environment, different human
resource management practices have been introduced in the country. Qatar is considered as
the economic boom, which is supported by the expanding production of natural oil and gas
(Ustaoğlu, Yılmaz & Tatoğlu, 2017). Various economic policy has been introduced in this
country for increasing economic contribution of gas and oil industry in the GDP. With the
help of oil and gas, Qatar has become one of the fastest growing country in the global energy
industry. In the current scenario, it has been identified that due to availability of investors in
this country, it has become worlds’ largest liquefied natural gas exporter. As the industry has
only focused on developing its business rather than developing the position of the employees
in the workplace (Mirzaei & Moore, 2016). Therefore, in order to bring the improvement in
the organizational structure, the industry has brought career planning opportunities for the
employees in the organization.
Issue related to repatriation and career issues
After analysing the current situation of QLNG, this can be said that the major issues
which has been faced by the employees is regarding its society related issue. With the
increasing living standard the market has become very expensive for the Qataris (Al-
Maamary, Kazem & Chaichan, 2017). In this situation the demand of the labour has also
increased. This can be said that due to increasing cost the rate of employee turnover has
increased. As the study has already mentioned that the demand for Qataris in the oil and gas
sector is very high, therefore, the employees are switching their organization for getting the
better opportunities (Ewers & Shockley, 2017). In this study, it has been also identified that
the local employees of Qatar are dealing with various human resource management related
issues. Although Qatar has brought various development in its energy industry, it is still
dependent on the West Golf region. This is the main concern for the Qataris regarding their
job security (Ustaoğlu, Yılmaz & Tatoğlu, 2017). It has been identified in this study that the

4INTERNATIONAL HUMAN RESOURCE MANAGEMENT
QLNG has recruited the additional staffs in joint venture. These expatriates are being
recognized as the most skilled and disciplined employees in this sector. These expatriates
have the technological skills too and they are appointed for giving the training to the Qataris
for developing an effective plan. On the other hand, this can be said that the expatriates
manages the health, safety and finance activities in the organization. Therefore, this can be
said that the hiring proper employees has become the important issue in the current industry.
Another way this can be said that the rising living cost is another important issues faced by
the industry. Due to this reason various challenges regarding the employee salary has
increased. According to Minier-Matar et al., (2015), the employees who are getting low
salary, are facing the issues regarding survival. It has been identified in this study that the
differential between living costs have raised and increased over calendar year. The range of
living has increased near about 22%, where the average salary is in 12-17%, which is quite
low (Tan & Luu, 2017). On the other hand, it has been also identified that cost of living in
this country is in the range of 27-38%, which is higher than Kuwait, UAE and KSA (Babar,
2014). Therefore, in this situation, most of the employees have started leaving their jobs and
have decided to shift other countries. In the words of Kaitibie, Al Jaidah and Haq (2016), this
is clear that the major issue in this country is the industry has focused on bringing the
business development, on the other hand the employees are struggling with the increasing
living cost. As its result, large number of employees have shifted their job for getting better
opportunities, which has affected the rate of productivity. Another way, this can be said that
the recruitment authority was not being able to recruit appropriate candidate in the
organization, this has also impacted on the employee turnover ratio. Not only the Qataris, but
also in order to bring the development in the industry, it has decided to adopt the brain drain
practices,

5INTERNATIONAL HUMAN RESOURCE MANAGEMENT
Recommendation
In order to deal with the situation, the industry has brought various changes. It has
brought the changes in its business industry. Various leadership strategy have been adopted
by the industry. Different meetings have been arranged with the employees for discussing
their issues and expectation from the job. It is also very important to identify that which
things are creating difficulties for the employees. By developing healthy relationship with the
employees, the organization has started practicing leadership goals. In order to retain the
employees, different compensation and reward offers have been introduced, it has been also
identified that the improving the quality of performance, training and development practices
have been introduced. This can be said that due to reduce the employment turnover, the
company has decided to appoint right employees in right position. The organizational
structure has changed for increasing the involvement of Qataris in this sector. Large number
of Qataris have been appointed in the important position of the organization for gaining their
trust. As the company has decided to provide different grooming and technical course in the
training and development session, therefore this can be said that it will be beneficial for the
industry. In the words of Kaitibie, Al Jaidah and Haq (2016), as job security is one of the
major issue faced by the employees, therefore the industry has introduced healthy and safety
plan in the organization. Different compensations have been provided in the case of dealing
with the issue regarding employee turnover. The company has also introduced permanent
position for the employees who are deserving. QLNG has decided to contribute in the case of
achieving the vision and mission of the organization. By maintaining transparency about the
profit and loss of the organization with the employees, employee engagement can be
increased. By involving the employees in the decision making process, the development can
be done in the proper manner. This will be also helping the organization to deal with the
emerging career issue. It has been identified it has become very difficult for maintaining the

