Analytical Review of the Effect of Human Capital Management on Strategic Workforce Planning and Employee Performance in the Gov. Organization in Abu Dhabi, UAE

This research proposal aims to analyze the effect of human capital management on strategic workforce planning and employee performance in the Gov. Organization in Abu Dhabi, UAE. It also evaluates the role of human resources management in developing good governance in the UAE public organization.

Running head: Doctorate research proposal
“Analytical review of the Effect of Human capital management on strategic workforce
planning and employee performance in the Gov. Organization in Abu Dhabi, UAE”

DOCTORATE RESEARCH PROPOSAL 2
Table of Contents
Introduction......................................................................................................................................3
Project Title..................................................................................................................................3
Overview and significance of the proposed study.......................................................................3
Aim and Objectives......................................................................................................................3
Relevant literature............................................................................................................................4
Research methodology.....................................................................................................................6
Research Philosophy....................................................................................................................6
Methodological approach.............................................................................................................6
Research design............................................................................................................................7
Research methods........................................................................................................................7
Samples........................................................................................................................................8
Data collection methods...............................................................................................................8
Anticipated limitations or issues..................................................................................................9
Ethical considerations..................................................................................................................9
Risk considerations....................................................................................................................10
Data analysis method.................................................................................................................10
Assumed outcomes and implication of the study.......................................................................10
Timeline.........................................................................................................................................11
References......................................................................................................................................13
Appendix........................................................................................................................................15
Exhibit 1: Timeline....................................................................................................................15

DOCTORATE RESEARCH PROPOSAL 3
Introduction
Project Title
The project title is “Analytical review of the Effect of Human capital management on strategic
workforce planning and employee performance in the Gov. Organization in Abu Dhabi, UAE”.
Overview and significance of the proposed study
There are so many risks that are facing by a number of organizations in which the human capital
risks are positioned among the upper level of threats to a number of organization’s global
operations. A continuous changing workforce environment has confronted organizational leaders
to reorganize their looms to human capital management for the purpose of achieving the
sustained high accountability and performance. In the context of UAE public service, it has been
found that the government organizations have attained an impressive progress in developing the
foundation for firm HRM governance and techniques (Armstrong, and Taylor, 2014). The effect
of human capital is huge in every kind of organization whether it is government or private sector.
To accomplish an entire goal of developing the organizational performance, many aspects are
required such as effective leadership, strategic plan, a sound organizational infrastructure and
effective strategic workforce plan by which to attain or retain the competent workforce. For the
purpose of attaining the competitive advantages, the role of the local and global markets is
massive (Bratton, and Gold, 2017). It is necessary for the leaders of the public sector to
recognize the necessary resources and plan accordingly.
Aim and Objectives
The aim of this research is to an Analytical review of the Effect of Human capital management
on strategic workforce planning and employee performance In the Gov. organization in Abu
Dhabi, UAE.

DOCTORATE RESEARCH PROPOSAL 4
The research questions of this research proposal are defined below:
 To analyze the effect of human capital management on the strategic workforce planning
and employee performance.
 To evaluate the role of the human resources management in developing good governance
in the UAE public organization.
 To focus on the organizational need to give specific competencies by considering three
categories of workforce acquisition, workforce management, and workforce optimization.
Relevant literature
According to Shields et al. (2015), human resource management permits governments to make
sure that they have highly skilled people with the right skills in the right places at the right time
for the purpose of recognizing and addressing the existing and emerging policy confronts in the
swift, correct, effective and efficient mode, to provide what they assure. Human resource
management is considered as the tool that facilitates in selecting, monitoring and identifying the
right resources at right time. In the context of the UAE federal workforce, it has been found that
the workforce in the UAE federal public sector has around 84,000 employees that are divided
into federal ministries and federal authorities. It has been analyzed that in the government
organizations of Abu Dhabi, it is the responsibility of the human resource department to find out
the right people for the right place at the right time. As per the view of Snell Morris and
Bohlander (2015), Human capital management (HCM) is a set of practices related to people
resource management. These practices are focused on the organizational need to provide specific
competencies and are implemented in three categories: workforce acquisition, workforce
management, and workforce optimization.
Workforce acquisition

