1. Acknowledgement
First of all, we would like to thank Allah Almighty the most merciful and the
most beneficial, for providing us the strength to fulfill this task which couldn’t be
possible without His blessings. Secondly, it’s a great honor and pleasure for us to pay our
sincere gratitude to our respected course facilitator Mr. Abdul Mujeeb for his untiring
support and help in this project. Finally, we would like to thank the HR manager of
Amana Buildings and all those individuals who directly or indirectly helped us to make
this project successful.
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2. Synopsis
In this report we shall be presenting the structure of the HR department of Amana
Contracting & Steels buildings and the HR functions that are followed by the company.
We would be mentioning the details as received and shared by Ms. Sana Brohi- HR
officer of Amana Pipelines, a sister concern of Amana buildings.
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3. Introduction ........................................................................................................................4
History ..............................................................................................................................4
Offices ..............................................................................................................................5
Company’s Vision ..............................................................................................................5
Company’s Mission............................................................................................................6
Company’s Values .............................................................................................................6
Organizational Hierarchy……………………………………………………………….9
HR Department and Functions ……………………………………………………….10
Recruitment and Selection……………………………………………………………..11
Performance Reviews………………...……………………………………………….. 14
Training and Development…………………………………………………………….15
Conclusion………………………………………………………………………………21
References
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4. Introduction
Amana Group is a leading group of companies with a long standing and established
reputation for servicing the industrial and commercial construction sectors across the
Middle East through the integrated operations of its subsidiary companies;
Amana Contracting and Steel Buildings
Amana Pipeline Construction
Amana Industries
The Amana companies have been providing solutions to these sectors in the region for
over 15 years. Today, the synergy provided within the Group allows the company to
service these important sectors in a seamless manner in more than one way. Amana’s
commitment to total client satisfaction begins with its vision of becoming the preeminent
leader of fast-track construction in the Gulf industrial and commercial markets, delivering
total solutions to its clients. The ability of the company to achieve its vision is dependent
on satisfying and retaining its clients who understand and value the element of time
saving.
History
Amana Company was founded in Abu Dhabi on September 12, 1993. It is the concept of
a regional design-build contractor with a decentralized model was conceived by the
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5. founder of Amana, Chebel Bsaibes. Amana is now the regional leader in the design-build
of industrial and commercial facilities, with over 1500 buildings constructed across the
region. Amana is covering the way in the region with the concept of design-build;
engineers at each project-site ensure the delivery of custom-designed, cost-effective
solutions to every client. This has in effect, translated into a distinct competitive
advantage over other contractors in the region.
OFFICES
Today, Amana has offices in eleven cities across seven countries. Each office is
independently run with capabilities to market, design, procure, and construct projects on
a full design-build basis. These offices are located in Abu Dhabi (United Arab Emirates),
Dubai (United Arab Emirates), Sharjah (United Arab Emirates), Doha (Qatar), Kuwait
City (Kuwait), Jeddah (Saudi Arabia), Khobar (Saudi Arabia), Riyadh (Saudi Arabia),
Sohar (Oman), Cairo (Egypt) and Colombo (Sri Lanka).
Groups Vision
To become the regional leader in designing, constructing and commissioning
commercial and industrial buildings in the Middle East, Africa and South East Asia.
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6. Groups Mission
To provide their clients with the highest service quality, on time and budget delivery.
They shall achieve this by creating a partnership between our employees, managers, and
shareholders focused on executing our projects on Time, under Budget, and within the
Quality requirements. Moreover, they’ll perform this in the most efficient and productive
manner such as to generate a reasonable return for our shareholders and ourselves.
Groups Values
Their values, basic and fundamental shall remain the guiding light in their dealings
internal and external. These will be the uncompromising foundations upon which they
build their mission.
Integrity
Reliability
Accountability.
The company’s growth and success can be characterized by:
Focusing on customer requirements and consistently beating expectations.
Attracting, developing and retaining the best talent available.
