Resourcing and Talent Planning: Government Strategies, Employee Skills, and Employer Contributions

In this assignment we will discuss about resourcing & talent planning and below are the summaries point:- The UAE government aims to meet future skills requirements by introducing a higher education strategy and aligning curricula with employer needs. The government plays a crucial role in enhancing employee skills through training, promoting entrepreneurship, and providing career information. Employers contribute to closing the skill gap by offering specialized training programs and collaborating with foreign institutions.

Running head: RESOURCING AND TALENT PLANNING
RESOURCING AND TALENT PLANNING
Name of the Student:
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Contents
Question 1........................................................................................................................................2
Question 2........................................................................................................................................4
Question 3........................................................................................................................................7
Question 4:.....................................................................................................................................10
Question 5......................................................................................................................................13
Reference.......................................................................................................................................14

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Question 1
Role of the government in meeting the future skills requirement
The UAE government in the year 2030 introduced a special type of council that tries and
match the higher education strategy for the citizens and the initiative is initiated with the help of
the private sector organizations. The new higher education strategy is based on to achieving the
highest level of the professional and scientific education standards so the future of the education
is served. The higher education strategy will provide the nationals with the necessary practical
and technical skills to drive the economy in both the public and the private sectors. The four
major pillars of the education system are based on the harmonisation, innovation, efficiency and
quality. The strategy of the higher education system will focus on the innovative and technology
educational models that will empower the future generations (cipd.ae 2019).
Secondly, UAE government is also working on aligning the curricula with the needs of
the employees to meet the needs fog the colleges and the new technical schools like the Abu
Dhabi Polytechnic and the Institute of Applied Technology.
Employee skills enhancement skills and role of the government
The government has to tackle with the challenges in the skill development and
investment in education considering the growth in the number of the young nationals. It is
important to mention that the gap in skills is getting bigger, and at the same time the knowledge
economies demand more number of competencies. The various steps take to close the gap is to
align the curriculum with the needs of the employers, development of the workforce through
training and experience, providing information and knowledge regarding the career, encourage a
culture of entrepreneurship, innovation and employment (ata.ac.ae 2019).

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Role of the employers in the closing the skill gap
Undertaking a specialized form of training provided by the employers and it will be
provided by the ANDOC Technical Academy and it is sponsored by the ANDOC. While the
collaborations are also made with the foreign institutions. The Scottish Qualification Authority
(SQA)- the ANDOC is approved by the SQA centre since the year 2008, and it conducts the
various external verification procedures at the ATA once every 2 years. ATA is also working
with the Schlumberger MLC since the year 2010. Training is provided to the students so that
they can have the understanding of the E&P chain and the also can establish a link between the
facilities and the well. The students learn and gain knowledge from the HSE risk analysis and
carry out of analysis of the risk in groups. Certificates are provided to the student that
successfully complete the training. At the same time the ATA instructor gains the benefit from
the train the trainer course. University of Cambridge, approved the ANDOC training centre in
the year 2011. The ANDOC academy offers the Cambridge University examinations. The ATA
students can take tests, such as the Key English Test (KET), Preliminary English Test (PET).
Both the PET and the KET are the recognised internationally as proper English proficiency tests.
While it is important to mention that ATA is authority to provide a variety an English language
tests to the employees of ANDOC (Technicians and operators) (Adnoc.ae 2019).
In the year 1974, ANDOC scholarship program was established and even today ANDOC
is considered to be the leaders in the nurturing the UAE nationals by investing in the higher
education. The scholarship program supplies the people with the training program so that a range
of the technical advancements can be supported and the UAE’s economic and industrial
objectives can be fulfilled. Investment of education in the local community by encouraging the