DOCTORATE RESEARCH PROPOSAL 5
There is a number of causes why an organization can need to acquire new employees. There can
be existing member of staff can be leaving, the business can be expanding. In such a case, it is
necessary to have the right people. In the context of the Abu Dhabi government organizations,
the role of the workforce acquisition is also relied on developing talented candidates for new
openings. The government organization of Abu Dhabi approach social media sites as well to
acquire good quality employee for the vacant job (Kerzner and Kerzner, 2017). It has been found
that the UAE government has attained significant growth in involving Emirati and non-national
women in to the federal government workforce.
Workforce management
Workforce management is another aspect of human capital management as it facilitates in
scaling up the operations that have a huge number of employees. It is the tool that can improve
the productivity of the workplace by tracking time, evaluating time period and scheduling labor.
It has been evaluated in the context of the Abu Dhabi public organization that the structure of
national is considered as the vital aspect by which the Emiratisation policy facilitates to amplify
the participation of Nationals in public sector (Jackson, Schuler, and Jiang, 2014). It has been
analyzed that human capital management pushes businesses in order to develop the effective use
of their staff, it is vital that they identify that they are not similar with sources at their disposal. It
is vital for the workforce management to focus on the qualities and caliber of each employee as it
is not possible that every task is doable for everyone (Paillé, et. al., 2014).
Workforce optimization
Workforce optimization is another aspect of human capital management where every action is
business driven. It has been found that there are other ways of executing the workforce
optimization that involves the training programmes. These should not consider the account of the

DOCTORATE RESEARCH PROPOSAL 6
current skills of the staff member. Moreover, there is another way of automating workplace
processes of focusing on the productivity of the employee. It has been found that the teams of
HR are often handled a number of recurring manual tasks (Nankervis, et. al., 2016). In the
context of the human capital management, it has been analyzed that vital efforts have been put in
place by the government of Abu Dhabi to fulfill the gap majorly in the technical category jobs
and the Massar program. However, it has been analyzed that the young UAE public service faces
a number of confronts in implementing a national strategy in a highly complex political and
demographic context (Bamberger, Meshoulam, and Biron, M., 2014).
Research methodology
Research Philosophy
A research philosophy is an opinion with regards to the method in which information regarding a
phenomenon should be collected, assessed and implemented. There are different types of
research philosophy such as interpretivism, positivism, and realism philosophy. For this research,
interpretivism research philosophy would be used to complete the main aim and objectives of
investigation (Marchington, et. al., 2016). This research philosophy would be beneficial for
gathering the real research phenomenon about the analytical review of the effect of human
capital management on strategic workforce planning and employee performance in the Gov.
Organization in Abu Dhabi, UAE. It also integrates the human interests into the study to get the
qualitative information. In opposed to this, both positivism and realism research philosophies
would not be used as it is based on previous matters and does not focus on the real scenario
(Hollenbeck and Jamieson, 2015).
Methodological approach

DOCTORATE RESEARCH PROPOSAL 7
The research approach is a plan and process that involves the phases of broad assumptions to the
detailed technique of data collection, assessment, and interpretation. There are different types of
research approaches such as inductive, deductive and abductive research approach (Mone, and
London, 2018). In this investigation, inductive research approach would be used due to its
relevancy with the interpretivism research. This approach will also be used to develop the
theoretical information regarding research issue. In contrast to this, both deductive and abductive
research approach will not be used as there is no need to develop the hypothesis regarding
research issues (Goetsch, and Davis, 2014).
Research design
A research design is the integration of technique and process practiced for measuring the variable
mentioned in the research issues. There are different kinds of research design such as qualitative,
quantitative and mixed research method. In this research, mix research design would be used as
it involves the characteristics of both quantitative and qualitative research design (Marchington,
2016). In this way, qualitative research design will be used to pool the theoretical information
regarding the analytical review of the effect of human capital management on strategic
workforce planning and employee performance in the Gov. Organization in Abu Dhabi, UAE. In
addition, quantitative research design would be practiced for gathering the numeric data
associated with research issues. This research design would help get the authentic and reliable
outcome (Collings, Wood, and Szamosi, 2018).
Research methods
A research method is a strategy that is used to execute the plan. In this research, both surveys
through questionnaire and literature review strategy would be used to complete the investigation.
Survey through questionnaire would be used to collect the primary information regarding the

