HRM in Middle East: Training and Development Challenges and Solutions

This report investigates the human resource management (HRM) challenges in the Middle East, specifically focusing on training and development issues and their impact on professional growth. The study identifies key problems such as ineffective organizational culture, lack of employee engagement, and language barriers, which hinder effective training and development. The research explores the negative consequences of these issues on HR managers' professional development, including high employee turnover. The report also examines the role of government in addressing these challenges, including initiatives such as technological advancements and policy development. Through a quantitative research approach, utilizing questionnaires and secondary sources, the study aims to analyze the contribution of training and development, determine the critical issues, and suggest measures for improvement. The findings highlight the dominance of cultural differences and languages, impacting business operations and HR development in the region. The report concludes with recommendations for government intervention to enhance training processes and foster professional growth in the Middle East.

HRM in Middle East

ACKNOWLEDGEMENT
I would like to give my genuine recognitions to my guide and supervisor who
gave me their valuable time, comments, guidance and suitable suggestions that were
required throughout the entire research process and assisting in the great-full manner to
complement the project effectively. I am feeling great to getting chance to conduct an
investigation with the efficient support of the supervisor who gave me the great
knowledge regarding the investigation. I have also been pleasant to provide my thanks
to classmates and other team associates who have synchronised with me while the
accumulation of information and evaluating the same in the light of investigation aim
and objectives.

ABSTRACT
The present study initiates to ascertain the exercise and growth related barriers in
Middle East to determine the impact on the professional development, therefore,
training and development is the most imperative aspect for the business management
and it is imperative in rendering appropriate guidance to the business to aiding the
operations of the investigation in appropriate way. The study contains the issue related
to training and development within the Middle East and its influence over the
processional development of HR. In this evaluation is mainly encompasses over the
region of Middle East. In middle east the responsibility of the companies’ changes as
roles becomes broader and diverse & practising the same becomes quite difficult of the
companies. In the countries of Middle East, the major focus of company gravitates
towards manpower and they plan accordingly. Training are multiple issues are arises
related with training and development area the cultural differences, Dispersed
Workforce, dealing with the change, Sense of Timing and so on, thus these are
influence the growth of HR within business. For better execution of the project,
quantitative research is considering by the researcher as it is most efficient
methodology to conduct an evaluation in appropriate manner. Therefore, quantitative
analysis helps in providing detailed investigation via accumulation of information within
actual facts and figures that are encompasses over the chosen study subject. In
addition to this, for collection of relevant data to support the investigation, both primary
and secondary apparatuses are implemented through the investigator. Hence the
primary investigation is imperative in conducting exploration with the assistance of
conducting questionnaire and secondary sources like books, journals and articles are
taking into consideration for developing theoretical perspective. Furthermore, conclusion
is imperative in providing summary over the findings and analysis of the project as it
initiates that within the Middle East the culture of the country is dominating where
specific languages and cultures like Arabic, Turkish, Kurdish, and Persian are preferred
by the businesses and are facing assorted issues related with professional development
of HR. Thus, culture differences, languages barriers, dealing with change, sense of time
etc. are the major issue which are faced by the businesses within Middle East Hence
the government has also taking the initiates to resolving the issues of training and

development like Flatter Structures, Technological and digital convergence, Global
force, Providing Optimum Resources, Development of policies, Development of training
and development session and so on which are effective in resolving the issues of
training and development and enhancing the professional growth of HR.
Recommendations are also provided to government of Middle East to take suitable
actions in regards to the development of training and development processes.

Table of Contents
ACKNOWLEDGEMENT...............................................................................................................3
ABSTRACT....................................................................................................................................4
CHAPTER 1: INTRODUCTION..................................................................................................1
CHAPTER 2: LITERATURE REVIEW.......................................................................................6
CHAPTER 3: RESEARCH METHODOLOGY...........................................................................15
CHAPTER 4: RESEARCH FINDINGS AND DISCUSSION.................................................21
Discussion...........................................................................................................................36
CHAPTER 5: CONCLUSION, RECOMMENDATION AND LIMITATIONS AND
SUGGESTIONS TO INFORM FUTURE RESEARCH..........................................................43
REFLECTIVE STATEMENT......................................................................................................48
REFERENCES............................................................................................................................52
APPENDIX...................................................................................................................................57

