Strategic Use of Talent Management in the Defense Industry: Implications to Achieve UAE Vision through Young Leaders
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This dissertation proposal explores the strategic use of talent management in the defense industry and its implications for achieving the UAE vision through young leaders. It discusses the research area, significance, aim and objectives, research questions, literature review, research design, ethical issues, and implications.
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DISSERTATION PROPOSAL2 Table of Contents Introduction................................................................................................................................2 Project title..............................................................................................................................2 Description overview of the research area.............................................................................2 Research significance.............................................................................................................2 Aim and Objectives................................................................................................................3 Research questions.................................................................................................................3 Literature review........................................................................................................................3 Research design..........................................................................................................................7 Ethical issues..............................................................................................................................9 Implication.................................................................................................................................9 Assumed outcome......................................................................................................................9 Expected timescale.....................................................................................................................9 References................................................................................................................................12
DISSERTATION PROPOSAL3 Introduction Project title The research title of this study is “Strategic use of talent management in the Defense industry: Implications to achieve UAE vision through young leaders”. Description Overview of the research area In the defense sector, it is mandatory for the top management to comprehend the importance of talent management and increase the possibilities of getting a higher outcome. Talent management could be determined as the commitment of the recruitment hire and develop the most skilled and superior workforces available in the market. It is an effective team if it identifies the commitment of the organization to hire, develop, and retain the workforces (Bryson, 2018).It comprises each step of the works, which are associated with retaining the superior workforce. Furthermore, talent management could be determined as a business strategy in which the organization makes hope to retain the top most talented and skilled employees in the working place. It will be effective to get higher competitive benefits (Masa'deh, Obeidat, & Tarhini, 2016).It will support to improve the performance of existing employees and gain their productivity. For the implication of talent management in the defense section, the organization of UAE made talent management strategies and complete the vision of organization by considering the young people of defense sector (Davenport & Harris, 2017). Research significance This study is significant for scholar and reader to gain their understanding of strategic use of talent management in the defense industry. It could also be effective for gaining understanding with respect to different strategies that are made by the government of UAE for implementing the talent management in the defense industry and meet the vision of UAE through young people. It will also be crucial for the reader to comprehend different research
DISSERTATION PROPOSAL4 strategies that will lead to obtaining the quality research outcome by collecting feasible information about the current concern. Aim and Objectives This study is emphasized on the evaluating thetalent management and the importance of strategies for Emiratisation of the defense through developing the young leaders to accomplish UAE vision in the defense sector of Abu Dhabi. The research will consider the following research objectives for conducting their study: Critically evaluates talent management and its importance Explore the factors affecting talent management in the defense sector Identify strategies for Emiratisation of the defense through developing the young leaders to accomplish UAE vision in the defense sector of Abu Dhabi Research questions The followingquestions will be accomplished to meet the aim of research: What is the meaning and concept of talent management and its importance Which factors affect talent management in the defense sector Which strategies are developed by the UAE government for their defense sector to accomplish UAE vision in the defense sector Abu Dhabi Literature review The literature review section is effective for collecting the theoretical data with respect to the research matter. It could be gathered by considering different sources that could be known as online and offline sources, books, journal articles, and magazines. This literature review is imperative for collecting information with respect to the benefits of talent management in the defense sector. It also supports to comprehend different initiatives of the governments of Abu Dhabi with respect to improving the talent of young leaders and ready to accomplish UAE vision in the defense sector Abu Dhabi.