DOCTORATE RESEARCH PROPOSAL 8
effect of human capital management on strategic workforce planning and employee performance.
Along with this, literature review would be used to gather the secondary information regarding
research issues. It would be beneficial for gathering authentic information in less time and also
increase the reliability of research (Brewster, et. al., 2016).
Samples
Sampling is a technique of choosing the set of the sample from a large number of population.
There are different sampling methods such as probability and non-probability sampling method
that help to choose the sample in the survey. In this way, a probability sampling technique is a
kind of sampling that could be practiced in the form of a random choice of respondents. In this
technique, each individual has an equal probability to get select in the investigation. In contrast
to this, a non-probability sampling technique is a key method in which all persons have an equal
probability of being selected in the investigation (Storey, 2014).
In this dissertation, a probability sampling technique would be used to provide equal opportunity
to sample to be selected as a representative. In this way, a simple probability random sampling
technique would be used to choose the sample on a random basis. It would be selected as it will
help to decline the biases from research. In this research, 100 employees would be selected from
Government Organization of Abu Dhabi, UAE (Ostroff, and Bowen, 2016).
Data collection methods
In an investigation, data collection is defined as the pooling data in a systematic manner from
various sources to attain the objectives of the investigation. Data collection is an essential
technique for gathering reliable information regarding the effect of human capital management
on strategic workforce planning and employee performance in the Gov. Organization in Abu
Dhabi, UAE. There are two types of data collection methods such as primary and secondary data

DOCTORATE RESEARCH PROPOSAL 9
collection methods that aid to gather the information. In this dissertation, both primary and
secondary data collection method would be used to gather the facts and figures about the
research issues (Chelladurai, and Kerwin, 2017). Primary data would be gathered through survey
through questionnaire as it would aid to gather the fresh and first-hand information regarding
research issues. In addition, secondary data would be gathered through different sources such as
academic publication, journal articles, online websites, government publication, and textbooks. It
would be beneficial for gathering genuine information regarding research concern in less time
and cost (Rothwell, Hohne, and King, 2018).
Anticipated limitations or issues
An investigator may face different concern when performing the investigation. These concerns
could be the inadequacy of time, resources, and cost constraints in the data gathering procedure.
In addition, an investigator has a certain limitation when performing the survey like they have to
emphasize on the structure of questionnaire and sample size. Moreover, the investigator has an
accountability to keep the confidentiality of information of respondents. These limitations would
have an impact on the authenticity and consistency of research results (Chelladurai, and Kerwin,
2017).
Ethical considerations
Under this dissertation, ethical aspect is related to the technique and approaches that would be
practiced by the investigator to reduce the chances of ethical concerns. Moreover, secondary data
would be collected through several sources like books, journal articles, websites, and
government publication and it would be practiced by investigator feasibly in terms of giving
proper in-text citation and references. The sources would be cited carefully to avoid copyright
issues (Storey, 2014).

DOCTORATE RESEARCH PROPOSAL 10
For eliminating the ethical concern related to plagiarism and manipulation, an investigator will
collect the second-hand data regarding research issues. This investigation would be written by
the investigator in own word by giving a proper in-text citation. Along with this, the researcher
would maintain the privacy of information of respondents to avoid the ethical concerns from this
research. Along with this, guidelines of university and approaches about the code of conduct are
practiced in this research to make ethical research (Rothwell, Hohne, and King, 2018).
Risk considerations
In this dissertation, there are different risks that could affect the results. These risks could be a
loss of assets, maximum time, high amount of expenditure and loss of confidentiality of
individuals.
Data analysis method
In this dissertation, the statistical data assessment technique would be used in order to assess the
gathered information. By using this, an investigator would be competent to demonstrate the
descriptive statistics of pooled information such as mean, mode, correlation, and regression. It
would aid to discuss the meaning behind the responses of respondents (Ostroff, and Bowen,
2016). . In this research, MS-excel software would be used to demonstrate the information in
graph and tables for developing the depth awareness regarding the effect of human capital
management on strategic workforce planning and employee performance in the Gov.
Organization in Abu Dhabi, UAE.
Assumed outcomes and implication of the study
This research will provide information regarding the effect of human capital management on the
strategic workforce planning and employee performance. It would also develop awareness about
the role of the human resources management in developing good governance in the UAE public

