Strategic HRM Policies and Practices in UAE Private School Change

This thesis investigates the strategic roles of Human Resource Management (HRM) policies and practices in organizational change within private schools in the United Arab Emirates (UAE). The research explores the conceptual framework of HRM in the educational industry, identifies the strategic roles of HRM within private schools, and examines the specific practices and policies used to manage organizational change. It also determines the benefits of HRM in these schools and evaluates the challenges faced due to ineffective policies. The study employs both primary and secondary data collection methods, including a literature review and questionnaires. The findings highlight the significant role of HRM in retaining experienced employees, improving organizational image, and facilitating the development of new educational systems. The thesis concludes with recommendations for enhancing HRM practices in UAE private schools to support successful organizational change.

Strategic Role of Human Resource Management
Policies and Practices in Organizational Change in
Private Schools in UAE
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ACKNOWLEDGEMENT
I am thankful to all the people who supported me in completing the full thesis in a
successful manner.
First of all I thank my tutor who gave me an opportunity to conduct a thesis on the major
strategic roles of strategic human resource management (HRM) practices and policies in
organisational change.
Secondly, I express my special thanks to my family who gave me appropriate guidance
that resulted in the successful completion of each activity successfully.
Finally, I am thankful to my friends and relatives who helped me during the collection of
quantitative data from the questionnaire.
Therefore, I successfully completed the full thesis with the support of all people.
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CONTENTS
ACKNOWLEDGEMENT...............................................................................................................2
CONTENTS....................................................................................................................................3
ABSTRACT....................................................................................................................................5
CHAPTER 1: INTRODUCTION....................................................................................................6
Overview of the topic..................................................................................................................6
Problem statement.......................................................................................................................8
Research aim and objectives........................................................................................................8
Research questions.......................................................................................................................9
Rationale of the research.............................................................................................................9
Significance of the research.......................................................................................................10
Overview of the chapters...........................................................................................................10
CHAPTER 2: SUMMARY OF LITERATURE REVIEW..........................................................13
Theoretical Studies:...................................................................................................................13
What is the conceptual framework of human resource management in context of
educational industry?.......................................................................................................13
What are the strategic roles of human resource management within private schools.....16
What are the main practices and policies used by human resource management in
organisational change within private schools of UAE?...................................................20
What are the major benefits of human resource management in private schools of UAE?22
How organisational change is important for private schools of UAE.............................25
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What are the major challenges faced by Private Schools of UAE because of ineffective
policies and practices related with organisational change?.............................................27
Empirical studies:......................................................................................................................29
What is the conceptual framework of human resource management in context of
educational industry?.......................................................................................................29
What are the strategic roles of human resource management within private schools?...31
What are the main practices and policies used by human resource management in
organisational change within private schools of UAE?...................................................33
What are the major benefits of human resource management in private schools of UAE34
How organisational change is important for private schools of UAE.............................35
What are the major challenges faced by Private Schools of UAE because of ineffective
policies and practices related with organisational change?.............................................36
CHAPTER 3: BODY OF THESIS...............................................................................................37
CHAPTER 4: FINDINGS.............................................................................................................45
CHAPTER 5: SUMMARY, CONCLUSIONS, AND RECOMMENDATIONS........................56
Summary....................................................................................................................................56
Conclusion.................................................................................................................................63
Recommendations......................................................................................................................64
REFERENCES..............................................................................................................................67
APPENDIX....................................................................................................................................75
Questionnaire.............................................................................................................................75
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ABSTRACT
Main purpose of conducting this thesis is to investigate the major strategic roles of human
resource management practices and policies in organisational change within Private schools of
UAE. This is the main purpose of investigating this thesis. This topic is highly significant
because it helped in increasing accurate knowledge about the strategic human resource
management and its effectiveness in organisational change within UAE private schools. For
conducting this research, both primary and secondary methods of data collection have been used
by researcher. Secondary data was gathered from books, articles, publication research and many
others, whereas questionnaire has been developed for collecting primary information. Therefore,
both methods of data collection helped researcher in addressing all research questions as well as
accomplishing research aim and objectives. Main findings of this thesis is that human resource
management plays a significant part in organisational change as this helps in retaining
knowledgeable and experienced employees through the use of effective policies and practices. It
has been evaluated that organisational change is important in private schools because it increased
development and success, helped in development of new educational systems and improved
organisational image. Overall, research aim and objectives have been accomplished through
research questions.
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CHAPTER 1: INTRODUCTION
Overview of the topic
Human resource management introduces the strategic approach of managing people
within an organisation in an effective and efficient manner. This will help businesses in gaining
their competitive advantages successfully. Human resource management is the process of
employing people, compensating them, training them, implementing policies related to them and
developing practices and strategies for retaining talented people (Bailey and et. al., 2018). There
are different roles of human resource management within an organisation i.e. staffing,
developing of workplace policies, compensation and benefits administration, retention, training
and development, dealing with laws affecting employment worker protection, communication,
awareness of external factors etc. These are the main roles of human resource management that
are beneficial for an organisation in achievement of their competitive edge. Along with this,
there are different strategic roles played by human resource managers within a workplace such as
evolving roles in human resource, evolving technology and language, workplace safety and risk
management, compensation and benefits, recruitment and selections, employer-employee
relations etc.
Role of human resource includes developing and creating an effective plan of HR
initiatives to accomplish and promote the culture, behaviour and competencies recruited to
accomplish organisational goals and objectives. The strategic role of a human resource manager
is to decide how to recognise and resolve workplace problems as well as how to attract and retain
highly experienced people via efficient recruitment and selection process. Human resource
management is also important in organisational change that is beneficial for business in
achievement of its long term goals and objectives. Human resources also play a strategic role
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within change management through measuring the post-implementation return on investment
through recognizing key performance indicators to be calculated and by tracking as well as
communicating these outputs (Benneworth, Pinheiro and Karlsen, 2017). Along with this, there
are different functions performed by human resource managers that are associated with
communication, development and tracking of major organisational changes. There are different
roles and responsibilities of HR in organisational change i.e. providing initial employee
communications regarding changes, organising training programs, preparing informal
documents, assessing readiness before the change and evaluating potential impacts.
Current thesis is based on private schools in the UAE. The UAE stands for the United
Arab Emirates that is a country within Western Asia and located at the eastern end of the
Arabian Peninsula. As of 2017, the number of private schools within Abu Dhabi was around 192
that accounts for 33.86 present of the United Arab Emirates' number of private schools or
institutes. The top five regions (others are Dubai, Ajman, Sharjah and Ras al-Khaimah) account
for 96.30% of it. There are different private schools in UAE i.e. Aldar academies, Al Muna
academy, The Bloomington academy etc. Along with this, the educational industry of UAE
wants to change in theory organisation and for this; strategic roles of human resource
management policies and practices are important and essential for them. Human resource
management within private schools leads to operating and starting a school (Fitria, Mukhtar and
Akbar, 2017). There are different functions of human resource management in private schools
i.e. supplying, selecting, recruiting and positioning personal, training and development,
evaluation, planning, rewarding, career planning and personal development, employee health and
safety and many others. The requirement for private schools to implement HRM is progressively
acknowledged. In detail, human resource management holds the potential of enhancing student
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outcomes via the improved involvement, authorization and inspiration of teachers. Therefore,
human resource is important part for business management of private schools.
Problem statement
Private schools are under constant pressure as of their internal as well as external
surroundings. Demographic and social developments, developments in technology, new patterns
of employment and globalization are considered some of the main factors pushing private
schools to initiate change interventions. Over the last three decades, constant expatriate
population growth across the UAE has contributed to the increase of an exclusive set of
economic as well as social challenges or issues (Hayes, 2018). Among these are challenges
connecting to the provision of private schooling in the nonappearance of a public selection. In
the face of increasing demand for private schooling, a lack of reasonable schooling options, the
anticompetitive behavior of private education providers, and diverse government regulations
have produced a complex and also unbalanced education sector.
Research aim and objectives
Research aim
Main aim of this thesis is “To identify the major strategic roles of human resource
management (SHRM) practices and policies in organisational change: A study on Private schools
of UAE
Research objectives
 To identify the conceptual framework of human resource management in context of
educational industry
 To identify the strategic roles of human resource management within private schools
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 To explore practices and policies used by human resource management in organisational
change within private schools of United Arab Emirates
 To determine the benefits of human resource management within private schools of UAE
 To examine the importance of organisational change within private schools of UAE
 To evaluate the challenges faced by Private Schools of UAE because of ineffective
policies and practices related with organisational change.
Research questions
 What is the conceptual framework of human resource management in context of
educational industry?
 What are the strategic roles of human resource management within private schools
 What are the main practices and policies used by human resource management in
organisational change within private schools of UAE?
 What are the major benefits of human resource management in private schools of UAE
 How organisational change is important for private schools of UAE
 What are the major challenges faced by Private Schools of UAE because of ineffective
policies and practices related with organisational change?
Rationale of the research
Main rationale for choosing this topic is to identify the major strategic roles of human
resource management (SHRM) practices and policies in organisational change. This is one of the
biggest reasons for conducting this thesis (Huemann, Keegan and Turner, 2018). There are
different information that researcher wants to identified from current thesis i.e. conceptual
framework of human resource management, roles of human resource management, practices and
policies used by human resource management in organisational change, benefits of human
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resource management in private schools and challenges faced by Private Schools of UAE
because of ineffective policies and practices. These are the main information that researchers
want to gather within the present investigation.
Significance of the research
Current research or topic is externally significant for different stakeholders that are
companies, students and researchers. At a personal level, this thesis helps researchers by
enhancing their knowledge and skills about the research. With the help of this research, they can
easily improve their presentation, data collection and time management skills that have an impact
on their professional growth and career. At an organisational level, existing research topics help
companies by increasing their knowledge about the role of human resource in business
performance (Leroy and et. al., 2018). At academic level, current research is important and
significant for students by improving their understudying or knowing about the strategic roles of
human resource management (SHRM) practices and policies in organisational change.
Overview of the chapters
This is an important section within the introduction chapter because it helps in identifying
all chapters along with their purpose in the thesis (Wehrmeyer, 2017). All chapters of the thesis
are summarised as below in clear manner;
Chapter 1: Introduction: - This is a primary chapter that is important for conducting
other chapters in a systematic manner. This chapter helps in developing research aims, objectives
and questions as well as recognising significance and rationale of the topic. Main purpose of the
introduction chapter is to help researchers to start another chapter with the use of research
questions and aim.
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Chapter 2: Literature review: - This is a second chapter that is completely based on
secondary sources i.e. books, peer-reviewed articles, publication research, magazines and many
other sources. All these sources are used for collecting secondary information about the roles of
strategic human resource management (SHRM) practices and policies in organisational change.
Main purpose of literature review within a thesis is to identify the research gap (Michael, 2019).
According to the existing topic, the main gap is the strategic role of Human Resource
Management Policies and Practices in Organizational Change in Private Schools in UAE. In
previous studies, there was lots of data available about the strategic role of human resource
management in private schools, but there was a lack of information available regarding the
policies and practices used by strategic human resource management in organisational change
within private schools. This is a main gap and for fulfilling this gap, researchers should use it to
answer each question of the research. This helps in addressing the research gap as well as
accomplishment of research aim and objectives of thesis in a successful manner.
Chapter 3: Body of thesis: - This is an important chapter because it includes different
types of research methodologies under theoretical models i.e. positivism philosophy, deductive
approach, survey strategy, questionnaire, probability sampling, frequency distribution analysis as
an analytical tool of data analysis etc. These are main methodologies that are used by researchers
for addressing all research problems through research methods (Petrou, Demerouti and
Xanthopoulou, 2017).
Chapter 4: Findings: - Findings are important within a dissertation because it helps in
interpreting data effectively. According to the existing thesis or topic, quantitative data is
analysed through frequency distribution analysis. This tool helps in presenting quantitative data
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in graphical and tabular format. Main aim of this chapter is to help researchers in evaluating
quantitative data within minimum time and in a systematic manner.
Chapter 5: Summary, Conclusion and recommendations: - This is a last chapter of
the thesis that helps in identifying the achievements of research aim and objectives. This chapter
includes information about all chapters in a systematic and clear manner. In recommendations,
some suggestions according to the research findings are given to the specific study (Rosenbaum,
More and Steane, 2018). According to the current thesis recommendations are given to the
private schools of UAE because this is a main study of this research. Main purpose of this
chapter is to successfully complete the full thesis by explaining clear information about all
chapters.
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CHAPTER 2: SUMMARY OF LITERATURE REVIEW
It is the chapter that has scholarly resources to gather information appropriate to the topic of
research. There is various secondary that are included in the current research such as journal,
books, articles, newspapers, business sites etc. These sources are great for the collection of data
for the motive of achieving pre-defined objectives.
Theoretical Studies:
Literature review introduces to the process of gathering data from various sources i.e.
articles, books, magazines, publication research and many others. All these are effective sources
and helps investigator in collecting of secondary or in-depth information regarding the topic.
Main purpose of literature review is to identify the research gap in current dissertation. Main gap
of this study is the major strategic roles of human resource management (SHRM) practices and
policies in organisational change. In previous studies, there was lots of data available about the
effectiveness of human resource management within a workplace but there were lack of
information available regarding the importance of HRM in organisational change. Above
mentioned is a main gap and for overcoming this, there is requirement of conducting theoretical
studies. These are explained as below with the help of research questions. These are explained as
below:
What is the conceptual framework of human resource management in context of
educational industry?
According to Negi, Negi and Pandey (2019), human resource management in educational
industry is significant because it helps in managing and organizing need of human resource.
Human resource management could be designed and defined as formal system in every industry
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for ensuring efficient and effective use of talented individuals with the purpose of achieving
goals of each and every firm. Human resource management is also described as activities of
