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There are many training consultancies that offer a variety of seminars, programmes and courses for commercial reasons which makes the training and development process a cheap bazaar with many retailers selling low-quality services at cheaper rates.
In the HR field, it looks like a spoon-feeding phenomenon where too much is served but not much is learned. These training traders invade one's intellectual capabilities. You see, too much information impairs one's intellectual capacity.
One time, an HR recruiter interviewed on local radio mentioned that according to research, there would be an 8.9 per cent salary raise across the board in the UAE in 2016. In reality, the survey was only done in high-revenue industries and did not include the whole market. Researchers should have taken representative samples from all sectors and all types of employees. They should not provide reports based on one sector alone. And honestly speaking, there is no clear indication or projection of a salary increase next year. The HR recruiter should have known better.
When asked about the forecasted salary increase, a business owner, whose trading company employs 12,000 people, reacted that he is more interested in protecting his employees' jobs rather than giving an increment at this turbulent time. He said it is an odd situation, considering that he spends Dh60 million every month in salaries alone.
Statistical analyses on senior executive compensation have limited influence in businesses and do not alter payroll spending. And there have been no salary surveys on cleaners, factory and health workers, labourers, salesmen, servicemen, technicians and other workers who represent a large chunk of the labour market and who spend heavily on remittances.
Any salary benchmarking studies or reports must, therefore, be realistic and honest, and cover all sectors and all types of employees.
• Compensation is a very important factor in job quality
• Companies use salary surveys to set compensation levels
• Market reports identify key issues affecting staff retention
Source: Dr. Pon Mohaideen Pitchai, Special to Jobs & Careers
The writer is a Dubai-based HR and Management Consultant