HUMAN RESOURSE MANAGEMENT

PROJECT
ON
DUBAI TAXI CORPORATION

IN PARTIAL FULFILMENT
OF THE
COURSE STUDY
OF HUMAN RESOURCRE MANAGEMENT
SKYLINE UNIVERSITY COLLEGE

SUBMITTED BY:
Vanessa D’silva
Mai Dwikat
THE DUBAI TAXI CORPORATION
A SUBSIDARY OF THE RTA
 Human Resource Management
Project
Group project honesty declaration
We confirm that:

1) We are the original authors of the research work.

2) This research paper doesn’t contain any material taken from
unacknowledged resources and all the material is being adequately
referenced

Group members

1 Mai Dwikat: ID 201024R7542

)
2 Vanessa Dsilva :ID 201024R7312
)

Plagiarism statement:

“We the undersigned student confirm that the work submitted here is entirely
our own work and that any work of other is properly referenced and
acknowledged according to normal academic guidelines”

Name: Vanessa Dsilva: 201024R7312

Mai Dwikat : 201024R7542

Table of contents :

1) Executive summary
2) introduction
3) Organizational structure of the company
4) Analysis of human recourses department on various jobs
5) Human recourse and general activities
6) Strategic role of HRM
7) Market share and competitors
8) Conclusion and critic
9) Bibliography
EXECUTIVE SUMMARY
The following research work is a complete study on the human recourses
management at the Dubai Taxi Corporation. We have tried are best to gain
maximum information regarding our project requirements.

Firstly the research will analyze the various functions of human resource dept
of Dubai TAXI Corporation. Having an insight of the functions in each
specific department of the company followed with embedded explanation with
respect to the questioner. Secondly we have given a study critic summary on
the functions of the company. Lastly the human resource strategy of the
company that was studied by us.

2)Introduction :
 Dubai Taxi Corporation
Our Vision

“Safe and smooth transport for all ”

Our Values
In our journey towards our strategic vision and through seeking to achieve our
highest mission, we the foundation of Dubai Taxi Corporation will refer to the
following values system as the first cardinal values, the source of our inspiration
and the solid base around which we build on our plans and policies constantly:

 Customer Services: Volume and profits we achieved is a real proof

(expression) of the service level and satisfaction we provide our clients
(customers).
 Ethics and Treatment: Our institutional reputation is an attractive image
and strong proof of the sophisticated morals and high ethics of all our staff.
 Technology and Effectiveness: The effectiveness of our performance is a
direct translation (indication) of our leaders and specialists’ knowledge and
the extent of our reliance on technology and results.
 Satisfaction and Loyalty of employees: The Satisfaction and loyalty of our
staff is a direct reflection of respect, empowerment and the ability to make
decisions.
 Quality and Excellence: Our accuracy and efficiency of our operations
ensure the safety of our workforce and dealers that allow us to achieve great
results.

Functions and Responsibilities:

In order to achieve our goals, the corporation may carry out the following but not
limited:

 Own and lease vehicles, movables & properties and own lease and supply
necessary workshops for maintenance and repair of mean; purchase
Equipment, machinery & tools.
 Build the necessary petrol stations to supply vehicles with fuel and invest
excess fund within light transport matches its aims and goals.

 
3) Organizational structure of the company
 4. Analysis of the company human resource department
4.1 Recruitment of the employees

The human recourses department decides on the recruiting of the emp0loyees

of the company involving on the major intake of taxi drivers, this decisions
are taken after the decision is passed by the higher authority of the company.
HR managers prepare a job description for every post vacancy followed by
recruiting procedures.

The labor demand:

Determination of drivers to be recruited is done annually, by fleet operations

dept, who would forecast based on historical data number of new drivers to be
recruited and send it to drivers’ affairs dept, who would make their plan for
recruiting the required number of drivers on the time required

The labor supply:

Drivers supply is done through recruitment agencies, who would interview

and select drivers based on Criteria, and supply them to DTC.

There is both internal as well as external recruiting. The company follows a

strategic plan. Downsizing or strategy as such sort hasn’t been undertaken so far.

Selection of employees:

A) Type of selection method;

1) Biological data

2) Application banks

B) Physical ability tests:

Every employee has to undergo a medical test specified by the company prior to
joining the job.

Cognitive ability is done only for senior managers whereas; personality

inventories and work samples tests are not implemented.
 Rewards and recognition for the employees:

1) Cash prizes are offered to the employees for best performing drivers
in all aspects(merits and demerit credits are provided)
2) Cash prize for the best safe driver
3) Cash prize for honest employee / driver

eg: if a taxi driver returns the lost items found in taxi back to the
company .

Placing of honest drivers on Honor Driver Board etc.

4.2 Legal formalities to be covered

The DTC stresses on matters such as legal formalities of the employee during the
process of recruitment since it believes in long term strategic plans. Any
inaccuracy found in the legality of the employee is taken acutely, solutions are
found to the problem. The company tries its best to solve the problem if the
employee is of good credit or else debarred.

Every employee has to pass security check by the police and get the official
documents before joining DTC.

4.3 Training

One of the major difficulties faced by the DTC is that the employees are from
various nationalities hence its training programs have to be flexible. There are
around 7600 taxi drivers all around Dubai both men and women working around
the clock in shift timings. Various nationalities include Arab, Egyptian , Syrian ,
Indian , Pakistanis etc.