organization such as attracting, recruiting, maintaining and developing an effective employee.
Human resource management is focused towards procuring, recruiting staff, maintaining,
training, retraining, reward or compensation, discipline of employees, motivating, placement and
promotion. All these activities lie at the care of the efficiency of educational industry. Human
resource management is a common management function that identifies the employee
performance in education industry. It is simply understood that when employees in the system of
education are appropriately attracted, selected, recruited, inducted, supervised, developed,
appraised, promoted and rewarded on the job they get more committed towards their job
responsibility remain encouraged, dedicated and productive for the education industry. It could
be simply defined as coordination of the efforts, tasks and activities of the employees in
education industry so that goals of education could be attained and achieved.
As per the opinion of Nikolaou (2018), therefore, human resource management in
education industry is the procedure of motivating individuals for maximizing their performance
in respect of obtaining great results or output from the day they are being recruited in the
organization. It simply refers that utilizing employees for performing functions and duties in the
school, colleges or any other educational institution. Human resources are known as most
significant resource out of all the resources needed for the formation of goods and services. They
are responsible for rapid service delivery and socio economic development. Without having
skilled, talented, educated and adequate workforce education industry becomes unable to operate
sound human resource management. Every system of education at each and every level based
upon the human resources. Teachers in educational industry are the critical resources for
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effective execution and implementation of the educational objectives and policies at the practical
level of classrooms.
In the view of Gkorezis, Georgiou and Theodorou (2018), Managers in the educational
institution play a critical role for the achievement of pre defined goals with proper efficiency and
effectiveness. Teachers are the human resource in education industry that are responsible for
implementing and interpreting entire policies mentioned in the curriculum of school that are
generally designed for actualizing goals of education. Improving and maintaining education
standard is only possible by the effective and efficient teachers. Teachers hence are the most
indispensable entity in the education industry. They are the people who are the greatest help to
learning. Poor management and shortage of teachers could decrease the extent to which the
curriculum could be delivered efficiently and effectively.
As per the View Point of Askenazy and Forth (2016), human resource management
designs the formal system in Educational system and ensures that human talents must
accomplish the goals efficiently and effectively. It is an Organizational activity that aims in
attracting, maintaining and developing effective workforce that can contribute their best effort in
making Students learn efficiently. It is important for the human resource department to hire the
right talented teachers who can use innovative and creative ideas to enhance learning and
development among students. Human resource management conducts various activities in
Educational Industry such as recruitment, welfare, training and retraining, motivation
relationship, transfer and discipline of teachers, placement, compensation or rewards, staffing,
promotion and maintenance. It is the basic function of management that focuses on the
performance and efficiency of Teachers and ensures that they are giving their productive
outcomes. The Educational system must organize training and development programs for their
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staff and also they must be supervised, rewarded, properly developed, promoted and appeased
for job so that they remain committed and dedicated towards the job and give productive in
educational Industry (Potgieter and Mawande, 2017). The Human resource management in
educational industry helps in motivating teacher and also maximizes their performance so that
they can obtain maximum output from starting when they are recruited. They focus on utilizing
teachers to perform their functions and duties in University and School. In Educational Industry,
Human resource department deals with many issues which they have to overcome in order to run
the functioning and activities of School smoothly and efficiently. The Challenges which they
face in Education Industry are assessing the need for Staff, satisfying the needs of Teachers and
other employees and maintaining and improving the Workers services. Main goal of human
resource management in education industry is to develop the productivity and efficiency of
employees so that they can contribute their best in goal achievement.
What are the strategic roles of human resource management within private schools
According to Gill, Ahmad and Kazmi (2021), Human resource management is very
crucial and intricate activity for establishment of private schools. There are various
responsibilities of the human resource managers in human resource management. They are
responsible for creating departments in private school set up for hiring, development of
employees’, recruitment, retention of teachers and other staff in the education industry. In the
terms of strategic role, human resources are crucial for effective functioning of private schools
and its significance has grown frequently in the last recent times. Making strong relationship
between employer and employee is known as the strategic role of human resource management.
In human resource management people has known as human resource managers who formulate
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strategies for workforce and identify the various functional processes necessary for meeting
goals of organization.
Benefits and compensation
In the private schools employers provide compensation and benefits to all the staff
members working in the workplace. Structure of employer’s benefits and compensations clearly
identifies the reputation and brand image of school. Human resource managers of human
resource management make decision regarding employees and their performance because this
has impact on satisfaction of employees and to recruit qualified workers. In this strategies are
made to satisfy staff of schools and please other stakeholders of the company. The benefits and
compensation is given to employees in order to increase their morale and efficiency. As, if Staff
is highly motivated and satisfied with salary package and other benefits offered by School than
they contributes their best efforts in providing detail knowledge to students. It is necessary for
the private schools to design compensation and benefits plan as it helps in motivating, retaining
and attracting right talent in Schools. The Compensation plan must be designed in order to fulfil
the needs of Staff and motivate them so that they can act in a desired way (Cama, Jorge and
Peña, 2016). The Other benefits which can be provided by Private Schools to their employees is
organizing financial wellness programs, health insurance benefits, paid time off, mental health
benefits, professional development, flexible working arrangements and many other benefits that
attract people towards the School.
Workers training and development
In the opinion of Mukherjee, Bhattacharjee and Banerjee (2020), human resource
management’s strategic role in respect of training and development has great importance
employees who are working in private schools. It prepares the whole staff for future positions of
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the school. Teachers are provided with advanced training so that they could teach updated
knowledge to their students. In this teachers are also taught about usage of advanced technology
so that they could operate in computers and smart devices. This ultimately helps in encouraging
and motivating employees to continue their operations in the same school without switching
from one place to another. It is the responsibility of private school to provide training and
development benefits to their Staff members in order to improve their performance and
efficiency so that they can contribute their best output in accomplishing work. Training and
development helps in increasing the job satisfaction and morale of employees. It also increases
the capacity of employees to adopt new methods and technologies. Private Schools get various
benefits by organizing training and development programs for their Staff through which they can
enhance their productivity and performance. By providing training and development programs to
workers they can improve the quality of work and reduce the faults and Students complaints with
competent teachers and streamlined processes.
Safety at workplace and management of risk
In the view of Shanock and et. al., (2019), human resource management’s strategic role is
to create environment of work free from problems or hazards. Strategic development for school
helps in managing safety and risk. It focuses on eliminating losses, injuries and accidents
happened at the time of work. A strategic plan is made by human resource management that has
workers’ compensation insurance that helps in lowering expenses through insurance coverage.
This particular management also assists in reducing the chances of accidents by providing
training to employees and creating safer work environment. The Human resource department
ensures that the premises must have safety in order to prevent employees from any accident and
injuries. They are responsible to ensure that Staff and students must work in a safe environment
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so that they can give their best in performing task and duties. The Human resource management
plays an important role in private school as they encourage the employees to use safety
equipments and adopt safe practices (Obeidat and et. al., 2017). Human resource manager must
develop and encourage safety programs and safety policies so that Staff may feel safe while
working in School. They ensure that workplace is free from hazards in order to create safe
working environment. The human resource department develops workplace safety programs that
include training, assisting and risk management programs to reduce accidents and injuries in
School.
Recruiting Right People for Right Job
It is the responsibility of human resource department to hire a right person for the School
so that they can give their productive outputs and share their knowledge with Students. The
human resource department plays an important role in recruiting the right teacher according to
the vacant job position. They ensure that the qualification of teacher must be matched with the
job position so that they can achieve the goals of School. It is important for the human resource
department to hire a right teacher as they can influence the learning capability of Students and
provide a detailed knowledge of the concepts and Studies (Moxen and Strachan, 2017). The
Private School attract new talent by advertising job positing, source employees, screening
candidates, conduct preliminary interviews and make final selection. The right talent uses
innovative and creative strategies to indulge the students with their communication skills and
also put their efforts in improving the performance and efficiency of Students. The human
resource management must ensure that they must recruit right people for right job position so
that they can contribute their best efforts in enhancing the School image.
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What are the main practices and policies used by human resource management in
organisational change within private schools of UAE?
According to Scavarda and et. al., (2019), human resource management within private
schools of UAE helps in adopting changes for the development and growth of educational
organizations operating in UAE. Human resource practices and policies align with the strategy of
educational organization as they satisfy the needs of employees as well as organization. Some of
the human resource management practices of schools in UAE are:
Giving security to workers:
The human resource management of schools in UAE focuses on providing security to
every employee and they make sure that employees have confidence on their employment
security. Every employee working in the education institution of UAE wants stable work.
Employers make sure that they provide great security to every employee regarding their job. This
employment security ultimately helps in increasing motivational and encouragement level to
achieve their targets in the school. It is important for the human resource management to give
security to Staff so that they can feel responsible and enhance their motivational level in order to
contribute their best in School. The security helps in protecting Staff form internal and external
security risks. Workplace security is important due to increase in workplace violence, technology
based security needs, increases the legal liability to School for not taking reasonable measures to
safeguard workplace due to security threats (Nanayakkara, Wilkinson and Ghosh, 2021). The
private school must establish formal security function, develop crisis management, establish
fraud and theft prevention procedures, develop workplace violence prevention procedures and
install premises security premises.
Performance based benefits and compensation
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In the opinion of Gkorezis, Georgiou and Theodorou (2018), human resource
management in UAE makes sure that every teacher and administration staff get compensation
according to their performance in achieving their targets because they are the people who add
value to the educational system so it is the best method of retaining and paying them back fairly.
It ultimately creates employment security among employees and they work with more
confidence. The management makes specific bar for providing benefits to employees. Ever
teacher and administration worker has to cross that border for gaining extra benefits and perks in
the school. For this compensation and employee benefits strategies are made by management by
considering financial condition of school so that great compensation offer could be provided to
employees. It is necessary for human resource management to provide benefits and
compensation according to the performance of teachers. The Human resource management
measures the performance of workers so that they can know the efficiency level of employees.
The performance is measured by different ways through quality of work, speed, efficiency, trust
and consistency. The Employees performance can be evaluated by various ways such as 360
degree feedback, objective based performance, a twist on SWOT, ranked performance on scales
and self evaluation. The School must take feedbacks from staff in order to evaluate the
performance of staff so that manager can analyze the performance and efficiency of employees.
Creating flat organization
As per the opinion of Nankervis and et. al., (2019), this is the best practice of human
resource management in the schools of UAE. There are some employees in the schools who are
critical than others for the success of organization but this is not communicated in such a
manner. Every employee in the school is treated equally in the organization so that they could
give more outcomes in the favor of school. So, this provides equal respect to every employee
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working for the betterment of organization in the changing environment. The Human resource
department must ensure that School must be maintained with proper discipline and employees
must get fair treatment in order to overcome the issues and problems which are created among
employer and employee (Mewafarosh, Tripathi and Gupta, 2020). The human resource manager
is responsible to create healthy working environment in School in which employees must respect
each other so that they can collectively work together for accomplishing the goals of School.
What are the major benefits of human resource management in private schools of UAE?
According to Mukherjee and et. al., (2020), human resource management is defined as a
method especially designed for hiring and managing people for the achievement of objectives
made by employer and for maximizing the efficiency of organization. Human resource
management is present in every kind of organization be it education, service, manufacturing or
hospitality. Some of the benefits of human resource management in private schools of UAE are:
Recruiting and training
Human resource management in private schools of UAE helps in recruiting appropriate
people on board. In this management proper methodology is made for the recruitment of teachers
and other staff who is responsible for taking activities other than teaching to students. This is the
most difficult task because every school wants teachers who are qualified to teach students in the
school and help in achieving targets of the organization. Human resource management is
responsible for recruiting suitable applicants and to create description of the job that could fit
perfectly for the vacant role. After the process of recruitment selected candidates or teachers are
trained for it in the environment of the school without any problem or issue. This would easily
help teachers to understand their responsibilities and duties and also help in keeping check on the
work progress at the time of training. It is necessary for the human resource manager to hire the
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right candidate for the job position so that they can give their best in increasing the image and
value of School. The Value of the private School can be enhanced by recruiting the suitable and
best candidate who can share their knowledge and skills in order to improve the learning aspects
of Students. It is important for the Private Schools to hire the right teacher as it can affect the
future of Students by hiring the work person as a role of teacher. The Human resource
management contributes their best in identifying and selecting the suitable applicant so that
productivity and performance of School increases (Ying Liao and et. al., 2017). It is the
responsibility of School to organize training and development programs for their employees as it
helps in improving the skills and knowledge of Staff so that they can provide better and right
knowledge to Students. The motivation level of employees also gets enhanced as they can avail
the better knowledge and skills. Training and development programs help in increasing the
morale and job satisfaction among staff. The Employer must helps in improving the skills and
knowledge of Workers so that they feel motivated and enhance their morale. Training and
development programs have an ability to attract high-calibre talented employees so that they can
retain the workers and attract quality Staff.
Performance management strategy
Human resource management in schools of UAE makes sure that every individual
working in the school gets rewards as per their performance. Teachers and other staff members
working in the private schools always need rewards for the efforts they put in for achieving the
objectives of school. Human resource management in school measures work efficiency and
designs performance management strategy as per employees working in the organization. It
helps teachers and other staff members of administration of the private school to feel
accomplished for their great effort towards their operation and work. The performance of
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employees gets enhanced when they are satisfied with their work and School. It is necessary to
fulfil the needs and demands of Staff so that they remain satisfied in Workplace and perform
their duties and task efficiently and effectively. The Human resource department must develop
an effective performance management strategy in order to improve the efficiency and
performance level of the Staff. As if employees gives their best performance in accomplishing
the task it helps in increasing the image of School. Usually, Students get attracted with the
School that provide a wide range of knowledge and activities to make learning fun by using
some innovative techniques and tools. For Human resource management it is important to
measure the performance level of the Staff so that they can identify the contribution efforts of
employees towards their work. The performance can be measured by various tools and
techniques that helps in assessing the performance of Staff they are 360 degree feedback, key
performance indicators, performance appraisal, management by objectives, reward and
recognition programs and personal development plan. These tools helps in evaluating the
performance of employees, the suitable technique which can be used by Schools is 360 degree
feedback. It is a tool through which human resource manager can identify and measure the
performance of employees by talking feedback from staff, students, colleagues, principle and
friends. Through 360-degree feedback private school can effectively measure the performance
of workers and their contribution level in School.
Decreasing employee turnover
Human resource management of private school helps in decrease in the rate of employee
turnover. Employee turnover is described as factor that could affect the efficiency and reputation
of private schools in UAE. Hence, management in private schools always helps in decreasing
employee turnover. With the assistance of this management private schools stay back their
24

