Mars Group Human Resource

05/11/2016

The Managing Leader vs the Coaching Leader!

What’s your managerial style: like Lord Ram or Lord Krishna?
Read on..*

In Hindu mythology there are two great epics. One is called Ramayan and other is called Mahabharata. The centre story of both these books is around victory of good on evil. In one story Lord Ram leads his army to defeat Ravana in his land,
While in the second Lord Krishna oversees Pandavas defeat Kauravas in the battle at Kurushektra.

In Ramayan, Lord Ram is the best yodhaa of his side.
He leads his army from the front. Strategizes & directs different people to do things which will meet the objectives. His people are happy to follow orders & want to get all the appreciation for being the best executors. Lord Ram set direction & also tells people what to do during difficult times.

Ultimately they won the war & the final outcome was achieved.

On the other hand Lord Krishna told Arjuna, I won’t fight the battle. I won’t pick up any weapon; I would only be there on ur chariot as a charioteer. And he did what he said. He never picked up the weapon & he never fought.

Still, Pandavas won the war & final outcome was achieved.

So, what was different? It was their managerial style & it was also the type of people who were being lead.
Lord Ram was leading an army of ‘MONKEYS’ who were not skilled fighters & they were looking for direction. While on other hand,

Lord Krishna was leading Arjuna who was one of the best archer of his time. While Lord Ram’s role was to show it & lead from the front,

Krishna played the role of a coach whose job was to remove cobwebs from his protégée’s mind. Krishna couldn't teach Arjuna archery but he could definitely help him see things from a very different perspective.

*Here are some of the basic differences in two styles:*
☄☄☄☄☄☄

*Lord Ram- A skilled warrior, lead monkeys, was emotional, gave precise roles & instructions, motivated the army to fight for his cause*

*Lord Krishna: works with best the professionals, provides strategic clarity, allows team members to take lead, fights for the cause of the team, did not depict his true emotions*

*Look at ur team/family & reflect what type of leader/parent u are, One who keeps answering/solving problems for people/kids Or Who asks relevant questions from their people/kids so that they can find their own solution.*

*Are u someone who tells/directs all the time Or*
*Someone who clarifies doubts & allows their people/kids to find their own ways.*

Are u someone who has monkeys in the team & the way u deal with it Or u have the brightest experts in their area getting stuck with issues?

*Younger generation doesn't want you to tell or show how things are done, they want to know the meaning of their task and how it makes a difference in this world.*

They are Arjuna’s who don’t necessarily seek more skill/knowledge but they need someone to clarify the cobwebs in their mind, if u still apply Lord Ram’s style on them, u are bound to fail as a manager.

On the other hand if there are people who aren't skilled enough but rely on ur expertise to sail u through Lord Ram’s style is appropriate.

Isn't it good for us to reflect & think what managerial style will bring the best result for u and ur team/family ?

Is it Lord Ram or Lord Krishna?

The Managing Leader vs the Coaching Leader!

04/11/2016

Indian Government support UAE workers

09/10/2016

What has changed in New UAE Labour Law 2016?

Most of the free zones follow UAE Labor Law; however they need not, as they are independent to follow their own rules and policies. In addition to the UAE Labour Law, the free zones may have their own rules which they may follow. You will have to visit their websites to find out more.

As an employee, UAE Labor Law will help you understand your rights, various procedures that you may need to follow and so on. As an employer or company, you must be aware of legalities involved in hiring and terminating employees. A careful reading of labor law will let you understand the various aspects that may affect your decisions. Companies do not know circumstances in which they can terminate an employee. Your HR team must be equipped well enough to gauge the UAE Labour Law which may save you from many difficulties.

With the new resolutions released by MOL, it has become more important for you to understand minute details and circumstances which may affect you.

