Report: Job Analysis, Staffing, and Employee Retention Strategies

This report provides an in-depth analysis of job analysis, staffing, and employee retention within the context of modern organizations in the United Arab Emirates (UAE). The study begins by defining job analysis and detailing the processes used, such as interviews, observations, and competency assessments, to identify job requirements and select suitable candidates. It then explores staffing challenges, including labor shortages and workforce diversity, and emphasizes the role of HR managers in recruitment, training, and employee development. The report further examines employee retention, highlighting its significance as a key issue in human resource management, and discusses strategies such as creating a positive work culture, providing guidance, and recognizing employee contributions. The conclusion summarizes the importance of addressing challenges and implementing retention strategies to improve organizational performance. The report also includes references to relevant literature.

RUNNING HEAD: Job analysis, staffing and employee retention 1
Job analysis, staffing and employee
retention

Job analysis, staffing and employee retention 2
Introduction
This study describes the job analysis, staffing and employee retention in the modern organization
of UAE. The main objectives of this study are to document the job analysis in modern
organization, determine the staffing criteria and employee retention.
Job analysis
Job analysis refers to a process which identifies and determines the specific duties, requirements
and importance of the duties in a given job. The modern organization of UAE does the job
analysis through interviews, observation and participant observation in selecting the right
candidate, technical conference method and much more.
The process of job analysis:
Information gathering: the Modern organization should gather data related to the requirement of
staff. It helps an organization to find the right person, at right time and with right qualification.
Job analysis includes finding what qualification and expertise can fulfill the requirement in
UAE’s environment (Hoffer, 2012).
Job specific competency: UAE’s organization should analyze out what specific competency will
be required from candidate to fill the vacancy. Analysis helps out an organization to develop the
proper channel and methodology to hire personnel.
Job description: After finding out requirements for a position, a complete description should be
prepared for hiring procedure (Hatch & Cunliffe, 2012). This method will help an organization in
solving all job-related queries during job description time only.
Staffing
Staffing may be defined as a process of selecting and training of individuals for specific job
functions and linked them with the associated responsibilities. Modern organization struggles
with staffing challenges steaming from increased knowledge work, shortage of labor,
competition for candidates and workforce diversity. Staffing is the basic function of
management. Organization in UAE is regularly involved in performing staffing function. In the

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modern organization, HR manager is actively connected with the training, recruitment, selection,
appraisal, and counseling of employees (Mahal, 2012). Function like staffing is concerned with
the training and development of the human resource management. A manager in UAE considers
the human relations skills and competencies in order to provide the direction and training to the
subordinates. Staffing function is done regularly and has equal importance in growth of an
organization. Staffing guides the workers and also examines the performance on a repeated basis.
In the modern organization, it is the also key to the efficient accomplishment of other functions
of management. As in new organization it is the employees who will be taking the position to
lead the organization. They are the significant part of an organizational structure. In modern
organization functioning mainly depends on the performance and quality of employees hired.
Management faces various challenges as efficient and qualitative results are required in the
modern era (McPhail, et al, 2012). Staffing is the function which cannot be done again and
again for the same position as it requires resources, time and money, and modern organization is
not in a position to repeat the process.
Employee retention
Employee retention is one of the hottest subjects of the cutting edge of Human Resources
Management. It refers to the capability of an organization to hold its employees. Employee
turnover and the Staff Retention issue have progressed toward becoming an expanding issue and
one of the greatest difficulties for Human Resource Management (HRM) in a modern
organization (Mowday, Porter & Steers, 2013). Amid the most recent couple of decades, HR
Personnel's part has been hugely upgraded from the printed material of contracting and
terminating to handling employments to a multifaceted Occupation in UAE. Discovering and
holding the correct worker can be troublesome in the short term, because of the steady increment
popularity for multi-talented employees and growing number of the modern organization. It is
natural that the connection between business and representative starts not when the worker
begins work, but when the recruitment and selection period of the process. Numerous
representatives have a positive or potentially negative state of mind towards their boss from the
start. UAE’s organization is using various methods to retain employee to increase the size of a
company.

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Tips for employee retention: According to James & Mathew (2012) following strategies
can be used to retain employees.
Creating right culture: Finding right who will stay longer with the modern organization is
difficult. Thus creating internal environment will help an organization to motivate the employee
to stay longer.
Providing guidance: Giving proper training and skills required for a job is important as this
boost employee morale to work for an organization. Because if an employee feels frustrated from
his job role, he/she will not stay longer.
Don’t lose competent: Managers should continuously make effort to appreciate employees
who are performing well. So managers’ strategy should be not to lose them during other
employee leaving.
Conclusion
From this report, it can be analyzed that modern organization of UAE faces the number of
challenges regarding employee retention and hiring. So with proper study and techniques,
Human resource team should close all the loopholes of the company before employee
perspective turn negative towards it. HR managers should consider the tips for retaining
employee for longer period.

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References
Hatch, M. J., & Cunliffe, A. L. (2012). Organization theory: modern, symbolic and postmodern
perpespectives. Oxford university press, London.
Hoffer, J. A. (2012). Modern Systems Analysis and Design, 6/e. Pearson Education India.
James, L., & Mathew, L. (2012). Employee retention strategies: IT industry. SCMS Journal of
Indian Management, 9(3), 79.
Mahal, P. K. (2012). HR practices as determinants of organizational commitment and employee
retention. IUP Journal of Management Research, 11(4), 37.
McPhail, R., Fisher, R., Harvey, M., & Moeller, M. (2012). Staffing the global organization:
“Cultural nomads”. Human Resource Development Quarterly, 23(2), 259-276.
Mowday, R. T., Porter, L. W., & Steers, R. M. (2013). Employee—organization linkages: The
psychology of commitment, absenteeism, and turnover. Academic press. United States.