Empowering local management.
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7. The Company’s

Amana Contracting & Steel Buildings
Amana Contracting & Steel Buildings is a Special Grade general contractor
focused on the industrial and commercial construction markets across the Middle
East. The company has the in-house capabilities to develop a project from
conception through construction to completion having its expertise in the
following Domains;
-
Design Built Turnkey Solutions
-
Turnkey Construction
-
Structural Steel

(www.amanabuildings.com.)
Amana Pipeline Construction
Amana pipeline caters to the engineering, procurement, construction and
commissioning of the following industries;
-
Oil & Gas
-
District Cooling
-
Aviation
Amana Pipelines has its expertise in pipelines, fuel hydrants, district cooling, fuel
storage, hot tapping, thermal energy storage tanks and other related projects.
(www.amanapipelines.com)
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8. 
Amana Scratch
Amana Scratch is specialized in the design & build of interior space, offering
complete interior solutions customized to the individual needs of Clients. “From
Scratch to Finish” is a slogan truthful to the company’s integrated approach in
designing and executing interior space.
Their services include;
-
Designing & Planning
-
Turnkey Interior Fitout Works
-
Interior Project Management
(www.amanascrath.com )
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9. ORGANIZATIONAL HIERARCHY
Amana’s structure is followed all across the branches and is categorised in the following
departments;
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10. HR department structure and function
Following Designations/ Hierarchy exits within the company
Amana’s HR is categorized as Corporate HR & Business unit HR.
 HR Business unit has following sections;
Personnel
1.
Personnel & Admin Manager
2.
Personnel Officer
3.
Sr. Personnel Assistant
4.
Personnel Assistant
Administration
Admin section is also under HR which is responsible for the management facilities,
purchases of pantry items, stationery, office furniture, Water and electricity bills,
tenancy contract renewals etc. Moreover, it also maintains office supplies records,
office machines and office keys including inventory, assists in ticketing, hotel
reservations for guests, newly joined staff and interns, handles petty cash expenses
for HR & Admin Dept. Furthermore, it keeps an up-to-date record of office
furniture and equipments, maintain updated files of all company trade licenses,
rental agreements, and renewal of all Company legal registrations in a timely and
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11. efficient manner, verifies and prepares MPR’s for DEWA, SEWA, DU & Etisalat
bills and maintains an updated record of the same.
In Admin following positions are there;
1.
- Admin Officer
2.
- Sr. admin assistant
3.
- Admin Assistant
4.
- Office support staff; office drivers, receptionist, office boys
Recruitment & Selection;
Amana is an equal opportunity employer having a diversified work force. The company
focuses on getting the best talent from all over the world. The company has a very
extensive recruitment process. The recruitment procedure and policies are reviewed and
updated from time to time and are maintained by the corporate office shared further down
with the business unit HR personnel.
The process begins by;
-
Staff & Manpower budget planning; At the beginning of each fiscal year all the
business unit HR heads sit down with each and every department of their respective
branches and discuss on the staffing requirements for the year.
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12. -
Once the requirements are received, the business unit HRD then forwards these
requirements for the review of the MD/GM. Upon obtaining his consent and before
proceeding with meeting the staffing requirements the HR department ensures that
proper requisition forms are filled along with JD for each position is available. If not
then it is created in line with the specifications of the department and forwarded to
corporate HR to review and approve in line with the approved Amana standards.
-
The branches share the approved requirements with corporate HR
 Corporate HR is responsible for;
a.
Senior Level hiring; i.e. Hiring Departmental Directors or Business unit
GM’s. The hiring is usually done through consultants/recruitment agencies
where by a detailed psychometric testing and behavioral interview analysis is
conducted
b. Fresh Graduates; Hiring is conducted through an extensive program whereby
HR team visits top universities in the areas of operations of Amana
company’s. Fresh grads once selected are assigned to the respective Amana
branches whereby they are required to work under a mentor for a period of
1year, who not only guides them but is also responsible to report the progress
of the new grads to the corporate HR. Upon completion of the tenure of the
GDP program all fresh grads are required to take a technical exam (developed
by Amana) relevant to the area of their job. The purpose is to asses on the
success of on the job training provided.