Basically, the UAE Labour Law speaks about the following:
 Gratuity Calculation
 Limited Contracts
 Unlimited Contracts
 Rights of Employees
 Termination
 Labour Ban
 Overtime Calculation

The new UAE Labour Law that has come into effect changes 3 main aspects of the UAE Labour Law.
 Standard Offer Letters – Resolution 764
 Termination of Contract – Resolution 765
 Getting New Work Permit / Labour Ban – Resolution 766

07/04/2016

Residents will not be required to visit GDRFA offices to apply for visa other services

06/04/2016

MARS GROUP HR
RECRUITMENT IN CONTRACTING INDUSTRY

MARS Group is supporting employers with recruitment of candidates for contracting industry. Our team of experts are arranging high quality candidate for the required profile in the least possible time. Our databank of candidates is full of sincere and hardworking candidates who have proved themselves in many countries. The candidates possess decent experience and exposure and are aware of latest trend of Contracting Industry. Our services are safe, secure and confidential. We understand the requirements of candidates and employers alike and work towards satisfaction of both.

Categories MARS Group are recruiting

Foreman
Steel Fixer
Shuttering Carpenter
Mason (Block & Tile)
Electrician
Painter
Labour

19/03/2016

Mars Group is into Mars Astrology

Be a Friend with Mars Astro...

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17/03/2016

Percentage of firms planning job cuts in GCC revealed

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Dubai: A growing number of companies in the Gulf Cooperation Council (GCC) region are making some job cuts, employment market specialists have confirmed.

GulfTalent, in its latest report based on the feedback of 700 employers and 25,000 professionals in the region, revealed that Saudi Arabia tops the list in terms of the number of private sector firms planning to implement redundancies this year, at 14 per cent.

Second on the list is Oman, where 10 per cent of companies intend to trim their workfoce, followed by the UAE (9 per cent) and Qatar (8 per cent). GulfTalent could not find sufficient data for Kuwait and Bahrain.
“An increasing number of firms have been reducing headcount, particularly in [the] energy and construction [sectors],” the firm said in a statement sent to Gulf News.

There will also be a “marked slowdown” in recruitment activity. “Employers [are] much more cautious in adding to their payroll. Much of the recruitment activity is now focused on replacement hiring only,” said the report.
However, experts assured that the UAE remains one of the resilient economies in the region. In fact, nearly half (48 per cent) of residents in the UAE have a very positive outlook on the future of the country's economy, according to a separate survey by Bayt.com.

Besides, GCC states are expected to have stable currencies and register a positive economic growth in 2016, with governments using their reserves to maintain critical investments.

Certain sectors, including retail, have also experienced only “limited impact”, while other industries are still offering employment opportunities. The medical industry, in particular, is booming, with nearly seven in ten (68 per cent) companies in the healthcare business reporting an increase in their headcount during 2015.

Sectors affected
Michael Gilmore, managing partner for property and construction at Morgan McKinley in Dubai, said “hundreds” of payroll reductions were reported in the construction sector alone during the first three months of the year.

“It’s clear that there have been hundreds of job cuts in the first quarter of this year in the UAE across developers and consultancies in Abu Dhabi and Dubai,” Gilmore told Gulf News.

“We will continue to see job cuts across the construction industry with firms that lack a proven track record and quality in the region, while well-known firms will continue to win mega tenders and hire cautiously.”

Gilmore noted that within the construction industry, companies “have become increasingly cautious” in recruiting new talent. Some developers now also prefer to hire UAE nationals, further limiting the opportunities for expatriates.

“The price of hiring the wrong person has become more pronounced. Established developers are doing their utmost to retain top talent within their organisation, however, some developers are once again becoming more Emiratisation focused.”

“Contractors do not have the luxury of retaining top talent as their reliance is on developers and the interiors market has been affected entirely while they are the last phase of construction chain. The market is investing in commercial teams and sales teams rather than operations teams, which tells us there is very little delivery in the current market.”

Still positive
However, there are still employment opportunities and job postings have not posted significant declines. “There has been increased interest in [Ras Al Khaimah] with increased employment across construction and manufacturing. It’s not a complex market, projects are being constantly tendered for across the UAE and the established firms are suffering in these tenders and downsizing.”
Despite the “marked slowdown”, GulfTalent assured that the situation in the region remains “far more stable than in most other oil-dependent economies.”
Quoting the Economist Intelligence Unit, the report said that all GCC economies are forecast to achieve economic growth in 2016.