CHAPTER 1: INTRODUCTION
Overview of the topic
Human resource management refers as a systematic process of hiring, selecting,
inducting employees, deciding compensation, providing benefits, maintaining proper
relations, providing orientation, ensuring employee safety, imparting training and
development etc. (Budhwar and et. al., 2019). These are main functions performed by
human resource manager of an organisation. According to the (Edwin Flippo), HRM is
the effective procedure of preparation, establishing, guiding, monitoring of obtaining,
recompense, incorporation, development, conservation as well as departure of
workforce to the end that organization, single and social aims are gained. Human
resource manager plays important and different roles that turn to Helps Company in
development of its development and progression at countrywide and broder level.
Within an organisation, HRM plays a significant role such as developing skills for the
future, making loyalty and also commitment, making a talent pipeline, staying
competitive and current etc. These are essential roles that will be important for company
in Middle East (Banu, Kamenou-Aigbekaen and Galloway, 2019). This dissertation is
based on the problems in regards to the training and development within Middle East.
These issues are ineffective organisational culture, lack of employee's engagement in
the training sessions, lack of availability of capital, reinventing HR, learning and
development etc. These are major issues that impacts faced by HRM and has impact
on professional growth (Al-Asfour and et. al., 2017).
There are several purpose for conducting this dissertation such as to identify the
role of training and development within professional growth, recognising the problems of
training and development within middle east, analysing the negative effects of issues
related with the training and development over professional growth of HR manager and
identifying the government support in reducing the challenges of training and
development in Middle East (Akkermans and Tims, 2017). These are main purpose and
for attaining this, different chapters will be required to completing. These chapters are
introduction, literature review, methodology, findings, conclusion and recommendations
etc. These chapters help in completion of research project and attainment of research
objectives in successful and effective manner (Elrehail and et. al., 2019).

Background of the research project
The Middle East is a transcontinental region in Afro-Eurasia which particularly
involves Turkey partly in Southeast Europe and all of Egypt mostly in North Africa. The
breadth of typical human resource responsibilities within the Middle East is much wide
as well as diverse than practices in the United States (Starr, Stoll, Taubenblatt and
Osborn, 2019). In essence, United States domestic human resource responsibilities are
a subset of duties of most human resource professionals in the region. Additionally, to
the usual roster of duties like hiring, training, employee relations, performance
management, compensation management, global human resource generalists are
expected to manage repatriation of bodily remains and also personal effects, give basic
coordination and help in the event of criminal arrest, give out with spousal and family
problems, and support workers with initial housing and also transportation needs. Along
with this, above mentioned all these are major issues of training and development that
impacts on professional growth of human resource manager in middle east (Budhwar
and et. al., 2019). Issues related to the training and development increase employee
turnover that automatically effects on professional growth of human resource manager.
Research Problem
Training and development in Middle East is a major issue that negatively impacts
over the professional growth of human resource manager. There are basically four main
challenges that faced by HRM in Middle East. These are reinventing HR, leadership,
organisational cultural and employee engagement, learning and development etc.
These are biggest challenges that negatively and directly effects on professional growth
of human resource manager within an organisation of Middle East. These issues create
high employee turnover that turn to impact on organisations and human resource
management (Elrehail and et. al., 2019). Improper training to the employees impact on
business growth and success because without training workers are not able to do each
activity of company in systematic manner as well as in given time period. This has
adverse impact on manages professional growth and also on their career success.
Therefore, it is the role of company to provide proper training to their employees and
also attain competitive advantages. In order to overcome learning and development

issue of HRM, company must have necessary tools and programs (Savage, Johnson
and Levy, 2017).
Research aim
Main aim of this dissertation is “To identify the training and development
related issues in Middle East to ascertain the influence over professional
growth”.
Research objectives
 To analyse the contribution of training and development in professional growth
 To determine the training and development related issues in Middle East.
 To ascertain the negative impact of training and development issues on
professional growth of HR managers
 To suggest the measures that can be taken by government to resolve training
and development issues in Middle East.
Research Questions
 What are the contribution of training and development in professional growth?
 What are the issues related with training and development related in Middle
East?
 What are the negative impact of training and development issues on professional
growth of HR managers?
 What measures that can be taken by government to resolve training and
development issues in Middle East?
Rationale of the research
Main reason behind conducting this dissertation is it helps in improvement of
knowledge about the HRM in Middle East. This study also enhances understanding
about the training and development issues in Middle East and impact of that issues over
the professional growth of HR manager (Roberts, 2020). Along with this, current
investigation is important at personal as well as professional growth. At individual side,
the study helps researcher through increasing its investigation ability. In this skills,
different skills are included which are literature review, collection of data, data analysis,
time management etc. These skills helped investigator in completion of full dissertation
in allotted time and in successful manner (Haak-Saheem and Festing, 2020). At

professional level, current study support by increasing awareness about the HRM in
Middle East that results in higher growth and success. If this research will be published
that helps in enhancing of awareness about the issues related with the talent
management in Middle East among individuals, organisations, societies etc. Therefore,
present investigation is important at personal and professional level.
Structure of the dissertation
This is an important area of the research which helps reader in identifying of
chapters needed for completion of dissertation. There are different chapters that will be
essential in completion of full dissertation systematically (Atanasoff and Venable, 2017).
These chapters will be described as below:
Chapter 1: Introduction- This is a primary activity of conducting dissertation. In this
activity or chapter, reader can easily increase their knowledge about the research aim,
research objectives, research questions, enhancing understanding about the overview
of title etc. This information will help in conducting of second chapter in systematic
manner.
Chapter 2: Literature review- This is an essential part of dissertation that is based on
secondary data. This chapter requires different number of secondary sources such as
articles, magazines, books, publication research etc. All are main and essential sources
of secondary data collection that will be used by investigator. Main purpose of this
chapter is to identify the research gap in previous study. Therefore, this chapter will be
essential in fulfilment of research gap through the research questions (Mira, Choong
and Thim, 2019).
Chapter 3: Methodology- This activity or chapter helps in collecting of information
about the topic. There are different types of research methodologies such as deductive
approach, positivism research philosophy, cross sectional time horizon, quantitative
research choice, questionnaire etc. These are main methodologies that will be applied
within an investigation. Primary purpose of methodology is to helps researcher in
collecting of proper information about the topic through research instrument (Penrose,
2019).
Chapter 4: Research findings- This chapter helps in analysing of information collected
from questionnaire. This chapter will help in attainment of research aim and objectives