They are given basic linguistic training for various languages to serve the
diversified nationality customers of the city.

Various aspects of training

4) Design of the process

Training plan is done annually based on appraisal results,
questionnaires to managers, job descriptions, and other requirement by
strategic plan.

5) Assessment
After each training, the training is evaluated by employees who attended

3) Transfer of training
Is not undertaken on major basis

4) Cross culture training

 Yes, cross culture training is provided to the employees.

6) Managing the workforce diversity

To manage the work force diversity there are standard operating
procedures that are easy and shall be followed by all the employees
equally. Training programs are provided for the needful.
Courses available for the taxi drivers

 New Driver Training is 21 days.

 Existing Driver Re training
 Accident Prevention Training
 Awareness Program
 Refresher Training, covering topics such as Customer Service, Locations,
Safety Driving, Road Traffic System and many more.
 Practical Driver Training
 Simulated Drives
 Location Trips

 Course outline for Dubai taxi drivers

Program has been designed to cover a wide range of training criteria in Dubai Taxi
service and operations, these include safe driving, Customer Service, quality
control, quality assurance, meter function and more which enables the drivers at
the end of the course to achieve the standard required to offer the service, which is
matched to international standards of quality. 

Following is the hierarchy of the work force:

a) Customer service center

1) Customer service station
2) Passengers with special needs eg handicapped, young children etc

b) Navigation
These include the taxi drivers ,preparation of dubai taxi knowledge test ,
understanding of various routes in n out of Dubai.
c) Taxi driving management
1) Taxi Driving – Practical Driver Training Section
 2) Taxi Business Management Section
3) Occupational Health & Safety Section

4.4) Performance management

A) Organizational approach to performance mgmt

Performance management is done through cascading down strategic plan to

individual performance plan, where each and every employee has to have one, on
which appraisal is conducted based on it.

4.5) Employee development

DTC pays concern toward deserving employees an undertakes the following

plans in its concern

A)Education schemes:

DTC rewards employees who achieve any upgrade in their academic records, like
Masters or PHD

B) Job rotation:

Takes place in some categories of positions, like staff on drivers’ services counter

C) Mentoring or coaching:

(For job is not done formally)

D) Succession planning:

A new program is introduced but usually not officially declared.

5)Human recourses general activities
5.1 Planning of the compensation:

A simplified HR policy is used to determine how compensation is done for each

grade. The have a policy to determine how much to pay for each grade, and
manpower budgeting is done through them on annual basis.

*grading decision and compensation or salaries are subjected to company’s privacy

*

5.2 deciding the ratio of men to women in the company

Most of the drivers are men hence the ratio to men to women in the very low yet
the women driver enjoy the privileges equally as their male counterpart.

3.3 Glass ceiling

DTC has policies which engage equal opportunities for both men and women.
Major positions in the company are occupied by women.
6) Strategic Role of HRM at DTC

 The human recourses depart has to compel with a very complex

yet systematic procedure at the DTC . Major of the decisions
with regard to costs and profits with relation to the human
recourses fall at the end of the HR department of the company.

 HRM information systems are used for various purposes to

enhance n simplify the work of the HR dept.

7) Market share /competitors

There are no competitors in the market.RTA being the sole govt body
for the transport.

8) Conclusion /critic by study

The DTC the very sole of RTA is one of the best organizations around
the globe know for the organized system.
BIBLOGRAPHY:

DUBAI TAXI official web site

Dubai taxi employee (name with held)

Google images
Executive summary:

Dubai Taxi Corporation

H.H Sheikh Hamdan Bin Mohammed bin Rashid Al Maktoum, Chairman of the
Executive Council; having reviewed Law No.(17) of 2005 to establish Roads
& Transport Authority (RTA);Executive Council Resolution No.(8) of 2006 to
establish the bodies subsidiary to RTA and approve its organizational chart;
resolved to be established by virtue of this resolution and Corporation to be
called Dubai Taxi Corporation, which shall enjoy legal personality and be
financially and administratively independent. Dubai Taxi Corporation shall
exercise its activities on commercial bases and may contract with third parties and
in this capacity may litigate as plaintiff or defendant. The Corporation so
established shall be subsidiary to RTA.

Vision :

“Safe and smooth transport for all”

Mission:

We manage a modern fleet of taxis in accordance with the highest international

standards, and we provide a variety of distinguished services that meet all
community needs and Expectations.

Values
In our journey towards our strategic vision and through seeking to achieve our
highest mission, we the foundation of Dubai Taxi Corporation will refer to the
following values system as the first cardinal values, the source of our inspiration
and the solid base around which we build on our plans and policies constantly:

 Customer Services: Volume and profits we achieved is a real proof

(expression) of the service level and satisfaction we provide our clients
(customers).
 Ethics and Treatment: Our institutional reputation is an attractive image
and strong proof of the sophisticated morals and high ethics of all our staff.
  Technology and Effectiveness: The effectiveness of our performance is a
direct translation (indication) of our leaders and specialists’ knowledge and
the extent of our reliance on technology and results.
 Satisfaction and Loyalty of employees: The Satisfaction and loyalty of our
staff is a direct reflection of respect, empowerment and the ability to make
decisions.
 Quality and Excellence: Our accuracy and efficiency of our operations
ensure the safety of our workforce and dealers that allow us to achieve great
results.