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As one of the regulatory body, ADWEA hugely influence the process and operation in most of its subsidiary companies, namely TRANSCO, AMPC (Al Mirfa Power Company), ALDC (Al Ain Distribution Company) and ADDC (Abu Dhabi Distribution Company). ADWEA also holds around 60% stakes in these subsidiary companies, thus making it not only a body of authority, but also an influential organization and main source of power and water production in UAE. It is involved in the processing, distributing and regulating the flow of power and water, and thus helps the nation and its million of households to benefit from their activities directly or indirectly. (ADWEA, About ADWEA)
ADWEA HR Department and its Objectives
The ADWEA HR Department is structured within the Planning and Development Directorate. The Planning and Development Directorate of ADWEA as we can understand plays a significant role in the overall process of the organization, especially when it comes to HRM.
The Directorate is wholly an objective based division to complete it four main undertakings, namely HR process and its undertaking, besides the implementation and monitoring of HRM policies. Apart from that ADWEA Planning and Development Directorate also undertaken within its chamber the process of organization and development of corporate business objectives and most importantly the consolidation of business plans so that business objective of the organization is reached without any hiccups. (ADWEA, ADWEA Organizational Structure)
It is to the knowledge of everyone that UAE and in particular Abu Dhabi is restructuring itself as a leader in structural reforms. That is why we see events and phenomenon such as 'Emiratization' programs, which is a social undertaking of the government of UAE. When it comes to the ADWEA also, the phenomenon is very much at play. That is to say, the structural reform or simply, restructuring of the organizational makeup is very much at play within the organization. It is also important to note that the ADWEA organizational structure is hierarchal system. (ADWEA, ADWEA Organizational Structure)
Thus, building up on these points we can reason that ADWEA HR Department is an undertaking with a vision to streamline the process and operation of the organization in the most feasible ways. It is in other word an organizational structural department that is crucial for the organization and its growth. It would be prudent also to highlight the current organizational chart. Below is the glimpse of the same.
Fig, ADWEA Organizational Structure
This is very likely to be the organizational chart of ADWEA. There is no doubt in that regard, given that organization is wholly under the jurisdiction and control of stakeholder, who own 60% stakes in the company. Being a public organization, the role that Planning and Development Directorate, ADWEA Business Support Directorate, as well as the Privatization Directorate and Project Directorate, they all play significant role in the organization.
Theory in Context of ADWEA HR Department
As we can analyze from available information, it is believed that ADWEA structure of the department itself is crucial towards its production and operational management. From our understanding of the theory it is believed that production, planning and control is understood as the science of management that is directed towards the organization, material, facilities and resources towards the attainment of the specified goals in the most efficient ways. (Arora, 2004, p. 442)
From this point and its arguments, we can derive that such a mechanism also is very much present in ADWEA. For instance, ADWEA restructuring organizational structure is projected in such a way that the organization, its facilities as well as its resources is employed effectively for goals achievements of the company. As we can see, the structure of the ADWEA is divided into four departmental bodies, which undertake the operation of the organization is the most feasible ways. (ADWEA, ADWEA Organizational Structure) Hence, the structure of the organization very much can be looked in context of production and operation management and its theoretical point of view that is related to Production, planning and control mechanism.
Moreover, ADWEA organizational structure is feasible, since it ensure that communication and overall coordination between departmental bodies is free flowing. Take for example the case of Planning and Development Directorate of ADWEA. The core operational process in it is to maintain its four areas of responsibility, namely management and its development, business planning, organizational performance, digital system and its control and finally quality control mechanism. When it comes to Business Support directorate, its main role is within the area of HRM, Administration and Supply. As far as the privatization Directorate goes, its activities are mainly in the areas of ADWEA policies. And finally ADWEA Project Directorate is hugely engrossed with execution of project, its control and implementation. (ADWEA, ADWEA Organizational Structure) Thus, span of control as well as communication and management style are structurally built to enhance the objective of the organization in the most feasible ways.
ADWEA Internal and External Factors
ADWEA internal and external factor are controlled under the board of directors. In recent time, ADWEA was in the news for all the good reason when it comes to its internal and external factor. As can be read in the media report available with Trade Arabia, it highlights that ADWEA will bring to light its strategy that is objectively defined in context of sustainable business in the power and watery sector in UAE. As we are aware, ADWEA is wholly committed to its objective towards developing a sustainable and long-term objective in the power and watery sector for the benefits of its customers. For that reason, social programs, environmental causes and economic factors are the balancing mechanism of ADWEA that also influence its business. Moreover, the organization partnership with corporate in the power and electricity sector in UAE is to enhance their business and reach out to the public and its key message. Being a global pioneer is no mean task, but what is important is that vision should be shared for the benefit of its customer, and the society, feels company spoke-person. (TradeArabia, 2010 )
The Need to Consider Future Internal and External Factor
When emphasizing to the above analysis and ADWEA message there is a clear point that company objective is a measure undertaken for the benefit of the society, its consumers and most importantly the visionary outlook for business sustainability. Hence, in that regard, the message of the organization which goes as "If we are to truly become a global pioneer, we must share our vision and gain support from our stakeholders" (TradeArabia, 2010 ) is clear and precise.