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UAE nationals so that they pursue the post graduate and the undergraduate programs in the
technical fields.
Enhancement of the employees branding so that the higher quality of staff can be
attracted. In October 2017, a unified brand of ANDOC was launched so as to aim for the
highlighting the scale of the business, the contribution of ANDOC in the UAE’s economy. This
will positively affect the nation’s socio-economic development and the economy of UAE
(allaboutbrands.com 2019).
Trade unions- The UAE penal code has made it clear that it is criminal offence for
anybody that participates in the Trade union or actively participates in the labour strike.
The Ministry of Human Resources and Emiratisation (MOHRE) has applied a strategic
plan in which consists of the plan of transforming the job market in UAE and it will empower the
attractive markets of the Emirati talents. In order to achieve the targets of the MOHRE, it has
adopted excellent services, institutional partnerships, regulatory instruments, standards and
policies. The ministry also seeks to strategically realize the plan so as to increase transparency,
efficiency, high standards of quality, administrative services, reinforcing innovation, enhancing
the job market and protection of the work environment and empowering the Emirati manpower
(Mohre.gov.ae 2019).
Question 2
The workforce planning can be described as the strategy that is used by the employers to
anticipate the labour needs and also employs the employees is an effectively through the latest
and advanced human resource technologies. While it is important to mention that workforce
planning falls within the subset of the workforce management. It is one of the critical element of

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the large organizations that are entirely dependent on the software based enterprise resource
planning systems and human resources. workforce planning falls within two broad categories of
operational workforce planning and strategic workforce planning. Operational workforce
planning is based on the employee based relations, streamlines on a daily basis and on a person
to person basis. this approach helps the managers to develop the employee work hours and the
employee work schedules so that the business continuity and productivity can be maintained.
While the strategic workforce planning is based on the broad issues that is developed over the
months and years and it includes the each and every aspects of an enterprise (Aburawi, Hafeez
and Abdulsadig 2013).
The proper operational workforce planning includes the elements of the talent
management and it ensures a well distributed system that are distributed between the various
departments and the divisions. The workforce planning also includes the organizational needs of
the different types of the employees that are required to perform a job. This can target the gap in
staffing, job processes and job functions that are not necessary for the workers assigned for a
specific job. The workforce planning includes the development and implementation of the
practice policies so that the employees remain satisfied with their jobs. Strategic workforce on
the other hand includes the examples such as, anticipation of the future talent needs;
establishment of an effective strategy of workforce analytics; determination and evaluation of the
future sourcing options; forecast of the knowledge drain when the employees leave an
organization (De Bruecker et al. 2015).
The main principles of the workforce planning include the following:

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 Evaluation and monitoring of the progress of the agency towards the human
capital goals and the contribution of the human capital towards the achieving the
programmatic goals.
 Building of the capability that can support and address the educational,
administrative and other types of requirements vital towards the supporting the
workforce strategies (Crettenden et al. 2014).
 Development of tailor made strategies to address the gaps present in the human
capital conditions in maintaining the critical competencies and skills and require
serious attention.
 Determination of the competencies and skills that will be required in achieving
the future programmatic results.
 Involvement of the stakeholders, employees and top management towards the
development, communication and implementation of the strategic workforce plan
(Crettenden et al. 2014).
The Delphi method can be described as a forecasting method and it is based on a
framework consisting of several sets of questionnaire and it is sent to the experts. The Delphi
methods emphasises on the opinions aggregated from the different set of experts and it is done
without bringing the any physical meeting between experts. The responses of the participants are
kept anonymous and the panellists of do not worry about the repercussions from the end of the
respondents. While it is important to mention that the consensus is reached by conducting a
survey and consulting discussion on the feedbacks in the subsequent rounds (Kauko and
Palmroos 2014).

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Managerial can be described as a broad scope that refers to the process of the managerial
decision making and judgement or the capability of making judgements in order to solve an
issue. The process of decision making considers a lot of rational decision making by including a
lot of factors. Often the forecasts are based on the analysing the external and the internal
environment by using the STEEPLE and SWOT. The SWOT analysis stands for the strengths,
weaknesses, opportunities and threats. The managers can use the SWOT analysis to assess the
present strategy and subsequently find the strategy to move forward. The managers use SWOT
analysis so as to judge which business process will be successful; the assets that will be
necessary in the team like reputation, skills, network, education and knowledge; the competitive
advantages over the competition (Alptekin 2013).
Question 3
(a) Role of HR in the development of succession and the career development plan-
Succession planning can be described as a process od developing a talent when a key
employee, leadership and executive moves to another role after they die, retire, fires or leaves a
company. It is relevant for all types of companies irrespective of their size. The planning process
actually creates a talent pipeline of the successors that help the organization to run without any
interruption even if vital changes takes place. organization depend on their staff so that they can
carry out their strategic objectives, goals, mission and business. While some of the organizations
depend highly on the key employees and the highly skilled employees so that they can carry out
the critical tasks. The seven major role that the HR plays in an organization are: hires highly
qualified individuals for all the positions; development of the evaluation programs, acts as a
catalyst, assists in the maturation of the candidate succession; evaluation and recommendation of