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13. i.
Business unit HR’s can attend to their other requirements directly by;
Approaching all branches of Amana inquiring on availability of staff & manpower
that can be transferred or promoted from within
ii.
Internal Job postings; staff who are working for one department can apply for a
vacancy in the company subject to approval of the HOD.
iii.
Manpower supply agencies within and outside the region
iv.
Recruitment trips for bulk hiring of manpower
v.
Posting on Amana websites/external web portals/ linkedin
-
Profiles once received are reviewed by HR and forward to the concerned department
for their confirmation after which interviews are scheduled. For Mid-Senior level a
panel interview is organized
-
For junior level directly with the concerned supervisor
-
Once the employee accepts the offer and before the joining Business unit HR’s share
the pre-joining check list with the members which has a list of the documentation
required to be submitted
-
All employees are required to undergo an orientation/induction on the 1st day of
joining
-
Labors are inducted on HSE & Site directly by the site personnel
-
Staff members report to the Head office whereby they are given an induction on the
company as well as QHSE along with a handbook (attached as appendix)
-
The HR is responsible to ensure that all new joiners are assigned with a JD.
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14. Career Fairs & Internships
Amana participates in various career fairs that are organized in the region from time to
time.
The company has an extensive internship program whereby the interns are selected from
top universities and are invited during the summer break. Successful interns are also hired
after the completion of their graduation study under the Graduate Development Program.
Performance Reviews;
Performance management is an ever evolving system which is designed to cater the
specific needs of business. The Performance Agreement describe specific objectives set
and agreed upon between the employee and the Line Manager which are treated as a
dynamic management and personal development tool – relating them to the job,
reviewing them regularly and monitoring progress. The Supervisor and the employee
base their reviews periodically on the set objectives and accordingly suggest for
improvements and/or appreciation
Amana has a periodic review system for both staff and manpower which is conducted
twice in a year every June & December.
The corporate HR is responsible for the maintenance and updates of the evaluation
process and forms. The process is reviewed along with the business unit HR personnel
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15. from time to time. The forms are generated through Amana’s own ERP system and the
results are also logged in once received.
HRD in the business units are required to share the results with the corporate HR, who in
turns forwards the reviews to the HR director. Approvals for promotions & increments
are done by the CEO
Training & Development;
Amana believes that its success is dependent on the skills of its people and encourages its
employees to develop and maintain their technical & management skills upto date in line
with the business and the ever changing external environment.
The company has various in house and external training programs designed to meet the
business and job requirements. The training-need analysis is conducted during the time of
reviews and is shared with corporate HR, who is responsible to arrange for the training
requirements.
In house training provided by Amana is;
-
Athena; to facilitate soft skills & technical skills Amana has specially designed
various courses some of which are common to all and some are specific to the job
occupations. All employees have access to their individual courses whereby they
are required to attend an exam after compilation and are awarded a certification.
These courses are available on the Amana intranet SAWA
-
ACME (Amana Centre for Manpower Education)
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16. Amana has developed a program for its workers providing equal opportunities to
grow and enhance their skills. This is controlled and monitored by the corporate
HR. The program follows class room trainings and a practical exam there after
providing them certifications. All branches nominate their respective manpower
and forward the list to corporate HR to arrange for the sessions
-
Graduate Development program; A brief has been shared earlier under the
recruitment section.
-
Welder Qualification Program; Amana pipelines has its own specific mechanical
requirements whereby it has developed its own in house welder qualification
program controlled and monitored by Amana pipelines itself. An extensive
practical training is conducted and the final tests are conducted in the presence of
a certified 3rd party which issues the trade qualification
-
Periodic HSE trainings for site staff; A mandatory requirement providing Health,
environment & safety at site guidelines
External Trainings;
The company organizes trainings which are common to all business units. They also
encourage staff and manpower to go and attend the courses providing them assistance in
line with the set policies.