effective and efficient teachers in the workplace so that private schools of UAE make sure that
their teachers remain satisfied in the workplace and do not leave the school. This would help in
having those teachers who are qualified talented and capable of teaching students and increase in
the reputation of schools around the world. This also assists in decreasing the cost as schools do
not need to hire again and again employees. So, they do not need to pay for hiring new person
and providing training to them. The human resource management helps in reducing the employee
turnover by offering them various benefits and advantages that helps in attracting staff and
influence them to stay in School. The Human resource department is responsible to reduce the
high employee turnover as it creates a huge impact on the image of School due to which they
might face decrease in profitability. To reduce the employee turnover, human resource
department takes an initiative and pay more attention to engage staff towards their work. The
Human resource am anger must ask to teachers related to any problem and issues they are facing
while teaching to students and if in case they faces any challenges it is the responsibility of
human resource manager to overcome the issues so that Staff may work comfortably. The
employee turnover can be decreased by offering compensation and other benefits according to
their performance in School so that they become satisfied and happy with their work. Private
School must focus on prioritizing the Teachers and other employee’s happiness as they are the
one who contribute their best in increasing the reputation of Schools.
How organisational change is important for private schools of UAE
According to Avdeeva and et. al., (2019), every business in today’s environment is
changing because the world is moving towards change every day. There is serious importance of
organizational change in private schools of UAE because it helps in growing school towards
great development and success. The changes could be small or big, complex or easy in schools of
25

