The Proposal
This proposal has been formulated with the forethought of making the kingdom great through the proper utilization of the country’s human resource. This new ministry will have the duty of making sure the rate of unemployment has reduced. The ministry will also have the responsibility of making sure employees in all the registered companies with the new ministry are fairly treated and given all the respect they are due. The ministry will also work closely with other ministries in order to provide new employees in the job market with the impeccable customer service and information.
The proposal
Due to the countries excellent education system a large number of the students graduate from the 22 universities within the country with various skills and qualification with the hopes of quickly finding employment and a source of livelihood. The total population of males university students full- and part time in private and public institutions from short-cycle higher education to doctoral or equivalent is 15,285 while the total population of female university students full- and part time in private and public universities from the short-cycle higher education, bachelor’s, master’s and doctoral is 22,828. In universities with both genders the total population is 38,113. The main problem that this ministry hopes to eradicate is unemployment as well as centralize the entire human resource management. These two problems have been brought about by the uncontrolled and unregulated employment market. Institutions of higher learning producing a large number of students that aren’t properly equipped to find work in the job market either as a result of unmatched skills or an influx of many students to an industry that is already saturated. A decentralized human resource system that is currently in play were each company has its own human resource department is proving inefficient evident by the large number employed individuals being Non-Bahrainis. Of a total employee population of 763,112 the number of Bahrainis employed is 158,415 while the number of Non-Bahrainis employed is 604,697. This clearly shows that majority of the employees are not citizens of the country hence most of the revenue is taken outside the country. This ultimately means that graduates form local universities aren’t getting enough opportunities in the job market.
The ministry of human resource will be working closely with some of the most well established institutions within the country, employees, companies and trade unions. This new ministry will have to work closely with companies since they employ a majority of the graduates from the local universities and other institutions of higher learning. Companies and any new job opening will be required to be register with the new ministry of human resource, this new ministry will also work closely with all company employees hearing to their complains and to see if there are any penalties in any environment. This ministry will also affect the ministry of education since it is responsible for the development and training of the labor force, they will be required to send a report to the new ministry of human resource with sufficient and detailed information in regards to the number of graduates from the local universities so that they can be properly placed in a field that they will be most productive in. the ministry will also help educate university student in career awareness so that they can enter into the job market armed with the correct information. The human resource ministry will also work with the ministry of works which is responsible of the development of the country. They are the construction arm of the government. It will be job of this ministry to provide the new ministry of human resource with all the relevant information pertaining to any new project or undergoing project in regards to the number of job vacancies available and the requirement needed so the an individual can efficiently fill the vacancy. The ministry of human resource will work on auditing all companies yearly to insure that all employees are satisfied in the company and no injustice in the company by auditing the employees’ salaries, educations and positions and whether they are suited or not.
Ministry of Human Resource
If this current situation is allowed to exist, a time will surely come when most of the citizens of Bahrain will not occupy any position of power of authority within any major company in operation within the country. The lack of a human resource ministry means there are no national standards that are meant to equalize the job market. This will lead to unfair conditions that may be developed by individual organization’s human resource department as a result some employees in certain sectors; example the private sector may be more successful and happy in comparison to their counterparts in the public sector whose human resource policies and procedures are oppressing them.
After the development of the ministry of human resource, all the information pertaining to individuals of the right age and specialization will be compiled and recorded by this ministry. Information from companies both public and private registered with this ministry concerning their employment situations. Information from institution of higher learning containing the number of students who have graduated. This collection of information has the purpose of reducing information by keeping a close eye on the situation of the human resource. The ministry will be able to link students and other qualified personnel with their most optimum field of success. Centralization of human resource will mean all employees throughout the entire economy will be subject to standardized rules, policies and procedures. This make sure that the working environment has been made fair by providing a framework that governs how human resource activities should be conducted. The proposal will provide an education avenue that sufficiently equips students with the appropriate information concerning career selection and the intricate nature of the same. The ministry will also serve the function of protecting the rights of employees as well as make sure the general operation environment is conducive for the employees.