DOCTORATE RESEARCH PROPOSAL 11
organization. It would provide the knowledge that organizational need to give specific
competencies by considering three categories of workforce acquisition, workforce management,
and workforce optimization.
Under this dissertation, there is a different risk that could directly affect the obtained outcome of
the investigation. Hence, an investigator would focus on the technique that will lead to
eliminating the risk. In addition, an investigator can practice more than 100 participants for
gathering the depth information regarding research issues. The researcher can imply different
sources of data gathering for obtaining an authentic outcome (Brewster, et. al., 2016).
Timeline
Time framework would be used to demonstrate the different activities and time that would be
taken by these activities during the investigation. It would aid to complete the research in the
targeted time period (Ostroff, and Bowen, 2016). Following chart depicts the timeline for this
dissertation:
Task (In
weeks)
1-4 5-8 6-10 11-15 16-20 21-25 26-30 31-
34
35-36
Determination
of the research
study issue
Determination
of research
study aim and
objectives

DOCTORATE RESEARCH PROPOSAL 12
literature
review
conduct
Data
collection like
primary and
secondary data
collection
Data
Assessment
Report
Drafting
Final
Submission
From the above graph, it can be demonstrated that there are different activities, which would be
performed by the researcher during the investigation. In this way, data collection through
primary and secondary sources will take more time as compared to other activities.

DOCTORATE RESEARCH PROPOSAL 13
References
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. USA: Kogan Page Publishers.
Bamberger, P.A., Meshoulam, I. and Biron, M., 2014. Human resource strategy: Formulation,
implementation, and impact. UK: Routledge.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. UK: Palgrave.
Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G., 2016. International human resource
management. USA: Kogan Page Publishers.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation. UK:
Human Kinetics.
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). UK: Routledge.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: Pearson.
Hollenbeck, J.R. and Jamieson, B.B., 2015. Human capital, social capital, and social network
analysis: Implications for strategic human resource management. Academy of management
perspectives, 29(3), pp.370-385.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals, 8(1), pp.1-56.
Kerzner, H. and Kerzner, H.R., 2017. Project management: a systems approach to planning,
scheduling, and controlling. USA: John Wiley & Sons.
Marchington, M., 2016. Employee involvement. In Encyclopedia of Human Resource
Management. UK: Edward Elgar Publishing Limited.

DOCTORATE RESEARCH PROPOSAL 14
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource
management at work. USA: Kogan Page Publishers.
Mone, E.M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. UK: Routledge.
Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., 2016. Human resource management:
strategy and practice. USA: Cengage AU.
Ostroff, C. and Bowen, D.E., 2016. Reflections on the 2014 decade award: Is there strength in
the construct of HR system strength?. Academy of Management Review, 41(2), pp.196-214.
Paillé, P., Chen, Y., Boiral, O. and Jin, J., 2014. The impact of human resource management on
environmental performance: An employee-level study. Journal of Business Ethics, 121(3),
pp.451-466.
Rothwell, W.J., Hohne, C.K. and King, S.B., 2018. Human performance improvement: Building
practitioner performance. UK: Routledge.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns,
R., O'Leary, P., Robinson, J. and Plimmer, G., 2015. Managing employee performance &
reward: Concepts, practices, strategies. UK: Cambridge University Press.
Snell, S., Morris, S. and Bohlander, G.W., 2015. Managing human resources. UK: Nelson
Education.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals). UK:
Routledge.

DOCTORATE RESEARCH PROPOSAL 15
Appendix
Exhibit 1: Timeline
Task (In
weeks)
1-4 5-8 6-10 11-15 16-20 21-25 26-30 31-
34
35-36
Determination
of the research
study issue
Determination
of research
study aim and
objectives
literature
review
conduct
Data
collection like
primary and
secondary data
collection
Data
Assessment

DOCTORATE RESEARCH PROPOSAL 16
Report
Drafting
Final
Submission