“This is in sharp contrast to Russia where the oil price collapse has already led to severe recession and a 50 per cent plunge in the value of the currency since 2014.”

Salaries across the region are still expected to rise, but at a slower pace, this year. Overall wages are forecast to increase by 5.2 per cent, down from 5.7 per cent in the previous year.

In Saudi Arabia, salaries could go up by 5.9 per cent, the highest in the region. UAE employees can expect pay adjustments of about 5.3 per cent, while Qatar workers will likely get 4.7 per cent increase. In Kuwait, Oman and Bahrain, salaries could rise by 4.6 per cent, 4.4 per cent and 3.7 per cent, respectively.
GulfTalent’s Employment and Salary Trends report is also based on 60 interviews with executives and human resources (HR) professionals between December 2015 and February 2016.

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Published: 08:55 March 16, 2016 (Gulf News)

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We Wish to introduce Mars to your esteemed organization & would like to be your Overseas Recruitment Partner

14/03/2016

Only 2 in 10 UAE workers are ‘engaged’ in their jobs
However, engagement levels in UAE are higher than global average

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Dubai: Conventional wisdom holds that when workers are engaged with their work, they exhibit passion and go the extra mile to be productive. An engaged employee is therefore an asset to any company, as they can ultimately drive up quality and profitability.

But do UAE employees really enjoy their work? If one research were to be believed, there aren’t that many who truly do.

Based on the data collected by Steelcase with global research firm Ipsos from 12,480 workers in 17 countries, only two in ten (20 per cent) workers in the UAE are engaged in their jobs. That’s fewer than the number of committed employees in India (29 per cent) and Mexico (22 per cent).

However, there aren’t many enthusiastic workers in other job markets either, with the average size of engaged workers worldwide representing only 13 per cent of the population.

But what really drives people to work harder and produce great results? Is it high salary or bonus? Is it constant fear of losing their jobs? Or is it great wokplace culture?

For Michelle, who has been working as a front-desk staff at a company in Dubai for more than five years now, it is the lack of career growth prospects that’s bringing her down.

“Honestly, I don’t feel engaged in my work anymore because every day feels like a routine and there is no challenge. I feel like I’m stagnant in my job,” she said. “There is no productivity to speak of. There’s no career growth.”

For Jenny Mangalo (name changed), who works for a legal firm, the sense of job security that she gets in her current role, coupled with the prospect that one day she will move on to a higher position, is keeping her upbeat.

“Being given the opportunity to work at an established organisation, with the right amount of pressure, and the many [lessons I encounter] on a daily basis provide much motivation for me to love my work,” she said.

Some HR specialists said there are many other contributing factors that make employees feel disconnected from their jobs. The state of their well-being and personal lives can have a strong impact as well.

"Modern life is taking its toll on employees and leaving them overwhelmed, stressed out, and depleted. That has a major impact on how engaged and productive people are both on and off the job," said Chris Boyce, CEO of Virgin Pulse, in a press statement.

However, according to Steelcase, the issue has something to do with the office environment. Employees become passionate about their jobs not just when they feel valued by the company, but also when they are happy with the “various aspects” of their workplace.

The company said things as basic as an office layout – or how desks and other office furniture are arranged - could greatly influence employee engagement levels.

Providing a great office environment is more than just about aesthetics, however, as they must help employees feel connected, in control, relaxed and focused.

“As we analysed [the data] it was interesting to us how consistently the most engaged workers were those who had more control over their work experience, including the ability to concentrate easily and work in teams without being interrupted,” said Christine Congdon, director of research communications at Steelcase.

“Workers who have the ability to choose where they wish to work in the office based on the task they have to do are much more engaged in the work they do.”

In order to increase employee engagement, therefore, companies should pay attention to individual workspaces and find out how these affect employees’ wellbeing and behavior.