UAE. Every time change does not mean major changes every time but it definitely helps in
building competition that can assist progress and development of schools. Without any
change schools has to struggle in building up their business to face the competition put forward
by competitors. So, it becomes necessary to bring changes according to the situation and
circumstances because it creates positive impact on the performance of school. Development and
change have been found to be a challenge for education system and schools. Sustaining and
improving student presents in the face of various forces of change starting from technological,
political, economic and demographic developments have been continuously pushing education
system and schools to undertake frequent changes.
So, in simpler words organizations that include schools and education system are in
continuous pressure from their external and internal environments. Demographic and social
developments, new styles of employment, innovation in technology and globalization are known
as some of the forces that push schools for initiating change interventions. Healthy development
and change in the schools of UAE is important for survival of the education system and schools
as organizations and achieving progressive change of social in the society. There are different
levels that are provided to change interventions like innovation, improvement and plan to change
or reform. It is something that is more than a simple rise in test scores of school. Organizational
change practices and changing education has major difference because it has different dynamics
in respect of changes that test ambiguities and differences in culture. Change in schools is similar
to other companies or organizations as organizational change in school is any betterment,
alteration, restructuring, improvement or adjustment in the procedure of education in schools. In
simpler words the changes occurring in educational initiatives and processes focus on altering
teaching and learning in schools. Altering in the organization of school in UAE does not mean
26

eliminating all the issues that schools have to face but it refers to the plan for innovating changes
by considering external and internal pressures of change.
As per the opinion of Tanwar and Prasad (2016), Organizational change is important for
private school of UAE as it provide a different way to run the functioning and activities of
School. The Organizational change is necessary for the private schools as it provides an
opportunity to grow and succeed in Market through which Students get attracted and admission
also increases. It helps in encouraging innovation, develops staff, provides better business
opportunity, develops skills and also improves the morale of employees. The School will
perform their activities and functions in new and different ways due to which they can improve
their profitability and attract more talented employees and students. The innovative and effective
changes in School promote skill growth and develop knowledge of teacher due to which they can
contribute their productive results and share their wide range of knowledge. The Private School
must work innovatively and nurture the new business ideas so that they can gain long term
success. The Changes in School can also help in increasing the morale of Staff as employer
provide better and healthy working environment to their employees.
What are the major challenges faced by Private Schools of UAE because of ineffective
policies and practices related with organisational change?
According to Anwar and Abdullah (2021), policies and procedures of human resource
management are made to make processes and procedures of organization easier and convenient
so that teachers and other workers working in the organization could effectively work for the
achievement of objectives of school. There are various challenges that are faced by private
schools of UAE because of ineffective policies and practices with organizational change are:
Issue in recruitment:
27

Human resource management of private schools in UAE has to face problem in recruiting
employees due to ineffective policies with organizational change because employees do not feel
confident in working with the changing work environment. This creates problem for human
resource managers to get talented and appropriate candidates in the private schools of UAE.
Conflict among employees:
Human resource management has to face challenge of conflict among employees because
their policies are not able to resolve issues between teachers and other workers working in the
organization. These are not effective enough to provide procedures and process to resolve
conflicts happening in the private schools due to organizational change in UAE.
Unachieved goals and objectives:
Another challenge for private schools operating UAE have to face because of ineffective
human resource management practices is not able to attain targets of the schools. As these
policies and procedures do not clearly define what all their employees have to do for the
achievement of pre-defined goals and objectives.
High employee turnover:
As per the opinion of Aswathappa and Dash (2020), one of the major challenges for
private schools in UAE is increased employee turnover because of ineffective practices and
policies. When these policies are not followed strictly then employees feel discouraged towards
their work and their motivation level comes down. This ultimately results in decreasing the
performance of schools and educational systems because there would be no employees who
could be able to accomplish objectives of schools that is providing great level education to
students.
28

Empirical studies:
This studies are the gathering and evaluation of primary information based on direct
experience or observation. These types of studies are based on available primary research.
Therefore, empirical studies of the current dissertation are explained as below:
What is the conceptual framework of human resource management in context of
educational industry?
As per the research conducted and opinions gathered from the different respondents, it is
ascertained that there is huge importance of human resource management in education industry.
Even, respondents having the opinion that HRM is the concept which always be important for all
different sectors and organisations irrespective of their nature and size. It is determined from the
overall discussion that HRM has dual benefit in education sector for example not only benefits
the management in managing of staff but help the students in fulfilment of their needs and
requirements (Obeidat and et. al., 2017). In detailed manner, effective HRM implementation help
in management of teachers as per the needs in institution, maintenance of positive behaviour,
bringing changes as per the current trends in resources, regular appraisal of performance for
fulfilling education need of student, determining the complaint from students, timely resolution
of issues and fulfilment of demands of both teachers and students. So, it is clear that effective
HRM functions and their performance will help in getting maximum benefits along with proper
regulation of operations as per the needs and standards of industry. Good HRM is the only
reason that candidates and talented staff members attracted towards the services of institution
because they have the believe that will always get optimum benefit in any situation. Respondents
also having the opinion that there is huge role of effective HRM practices in building of the good
brand name of any institution or organisation in industry and among its users.
29

It is assessed from the viewpoints of respondents that conceptual framework related to
HRM is different among all industries because they have to adapt and function as per the need
and trends existing in market. This clearly depicts the fact that the HRM conceptual Framework
under educational industry is unique in nature as compared to organisations working under
different business sectors. The detailed level description of HRM conceptual framework in
respect of the educational industry is provided below;
Hiring of staff and workforce on the basis of curriculum design and student skills need
Optimum role of HR department within any educational institution is hiring of staff as
per student needs and current educational program so able to deliver effective education in
direction of fulfilling of student demands (Cama, Jorge and Peña, 2016). Here, HR executives
have the duty to analyse current level of skills that requires among staff for covering curriculum
design along with needs of student in existing educational environment. These are important to
ascertained because without this not possible to recruit best staff in respect of fulfilling current
level of demands. So, effective performance of this particular role by HR department will help an
educational institution to fulfil their objectives and targets related to market competence, student
attraction and brand development.
Assessment of staff on the basis of student’s performance
This is an another important function of HR department within an educational institution
i.e. assessment of staff on the basis of student’s performance. This includes the assessment on the
basis of skills developed by student along with marks obtained in the subject. Here, both of these
will work as the marking criterion regarding the performance of particular teacher or staff. This
is actually using because the development in student skills or its marks would be directly
30

