hrm final microsoft word document

8/8/2019 Hrm Final Microsoft Word Document

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THE DUBAI TAXI CORPORATION

A SUBSIDARY OF THE RTA


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Human Resource Management

Project

Group project honesty declaration

We confirm that:

1)We are the original authors of the research work.2) This research paper doesnt contain any material taken from

unacknowledged resources and all the material is being adequately

referenced

Group members

1) Mai Dwikat: ID 201024R7542

2) Vanessa Dsilva :ID 201024R7312

Plagiarism statement:

We the undersigned student confirm that the work submitted here is entirely

our own work and that any work of other is properly referenced and

acknowledged according to normal academic guidelines

Name: Vanessa Dsilva: 201024R7312

Mai Dwikat : 201024R7542


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Table of contents :

1) Executive summary2) introduction3) Organizational structure of the company4) Analysis of human recourses department on various jobs5) Human recourse and general activities6) Strategic role of HRM7) Market share and competitors8) Conclusion and critic9) Bibliography


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EXECUTIVESUMMARY

The following research work is a complete study on the human recourses

management at the Dubai Taxi Corporation. We have tried are best to gain

maximum information regarding our project requirements.

Firstly the research will analyze the various functions of human resource dept

of Dubai TAXI Corporation. Having an insight of the functions in each specific

department of the company followed with embedded explanation with respect to

the questioner. Secondly we have given a study critic summary on the functions

of the company. Lastly the human resource strategy of the company that was

studied by us.


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2)Introduction :

Dubai Taxi Corporation

Our Vision

Safe and smooth transport for all

Our ValuesIn our journey towards our strategic vision and through seeking to achieve our

highest mission, we the foundation of Dubai Taxi Corporation will refer to the

following values system as the first cardinal values, the source of our inspiration

and the solid base around which we build on our plans and policies constantly:

y Customer Services: Volume and profits we achieved is a real proof(expression) of the service level and satisfaction we provide our clients

(customers).

y Ethics and Treatment: Our institutional reputation is an attractive imageand strong proof of the sophisticated morals and high ethics of all our staff.

y Technology and Effectiveness: The effectiveness of our performance is adirect translation (indication) of our leaders and specialists knowledge and

the extent of our reliance on technology and results.

y Satisfaction and Loyalty of employees: The Satisfaction and loyalty of ourstaff is a direct reflection of respect, empowerment and the ability to makedecisions.

y Quality and Excellence: Our accuracy and efficiency of our operationsensure the safety of our workforce and dealers that allow us to achieve great

results.

Functions and Responsibilities:In order to achieve our goals, the corporation may carry out the following but not

limited:

y Own and lease vehicles, movables & properties and own lease and supplynecessary workshops for maintenance and repair of mean; purchase

Equipment, machinery & tools.

y Build the necessary petrol stations to supply vehicles with fuel and investexcess fund within light transport matches its aims and goals.


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3) Organizational structure of the company


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4. Analysis of the company human resource department

4.1 Recruitment of the employees

The human recourses department decides on the recruiting of the emp0loyees

of the company involving on the major intake of taxi drivers, this decisions

are taken after the decision is passed by the higher authority of the company.

HR managers prepare a job description for every post vacancy followed by

recruiting procedures.

The labor demand:

Determination of drivers to be recruited is done annually, by fleet operationsdept, who would forecast based on historical data number of new drivers to be

recruited and send it to drivers affairs dept, who would make their plan for

recruiting the required number of drivers on the time required

The labor supply:

Drivers supply is done through recruitment agencies, who would interview

and select drivers based on Criteria, and supply them to DTC.

There is both internal as well as external recruiting. The company follows a

strategic plan. Downsizing or strategy as such sort hasnt been undertaken so far.

Selection of employees:

A) Type of selection method;

1) Biological data

2) Application banks

B) Physical ability tests:

Every employee has to undergo a medical test specified by the company prior to

joining the job.


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Cognitive ability is done only for senior managers whereas; personality

inventories and work samples tests are not implemented.

Rewards and recognition for the employees:

1) Cash prizes are offered to the employees for best performing driversin all aspects(merits and demerit credits are provided)

2) Cash prize for the best safe driver3) Cash prize for honest employee / drivereg: if a taxi driver returns the lost items found in taxi back to thecompany .

Placing of honest drivers on Honor DriverBoard etc.


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4.2 Legal formalities to be covered

The DTC stresses on matters such as legal formalities of the employee during the

process of recruitment since it believes in long term strategic plans. Any

inaccuracy found in the legality of the employee is taken acutely, solutions arefound to the problem. The company tries its best to solve the problem if the

employee is of good credit or else debarred.

Every employee has to pass security check by the police and get the official

documents before joining DTC.

4.3 Training

One of the major difficulties faced by the DTC is that the employees are from

various nationalities hence its training programs have to be flexible. There are

around 7600 taxi drivers all around Dubai both men and women working around

the clock in shift timings. Various nationalities include Arab, Egyptian , Syrian ,

Indian , Pakistanis etc.

They are given basic linguistic training for various languages to serve the

diversified nationality customers of the city.