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DISSERTATION PROPOSAL5 Critically evaluates talent management and its importance Mir & Pinnington (2014)stated that talent management is a factor that facilitates the organization to hire, select, and retain the employees in the working place. The talent management could also mandate to the top management for retaining their talented employees in the organization and increase the profitability of the form. It is a structure that is used for determining the vacant seats in the organization and hiring the appropriate individual, develop skills of individual and personal expertise to retain them for the long term in the working place. In opposition to this,Song Li & Zeng (2015)examined that talent management in the defense sector could lead the firm to improve the skills of employees towards the accomplishment of the organizational task. Moreover, if the defense sector wants to retain its talented employees in the long term then the organization could conduct some activities for retaining them in the organization. Activities could be beyond the expectation of employee as it will be imperative in getting a favorable result. In addition, it is evaluated that the organization could get higher competitive benefits. Talent management is an activity that could lead to getting a reliable outcome. Benefits of talent management Belias & Koustelios (2014)stated that the organization could get many benefits from the application of talent management in the working place. The organization could select the right persona at the right place to retain their position in the organization and get higher competitive benefits. The organization could make integrate and core aligns of the process for getting a reliable result. In addition, it is stated that systematic system could lead to the firm to comprehend business and supports to get a reliable outcome. It could also lead to making a
DISSERTATION PROPOSAL6 business decision in the least time and cost. It is stated that effective integrated TMS should offer an opportunity in the learning development. In support of this,Khilji Tarique & Schuler (2015)examined that employees would be capable to improve their skills and contribute their best in the organization due to the implementation of the talent management in the organization. TMS could facilitate an organization for comprehending different skills of employees that could be necessary for retaining the workforce and get higher competitive benefits. It is stated that employee turnover is a major issue in the current era, which will lead to obtaining higher competitive benefits. In the TMS, a defense sector considers different factors that could be effective in obtaining the positive outcome holiday requests, payslips, sick leave, and holiday request. Burke (2016)argued that the defense organization increases the engagement of employees for completing their allocated task with the help of a talent management system. It will be effective in the attainment of the organizational task and meet the research matter. It is stated that workforce profile could empower the workforces and executives to interact with their employees in the professional career. It is stated that the integrated TMS solution could encourage the employee in investing the company and align its daily activity with business goals. It could also be imperative in the attainment of the individual goals. Explore the factors affect talent management in the defense sector Ryan (2016)stated that the top management of the defense sector could face many challenges in implying talent management in the working place and get a reliable outcome. The human resources could mainly face the problem is hiring, training, and retaining the workforces in the working place, which will lead to getting a reliable outcome. It could be a key component in creating employees that align with the vision and mission of the business. It could also increase the possibility of getting a quality research outcome. There are certain factors that
DISSERTATION PROPOSAL7 might be considered in the organization like leadership development, technical talent, culture, and technical talent. In supportof this,Bhargavi & Yaseen (2016)illustrated that technical talent is another factor that might restraint to the organization to retain the employees. But at the same time, it is evaluated that if an employee has technical talent skills as it means they would be capable to deliver their task in the least time as compared to other employees. They will also be capable to sustain their position in the organization as well as motivate other employees. Identify strategies for Emiratisation of the defense through developing the young leaders to accomplish UAE vision in the defense sector Abu Dhabi Daud Rahim & Nasurdin (2014)recommended that the government of UAE made strategies for the defense sector, as it facilitates to improve the talent of young leaders and effective in getting a reliable outcome. For making the competitive knowledgeable economy, UAE has taken several initiatives for defence sector named National Innovation Strategy, U.A.E. Vision 2021, and Abu Dhabi Vision 2030. It is stated that the government of UAE has concentrated on theAbu Dhabi Vision 2030for importing the knowledge for strengthening the AMMROC (Advanced Military Maintenance, Repair, and Overhaul Center). Deresky (2017)suggested that the government has made Tawazun Economic Program, which is practised for improving the talent of defence sector and facilitates to the defence employee to being a successful leader. The aim of this programme is to develop many activities like building critical national defense areas and develop knowledgeable economy. It could also supports to expand the economy of UAE by creating industrial base of the country. Through this, government create business opportunities for UAE that influence the economic situation of the firm. Saberi Paris & Marochi (2018)recommended thatthe private sector could generate high tech fields in the defense and supports to reach a reliable conclusion. The foreign defense