proportional to the efforts of a teacher. So, it is effective technique in the direction of assessing
staff efforts and performance.
Training and skill development programmes as per the new additions in curriculum and
feedbacks ascertained from student results
This is another important function of HR that has benefit in the direction of improving
existing knowledge and skills of staff. Here, training programmes will be designed on the basis
of students results and future level of changes in industry (Potgieter and Mawande, 2017).
Combination of both these aspects help a HR to develop effective tailored made programme that
improves the overall functioning of staff better result will be gained in future. This function
works as backbone of any educational institution because it develops the team and core of
working from where not able to deliver the effective functionalities but can gain sustainability in
working approaches.
Resolution of students issue within stipulated period of time and regular assistance in the time
of need
HR department in the educational institution not only having the focus over staff and
their development but also focuses over student issues and their needs. This is an another
important function of HR in educational institution because continuous working of place totally
depends upon the satisfaction of students. So, involvement HR provides the surety to students
that they will be benefitted most in the less period of time either in the way of resolving their
issues or fulfilling current nature of demands.
What are the strategic roles of human resource management within private schools?
It is assessed from the viewpoint of respondents that there are many strategic roles of
human resource management team within private schools. The another thing that got from their
31

views that HRM is important for every sector but their roles varies as per the nature of trend and
work exists in any particular sector. Here, while discussing about variety of role then it generally
differentiated on the basis of target that want to achieve (Aswathappa and Dash, 2020). The
detailed level of discussion and interpretation of same is presenting below in respect of education
filed;
Recruitment of staff: This is an important function of HR. Even, in every sector this is a
main function. This includes the hiring of staff at workplace for the performance of regular
functionalities. Here, in educational institutes, the hiring will be done to fulfil a main aim about
satisfaction of student’s education need. So, any factor that has relevance with the student’s
education will be considered before to the recruitment of any candidate. This depicts the fact of
being unique about the approach is that the students are the prime factor behind the selection of
teachers as staff.
Assessment of Staff performance: This is an important function related to assessment of
staff performance. Here, the main aim is to consider all the factors that associated with the
performance of staff for further assessment like result of students, behaviour of students,
discipline of students and courage of students towards learning (COUNCIL, 2021). It is
necessary to consider all these factors because these are related with the past, current and future
education performance of both i.e. teacher and student. If anyone will be failed, then directly
reflects the issue in approach of teaching. So, it will be working as the approach of assessment
where performance will be judged on the basis of completed criterions.
Development of Staff skills: This is an important function and will be performed on the
basis of the students’ performance in a year along with its needs as per the new session. This is
so because the performance of student is directly proportional to the effort of a staff or teacher.
32

So, it is clear that if students are unable to grab good marks then there is situation where some
kind of performance issues exist with teacher. Here, this will mark as base and considered as the
important source of information for developing training programme so teacher will able to
deliver knowledge perfectly to all students. In respect of developing training plan or program, the
committee is requiring to adopt flexible approach and have to consider every other factor that
might has some relevance with the performance of student. This has benefit in overall personal
and professional development of teacher for every nature of situation and allows to deliver
perfect nature of sessions which are having further direct positive impact over the knowledge of
students.
Workplace discipline: This is another important function of HR where they have to
maintain discipline. It has larger requirement in educational institution so will fall under the
prime requirement or function of HR department (COUNCIL, 2021). Here, they have to consider
the needs of both staff and students to bring alignment in working environment. Disciple is
possible only in the situation when everyone is satisfied with the current level of working
approaches. So, HR has the duty to work in direction of resolving issues within time effective
manner and develop the solutions that will present at workplace as permanent condition. This
approach will definitely be having a positive impact over workplace discipline.
What are the main practices and policies used by human resource management in
organisational change within private schools of UAE?
According to the Bateman and Waxin (2016), in this empirical study respondents have
the opinion that human resource management is an essential part of private schools in UAE.
UAE is one of the developed economies within the Middle East region. According to the
respondents, there are different practices and policies used by human resources for organisational
33

change in private schools of UAE. These are staffing processes, performance management and
rewards, training and development and many others. In the UAE, published academic research
on recruitment and selection practices and HR planning are limited. Along with this, it is
important for human resource management to follow effective practices and policies for
organisational change. For this, respondents said recruitment and selection of talented employees
is highly significant within organisational change because talented employees within a
workplace played different roles i.e. accomplishment of vision, succeed over competitors, better
decision making, build up company’s reputation, strengthen company’s human capital structure
etc. Along with this, there are different initiatives taken by human resource for organisational
change i.e. self-motivation, job rotation, role design, providing opportunities, maintaining
individual identity etc. Providing interesting understandings into the training and development
approach used within the United Arab Emirates (Barakeh, 2016). Authors within this empirical
study demonstrate that most businesses use the minimum actual methods of developing
indigenous talent such as classroom instruction most often as well as use the most effective
approaches i.e. coaching, structured on-job learning. As well, workers in the United Arab
Emirates often are unsuccessful in following developmental schemes with purpose to retain their
indigenous talent.
What are the major benefits of human resource management in private schools of UAE
It is evaluated from the opinion of respondents that there are many benefits and
advantages of human resource management within private schools of UAE. These benefits are
explained as below:
Increased involvement: This is a one of the main benefit of human resource within
private schools of UAE (Firdous, 2020). Human resource manager increase involvement of
34

students during their study that turn to impact in improvement of student’s growth and
development. Human resource manager also increase involvement among students and teachers
that result in enhancement of business growth and success of private schools.
Empowerment and motivation of teachers: It has been evaluated from the empirical
study that most of the participants have an opinion as human resource manager within private
schools increase motivation and empowerment of teachers that turn to impact improvement of
students and teachers growth (Reddy and Kota, 2019). This will also help private schools in
enhancement of their growth and success.
How organisational change is important for private schools of UAE
It is identified from the viewpoint of respondents that organisational change is significant
for private schools of United Arab Emirates. These importance are explained as below:
Performance gaps: Organisational change within private schools of UAE is significant
because of the occurrence of performance gaps. This helped an organisation in attainment of its
goals and objectives within minimum time and successful manner (Leo and et. al., 2021). In
schools, one of the objectives that cut crossways all of the private school is to accomplish high
academic superiority. But other private school like seminaries always raise a high level of
discipline. Thus changes are essential to close all these gaps.
New technology and technological advancements: Technology is an important part of
organisational change because it saves time and increase efficiency. With the help of new and
updated technology, private schools easily hire highly experienced staffs that turn to impact in
improvement of organisational growth and success.
35

What are the major challenges faced by Private Schools of UAE because of ineffective
policies and practices related with organisational change?
It has been evaluated from the empirical studies that there are different challenges that are
faced by private schools of UAE without having effective practices and policies for
organisational change.
High employee turnover: This is one of the main challenge that would be faced by
private schools of UAE because ineffective practise and policies increased demotivation among
staffs that result in high employee turnover (Tsujita, 2018). Therefore, it is important for human
resource manager to follow effective practices and policies because it helps in development and
retention of talented employees at workplace that result in improved business performance and
productivity.
Reduced brand image: If human resource manager not follow effective practices and
policies at workplace that negatively effects on organisational change. As this increase conflict
among staffs and they not prefer to work effectively (Askar, 2018). This has direct and negative
impact on brand image of the private schools within United Arab Emirates.
36

CHAPTER 3: BODY OF THESIS
Current and existing situation: Organisational change is important and essential within
educational industry because this helps in recruiting of talented staffs and reducing high turnover
of employees. Human resource management is also significance in organisational change
(Gachie, 2016). In order to identify the impact of strategic human resource management policies
and practices in organisational change there are different methods that are used by researcher.
Research process: This is a part of research methodology that refers to the procedure of
gathering data about any topic. There are different methodologies that are suitable in collecting
of appropriate information about the topic. These methodologies are primary and secondary
research, qualitative and quantitative research etc. There are different types of research strategies
that are described as under:
Research strategy: This is the process of gathering information regarding the any topic
or field of study. There are different types of research strategies such as exploratory,
experimental and descriptive. These are main types of research designs but in accordance to the
current dissertation, descriptive type of research design is useful for researcher because it helps
in gathering of numerical and valid information about the major strategic roles of human
resource management (SHRM) practices and policies in organisational change (Mehrotra, 2017).
There are various advantages of using descriptive type of research design i.e. cost effective
strategy, lack of time require, provide valid and reliable outcomes etc.
Empirical model: Qualitative and quantitative are two effective types of research that used
for collecting primary information about any topic or object. According to the current
dissertation, quantitative is a chosen research as a primary data collection.
37

Quantitative research is effective in collecting of numerical and valid information regarding
the human resource management. For collecting quantitative data, questionnaire is used by
researcher because it not requires maximum time and helps in getting of reliable outcomes. For
questionnaire, 20 private schools of UAE are selected randomly under probability sampling
(Dirani and et. al., 2018). This is a type of sampling that helps in selection of samples for
quantitative research. Therefore, quantitative research is an essential part of empirical model and
helps researcher in achieving of each objective successfully and within given time period.
Therefore, for evaluating quantitative data, there is requirement for following research analytical
technique. Frequency distribution analysis can be followed for evaluating quantitative data
regarding the strategic role of human resource management in organisational change. Thus,
quantitative is a suitable for primary data collection within existing research.
Research questions: There are various questions of the research that researcher wants to
address through research methods. All questions and methods are explained as below:
What is the conceptual framework of human resource management in context of educational
industry?
38
Empirical model
Quantitative research Survey strategy Questionnaire