Various aspects of training

4) Design of the processTraining plan is done annually based on appraisal results,

questionnaires to managers, job descriptions, and other requirement by

strategic plan.

5) AssessmentAfter each training, the training is evaluated by employees who attended

3) Transfer of training

Is not undertaken on major basis


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4) Cross culture training

Yes, cross culture training is provided to the employees.

6) Managing the workforce diversityTo manage the work force diversity there are standard operating

procedures that are easy and shall be followed by all the employees

equally. Training programs are provided for the needful.

Courses available for the taxi drivers

y New Driver Training is 21 days.y Existing Driver Re trainingy Accident Prevention Trainingy Awareness Programy Refresher Training, covering topics such as Customer Service, Locations,

Safety Driving, Road Traffic System and many more.

y Practical Driver Trainingy Simulated Drivesy Location Trips

y Course outline for Dubai taxi driversProgram has been designed to cover a wide range of training criteria in Dubai Taxiservice and operations, these include safe driving, Customer Service, quality

control, quality assurance, meter function and more which enables the drivers at

the end of the course to achieve the standard required to offer the service, which is

matched to international standards of quality.

Following is the hierarchy of the work force:

a) Customer service center1) Customer service station2) Passengers with special needs eg handicapped, young children etc

b)NavigationThese include the taxi drivers ,preparation of dubai taxi knowledge test ,

understanding of various routes in n out of Dubai.

c) Taxi driving management


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1) Taxi Driving Practical Driver Training Section

2) Taxi Business Management Section

3) Occupational Health & Safety Section

4.4) Performance management

A) Organizational approach to performance mgmt

Performance management is done through cascading down strategic plan to

individual performance plan, where each and every employee has to have one, on

which appraisal is conducted based on it.

4.5)Employee development

DTC pays concern toward deserving employees an undertakes the following

plans in its concern

A)Education schemes:

DTC rewards employees who achieve any upgrade in their academic records, like

Masters or PHD

B) Job rotation:

Takes place in some categories of positions, like staff on drivers services counter

C) Mentoring or coaching:

(For job is not done formally)

D) Succession planning:

A new program is introduced but usually not officially declared.


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5)Human recourses general activities

5.1 Planning of the compensation:

A simplified HR policy is used to determine how compensation is done for each

grade. The have a policy to determine how much to pay for each grade, and

manpower budgeting is done through them on annual basis.

*grading decision and compensation or salaries are subjected to companys privacy

*

5.2 deciding the ratio of men to women in the company

Most of the drivers are men hence the ratio to men to women in the very low yet

the women driver enjoy the privileges equally as their male counterpart.

3.3 Glass ceiling

DTC has policies which engage equal opportunities for both men and women.

Major positions in the company are occupied by women.


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6) Strategic Role ofHRM at DTC

y The human recourses depart has to compel with a very complexyet systematic procedure at the DTC . Major of the decisionswith regard to costs and profits with relation to the human

recourses fall at the end of the HR department of the company.

y HRM information systems are used for various purposes toenhance n simplify the work of the HR dept.

7)Market share /competitorsThere are no competitors in the market.RTA being the sole govt body

for the transport.

8)Conclusion /critic by study

The DTC the very sole of RTA is one of the best organizations around

the globe know for the organized system.


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BIBLOGRAPHY:

DUBAI TAXI official web site

Dubai taxi employee (name with held)

Google images


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Executive summary:

Dubai Taxi Corporation

H.H Sheikh Hamdan Bin Mohammed bin Rashid Al Maktoum, Chairman of the

Executive Council; having reviewed Law No.(17) of 2005 to establish Roads

& Transport Authority (RTA);Executive Council Resolution No.(8) of 2006 to

establish the bodies subsidiary to RTA and approve its organizational chart;

resolved to be established by virtue of this resolution and Corporation to be

called Dubai Taxi Corporation, which shall enjoy legal personality and be

financially and administratively independent. Dubai Taxi Corporation shallexercise its activities on commercial bases and may contract with third parties

and in this capacity may litigate as plaintiff or defendant. The Corporation so

established shall be subsidiary to RTA.

Vision :

Safe and smooth transport for all

Mission:

We manage a modern fleet of taxis in accordance with the highest international

standards, and we provide a variety of distinguished services that meet all

community needs and Expectations.

Values

In our journey towards our strategic vision and through seeking to achieve our

highest mission, we the foundation of Dubai Taxi Corporation will refer to the

following values system as the first cardinal values, the source of our inspiration

and the solid base around which we build on our plans and policies constantly:

y Customer Services: Volume and profits we achieved is a real proof(expression) of the service level and satisfaction we provide our clients

(customers).

y Ethics and Treatment: Our institutional reputation is an attractive imageand strong proof of the sophisticated morals and high ethics of all our staff.


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y Technology and Effectiveness: The effectiveness of our performance is adirect translation (indication) of our leaders and specialists knowledge and

the extent of our reliance on technology and results.

y Satisfaction and Loyalty of employees: The Satisfaction and loyalty of ourstaff is a direct reflection of respect, empowerment and the ability to make

decisions.

y Quality and Excellence: Our accuracy and efficiency of our operationsensure the safety of our workforce and dealers that allow us to achieve great

results.

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