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DISSERTATION PROPOSAL8 suppliers could create UAE with over $10 million of the contract value in the five years of the period and might participate in the culture. It is suggested that the UAE is the second largest customer as per the FMS culture. FMS culture is the largest programme at the global level. It is also found that the country has conducted many training programmes for the employees of defense and also offers many health-related policies to them to retain them in the organization and improve the economic condition of the country. Summary As per the above discussion, it can be concluded that talent management is an imperative element that facilitates an individual to contribute their best-specified organization. It can also be summarized that the government oftheUnited Arab Emirates make many policies of talent management to contribute their best in the defense sector and employ their citizens in a reliable manner. These policies are associated with safety and security, compensation, training and development, and talent management. It could lead to improve the skills of employees and reach the resalable conclusion. Research design The research methodology section leads to the researcher for selecting a suitable method with respect to the research matter. The research will use the inductive approach as compared to the deductive approach. The inductive approach will be effective in collecting the conceptual information in the context of the implication of talent management in the defense industry by young people. In this study, the mixed research design will be practiced, as it could be a combination of both qualitative and quantitative research design method (Saberi, Paris, & Marochi, 2018). The qualitative research method will be practiced to get theoretical collected information towards the implication of the talent management in the defense sector and reach at the reliable conclusion (Aljeeran, Isa, Adcock, & Hameed, 2016).Apart from this, it is evaluated
DISSERTATION PROPOSAL9 that the quantitative method is effective in obtaining conceptual data towards researcher. The qualitative data will be collected by literature review method while quantitative information will be obtained by considering the statistical tool and complete the research in a systematic way (Drew & Wallis, 2014). In this study, secondary data collection as well primary tools will be considered by research to meet their research aim and objectives. The primary data collection method will facilitate to get fresh information about research matter as it considers certain sources like survey through a questionnaire. This method will lead to getting reliable information about the research issue. The secondary data collection method facilitates to the researcher to get the data from available sources as it could be known as online and offline sources, academic sources, articles, and books, (Frynas & Mellahi, 2015).The data analysis tool is effective for evaluating the collected information and reaches at the reliable conclusion in the least time and cost. There are certain methods that considered in the data analysis like statistical data analysis method and qualitative data analysis method will lead to evaluate the data by considering the Ms-excel tool and content analysis method. The content analysis method facilitates to deeply evaluate the content and reach ta the reliable conclusion (Lasserre, 2017).Ms-excel software is effective in evaluating the data by considering graphs, charts, and table. It could be effective in getting reliable information about the research matter (Rasool, Arfeen, Mothi, & Aslam, 2015).For conducting this study, the researcher will select 50 employees of defense and collecting their opinion towards the research matter. Ethical issues In this study, the research will use ethical norms to eliminate the issue of ethics from the research and obtain a higher quality of research outcome. In addition, it is evaluated that there are certain components that might be considered by the researcher like university guidelines, references, and data manipulation. The ethical consideration norms will also facilitate to the
DISSERTATION PROPOSAL10 researcher for making secure the confidential information of the research matter. The researcher will also mandate to conduct appropriate behavior in the research. It could also lead to an individual for getting a reliable outcome (Thite, Budhwar, & Wilkinson, 2014). Implication This study only concentrates on the defense sector with a minimum sample size that could directly affect the overall outcome. For further research, the investigator will consider the public as well as private sector employees for conducting this research and get more relevant and reliable information. Assumed outcome This research will critically evaluate the talent management and the importance of strategies for Emiratisation of the defense through developing the young leaders to accomplish UAE vision in the defense sector Abu Dhabi. It will also lead to comprehend different research designs, research approaches, data collection, research methods, and data analysis methods. It will also be effective in getting reliable information in the context of talent management, which will be effective for meeting the aim of the research. Implication Expected timescale Research activitiesTime (in months) 1 - 4 5 - 9 10 - 14 15 - 19 20 - 25 26 - 31 32 - 36 Determination of the research activity Research for Literature Tutor meet to select research topic Formulation of study objectives
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DISSERTATION PROPOSAL11 Coursework Feedback about the assessment Literature Review Consent form Feedback Data Collection methods Data Analysis methods First submission of Draft Review of draft and edit Final Draft Submission of final report The time frame is effective to determine the time for accomplishing each research activity and supports to meet the research aim (Jabeen, Behery, & Abu Elanain, 2015).The following table demonstrates the period of the research accomplishment: With respect to the above table, it can be summarized that there are certain research activities that are considered in the research like the determination of the research activity,research for literature, Tutor meet to select research topic, Formulation of study objectives, coursework, and Feedback about the assessment. Other research activities are literature review, Consent form, feedback, data collection methods,data analysis methods, First submission of Draft, Review of draft and edit, final draft, and Submission of final report. In this, the data collection methods will take 5-25 weeks for the accomplishment of the organizational task.