Andy Morris, head of sales, Middle East, at Steelcase, said there is no one-size-fits-all approach, saying that one office layout, for example, may work for some employees but discourage the others.

“Offices of the future should be designed to support the physical, cognitive and emotional wellbeing of their employees, with technology serving as an enabler instead of a hinderer that chains people to their desks,” Morris told Gulf News.

“This might mean giving workers the opportunity to move and change posture throughout the day, the ability to choose where they want to work based on their need to focus or do creative work, either individually or in teams, or the chance to rejuvenate and build connections with people in a social setting. Based on our research, organizations that offer a broader range of spaces – for collaboration, socializing, focus, rejuvenation and privacy – tend to have more engaged employees.

“We believe that workplaces should be created as an ecosystem of places that support a palette of posture, presence and privacy, allowing people to have choice and control over their work environment – temperature, sight lines, light, noise levels.”

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Published: 07:54 March 14, 2016 (Gulf News)

10/03/2016

Salaries still expected to rise in some sectors in UAE

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During uncertainty, some professions are deemed valuable than others and are likely to get pay hikes
Published: 17:52 March 7, 2016 (Gulf News)

Dubai: Some doom and gloom. That’s what employment market analysts have warned about amid low oil prices and tight liquidity.

Recruitment specialist Morgan McKinley had earlier forecast that most people’s pay slips won’t show significant changes this year, as the outlook for 2016 is “highly uncertain”. However, a closer look at the company’s salary guide shows that there is still room for optimism on the compensation front.

Out of the 12 professional groups reviewed for the Morgan McKinley 2016 Salary Guide, at least six are predicted to see some financial boost.

Accounting and finance professionals, as well as those in the supply chain, manufacturing, sales and marketing, human resources and construction industries, can expect some wage adjustments in 2016 despite a slump in the economy.

Increments can range between 2 per cent and 6 per cent for most professionals, while those that are highly qualified and experienced can enjoy 15 per cent to 20 per cent increase in their income when they move jobs.

“We expect salaries to remain broadly flat. There are significant divergences around this forecast, however, with some sectors likely to perform better than others, leading to respective salary growth,” said Trefor Murphy, managing director at Morgan McKinley.

Pay adjustments, however, may not apply to all professionals in each sector, as companies are now more selective in granting financial rewards.

"As a result of weak global oil prices and struggles in large economies such as China, I think salaries increasing [by 2 to 6 per cent] across the UAE is a projection that some may see and others won't, based on the sector they are in," said Ebony Thomas, Morgan McKinley’s manager for manufacturing, supply chain, engineering and HR for Middle East and North Africa.

"Employers won't be able to give increments to everyone and I don't think it will be across the board. Conservative businesses may not seek to expand their manpower too much this year and rather focus on rewarding, training and developing the current team of employees they have and focus on strategies to get the most out of their current team," Thomas told Gulf News.

Nuno Gomes, Mercer's information solution leaders for the Middle East, said earlier that pay increases will more likely go to "high performers and holders of business critical positions."Not necessarily those in high-rank positions, but those who are vital to the business and bring value to the organisation."

Accounting and finance

According to Morgan McKinley's report, salaries of accounting and finance professionals will likely go up by 4 per cent on average, above the forecast regional average of no growth or negative salaries.

“Individuals who are already based in the UAE can expect their salaries to increase by at least 5 per cent to 6 per cent when they move jobs, however,” wrote Vilius Dobilaitis, consultant at Morgan McKinley.

He noted that there is still optimism in the industry today, as the UAE government “has been able to maintain the majority of its fiscal policies and the delivery of its large-scale projects.”

“Businesses are therefore broadly confident about the region’s growth prospects in the foreseeable future. This optimism is set to benefit accounting and finance professionals, as UAE employers seek to reorganise their finance teams and improve systems and processes – all in anticipation of future expansion.”

Construction

If you think engineers and other skilled professionals are no longer in demand because there are fewer buildings and other infrastructure being built, think again. Despite tight liquidity, “highly skilled” construction professionals, particularly those with experience in the Gulf Cooperation Council (GCC) region, are still highly sought after.