Human resource is an important and significant part within the educational sector because
they manage all situations effectively (Aboramadan and et. al., 2020). Conceptual framework of
human resource management includes recruitment and selection, training and development,
performance management etc. In order to address this question of the dissertation, both primary
and secondary methods of data collection are used by researcher. By using books, journals,
articles and many other sources, secondary data has been gathered within literature review.
Questionnaire is used for collecting primary data. Therefore, with the help of both types of data,
researcher can easily address this question and attain specific research objectives.
What are the strategic roles of human resource management within private schools?
There are different strategic roles of human resource management that are beneficial
within private schools of UAE (AL HERBAWI, 2018). These are benefits and compensation,
workers training and development, safety at the workplace and management of risk and
recruiting the right people for the right job. These are the main roles that are effective and
beneficial in private schools. For this research question, positivism philosophy is used by
researcher. There are two types of research philosophies i.e. positivism and interpretivism.
According to the existing situation,
What are the main practices and policies used by human resource management in organisational
change within private schools of UAE?
In order to address this question, there are requirements for both primary and secondary
methods. Questionnaire is essential for researcher in collecting primary information about this
question. There are also requirements of using secondary sources i.e. books, journals, publication
research etc. Therefore, for this question, both primary and secondary methods of data collection
are used by researcher.
39

What are the major benefits of human resource management in private schools of UAE?
Human resource management is essential for private schools in the UAE (Hossan and
Sharif, 2020). There are different benefits of HRM i.e. recruiting and selecting talented staff,
retaining highly experienced employees, helping in organisational change etc. Along with this,
for addressing this question, survey strategy is used by researcher. Survey is a research strategy
and helps researcher in collecting numerical and first hand data from larger samples. There are
various benefits of using survey research strategy i.e. cost effective, high representativeness,
convenient data collection, valid outputs etc. Therefore, survey is a chosen research strategy for
this question that turns to help in achievement of specific objectives in a successful manner.
How organisational change is important for private schools of UAE
Organisational change is important and essential for private schools or institutions of
UAE. There are different benefits i.e. technological growth, always to be efficient and
effectively, global market connection etc. For addressing this question of the dissertation,
secondary sources of data collection and questionnaire are used by investigator (Abdalrahim
Zaid, 2019). Secondary sources are effective in collecting in-depth data about the topic, whereas
questionnaire is useful in gathering first-hand information. Therefore, with the help of both
sources of data collection, researcher can easily address this question and accomplish a particular
objective successfully.
What are the major challenges faced by Private Schools of UAE because of ineffective policies
and practices related with organisational change?
It is important for private schools to follow effective practices and policies related with
organisational change because this helped in retaining of highly experienced staffs for longer
time and also facilitate in improvement of business performance (Gitonga, 2019). If they not
40

follow this, they can face various challenges i.e. high employee turnover, decreased business
performance etc. For addressing this question of the dissertation, quantitative research is used by
researcher. There are different advantages of using quantitative research i.e. provide valid and
reliable results, helps in gathering of numerical data and many others. Thus, quantitative research
helps in addressing of this question in systematic manner.
Methods of data collection: There are two significant methods of data collection i.e.
primary and secondary. Both methods of data collection are useful and valuable within a
dissertation because these can be used for achieving each objective in successful manner. Both
are explained as below:
 Primary method of data collection: Primary data is a type of data that can be gathered
newly. There are different instruments that helps researcher in collecting first-hand or
primary data about any subject or study i.e. observation, questionnaire, interview, focus
group, modelling and many others. All these are main methods but for gathering data
regarding the major strategic roles of HRM practices and policies within organisational
change in private schools of UAE, questionnaire is chosen by researcher (SHAHNAEI,
2017). There are various benefits of using questionnaire within a current dissertation such
as inexpensive, efficient and effective way of collecting quantitative and primary data
from larger sample, time-effective technique etc. These are the main benefits of using
questionnaire within a current dissertation. Thus, questionnaire of the present dissertation
is mention as below:
Covered in Appendix
Secondary method of data collection: Secondary research is another type of research
that helps in gathering of in-depth information about the topic. There are different sources used
41

by researcher for collection secondary information about the role of human resource
management in organisational change within educational industry i.e. peer-reviewed articles,
books, magazines, publication research and many others. All these are useful sources used by
researcher within literature review for fulfilling research gap and attaining research aim and
objectives through research questions.
Sampling: This is the process of selecting sample from total population. There are two
techniques of sample selection i.e. probability and non-probability. Both methods of sampling
are effective but in accordance to the current dissertation, probability sampling is beneficial
because it facilitates in selection of larger samples within less time period. By using probability
sampling, 20 private schools of UAE are selected randomly. Therefore, as compared to non-
probability sampling, probability is more valuable and useful within a dissertation because this is
cost and time effective technique.
Data analysis: This introduces to the process of evaluating gathered information about
any topic. According to the existing situation, quantitative type of data was gathered from
questionnaire. In order to evaluate or analysis quantitative information about the human resource
management in educational industry, frequency distribution analysis is adopted by researcher.
This is an effective tool of evaluating quantitative data within minimum time (Dakhan and
Warner, 2020). Main purpose behind the use of frequency distribution analysis is current project
is it not takes more time and cost as well as facilitate in accomplishment of each objective
successfully and effectively. Thus, frequency distribution analysis of the current dissertation in
shown as under in tabular format.
Q1 What is the conceptual framework of human resource management in context of
educational industry?
Frequency
42

a) Recruitment and selection 7
b) Training and development 5
c) Compensation and rewards 8
Q2 What are the strategic roles of human resource management within private
schools?
Frequency
a) Benefits and compensation 5
b) Workers training and development 5
c) Safety at workplace and management of risk 5
d) Recruiting Right People for Right Job 5
Q3 What are the main policies used by human resource management in
organisational change within private schools of UAE?
Frequency
a) Working conditions and Welfare policies 7
b) Transfer and promotions policies 5
c) Integration and human relations policies 8
Q4 Does human resource management is important in private schools of UAE? Frequency
a) Yes 18
b) No 1
c) Not prefer to say 1
Q5 What are the basic requirement of using HRM practices and policies within
education sector of UAE?
Frequency
a) Helps in organisational change 10
b) Retain workers for longer time 6
c) Improve brand image 4
43

Q6 What are the main practices that would be used for organisational change within
private schools of UAE?
Frequency
a) Giving security to workers 6
b) Performance based benefits and compensation 6
c) Creating flat organization 8
Q7 What are the major benefits of human resource management in private schools
of UAE?
Frequency
a) Recruiting and training 8
b) Performance management strategy 7
c) Decreasing employee turnover 5
Q8 How organisational change is important for private schools of UAE? Frequency
a) Higher development and success 9
b) Helped in development of new educational system 5
c) Improved organisational image 6
Q9 What are the major challenges faced by Private Schools of UAE because of
ineffective policies and practices related with organisational change?
Frequency
a) Issue in recruitment 5
b) Conflict among employees 5
c) Unachieved goals and objectives 5
d) High employee turnover 5
Q10 What are the effective ways that would be used by Private Schools of UAE for
overcoming challenges associated with use ineffective policies and practices related
with organisational change?
Frequency
44

a) Recruitment of talented candidates 6
b) Proper communication 4
c) Proper planning 5
d) Job rotation and job design 5
45

CHAPTER 4: FINDINGS
This is an important chapter of the thesis because it helps in finding information about the
current topic. This is also a part of data analysis that is done by using frequency distribution
analysis. This analytical technique is used by researcher for evaluating quantitative gathered
information. Therefore, for find out quantitative data, there is requirement of making tables and
graphs. These will be developed with the help of MS-excel. Therefore, tables and graphs are
developed with the help of each question. These are;
Table 1: Conceptual framework of human resource management in context of educational
industry
Q1 What is the conceptual framework of human resource management in context of
educational industry?
Frequency
a) Recruitment and selection 7
b) Training and development 5
c) Compensation and rewards 8
46

Table 2: Strategic roles of human resource management within private schools
Q2 What are the strategic roles of human resource management within private
schools?
Frequency
a) Benefits and compensation 5
b) Workers training and development 5
c) Safety at workplace and management of risk 5
d) Recruiting Right People for Right Job 5
47

Table 3: Main policies used by human resource management in organisational change within
private schools of UAE
Q3 What are the main policies used by human resource management in
organisational change within private schools of UAE?
Frequency
a) Working conditions and Welfare policies 7
b) Transfer and promotions policies 5
c) Integration and human relations policies 8
48

Table 4: Human resource management is important in private schools of UAE
Q4 Does human resource management is important in private schools of UAE? Frequency
a) Yes 18
b) No 1
c) Not prefer to say 1
49

Table 5: Basic requirement of using HRM practices and policies within education sector of UAE
Q5 What are the basic requirement of using HRM practices and policies within
education sector of UAE?
Frequency
a) Helps in organisational change 10
b) Retain workers for longer time 6
c) Improve brand image 4
Table 6: Main practices that would be used for organisational change within private schools of
UAE
Q6 What are the main practices that would be used for organisational change within
private schools of UAE?
Frequency
a) Giving security to workers 6
b) Performance based benefits and compensation 6
c) Creating flat organization 8
50