Key performance indicators
Some of the key performance indicators will be; employee turnover rate, employee satisfaction this can be explained that happy employees are going to work considerably harder that unhappy employees, percentage of open position response, salary competitiveness, knowledge acquired with training, internal promotions in comparison to eternal hiring and finally retirement rate. These factors will be the mirror that reflects the performance of the proposal.
The main advantage of implementing this proposal is the prospect of significantly reducing the rate of unemployment as well as creating a centralized human resource system. Clearly the country has no such ministry in existence, the current employment rate will be increased by far more than just 0.8% for the Bahraini people which is about 158,415 and more than just 4.0% for Non-Bahraini which is about 604,697. A country needs to grow and the only way it can do this and achieve its set visions of the future is by making sure a majority of the indigenous or local population is employed since they will use most of that income within the country hence increased economic growth and improved living standards of the citizens. It is therefore evident that the creation of this ministry will be a very big milestone is the efficient management of a country’s most important resource which is its human resource.
Some of the challenges that may be experienced during the development of this new ministry include; the turning over of information from the decentralized system of human resource management to a more centralized system may be hampered due to some parties not being on board with the replacement of the old system. It will be expensive to set up a new ministry since it will require very heavy funding to start since the purchasing of the necessary equipment and office space is high, the process of developing and implementing the new national human resource policies and procedures can be very cumbersome in terms of time and manpower that is vital in the formulation of this guidelines. It might be difficult to reconcile the various human resource policies in different sectors under one single body of authority that will be responsible for formulating the rules.
Implementation Entities
Some of the entities involved in the implementation of the proposal include the labor market regulatory authority, they are responsible for keeping track of the employment distribution and rate. The ministry of foreign affairs is another entity whose opinion will have to be sort out since the ministry is responsible for keeping relations between the country and the international community favorable for the country. Considering majority of the current employed population are non-Bahrainis it is vital that this foreign voice be heard considering it constitutes such a large position of the working population. The ministry of works and ministry of education are entities that will be working very closely with the new ministry of human resources since both of them are intricate in their association with human resource. The implementation steps consists of coming up with the mission, vision and strategies.
Mission
The ministry of human resource provides employment opportunities, career advancement and ideal working conditions to all qualified individual by placing them in fields that are complementary to their skills through the development of close working relationship with other ministries to produce employees that are highly qualified and specialized to deliver the best service and make sure the employees are treated with respect and dignity in accordance with the new labor law No. 36 of 2012.
Vision
The ministry of human resource seeks to make sure that rate of unemployment has been reduced by centralizing human resources and working closely with other government agencies to make sure majority of the employable population is put to good use to develop themselves and the economy.
The ministry needs strategies that will give the ministry direction that will guide it towards the achievement of its long and short term goals. The organization aims at improving living condition of employees by negotiating the best monetary compensation rates, the ministry is working towards increasing employment by working closely with all parties involved in the employment of personnel. The ministry is targeting a job market with a 100% job satisfaction by efficiently and effectively placing employees in fields where they have they will be most productive, the final strategy of the ministry is to deliver the best customer service through the immediate taking of necessary action in regards to any issue brought forth by either the employees of the employer.
Below is a SWOT analysis of the proposal in order to determine its validity
The economy of the country is a strong one ever growing meaning more companies will want to set up a base of operation within the country. This mean that ministry will have a new market in which its citizens can go and work in. The ministry will have sufficient funding from the government in the implantation of some of its newly formulated procedures and policies.
Weakness
The fact that this ministry is new means that some of the problems associated with a new government body are there since they have not been encountered and dealt with. Coordination other sectors to effectively supply their data and analysis may be difficult especially when it comes to making sure the information is completely correct and unbiased.
Opportunities
The highly developed communication and transportation infrastructure will facilitate efficient management by the ministry since communication between various parties handling human resource will be easy and fast. The ministry will be the central controller of everything related to human resource hence complete autonomy to regulate other bodies, parties, agencies and companies as the ministry sees fit.
Threats.
The work involved in making the transition from the current situation to a more centralized human resource system will be cumbersome and may delay the change in the systems. Some of the newly developed policies and procedure may not suite all sectors to their satisfaction hence some resistance may be felt from the aggrieved sectors.
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