In fact, in 2015 alone, salaries of employees in this industry saw their take-home pay rise by 5 per cent to 10 per cent.

“[2016] is likely to be a tougher environment, however, we expect salaries to increase by 2 per cent to 5 per cent,” the report said. “Given market conditions, employers are likely to take a more considered approach to hiring in 2016, but talented construction professionals should still find good opportunities in the market.”

Human resources (HR)

HR professionals can also expect some positive news, with their salaries forecast to increase by approximately 2 per cent to 5 per cent in 2016.

Thomas said companies are now keen on investing in a strong HR team to ensure they’re able to “do more with less” during times of uncertainty.

“During this time it’s common for stakeholders to ask their HR department to do more with less when managing human capital. Many of our clients, both multinational and regional, are investing in building a robust and efficient HR team as they know hiring and retaining the best people in this function will help the sustainability of the business during difficult times,” Thomas told Gulf News.

“This is why I believe that HR talent is still highly sought after and professionals working in this function can still expect a salary increment of 2-5% this year not only as a retention strategy but to show how much they are valued by their organisation.”

Supply chain

Salaries of supply chain and procurement employees are forecast to rise by four per cent to 6 per cent. The report noted that there is now a growing trend for procurement professionals to invest in neuro-linguistic programming courses and other psychology-based qualifications. “This is because having an in-depth understanding of human nature and behavior is seen as highly beneficial when negotiating,” the report said.

Manufacturing

The implementation of value-added tax on most goods and services in the UAE is expected to discourage some expatriates from working in the country. As a result, companies will have to work on their talent retention strategies, which can include offering higher pay.

Given the scenario, salaries among engineering and manufacturing professionals are forecast to rise by 4 per cent to 6 per cent.

“This is because employers will be looking to retain talent amid rumours that tax is going to be introduced in the UAE. The introduction of taxation would probably result in an exodus of expatriate talent since most foreign nationals are predominantly attracted to the UAE for its tax-free living,” the report said.

Sales and marketing

Companies now more than ever need the expertise of sales and marketing professionals to boost their profits. Employees with the right qualifications and skills can therefore expect to see a 4 per cent to 6 per cent increase in their wages this year.

“Economic growth, inflation and fiercer competition for talent means that salaries for sales and marketing professionals are expected to increase,” said the report.

Overall, Morgan McKinley predicted salary growth to drop below current levels or to remain flat for the year ahead.

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08/03/2016

Expats found with TB upon visa renewal will not anymore be deported... They’ll be required to undergo treatment instead

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DUBAI: Foreign workers in the United Arab Emirates (UAE) found afflicted with tuberculosis upon renewing their visas will not anymore be deported and banned as has been the practice in the past, but instead be required to undergo supervised treatment until they have been cured of the disease.

This, following a recent issuance by H.H. Sheikh Mohammed bin Rashid Al Maktoum, Vice-President and Prime Minister of the UAE and Ruler of Dubai, of 2016 Cabinet Resolution No. 5, which amends several provisions of Cabinet Decree No. 7 of 2008 on the medical examination system for foreigners in the country.

As posted on the UAE Cabinet website, the amendments stipulate that expatriates found to be TB-positive will have to undergo treatment protocol and granted a one-year health fitness certificate in lieu of a visa subject to strict monitoring. Failure to comply with the treatment requirements would result to non-renewal of the visa, officials said.

“In the event of non-compliance of patient treatment under direct supervision or lack of commitment to three consecutive visits, (that) person will be considered unfit, (and) procedures taken to inform stakeholders and not renew that residency,” stated the online announcement.

Moreover, patients found with TB resistant to standard medication “will be subjected to treatment inside the country to be cured and then, if deemed fit, will have residency renewed,” it added.

The UAE government, in an apparent bid to protect its citizens and residents from tuberculosis caused by the influx of foreign workers, have been implementing strict measures which include the deportation of these workers found afflicted with TB or have TB scars.

