Talent Acquisition Challenges in Automotive Industry in Dubai, UAE

Human Resource Management

TABLE OF CONTENTS
Chapter 1: Introduction....................................................................................................................3
1.1 Background of the study........................................................................................................3
1.2 Organizational Context and Rationale...................................................................................3
1.2.1 Automotive industry in Dubai, UAE..............................................................................3
1.2.2 Talent Acquisition Challenges........................................................................................4
1.2.3 History of automotive industry.......................................................................................5
1.2.4 Current scenario..............................................................................................................5
1.3 Problem statement.................................................................................................................6
Rediscovering talent..............................................................................................................6
1.4 Research objectives...............................................................................................................8
1.5 Scope of the research.............................................................................................................8
1.6 Research Structure.................................................................................................................9
1.7 Conclusion...........................................................................................................................10
References......................................................................................................................................11

CHAPTER 1: INTRODUCTION
1.1 Background of the study
Human resource development (HRD) means enormous meadow of training and improvement
offered by the company to raise the experience, talent, education and capabilities of their
respective staff (Dwivedi, 2016). Under the majority of companies, human resource development
starts to form the time when a worker is appointed and keeps on continue until the occupancy of
that worker among the company. In accordance with the study of Watkins, “human resource
development refers to nurturing long-term job correlated learning ability at individual, group and
company’s level”. It is necessary to acquire talent in order to develop the available human
resources in an appropriate manner. Altinger and et al. (2016), asserted that many workers, who
came in association with fundamental level of talents and knowledge, must get training so as to
perform their tasks efficiently. Whereas, others have the required ability to perform the task, at
the same time they do not have the information interrelated to that company. The present study
focuses on the role of talent-acquisition relating to current trends and practices in Automotive
Industry in Dubai. o “The main purpose of the study is to access the challenges faced by
automotive industry to acquire talent for their organizations. Human resource development is
planned to provide staff the facts and figures which are necessary for them so that they can
espouse the culture of company and to accomplish their work efficiently (ALHEBSI, 2017). The
foremost goal of HRD is to assist the company’s surroundings in which the people arrive first.
Apart from this there are other goals of company that are impartiality, employability and
adaptableness.”
1.2 Organizational Context and Rationale
1.2.1 Automotive industry in Dubai, UAE
After Saudi Arabia UAE is the second biggest automotive market in the GCC. It greatly relies on
imports, with practically the intact supply of car and light being a trade in. The manufacturing
actions that take place in UAE is only some units of accumulating truck and bus constituents and
few reinforced vehicle industrial unit; there is no major automotive manufacturing bustle. The
UAE’s sturdy economic expansion, solid domestic expenditure and augmented access to vehicle
investments are put to be the drivers for the automotive diligence over the upcoming years.
Roper (2016) , asserted that the estimation of UAE’s populace was modified upwards and will

arrive at approximately 10.8 million over the upcoming five years, with accordance to IMF’s
recent World Economic Outlook. Through an anticipated 70% of the UAE’s inhabitants within
the 20-39 year range and an increase in GDP per capita, an automotive segment of UAE’s is
developing optimistically. During 2013, the market was widely divided among approximately
80% for customers of cars and 20% for commercial vehicles such as trucks, vans and buses.
Manufacturers conquered the UAE automotive market with an important market share, along
with Toyota sustaining its supremacy into the market under 2013.
1.2.2 Talent Acquisition Challenges
Human has constantly been intricate and having to control people has always been thorny.
Nowadays, because of the digital world, it has added more difficulties for talent acquisition, such
as lucidity of social media, perseverance of software information, and also the isolation of
international panels. The changing need of organization is the reason which had made talent
acquisition a complex task, faces various defy. It also implies that recognizing and conquering
challenges of talent acquisition can be done only after application of appropriate time, money
and effort well exhausted, as the employees are most important asset of a company.
Attracting talent having appropriate experience and knowledge is one the main issue faced by the
automotive industry in Dubai. As per the study of Roper (2016), to draw the correct people, you
all need is to know the conditions of the job and also of the company. Since as job roles and
anticipations keep on altering, and ethnicity of the company continues to adapt, this job is
becoming complex day-by-day. Elbarky and Elzarka (2015), asserted diversity hiring is another
challenge which is not able to overcome with ease by any automotive organization. The
modification is a shapeshifter, influencing our surroundings, rivals, consumers and place of
work. But whether administrative, structural, technical, it’s well-known that people are the threat
of transformation. The inexperienced employees brings regarding feelings of vagueness and
nervousness. Online presence is also considered a significant issue which is presently faced by
the organizations. Human resources Management are not only concern with controlling
employee confidence, happiness and teamwork by modification but also with regularly up-
skilling workers to fulfil the altering requirements of the business. The right place to begin is
attempting to converse regularly and before, throughout and after times of alteration. Giving fair
caution of alteration to appear, and provide employees with the competencies they will require