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the appropriate compensation, review and develop the employee retention plans, development of
the employee retention mechanisms (Nagendra and Deshpande 2014).
Table 1: Succession plan
Under performance Effective
performance
Outstanding
performance
High potential The professionals that
are capable of the
expanded role, but
experiences issues
that need mentoring
and coaching
The individual
performs extremely
good at the current
job and at the same
time has the potential
to do more. coaching
is provided to
proceed to the next
level.
A consistent
performer in a variety
of tasks.
Medium Potential With the help of
coaching, the
individual can
progress to the next
level, focuses on the
strength of the
employees.
Considered for the
enlargement of job at
the same level, but
require coaching in
different area.
Highly experienced
performer and has
reached the limits of
the career. Valuable
employee that can be
encouraged to
develop the
delegation and
communication skills.
Low Potential A candidate for the
reassignment, sent to
the lower level of the
organization
Effective performer
and also can reach the
career potential. Can
be coached to help
such an individual to
focus on lateral
thinking.
Highly experienced
performer, while has
reached the pinnacle
of the career. A
valuable employee
that can be
encouraged to
develop the
delegation and
communication skills.
Career development plan can be described as the list of the long term and short term
goals that the employees have while they are pursuing their current and the future jobs. The
career development goals are a process through which an employee or an employer can move
toward the future development goals. The challenge is that the HR professionals have to know

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the experiences, personal characteristics, skills and knowledge that are needed to achieve the
goal. The real challenge lies with the employees and to understand the opportunities that are
available in a specific company. Here, the role of the HR is to help the employee identify their
goal and align the goal of the company with the employee’s goals. This helps in the development
of the employee engagement and also in increasing the opportunity (Davis 2015).
Table 2: Career development plan
Goals Competencies or
skills
Resources Activities Status
Short term (1
year)
Time
management
Money Coaching Start
Midterm (2
years)
Delegation skills Time Mentoring Start
Long term (3 to
5 years)
Communication
skills
Time Mentoring Start
(b) contributing to the plan that will downsize an organization
The Atkinson’s Flexible Firm points out that the organization require an increased
amount of flexibility to attain the needs of competitive pressure and evolving markets. The
model suggests that the workforces can be designed in such a way that it can meet the business
requirements through the flexible staff arrangements. The model for the labour flexibility
includes the peripheral workers (secondary) and the core workers. Numerical flexibility can be
described as the contraction and expansion of the labour so as to address the fluctuations in the
market that impacts the peripheral groups. The peripheral groups are formed of the contractual
workers or temporary workers, temporary workers, and part time workers. While the core group
consists of the full time employees (Tan et al. 2013).

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Downsizing of an organization- part time workers, early retirement and the recruitment
freezes are the three main areas which can be potentially used to down the organization. The part
time workers can be used instead of recruiting the full time workers so that company can pay the
employees less amount of money. Recruitment freeze is the best way to reduce the overall
workforce, so that the old employees can work in the present scenario without adding workforce
into the organization. Secondly, early retirement is also the best way to reduce the workforce
(Gandolfi 2013).
(c) Contribute to the development of competency frameworks, person specs, and job descriptions
The 2 job analysis methods are interview and questionnaire. The job analysts that that
work along with the employees and the managers gather information on the different types of
done by them and how they cope with the work. Depending on the corporate culture, the
interviews can be unstructured and structured (Sso.shrm.org 2019).
The next form of job analysis is the questionnaire, and this methodology suggests that the
managers, supervisors and the employees are required to fill out form, which are mainly
questionnaire. While the questionnaires can be both open ended, and multiple choice questions,
also mix of both the forms (Suthar, Chakravarthi and Pradhan 2014).
Competency framework- it can be defined as the attributes, skills and knowledge that are
required by the people in an organization. Each and every individual will have their own set of
competencies that are required to perform a job effectively (Almatrooshi, Singh and Farouk
2016).
Table 3: Competency framework
Level of competencies Details

