Ultimate CIPD Assignment help UAE-Saudi Arabia Review

Ultimate CIPD Assignment help UAE-Saudi Arabia Review

With the CIPD courses in UAE, the business world has increased the chances of getting competent HR professionals who can occupy entry-level, mid, and high levels in human resource (HR) management. The various CIPD levels within Saudi Arabia include CIPD levels 3, 5, and 7. The level 3 qualifications enable an individual to qualify for various HR positions such as;

• Human resource manager
• Human resource administrator
• HR assistant
• People advisor

While climbing up the ladder by enrolling for CIPD level 5, an individual improves their chances of assuming higher HR roles such as human resources business partner, human resources advisor, learning and development manager, and HR assistant. However, enrolling and qualifying for the CIPD level 7, which is the highest category in the Chartered Institute of Professional Development, subjects people professionals to a wide range of senior HR roles in organizations.

From level 3 to level 7, the HR concepts keep advancing, and hence, more topics are covered, enabling the trainees to gain the required knowledge or competence to handle different HR roles depending on their qualifications. UAE is a region with unique culture and cultural practices that have a heavy influence on workplaces. HR professionals must understand the various HR-related principles that govern employer-employee relationships in the country to avoid ethical and legal implications.

CIPD LEVEL 3

As the foundation level in people practice, CIPD level 3 is the most suitable starting point for people with an interest in the human resource profession, either with or without prior experience in the profession. The four main modules covered within the course are the core behaviors of people professionals, analytics principles, business culture, and change in context and essentials of people practice. The workforce landscape in UAE is unique from that of other regions such as the UK. Therefore, the people professionals serving in the UAE or Saudi Arabia must understand the various HR-related laws and principles.

Through studying 3CO03 Core behaviors of people professionals, it is possible to understand the HR principles, especially which should govern employees and employers. At a basic level, most of the covered concepts offer foundational knowledge in human resources through topics such as employee relations, recruitment, and selection process, as well as employee management in ways that comply with the labor requirements of the UAE.

The CIPD law also addresses the UAE labor law by discussing various aspects such as employee rights, employment contracts, types of work arrangements, employee compensation, probation periods, leaves, and working hours in private and public sectors. The law mainly governs the employer-employee relationship. Therefore, HR professionals should master such basics to promote legal, healthy, and strong employee-employer relations.

Studying the workplace business culture in the UAE uncovers that private sector employees have a unique and consistent work schedule that insists on working for 48 hours weekly with an average of 8 hours per day. The working days range from Sunday to Thursday, and Friday is considered a religious day within the UAE, where the Islamic religion is dominant. Punctuality is very important in the Emirates. Therefore, the HR professionals undertaking the CIPD level 3 should understand the wide scope of the business culture in the UAE.

Through the UAE 3CO04 Essentials of People’s Practice, the various elements that affect employees and employers are addressed. In this case, there are diverse policies that govern the employment process and the behavior of the employees at the workplace. The enriched Islamic culture of the people in Saudi Arabia influences the employee operation. The module addresses topics that help HR professionals understand how to conduct performance management, recruitment and selection, training and development, and also administering compensation and benefits.

In this case, it is very important to understand Emiritization policies or initiatives based on how they govern the operation of employees, especially in the private sector. The UAE government developed the initiative to ensure that the Emiratis get an opportunity to engage in meaningful work in the private sector. HR professionals should also understand the forced labor policy in the UAE, which condemns discrimination or forced labor on the basis of disability, nationality, social status, religion, sex, color, race, and gender. It also dictates that people’s professions should not hire children under the age of 15.

With the existence of Emiratization, people professionals operating in the UAE will identify the required ways of ensuring inclusivity and diversity at the workplace by including the Emiratis and equipping them with the necessary skills and talents to handle career-related challenges while supporting quality professional performance.

Cipd level 5 in Dubai, UAE

As people professionals in Saudi Arabia, Dubai, or any part of the UAE aspire to advance their HR career, CIPD level 5 is recommended, especially for those who completed CIPD level 3, the certificate level in people practice. The major topics addressed in CIPD level 5 are employee rewards, employment law and talent management, workforce planning, talent management, employee rewards for their performance, management of employee relations, professional behaviors, and promotion of evidence-based practice by the people professionals.

UAE has certain laws which govern the treatment of both local and foreign workers. The laws determine the employment or contract terms signed by an employee. With the new UAE Labor Law, there is no ‘unlimited’ type of contract. However, there are only fixed or limited-time contracts. Besides, the law also supports several types of work models for employees, including part-time and full-time, temporary, and flexible work models. It also safeguards the employees from potential physical violence, bullying, and harassment at work. Therefore, HR professionals, in response, should create policies that align with the requirements of the law.

Talent management is another important topic addressed under the CIPD level 5. Business organizations require talents to maintain a competitive workplace characterized by high employee performance and increased creativity and innovation. HR professionals should master the art of attracting top talents, retaining them, and giving them various compensations and benefits as a way to motivate them to remain within the organization. There are  various ways of obtaining talent, which include headhunting,

Generally, talent management supports the optimization of workforce planning, rewarding and managing employee performance, and locating and hiring the right people for the identified job positions.

Another important topic under CIPD level 5 in Saudi Arabia is leadership and management development. Successful companies thrive because of good or effective leadership and management. That is why having competent managers or leaders supports the attainment of organizational success. Even if a leader is recognized for top leadership skills and is highly influential, it is always necessary to upgrade the leadership and skills to thrive in the changing business environment. An organization can expose a leader to training to improve their character, communication, creativity, commitment, and also consistency in their leadership practices, which in turn results in strong leadership.

CIPD Level 7

The highest CIPD qualification for HR professionals is CIPD level 7, which is best for people professionals ready for strategic HR roles in organizations. Certain crucial HR roles can be perfectly completed by people with years of experience in people practice who must have proficient knowledge, especially in strategic planning and workforce management. The human resource profession has HR professionals occupying various positions, including the lower, mid, and top levels of leadership.

At the top level, HR experts assume strategic roles. In this case, they are concerned with various issues such as promoting people management in an international context, leadership and management development, resourcing and talent management, and diversity and inclusion. Globalization has resulted in a high need to embrace a culture of workplace diversity as people are migrating to the UAE, among other countries, in search of employment opportunities.

Business organizations have discovered the need to source talents across the globe based on how it supports improved organizational performance and a positive reputation for the organization. However, those business organizations that fail to hire foreign employees or treat foreign workers unfairly not only threaten their reputation but are also at risk of facing legal implications. Workplace discrimination is a common issue that faces some organizations in Saudi Arabia. However, people professionals should be conversant with the employment-related laws in UAE, which aim to promote the safety of the employees.

UAE recommends that HR professionals understand employee and employer rights and hence teach them their obligations and rights. There is great emphasis on understanding how best to handle employees from an international context, both legally and ethically, especially based on how the UAE is known for depending heavily on foreign labor.

The region requires respectful treatment of the employees. Therefore, whenever an HR manager demands some fees during recruitment from a potential candidate, it is condemned and against the labor rights of the UAE. Therefore, HR experts should also develop policies that align with such policies. Possible approaches include offering equal employment opportunities for foreign workers, promoting gender equality in the workplace, enforcing a wage protection system, and educating the workers on their labor rights to report any violation of the laws in case it happens.

With the various HR professionals who might be available, it is the core role of the top-level HR managers to outline the policies that will influence and govern the practices and decisions of the low—and mid-level HR professionals.

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