DB 2,3,4 Your thoughts Al Assignment Example | Topics and Well Written Essays - 750 words

DB 2,3,4 Your thoughts Al - Assignment Example cticut, Hawaii, New Jersey and the District of Columbia are comparatively in a better position with a B+ grade, as they grant the facility of paid sick leaves, paid medical leaves for pregnancy and paid family leaves. According to Wilke (2014), although there are 181 countries providing maternity leaves and 81 nations providing paternity leaves, the US offers none of these leaves either to new mothers or new fathers. Additionally, none of the US national employment policies is identified to assure remunerated sick days, pregnancy accommodations and other supports to new parents. Nevertheless, the states are now taking steps to establish a parent-friendly workplace by implementing various laws, as per Wilke (2014). The various Acts, such as the â€Å"Family and Medical Insurance Leave (FAMILY) Act†, the â€Å"Healthy Families Act and the Pregnant Workers Fairness Act† are also on the lane to get implemented in the US (Wilke, 2014). Apparently, the inferences of the artic le reveal scenario major developmental need of parent-friendly workplace in the US, wherein, apart from the above-mentioned policies, authorities are suggested to bring more flexibility in organizational schedule and telecommunicating facilities. In this article Maurer (2014) intends to summarize the impacts of the new reporting system of Brazil, referred as eSocial. The new system takes account of centralizing and standardizing information on tax, social security, labor and company data into a distinct database and then supplying it to different governmental organizations. As per Maurer (2014), even though the date of implementation is yet not finalized, but it is sure to include all large and mid-income employees. Subsequently, reduction in insolvency, tax evasion and fraud along with development of the inspection of employment records are anticipated as the result of implementing the new reporting initiative. As per Maurer (2014), the process attached to the new system is simplified and can be

Talent Management In Abu Dhabi Aircraft Technologies Essay

Talent Management In Abu Dhabi Aircraft Technologies - Essay Example Clearly defining the extent of each employee’s role in various company activities is just one of the ways Talent Management helps to accomplish that objective. Surprisingly, organisations have only just begun to embrace models of Talent Management as a means to reaching goals and objectives. This proposal will explore the current model of Talent Management, exploring its advantages, processes, and objective. Since 1987, Gulf Aircraft Maintenance Company (GAMCO), renamed Abu Dhabi Aircraft Technologies (ADAT) in 2007, has through the investment of the Abu Dhabi government, become the largest provider of aircraft maintenance, repair and overhaul (MRO) in the Middle East. It serves not only the Gulf Region and other parts of Middle East but also attracts customers for Africa, North America and Asia. ADAT’s operation has garnered approval from many certificates on Authorities including local, European and American ones, provides the following services in-house and remotely on site: 1) Airframe Services; 2) Component Services; 3) Engine Services; 4) Technical Services; 5) Technical Training & 6) Material & Management Supply. In combination with major United Arab Emirates government defence contracts, its principle activities include the sale and support for missile defence, commercial jetliners, satellites, military aircraft, and human space flight to Etihad Airlines and various international carriers operating to and from more than 50 international airports worldwide. In this case study will analyse Talent Management in Abu Dhabi Aircraft Technologies (ADAT). 1.2 Problem Statement Due to the highly competitive nature of the aviation industry the need for Abu Dhabi Aircraft Technologies (ADAT) to employ a team that can expand its technical and management team is immense. The challenge; therefore, becomes can ADAT adopt effective strategies that will not only enable them to attract, but also maintain the right talent. As likely surmised, the right talen t is paramount to maintaining a competitive advantage in both new and existing markets. 1.3 Research Aim This study aims to  analyze the Talent Management process in Abu Dhabi Aircraft Technologies and to make recommendations for improvement. One of the largest--if not the largest--cost to a company generally involves compensation for its workforce. Proportionately, effective analysis of the process of recruiting and hiring employees will pay dividends in providing insight to areas of improvement. Studies have shown that a high standard of performance from employees positively correlates with a high performance from the company (Peter 2008). Unfortunately, only a handful of companies are able to achieve that goal (Peter 2008). Leading to the questions of how to handle that limited supply of talent, how to procure it, and how to maintain it. The company that figures this out first will ultimately become the leader in their respective field. Bent (2011) argues that available profess ionals within the aviation industry are declining substantially. This is due to procurement by other companies. From previous studies, a multitude of factors affect employee recruitment aside from financial compensation such as development and training, potential for advancement, work environment, relationship with co-workers and boss, recognition, and