Hence, ADWEA HR Department should to take a good approach towards 'Emiratization' Program. Emiratization program is a HR core process. Initiative in that regard also should be to factor upon new training culture within and recruit reliable incumbent. (ADWEA, ADWEA Academy) There are many challenges. However, the presence of ADWEA Academy and its association with training schools such as Henley Business School - UK, Cranfield University - Engineering School - UK, University of Waterloo - Canada and Hult International Business School - UK are a good thing to factor upon the core HR needs of ADWEA towards it internal and external factor.
ADWEA HR Department: Restructuring Needs Analysis
Restructuring need analysis can be done in many ways. As a matter of fact, "information gathered from the internal and external business environment and its analysis helps organization foster strategic plans to the development of business, its implementation and functional strategies." (DePamphilis, 2009 , p. 137) Restructuring needs analysis is long-term.
Restructuring needs analysis and its models can classify into
A Political Perspective. (Price, 2007 , p. 279)
These models are commonly practiced in most organization.
Additionally, ADRM (Applied Data Resource Management) is felt to be the most advanced, as it allows to generate industry specific model for businesses. (BÅ‚aÅ¼ewicz, 2003, p. 422)
Fig, ADRM Model
We feel that ADRM model is best suited to ADWEA. The reason for that is simple since the application of ADRM allows generating industry specific models, wherein Syncsort helps speed up warehouse data and Variety can be applied in data cleaning and mining. (BÅ‚aÅ¼ewicz, 2003, p. 422)
Recommendations: ADRM Model for ADWEA
ADRM model as shown above and considering the case of ADWEA we can see that the establishment of the ADWEA academy in 2009 was a measure of strategic importance for the company that hugely depends on human resource. Hence, ADRM model can be feasible to restructure change in the right order strategically, as the following adjusted organizational chart reflects.
Fig, Adjusted Organizational Chart
The application of ADRM allows generating industry specific models. The above adjusted chart also can be generated through the application of ADRM model in the case of ADWEA. The fundamentals of ADRM model are unique. The benefit of it is not only for HR department that is being considered as an independent unit, but also for strategic business outlook. ADWEA structure is divided into four Directorates. Hence, the applications of ADRM model can simple restructure it into 5 Directorate as specified in the above organizational chart and its restructure.
Justification: ADRM Model and its benefits
ADWEA Academy was established so that training, development, educational as well as strategic and tactical goals can be harnessed within the company. (ADWEA, ADWEA Academy) Hence, ADRM model can be feasible as well for HRM process that is decentralized. Structuring process of ADWEA academy and HRM needs of the company also can be organized when it matter to the following
HR Gaps in Context of ADRM Model
Human resource gap in ADWEA can be looked in context of knowledge workers. There is no need for creation of new job as far as restructuring an independent HR department in the company, since HR process is carried out in the Business Support Directorate as stated before. Hence, resource and professional from Business Support Directorate can be organized in teams to meet the very purpose of ADWEA HR Department. In that way resource in the company also be channelized effectively and used also productively for the objective and goals achievements.
ADWEA Organizational Makeup
ADWEA organization structure is hierarchal to be precise. It is headed by the board chairman, H. H. Sheikh Diab Bin Zayed Al Nahyan. The role of the chairman is that he does not report to the board. (ADWEA, Sustainability Report 2009 , 2009, p. 23) Besides, his activities are also limited as far as business and day to day process goes.
Thus the role of chairman should be changed, and CEO Job should be opened within the company. Chairman can act as advisor for that matter.
It is felt that CEO role within the company can be effective for many reasons and to leverage effective managerial leadership in all aspects of business.
CEOs and his Role
One position for opening in ADWEA case is that for a CEO as we have recommended. As we can understand, CEOs collaborate with board of the company. CEOs role also is strategically focused. CEO helps also in charting an annual operational plan or correlating with annual budgeting. Leadership and its development also very much is the focus of CEOs. Monitoring organizational strategic outlook for financial stability is also the role and responsibility of CEO.
CEO role within the organization can further enhance management team and management board to be more objective when it comes to
Strategic HRM (ADWEA, Sustainability Report 2009 , 2009)
Conclusion and Recommendation
Since its inception, ADWEA has proved itself to be a capable organization with solid foundation of the organizational makeup and its culture. It main business activities are in the areas of water and power sector in UAE.
The study in context of ADWEA and its restructuring mechanism with its concentration in HRM presents a favorable point for the company to benefit on the long term. As we can understand human resource is the backbone of any corporation. The same case also can be looked in context of ADWEA. Our study also shows that HRM and its process overall under the departmental Directorate of Business Support Directorate of ADWEA is a measure undertaken to enhance affectivity level of the organization.
Thus, it is recommended that ADWEA restructuring should also give emphasis towards:-
Job Analysis within the management team and board of management.
Enhancing leadership programs for sustainable measure.
CSR that is in tune with the demand of the current business environment, so that ADWEA brand image is projected on a global platform.