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Administrative competencies Skills and knowledge are required to support
the daily activities
Technical competencies Abilities, skills and knowledge are required
for technical execution and the evaluation of
the service offerings/product offerings
People competencies Abilities and skills are required for people
relationships and interaction
Core competencies Set of beliefs, attitudes and values that the
organization stands for and the employees
must be able to own and demonstrate as well.
Question 4:
1. The legal requirements with respect to the recruitment and selection in UAE are as follows: all
the employees that are applying for the employment must have a good conduct certificate from
every country that the employee have resided. Medical history of the employees must not have
the certain infectious diseases like the tuberculosis, AIDS and HIV. The are no restrictions
regarding the federal law 8/1980. While, UAE has a strong stance towards the misuses and
possession of narcotic drugs. It is a common requirement that the employees must have a
professional social media like LinkedIn (shrm.org 2019).
2. Assessment of the weaknesses and the strengths of the different recruitment and selection
methods
The two methods of selecting the candidates is through the social media platform like
LinkedIn. It has been seen that majority of the companies post the job advertisements on various
recruitment agencies. The second method is that the recruiters or the companies post the job
related advertisements on their own websites (Singh and Sharma 2015).
The strengths of the procedure are that the employees are able to look for the job easily
because the job agencies can provide timely notifications to the candidates depending on the job

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preference. Furthermore, the candidates that are looking for the job can easily be found on the
professional social media and it helps the recruiters to actively connect with the candidate. While
weakness of posting jobs on the official website is that they are not readily available to the
candidates that are seeking the job. Secondly, certain aspirants and job seekers are not active on
the social media and will rely on the newspapers and recruitment agencies (Andrees, Nasri and
Swiniarski 2015).
Two methods of selection are the interviews and group exercises. Interviews are perfect
for one to one conversation and assessment. While cannot test the technical skills of a person.
Group exercises are best to determine the communication skills of a job seeker while technical
skills cannot be assessed at the same time (Waxin et al., 2018).
3. People choose to leave an organization if they find that they have limited or no growth
opportunities. While employees remain with an organization when they see they are being
provided with majority of the perks and benefits (Harhara, Singh and Hussain 2015).
The 3 reason for leaving a company can be lack of flexible working, poor development
opportunities, poor management. The lack of the flexible working is one of the prime reason
which makes majority unhappy with their employers. While poor management and the poor
management means that the employees are not managed well and grievances are not met well.
The poor development opportunities mean that the employees are not able to develop themselves
and they will be unable to scale high up in their careers (Ibrahim and Al Falasi 2014).
4. Employee retention is a major factor and it is a top priority for the human resource leaders.
Employees can be retained through the creation of a proper succession plan for the replacement
of the key position holders and creation of an extensive benefit package. Succession plan

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effectively helps in coaching the future leaders and it will help during the successional changes.
Extensive benefit packages are used to provide additional benefits to the employees (Das and
Baruah 2013).
Pay more is one of the approach of retaining the employees and it leads to reduced
employee turnover, while the paying more to the employees without much productivity will
erode the revenue off the company. Develop staff is a sort of succession plan, and it help in the
creation of the future leaders. While improper execution of staff development can lead vacant job
posts (Terera and Ngirande 2014).
Question 5
Recommendation
 Dismissals are noting but termination and it must be carried as per the proper rules and
guidelines. The reason must be justifiable and the employees must be provided with the
option to defend themselves.
 Retirements can be made universal with an upper limit of 60 years.
 To reduce the redundancies in the work culture and work environment, the employees
must be asked to follow the ethical and the organizational code of conduct (Hofaecker et
al., 2016).

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