successfully. For this section, frequency distribution analysis which is an analytical
technique and will be applied for analysing quantitative data gathered from
questionnaire. Ms-Excel will be used for presenting quantitative information collected
from questionnaire. With the help of this software, different graphs will be developed
according to each question present in questionnaire. This will help in accomplishment of
research aim as well objectives within less period of time and in successful
additionally, researcher will also link the primary data with secondary information
collected for literature review (Nankervis and et. al., 2019).
Chapter 5: Conclusions, recommendations, limitations and suggestions to inform
future research- This is a last chapter that helps investigator in accomplishment of
each objective of the dissertation in successful manner. In conclusion, entire information
will be included in short and clear way that assist in identification of information about
the entire chapters. In recommendations, some suggestions will be provided for
improving research title. At last, limitations and suggestions will be provided for
conducting future investigation (Chams and García-Blandón, 2019).

CHAPTER 2: LITERATURE REVIEW
For the management of good quality research paper literature review is crucial as
it involves the narrative view of the topic. Which use to represent the present knowledge
along with some primary data analysis involvement in relevant objective or topic. There
are different informant and data sources which use in the review such as journal,
articles, reports, books, Web site, electronic data which is managed and provided by
government and primary researchers etc. these information sources aid to conduct the
secondary research of the research objectives to check relevancy and to get essential
information for new research on the selected topic. It is a type of review article that
presents the actual knowledge such as essential findings as well as method and
analytical contributions to a specific objective. This chapter of the dissertation helps in
collecting of secondary information regarding the training and development problems
and their negative effects over the professional growth of HR manager (Budhwar and
Mellahi, 2018). Main function of literature review is to identify the unsolved question of
the topic previous research. Within an investigation, main question is the analysis of
Middle East training and development issues for influencing personal and profession
skills development. In previous studies, there were information available about the
importance of professional development training of HR but there are missing and lack of
data about the issues of professional skills developing training and its effect on
professional development of individuals for human resource management. Therefore, it
is a main gap and in prospect of covering this research gap this will use as a research
objective given below:
What are the key roles of training in the professional development of HR quality
in individuals?
According to the Rodriguez and Ridgway (2019), training and development
introduces to educational activities in an organisation developed to improve the skills
and knowledge of workers while giving instruction and information on how to effectively
perform specific tasks. Employee training and development implies a program in which
particular skills, ability and knowledge are imparted to the workers, with the purpose of
enhancing their performance level, in their present roles and also giving them learning
chances, to further their professional growth and success. Training of the person with

proper guidelines of HR responsibility along with the development of the HR
https://www.healthline.com/health/feverskills the important function of HRM that helps
an organisation in retaining of talented and knowledgeable workforce that results in
higher growth of company (Haak-Saheem and Festing, 2020).
On the basis of perception presented by (Elrehail and et. al., 2019), training
refers to the process of enhancing the skills and knowledge of a worker for performing a
specific job role. It involves the creation or development if skills that are normally
necessary to do a specific job. Its motive is to bring regarding positive changes in
knowledge, skills and attitudes of the workers. It is the effective process by which
executives or managers acquires competences and skills in their current job role as well
as capabilities for future tasks. Although training assist workers do their present jobs,
that results development of higher growth. According to the views given by (Edwin B.
Flippo), grooming is an process of enhancing skills along with knowledge of a workers
for doing a specific job. Training enables workers to do their existing job more efficiently
as well as prepare himself for a higher level job.” Training and development is important
and significant in increasing performance and productivity of employees. This will help
in improvement of professional growth and performance of human resource. For training
and skills enhancement organization has to provide positive and learning environment
along with the aid of proper motivation and guiding seminars, workshops and all other
chances to workers in some enterprises (Kidwell, Eddleston and Kellermanns, 2018).
This provides all motivate and tools the employees to perform their role in well manner.
According to there are different reasons of training within an organisation. These
are increased productivity and adherence to quality standards, increasing organizational
stability and flexibility, reduced supervision and direction, increase in productivity &
better industrial relations, reduced accidents at workplace, reduction of errors &
accidents, reduction of turnover and absenteeism, increase in productivity & better
industrial relations etc. These are biggest reasons of training within company that will
facilitate in professional growth of human resource. There are different advantages of
training and development that will be explained as below:
Improving performance: This is a major advantage of training and development
that will be essential and significant for HR in its professional growth. Once the workers