HR

Question three: What are the labor law requirements in Saudi Arabia regarding hiring of highly skilled expatriate technicians and managers?

The Ministry of Labor sets rules to regulate labor employment. Part 3 of the labor law is about employment of non-Saudis and it includes the following principles:
– Recruitment from abroad for the purpose of work may not be undertaken without the approval of the Ministry.
– A non- Saudi may not engage in or be allowed to engage in any work except after obtaining a work permit from the Ministry, according to the form prepared by it for this purpose. The conditions for granting the permit are as follows:
(1) The worker has lawfully entered the country and is authorized to work.
(2) He possesses the professional and academic qualifications which the country needs and which are not possessed by citizens or the available number of such citizens is insufficient to meet the needs, or that he belongs to the class of ordinary workers that the country needs.
(3) He has a contract with the employer and is under his responsibility.
– No permit or license required by any other agency for engaging in a work or a profession may substitute for the said work permit.
– Prior to renewing the work permit, it shall be ascertained that none of the Saudi applicants possesses the required qualifications and is willing to undertake the same work.
– The Minister shall issue a decision specifying the professions and jobs which are prohibited for non-Saudis.
– The work contract for non-Saudis shall be written and of a specified period. If the contract does not specify the duration, the duration of the work permit shall be deemed as the duration of the contract.
– An employer may not employ the worker in a profession other than the one specified in his work permit. Before following the legal procedures for changing the profession, a worker is prohibited to engage in a profession other than his.
– According to article 39 of the labor law:
(1) Unless he has followed the stipulated legal rules and procedures, an employer may not allow his worker to work for others, and a worker may not work for other employers. Similarly, an employer may not employ workers of other employers.
(2) An employer may not allow a worker to work for his own account and a worker may not work for his own account.
Article 40 of the labor law states that,
(1) An employer shall incur the fees pertaining to recruitment of non-Saudi workers, the fees of the residence permit (Iqama) and work permit together with their renewal and the fines resulting from their delay, as well as the fees pertaining to change of profession, exit and re-entry visas and return tickets to the worker’s home country at the end of the relation between the two parties.
(2) A worker shall incur the costs of returning to his home country if he is unfit for work or if he wishes to return to his home country without a legitimate reason.
(3) An employer shall bear the fees of transferring the services of a worker who wishes to transfer his service to him.
(4) An employer shall be responsible for the cost of preparing the body of a deceased worker and transporting it to the location where the contract was concluded, or where the worker was recruited unless the worker is interred in the Kingdom with the approval of his family. The employer shall be relieved if the General Organization for Social Insurance (GOSI) undertakes the same.
– Last but not least, the Regulations shall specify the conditions for recruitment from abroad, transfer of services and change of profession, and the controls and procedures thereof. (Ministry of Labor )

: HR
Order Description
The brief

You are asked to develop a HR strategy for an organization of your choice suggesting ways in which HR policies and practices might add value to the business. Your plan should include a discussion of the following:

Introduction (600 words). In this section you should provide background information for your chosen organisation and any challenges it is currently facing. Examples of areas you may wish to consider may include the history, location, size, ownership structure (public/private), sector, market share, number employed and skill requirements.

Main body (2,000 words). This should be formed of a detailed structured plan which should include an evaluation of the following areas

a) Recruitment and selection.
b) Training and development
c) Performance management and rewards.
The aim of in this section is to apply theory from this module to an organisation which you are familiar. It is expected that the plan will demonstrate clear internal alignment between practices and provide an indication of how diversity management initiatives can be integrated into them. You will be required to adequately justify your selected strategy and ensure that your proposals are academically underpinned. It is therefore expected that you should support your points with evidence and theoretical argument.

Conclusion (400 words). In this section you should summarise your key arguments and identify obstacles to implementation and indicate how these might be overcome

ALSO, PLEASE NOTE THE FOLLOWING:

Answers MUST take account of relevant theory and contemporary examples of best practice from the field of HRM.

Answers MUST take into account the cost implications and possible implementation problems of new policies that are recommended (for example, would it be cost effective to use assessment centers to select all staff?).

Answers MUST justify any suggested changes to existing HR practices