Table 7: Benefits of human resource management in private schools of UAE
Q7 What are the major benefits of human resource management in private schools
of UAE?
Frequency
a) Recruiting and training 8
b) Performance management strategy 7
c) Decreasing employee turnover 5
51

Table 8: Organisational change is important for private schools of UAE
Q8 How organisational change is important for private schools of UAE? Frequency
a) Higher development and success 9
b) Helped in development of new educational system 5
c) Improved organisational image 6
52

Table 9: Challenges faced by Private Schools of UAE because of ineffective policies and
practices related with organisational change
Q9 What are the major challenges faced by Private Schools of UAE because of
ineffective policies and practices related with organisational change?
Frequency
a) Issue in recruitment 5
b) Conflict among employees 5
c) Unachieved goals and objectives 5
d) High employee turnover 5
Table 10: Ways for overcoming challenges associated with ineffective policies and practices
related with organisational change
Q10 What are the effective ways that would be used by Private Schools of UAE for
overcoming challenges associated with use ineffective policies and practices related
with organisational change?
Frequency
53

a) Recruitment of talented candidates 6
b) Proper communication 4
c) Proper planning 5
d) Job rotation and job design 5
It is assessed from the overall completed research that role of strategic human resource is
quite effective in direction of bringing changes at workplace. It is ascertained that HRM is the
area that having global level importance in all different working industries along with education.
In respect of the education sector along with all different sectors, the personnel’s who have
working touch knows the importance of effective HRM system (Chebbi, 2017). This is so
because HR’s having a major function related to the development of workplace backbone
through selecting skilful candidate. The same was justified through the current research though.
This can be understood from the below presented detailed level findings and relation between
different points;
54

Among all selected respondents, majorly having the opinion in favour of the two aspects
i.e. recruitment & selection and training and development, while talking about the conceptual
framework of HRM. Even, when asked for strategic role of HRM then, similar weightage is
provided to all different functions by all selected respondents i.e. benefits & compensation,
training and development, safety at workplace & management of risk and recruitment of right
people on job. So, this clears the fact that the two main aspects that help in building the
importance of HRM at any workplace including educational institutions are recruitment and
training & development.
HRM also having the prime role while taking about the organisational or workplace
change. Among the all selected respondents, majorly having opinion in favour of the two
determinants that are effective in direction of bringing workplace changes i.e. working
conditions & welfare policies and integration & human relation policies (Waxin, Al Ariss and
Zhao, 2018). Here, these both determinants are the part of HRM functioning and clears the fact
that HRM has effective contribution in the direction of changing workplace conditions. The
overall response of respondents clears the point that HRM is very important concept and
necessary to adopt at all workplaces for regulation an uninterrupted functioning. Even, the major
number of respondents out of the all selected for research having the opinion that HRM is
important concept and would be having effective contribution towards private schools
functioning. While asking for the basic requirement of HRM, respondents having mix views
such as helping towards workplace change, retention of staff for longer period of time and
improvement of brand image. Ultimately, this clears the point about larger number of benefits
associated with HRM practices and policies.
55

The number of practices that can be used in respect of workplace change in private
schools according to the opinion of respondents are security of staff members, performance
based benefits and creation of flat workplace culture. These all practices are in the hand of HR’s
and improves their power at workplace regarding attainment of overall success through effective
level of contribution (Ridge, Shami and Kippels, 2016). It is also ascertained from the research
and responses of respondents that the most important benefits will be gathered in nature of
effective recruitment tactics, good level performance management strategies and decrement in
employee turnover, while effectively implement the HRM practices and policies. This clears the
point about the importance of HRM in private schools of UAE in respect of bringing workplace
changes. Also, presents that effective level of organisational change will help in getting of
different favours and benefits such as higher development & success, development of new
educational systems and improved level of workplace image.
56

CHAPTER 5: SUMMARY, CONCLUSIONS, AND RECOMMENDATIONS
Summary
Theme 1: Conceptual framework of human resource management in context of educational
industry
Interpretation: It is determined from the above mentioned findings that human resource
management is a broad and essential concept within the educational industry. 7 out of 20
respondents have an opinion as recruitment and selection is a main function of HRM that helps
the educational industry in recruiting talented staff. 5 respondents have a view that training and
development is the main concept of HRM that facilitates an industry in increasing of staffs’
knowledge about their organisation. Remaining 8 respondents said compensation and reward is
an effective part of human resource management that is beneficial in retaining highly-
experienced staff for a longer time period.
The similar level of assessment is ascertained from the secondary research conducted above. The
researchers also having the strong opinion about the relation of HRM with recruitment and
training (Hijazi, 2017). This is so because these are major functions that help in functioning of
workplaces. This proves the fact that there is similarity in the views of researchers and
respondents where they both knows the importance and string point of HRM at workplace.
Theme 2: Strategic roles of human resource management within private schools
Interpretation: There are various strategic roles played by human resource within the
educational industry or private schools. For this respondents have an equal ratio i.e. benefits and
compensation, workers training and development, safety at workplace and management of risks
and recruiting right people for the right job. These are main strategic roles that are effective in
private schools for recruiting and retaining knowledgeable staff.
57

It is also assessed from the secondary research that there is huge strategic role of HRM. The
authors having the point that main role of HRM is selection of best candidate, minimisation of
risks, training of employees for skills development and management of workplace (Mina, 2020).
This clear the fact that the opinion of both authors and respondents are quite same and focusing
over the similar nature of factors in determination of strategic role.
Theme 3: Main policies used by human resource management in organisational change
within private schools of UAE
Interpretation: There are various policies that are used for organisational change. 7 out of
20 respondents have an idea as to the working conditions and welfare policy adopted by HR for
changing the working environment. 5 participants said transfer and promotion policies used by
HR for organisational change. Remaining 8 respondents have an opinion as integration and
human relation policy is mainly used by human resource for organisational change.
It is determined from the secondary research that there is huge contribution of HRM in
organisational change. HRM is the aspect which has importance in building of strong working
force. The policies cited by authors as main within role of HRM under organisational change are
training and development, working conditions, promotion and transfer, integrative human
relations and effective recruitment and section (Gobert, 2019). In overall manner, both
respondents and researchers having the similar opinion and citing the common forces of
organisational change under HRM.
Theme 4: Human resource management is important in private schools of UAE
Interpretation: It is interpreted from the above findings that human resource management
is important within private schools of UAE. For this statement, 18 out of 20 respondents said
58

yes, 1 said no and the remaining 1 did not prefer to say anything. Therefore, the majority said
yes, it means human resource management is essential in private schools of UAE.
From the above collected secondary data from articles, books, journals etc. for literature
review, it has been determined that human resource management is beneficial and significant
part for private schools of UAE (Al Ariss and et. al., 2017). It has been determined that human
resource within an education industry helps them in recruiting and retaining of talented and
knowledgeable employees that turn to impact in improvement of organisational growth and
development as well as facilitate them in accomplishment of competitive benefits.
Theme 5: Basic requirement of using HRM practices and policies within education sector
of UAE
Interpretation: It has been determined from the above mentioned information that there
are different requirements of using human resource management policies and practices for the
educational industry within UAE. 10 out of 20 respondents said as it helps them in organisational
change by creating effective policies. 6 respondents have views as it retains highly experienced
employees for a longer time. Remaining 4 participants have an idea as human resource
management helps in improvement of brand image through the effective use of practices and
policies. Therefore, all these are basic requirements and help the educational industry of UAE.
From the above gathered secondary information from books, journals etc. sources for
literature review, it has been determined that it is a basic requirement for the education industry
to follow HRM policies and practices (Jalagat Jr, Mahayag and Pallada, 2020). These basic
requirements are enhancing their brand image, retaining talented staffs etc. This information is
connected with primary data, it means research aim and objective are accomplished by the
investigator successfully.
59