DISSERTATION PROPOSAL12 References Aljeeran, C., Isa, K., Adcock, R., & Hameed, A. (2016, October). Application of system engineering by armored vehicles manufacturers in developing countries. In2016 IEEE International Symposium on Systems Engineering (ISSE)(pp. 1-10). IEEE. Belias, D., & Koustelios, A. (2014). Transformational leadership and job satisfaction in the banking sector: A review.International Review of Management and Marketing,4(3), 187-200. Bhargavi, S., & Yaseen, A. (2016). Leadership styles and organizational performance.Strat Manage Q,4(1), 87-117. Bryson, J. M. (2018).Strategic planning for public and nonprofit organizations: A guide to strengthening and sustaining organizational achievement. John Wiley & Sons. Burke, R. J. (2016). Corporate reputations: Development, maintenance, change and repair. InCorporate Reputation(pp. 19-59). Routledge. Daud, W. N. W., Rahim, M. A., & Nasurdin, A. M. (2014). Quality of Islamic leadership and organizational performance within the takaful industry in Malaysia: a conceptual study.Asian Social Science,10(21), 135. Davenport, T., & Harris, J. (2017).Competing on Analytics: Updated, with a New Introduction: The New Science of Winning. Harvard Business Press. Deresky, H. (2017).International management: Managing across borders and cultures. Pearson Education India. Drew, S. A., & Wallis, J. L. (2014). The use of Appreciative Inquiry in the Practices of Large-Scale Organisational Change a Review and Critique: A review and critique.Journal of General Management,39(4), 3-26. Frynas, J. G., & Mellahi, K. (2015).Global strategic management. Oxford University Press, USA.
DISSERTATION PROPOSAL13 Jabeen, F., Behery, M., & Abu Elanain, H. (2015). Examining the relationship between the psychological contract and organizational commitment: The mediating effect of transactional leadership in the UAE context.International Journal of Organizational Analysis,23(1), 102-122. Khilji, S. E., Tarique, I., & Schuler, R. S. (2015). Incorporating the macro view in global talent management.Human Resource Management Review,25(3), 236-248. Lasserre, P. (2017).Global strategic management. Macmillan International Higher Education. Masa'deh, R. E., Obeidat, B. Y., & Tarhini, A. (2016). A Jordanian empirical study of the associations among transformational leadership, transactional leadership, knowledge sharing, job performance, and firm performance: A structural equation modeling approach.Journal of Management Development,35(5), 681-705. Mir, F. A., & Pinnington, A. H. (2014). Exploring the value of project management: linking project management performance and project success.International journal of project management,32(2), 202-217. Rasool, H. F., Arfeen, I. U., Mothi, W., & Aslam, U. (2015). Leadership styles and their impact on employee's performance in the health sector of Pakistan.City University Research Journal,5(1), 97-109. Ryan, J. C. (2016). Old knowledge for new impacts: Equity theory and workforce nationalization.Journal of Business Research,69(5), 1587-1592. Saberi, D., Paris, C. M., & Marochi, B. (2018). Soft power and place branding in the United Arab Emirates: examples of the tourism and film industries.International Journal of Diplomacy and Economy,4(1), 44-58. Song, Q., Li, J., & Zeng, X. (2015). Minimizing the increasing solid waste through a zero waste strategy.Journal of Cleaner Production,104, 199-210.
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DISSERTATION PROPOSAL14 Thite, M., Budhwar, P., & Wilkinson, A. (2014). Global HR roles and factors influencing their development: Evidence from emerging Indian IT services multinationals.Human Resource Management,53(6), 921-946.