Thus, newcomers found TB-positive during mandatory tests will still not be granted residence visa, the website stated.

According to data from the Department of Health Authority (DHA), 507 foreign workers were deported in 2014 due to pulmonary TB.

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08/03/2016

Expats found with TB upon visa renewal will not anymore be deported... They’ll be required to undergo treatment instead

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DUBAI: Foreign workers in the United Arab Emirates (UAE) found afflicted with tuberculosis upon renewing their visas will not anymore be deported and banned as has been the practice in the past, but instead be required to undergo supervised treatment until they have been cured of the disease.

This, following a recent issuance by H.H. Sheikh Mohammed bin Rashid Al Maktoum, Vice-President and Prime Minister of the UAE and Ruler of Dubai, of 2016 Cabinet Resolution No. 5, which amends several provisions of Cabinet Decree No. 7 of 2008 on the medical examination system for foreigners in the country.

As posted on the UAE Cabinet website, the amendments stipulate that expatriates found to be TB-positive will have to undergo treatment protocol and granted a one-year health fitness certificate in lieu of a visa subject to strict monitoring. Failure to comply with the treatment requirements would result to non-renewal of the visa, officials said.

“In the event of non-compliance of patient treatment under direct supervision or lack of commitment to three consecutive visits, (that) person will be considered unfit, (and) procedures taken to inform stakeholders and not renew that residency,” stated the online announcement.

Moreover, patients found with TB resistant to standard medication “will be subjected to treatment inside the country to be cured and then, if deemed fit, will have residency renewed,” it added.

The UAE government, in an apparent bid to protect its citizens and residents from tuberculosis caused by the influx of foreign workers, have been implementing strict measures which include the deportation of these workers found afflicted with TB or have TB scars.

Thus, newcomers found TB-positive during mandatory tests will still not be granted residence visa, the website stated.

According to data from the Department of Health Authority (DHA), 507 foreign workers were deported in 2014 due to pulmonary TB.

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28/02/2016

New UAE Labour Law in effect Jan 2016

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New labor law in UAE is aiming to regulate relations between employers and workers.

The UAE intends to enforce new labour laws at the start of 2016 to regulate the relationship between employers and workers to ensure both parties will have equal labour rights.

These three decrees are covering 'Standard Work Contracts', 'Termination of Limited Contract' and 'Unlimited Contract' and 'Granting of New Work Permits'. With these new laws in place, UAE’s labour market will improve and strengthen the principle that any individual’s employment in the UAE must be based on mutual agreement between the employee and the employer.

The new and more flexible rules about changing jobs will make the labour market more competitive and also have the very important benefit of making the UAE much more attractive to skilled global talent and thereby help the country improve the standards of it's workforce.

The first rule in the new law requires employers to issue a “clear and detailed” contract for the foreign employees who are brought from abroad. It should include all duties and rights for the two parties, job terms and other requirements in a language understood by the employee. This will ensure that there are no miscommunication between the parties when the employee arrives in the UAE.

The contract must be signed by the worker before it is submitted to the labour ministry for the issuance of a work permit, which must not be altered at any stage. The same measures apply to workers who reside in the UAE. In this case, the employer must also get the worker’s signature.The second clarifies that either a term-contract or an unlimited one can be ended by either the employee or employer at any stage.

The third decree makes it clear that an individual who has left a job has the legal assurance of being allowed to seek new employment, even if the employer is not happy about the employee ending the contract. In all contract termination cases, any party has the right to go to court to seek compensation and any other rights. This will help any employees who are not being paid their gratuity or final salary to receive their dues owed to them.

Under the new rule, the work contract is considered null if the employer is found to have violated the law including failure to pay the worker for two months.

These three decrees have the important effect of de-linking sponsorship from employment and stopping dishonest employers from exploiting their labour force. It is made clear that employment is based on voluntary engagement and either side has the right to opt out.

In explaining the rationale behind the decrees, any individual who enters the UAE for employment needs a job to stay in the country. The new rules make it clear that the individual also has the legal right to look for alternative employment should he or she wish to.

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