Theme 6: Main practices that would be used for organisational change within private
schools of UAE
Interpretation: There are different practices that are required to be used by human
resource for managing organisational change within private schools. 6 out of 20 respondents said
providing security to workers is main practice because it secures employees that result in reduced
employee turnover. Another 6 participants have an opinion as performance based benefits and
compensation is essential practice because it increases employee motivation and satisfaction
towards work that turn out to impact on the growth and success of private schools. Remaining 8
respondents have an idea as creating flat organisation is essential practice because in this all
workers are free in expressing their view. Therefore, all these are main practices of HR that
helped the educational industry of UAE in enhancing their success.
It has been determined from the secondary sources that there are various practices used
by HR for organisational change in private schools of UAE (Rubel, 2018). These practices are
giving security to workers, creating flat organization and performance based benefits and
compensation. All these practices are similar with primary data that has been collected by
researcher from questionnaire. Therefore, both types of data are correlated with each other; it
means this objective is accomplished by researcher effectively.
Theme 7: Benefits of human resource management in private schools of UAE
Interpretation: There are different advantages of human resource management for private
schools of UAE. 8 respondents said as human resource become responsible in recruiting and
training of employees that output results in higher retention. 7 participants have an opinion as
performance management strategy is the main benefit because with the help of this, they can
easily satisfy their employees that turn to effect on organisational performance. 5 respondents
60

have an understanding that human resource management helps an educational industry by
reducing employee turnover. Therefore, all these are main advantages that are effective and
beneficial for the growth of private schools in UAE.
From the above collected secondary information for literature review, it has been
determined that there are different advantages of having human resource in private schools of
UAE (Kim and Cooke, 2017). These benefits are performance management strategy, recruiting
and training and decreasing employee turnover. Therefore, secondary information is correlated
with primary information; it means this objective is accomplished by investigator.
Theme 8: Organisational change is important for private schools of UAE
Interpretation: It is determined from the above mentioned findings that organisational
change is highly important and significant for private schools within UAE. For this, 9 out of 20
participants have an idea that organisational change helped in higher development and success of
private schools by implementing innovative technologies. 5 participants have knowledge as
organisational change within private schools are important because it helped them in the
development of a new educational system that resulted in an increased number of students.
Remaining 6 respondents said as it improved organisational image that turned to impact on the
growth of private schools.
From the information collected for literature review, it has been determined that
organisational change is essential within private schools of UAE (Karam and et. al., 2017). There
are different importance identified from secondary sources i.e. sustaining and improving student
presents, innovation in technology etc. This information neither is nor related with the primary
data collection. For providing this information to the stakeholders, there are different
61

communication channels used by researcher i.e. oral presentation, written presentation and e-
mail.
Theme 9: Challenges faced by Private Schools of UAE because of ineffective policies and
practices related with organisational change
Interpretation: There are different challenges that are faced by private schools due to
ineffective HRM practices and policies for organisational change. For this respondents have an
equal ratio as there are various challenges i.e. issue in recruitment, conflict among employees,
unachieved goals and objectives and high employee turnover. These are main challenges and
have a negative impact on private schools because it reduces their brand image.
From the secondary data collected for literature review, it has been determined that
ineffective use of HRM practices and policies are not good for the growth and success of private
schools (Mellahi and Budhwar, 2016). There are different challenges that have been identified
from the previous studies i.e. unachieved goals and objectives, issues in recruitment, high
employee turnover and conflict among employees. These issues are similar to primary data
gathered from questionnaire. Thus, both types of data are correlated with each other; it means
particular objective is achieved by researcher.
Theme 10: Ways for overcoming challenges associated with ineffective policies and
practices related with organisational change
Interpretation: From the above mentioned findings, it has been determined that there are
various ways, which are useful in overcoming all challenges associated with ineffective HRM
policies and practices. 6 out of 20 participants said recruitment of talented candidates is essential
because it helps in overcoming the challenge of issues in recruitment. 4 respondents have an
opinion as proper communication is effective because it reduces the challenge of conflicts among
62

employees. 5 respondents said proper planning is important because it facilitates achievement of
predetermined goals and objectives. Remaining 5 participants have knowledge as job rotation
and job design is important because it increases employee motivation that results in reduction of
high employee turnover.
From the secondary data gathered from books, articles, publication research etc. sources
for literature review; it has been found out that there are different ways that are beneficial in
reduction of above mentioned challenges (BUYAKOVICH, 2018). These ways are similar to the
quantitative or primary data gathered by researcher from questionnaire. This information helped
in attainment of specific research objectives successfully.
63

Conclusion
From the above mentioned information, it has been concluded that human resource
management is a broad concept because it helps each and every industry in recruiting and
selecting the right person, providing training and development and offering compensation and
rewards to employees. There are also known main functions of human resource management that
are beneficial for business organisations in improvement of their performance. There are
different strategic roles of human resource i.e. benefits and compensation, workers training and
development, safety at workplace and management of risk and recruiting the right people for the
right job. Along with this, there are various policies used by HR for organisational change such
as working conditions and welfare policies, transfer and promotions policies and integration and
human relations policies. These policies are useful for human resource in changing organisation
functions, operations etc. therefore, human resource management is important within private
schools of UAE. Using HRM practices and policies are basic requirements for the educational
sector because it helps them in their organisational change, retain employees for longer time and
improve brand image. There are different practices used by human resource for managing
organisational change within private schools of UAE, which are creating flat organisation,
providing security to employees and performance based benefits and compensation. Thus,
human resource management helped in recruitment and training of staff, management of
performance etc. Apart from this, there are various challenges of ineffective practices and
policies i.e. issues in recruitment, conflict among workers, high employee turnover and
unachieved business objectives. These are major challenges but for overcoming all theses, there
are different ways used i.e. proper planning, job rotation and design, proper communication and
64

recruitment of talented candidates. Therefore, all information is accurate and helps investigator
in accomplishment of each objective in a successful and effective manner.
Limitations of the study: There are various limitations of the current dissertation that
have direct impact on researcher. These limitations are lack of time, inappropriate amount of
capital, selection of best methodology etc. All these are main limitations that directly impacted
on researcher. Despite of this, researcher used quantitative research that resulted in less time and
cost as well as provide valid results.
Recommendations
Training and development: Training and development is one of the effective
recommendations that is given to private schools of UAE because this makes staff of school
more effective and efficient towards their job role and responsibility. Teachers must be provided
with time to time training so that their knowledge could be improved related to the certain topic
and then this upgraded knowledge could be passed to students. Private schools of UAE must
focus on organizing sessions of training to teachers as well as other staff members who have
responsibility in department of administration. Private schools must make investment plan for
training and development so that it could be arranged and organized at right time.
Performance management: Private schools of UAE should focus on management of
performance because it would assist in understanding the performance of employees and
workforce in the schools. It is a tool that is used by organizations and institutions that assists
managers to evaluate and monitor work of employees. It would help private schools to create
positive environment where every staff member could perform the best according to their efforts
and abilities for producing the great quality work most effectively and efficiently. Basically this
procedure would assist in ensuring that set of tasks, activities and results meets goals of
65

organization in efficient and effective manner. The tool of management also focuses on
performance of schools, employees, processes and department for managing different tasks. This
plan would assist schools to successfully review, monitor and plan objectives of employee’s
work and their contribution in success of schools.
Flexibility: Private schools of UAE must provide flexibility to employees so that they
could work without any pressure and contribute in their efforts and hard work in achieving
objectives of school. Flexibility assists teachers and other staff to make balance between their
personal and professional life so that they could contribute their maximum efforts in school.
Action plan
Action
description
Stakeholders Higher
authorities
Start date Required
resources
Outcomes
Training and
development
Training and
development
is provided to
staff of
schools that
include
teachers and
other
administration
staff.
The duty of
higher
authorities is
to make
decision so
that these
sessions
could be
arranged.
25-06-2021 Higher
authorities
must provide
required
funds for
arranging and
organizing
training
sessions.
Staff
members
would be
effective and
efficient.
Performance
management
Performance
management
The authority
should make
27-06-2021 In this higher
authority
Right
decisions
66

should be
done of
employees
and
organization.
bars and
standards so
that
performance
could be
compared.
must keep eye
on the
performance
of employees.
could be
taken and
issues could
be prevented.
Flexibility Flexibility
must be
offered to
every
teachers,
managers and
employees.
The authority
should make
policies and
schemes so
that
appropriate
and valid
flexibility
could be
offered.
29-06-2021 Higher
authority
should make
sure that it
should be
beneficial for
school.
Employees
would be
encouraged
and
motivated.
67

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APPENDIX
Questionnaire
Questionnaire
Q1 What is the conceptual framework of human resource management in context of educational
industry?
a) Recruitment and selection
b) Training and development
c) Compensation and rewards
Q2 What are the strategic roles of human resource management within private schools?
a) Benefits and compensation
b) Workers training and development
c) Safety at workplace and management of risk
d) Recruiting Right People for Right Job
Q3 What are the main policies used by human resource management in organisational change
within private schools of UAE?
a) Working conditions and Welfare policies
b) Transfer and promotions policies
c) Integration and human relations policies
Q4 Does human resource management is important in private schools of UAE?
a) Yes
b) No
c) Not prefer to say
Q5 What are the basic requirement of using HRM practices and policies within education sector
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of UAE?
a) Helps in organisational change
b) Retain workers for longer time
c) Improve brand image
Q6 What are the main practices that would be used for organisational change within private
schools of UAE?
a) Giving security to workers
b) Performance based benefits and compensation
c) Creating flat organization
Q7 What are the major benefits of human resource management in private schools of UAE?
a) Recruiting and training
b) Performance management strategy
c) Decreasing employee turnover
Q8 How organisational change is important for private schools of UAE?
a) Higher development and success
b) Helped in development of new educational system
c) Improved organisational image
Q9 What are the major challenges faced by Private Schools of UAE because of ineffective
policies and practices related with organisational change?
a) Issue in recruitment
b) Conflict among employees
c) Unachieved goals and objectives
d) High employee turnover
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Q10 What are the effective ways that would be used by Private Schools of UAE for overcoming
challenges associated with use ineffective policies and practices related with organisational
change?
a) Recruitment of talented candidates
b) Proper communication
c) Proper planning
d) Job rotation and job design
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