6INTERNATIONAL HUMAN RESOURCE MANAGEMENT
safe and continuous operational plan in the organization. In order to deal with such
difficulties the HR manager has decided to bring the redundancies in the previous positions of
the employees. Therefore, this can be said that the industry has decided to focus on
developing the performance quality as well as increasing the percentage of Qataris in the
organization.
Implication plan
Developing healthy working environment
In order to deal with the situation, various career management plan have been
introduced in the industry. It has been also mentioned in this study that for improving the
performance of the employees, different training and development programs have been
introduced in the industry. As the employees of the industry were struggling with the
increasing cost, therefore, the company has brought the changes in its salary structure for
reducing the employee turnover. After identifying the issues, the industry needs to focus on
developing healthy atmosphere for the employees in the workplace. By arranging different
meetings, the needs and demands of the employees can be analysed.
Introduction of performance management system
The performance management system has been introduced in the industry for analysing the
quality of performance of the employees (Ustaoğlu, Yılmaz & Tatoğlu, 2017). This system
has been introduced on the basis of the required skills of the employees in the industry. For
increasing their efficiency, these initiatives have been taken. This is also very influencing in
the case of analysing if the employees are satisfied with the job or not. Here the study has
also highlighted the compensation policies.
Introduction of reward and recognition

7INTERNATIONAL HUMAN RESOURCE MANAGEMENT
Health care, disability, sick leave and many more have been introduced in the
organizational planning. In order to deal with the financial crisis, economic policies have
been introduced by the Qatar government (Wu, Cai & Guizani, 2015). Through this process,
the employees will get the chance to analyse the goals and objectives as well as their
responsibilities to deal with the situation. In order to bring the professional development the
company has brought training and development courses and compensation related policies
in the industry (Al-Maamary, Kazem & Chaichan, 2017).
Training and development
There are various types of job oriented training process, different diploma and technical
degree courses. Different grooming courses are being provided in order to help the people for
adopting the organizational culture. On the other hand communication and behavioural
development are also part of training and development process. Corporate culture is an
essential part in every business organization. Therefore, by bringing the changes in
corporate culture through creativity, innovation and performance-based recognition, the
industry has tried to emphasize its rate of productivity.
Challenges faced by QLNG when implementing the plan or policy
Improper implementation plan
In the above study, it has been identified that in order to deal with the issues the
industry has brought various opportunities in the market. However, most of the initiatives
taken by the industry has faced disappointment. Due to lack of proper implementation
planning, the career management plan of the industry has faced disappointment
(Zeroug & Bose, 2018). As the employees were dealing with lack of job security, therefore,
as the part of human resource management the industry has decided to give the chance to the
efficient employees for gaining permanent position in the organization.

8INTERNATIONAL HUMAN RESOURCE MANAGEMENT
Excessive employee turnover
In order to deal with the employee turnover issue, the industry has taken various
initiatives. Due to excessive turnover, the industry has started hiring people for
continuing the process (Weber, 2017). The issue behind the turnover, which has been
identified that due to direct recruitment from western expatriate and Qatari. Due to this
reason the recruitment board has appointed the candidates, who are not appropriate for this
field.
Demand of the employees are higher
Due to excessive demand of the employees, within very short time, the
recruitment directors have started recruiting the employees (Mirzaei & Moore, 2016). As
its result, the overall performance gets hampered. Although the industry has decided to bring
the efficient recruitment practices in the organization, however, it has faced the
disappointment due to lack of skills of the employees. In this study it has been clearly
mentioned that most of the development activity of the company is dependent in the
GolfWest region, therefore for bringing any kind of development the country needs to depend
on this region. It has been also identified in this study that due to lack of implication of
innovation, the technological development has not done in the proper manner. This has been
also analysed in this study that the skill of employees are being judged depending on their
educational qualification. Due to this reason, the efficiency of the organization gets
hampered.
Improper monitoring practices
Due to lack of proper monitoring process, the training and development process
of the employees get affected (Wu, Cai & Guizani, 2015). It has been identified that most of

9INTERNATIONAL HUMAN RESOURCE MANAGEMENT
the employees are not satisfied with the employees in the organization, the reason is they are
not getting proper mentoring by the finance experts and senior staffs.
Training was not career oriented
Although the training is being introduced for Qataris professional development,
but the elements of the training was not career oriented, which is very disappointing (Al-
Maamary, Kazem & Chaichan, 2017). Although the compensation policies have been
introduced in the case of grabbing the attention of the employees, but it has also faced
disappointment. It has been identified that this has impacted on the corporate culture of the
organization.
Research analysis and conclusion
In the above study, it has been identified that Qatar is one of the popular and fastest
growing industry, which has higher level of impact on the global energy industry. In the
current situation, the industry is dealing with the issues regarding employee turnover. In order
to deal with the situation, the industry has brought various changes in its strategic planning. It
has also brought the changes in the human response manager practices. However, after taking
different steps, the industry is not being able to deal with the situation. The major issue which
has been identified that as the QLNG is dependent on the GolfWest region for bringing any
kind of development. It has been also identified that the industry has adopted various
development strategies in the case of dealing with the issues. Due to lack of efficiency and
proper monitoring process in the industry, the industry has faced the disappointment. Demand
of Qataris in the gas and oil manufacturing industry is very high. Therefore, this is very
difficult to retain the employees. With the increasing development in the energy industry, the
standard of living has also increased. However, with the increasing rate of living standard as
business profitability, the employee salary structure has not changed. It has been identified