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17. Compensation & Benefits;
Amana aims to be an employer of choice within its industry. Keeping this objective in
view, it constantly strives to pay salaries and benefits to its employees (staff and workers)
that are competitive within its industry and are fair and equitable internally. Amana will
always respect local laws and customs and endorse best practices within the industry and
the locations where it operates.
The company participates in market surveys on periodic basis to ensure to be competitive
in all regions of operations. The salary packages and grading structures are reviewed and
controlled by the corporate HR
A brief of the benefits provided by the company are;
-
Annual leaves; in line with the local regulations of the region of operations
-
Sick leaves; in line with the local regulations of the region of operations
-
Maternity leaves; in line with the local regulations of the region of operations
-
Medical insurance; in line with the local regulations of the region of operations
-
Annual bonus
Employee Relations
I.
Staff Motivation;
Staff Awards
Amana recognizes and motivates the employees who have been with the company for
a long duration by organizing Seniority awards for staff & worker categories both.
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18. The awards are given on the completion of 5, 10, 15 years of service with the
company
Staff events;
One of Amana’s key to success has been its ability to attract, develop and retain the
best human talent available. Employees at Amana are more than just staff and
laborers; they come together to form the Amana Family. Examples of few events are;
-
Annual Family day
-
Staff Iftar Dinners with families
-
Workers Iftar dinners
-
Participation in Sports events within and outside Amana etc
ii. Communication
-
SAWA (means together)
It’s the company’s Intranet whereby all the company communications are done. All the
updated policies, forms and company’s internal information are available on. All
announcements of the company are done through it .Staff members are also encouraged
to give input by posting articles, poems etc.
-
Twitter
-
LinkedIn
-
Emails
-
Bulletin boards
-
Lync
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19. iii. Grievances
All employees are encouraged to bring into the attention to their immediate supervisors
of any problem that is work related as soon as possible. The same applies to the
supervisor.
If the informal attempts to resolve the matter are not satisfactory then the employee or
supervisor may approach the HR department who in turns attend to the matter in line with
the set guidelines and procedures
Corporate Social Responsibility
Amana organizes and volunteers for various charity events from time to time.
Amana has taken various initiatives for the Environment
Government Relations
GR section is responsible for all the following activities;
i.
Coordination and arrangement of visit/transit and or employment visas for AMANA
staff.
ii.
Carry out cancellation of work permit and residence visa of resigned/terminated staff
and operatives.
iii.
Interact with the local police and court authorities and report absconders.
iv.
Renewal of residence visa and work permits.
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20. v.
Respond to enquiries from the public and other organizations.
vi.
Obtain and liaise with the respective authorities for Company Trade License and
Chamber of Commerce certificate.
vii.
Visiting Dubai municipality, DEWA, Etisalat, RTA, Police, MOF Agriculture, MO
Civil Defence, Immigration departments as and when required.
viii.
Submitting various applications and documents in the ministry of labour such as;
work permits, employment visa applications, replacement of work permit and renewal
of approved work permit.
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21. CONCLUSION
Amana Buildings is one of the most leading companies today responsible for construction
services. The company is quite honest with its work and has succeeded in providing best
solutions for construction purposes to its customers. The company would for sure
maintain its position and fame in the long-run if it continues serving the way they are
serving right now. Moreover, the employees of the company are well-trained and
efficient in their way of achieving the company’s tasks.
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22. REFERENCES
www.amanabuildings.com
www.amanapipelines.com
Ms. Sana Brohi, HR Officer
M: +971 50 943 3074
E: sana.brohi@amanapipelines.com
Amana Pipeline Construction - Dubai Office
T: +971 4 8878971
+971 4 8878971 Extn: 454
F: +971 4 8878 947
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