10INTERNATIONAL HUMAN RESOURCE MANAGEMENT
that compared to the living standard, the salary of the employees are very low. In this
situation, employee dissatisfaction increases in the workplace. On the other hand, the
business organizations mostly focus on business development rather than improving the
position of the employees. Due to this reason the large number of employees have left over
the industry (Babar, 2014). In order to deal with the situation, the industry has decided to
bring the changes in its internal management process. The industry has decided to improve
the position of the employees in the organization in order to provide the job security. This can
be considered as the wise step taken by the QLNG. On the other hand, large number of
employees are not satisfied with the training and development process in the organization.
Therefore this can be suggested that if the career-oriented training is provided to the
employees, it will be more beneficial for the industry. Here the study has also highlighted that
by bringing the changes in the management program, the corporate culture will be helping in
the case of improving the internal culture of the organization. After analysing the entire
study, it can be concluded that the QLNG needs to focus on bringing the innovation in its
internal culture (Ewers & Shockley, 2017). With the increasing business revenue, it needs to
focus on the needs and demand of the employees. By bringing proper human resource
management practices, the industry will be able to deal with the employee turnover issue. On
the other hand, this can also be suggested that proper programming is needed for bringing the
development in the industry.

11INTERNATIONAL HUMAN RESOURCE MANAGEMENT
Reference list
Al-Maamary, H. M., Kazem, H. A., & Chaichan, M. T. (2017). The impact of oil price
fluctuations on natural renewable energies in GCC countries. Renewable and
Sustainable Energy Reviews, 75, 989-1007.
Babar, Z. R. (2014). The cost of belonging: citizenship construction in the state of Qatar. The
Middle East Journal, 68(3), 403-420.
Ewers, M. C., & Shockley, B. (2017). Attracting and retaining expatriates in Qatar during an
era of uncertainty: Would you stay or would you go?. Population, Space and Place.
Kaitibie, S., Al Jaidah, M. I., & Haq, M. M. (2016). Export Market Concentration And The
Potential For Export Market Diversification In The Oil And Gas Sector In A Small
Open Economy. International Journal of Economic Perspectives, 10(1), 71.
Kirat, M. (2015). Corporate social responsibility in the oil and gas industry in Qatar
perceptions and practices. Public Relations Review, 41(4), 438-446.
Minier-Matar, J., Hussain, A., Janson, A., Wang, R., Fane, A. G., & Adham, S. (2015).
Application of forwarding osmosis for reducing volume of produced/Process water
from oil and gas operations. Desalination, 376, 1-8.
Mirzaei, A., & Moore, T. (2016). Banking performance and industry growth in an oil-rich
economy: Evidence from Qatar. The Quarterly Review of Economics and Finance, 60,
58-69.
Rostrup-Nielsen, J. R. (2015). An industrial perspective on the impact of Haldor Topsøe on
research and development in synthesis gas production. Journal of Catalysis, 328, 5-
10.

12INTERNATIONAL HUMAN RESOURCE MANAGEMENT
Tan, K. G., & Luu, N. T. D. (2017). Understanding the effects of exchange rates on the cost
of living for expatriates and ordinary residents in Singapore and Hong
Kong. International Journal of Markets and Business Systems, 3(1), 64-92.
Ustaoğlu, M., Yılmaz, S., & Tatoğlu, F. Y. (2017). Economic Development and Financing
Growth in a Hydrocarbon Economy: Qatar. In Balancing Islamic and Conventional
Banking for Economic Growth (pp. 103-117). Palgrave Macmillan, Cham.
Weber, A. S. (2017). Creative industries tourism in Qatar: economy diversification through
arts and heritage development. In 4th International Scientific Conference ToSEE-
Tourism in Southern and Eastern Europe 2017" Tourism and Creative Industries:
Trends and Challenges" Opatija, Croatia, 4-6 May 2017 (pp. 645-655). Faculty of
Tourism and Hospitality Management, University of Rijeka.
Wu, D., Cai, Y., & Guizani, M. (2015). Asynchronous flow scheduling for green ambient
assisted living communications. IEEE Communications Magazine, 53(1), 64-70.
Zeroug, S., & Bose, S. (2018, April). Recent advances in the use of acoustics across the
frequency spectrum in the oil and gas industry. In AIP Conference Proceedings (Vol.
1949, No. 1, p. 020014). AIP Publishing.

13INTERNATIONAL HUMAN RESOURCE MANAGEMENT