Talent Management Strategy for Abu Dhabi 2030 Vision: A Research

This research proposal investigates talent management as a strategic tool for employee engagement and development in Abu Dhabi's public sector, aiming to support the Abu Dhabi 2030 vision. It includes a critical review of literature on talent management concepts, models, and theories, analyzes challenges faced by public organizations due to inefficient talent management strategies, and explores the advantages of implementing talent management programs. The proposal outlines a methodology based on interpretivism philosophy and an inductive research approach, utilizing exploratory research design to gather information and assess participant perceptions. Relevant literature highlights the importance of talent management in public organizations for employee motivation, attracting top talent, and improving service delivery, aligning with the UAE's goals of Emiratisation and global competitiveness. The research emphasizes the need for effective HR systems, organizational culture, and leadership to enhance employee engagement and achieve organizational excellence, contributing to the broader economic vision of Abu Dhabi.

Running head: Talent Management 1
Research Proposal

Talent Management 2
Contents
Title : Talent management as a strategy for Employee Engagement and Development in the
government sectors in Abudhabi, United Arab Emirates: A key to achieve Abudhabi 2030 vision
.........................................................................................................................................................3
Overview..........................................................................................................................................3
Key research questions....................................................................................................................4
Relevant literature............................................................................................................................5
Methodology....................................................................................................................................7
Outcomes.........................................................................................................................................9
Time scale........................................................................................................................................9
Gantt chart.....................................................................................................................................10
References......................................................................................................................................11

Talent Management 3
Title: Talent management as a strategy for Employee Engagement and Development in the
government sectors in Abudhabi, United Arab Emirates: A key to achieve Abudhabi 2030
vision
Overview
Employee engagement is considered as the affirmative force that encourages and connects
employee with their organization. Singh and Sharma, (2015), found that it is the responsibility of
the managers to address the importance of engagement in the public sector in the Abu Dhabi;
United Aram Emirates because it will increase the performance of the employee, amplify the job
satisfaction and thus lead the organization to attain the set goals. Talent management is a fast
growth strategy that has become a top priority for every organization across the world. Hence,
employee engagement is an integral concern for the leaders of the organization because
employees are considered as the major assets of any organizations. The main aim of this
research is to explore the talent management in government sectors of Abu Dhabi for the purpose
of attaining the 2030 vision of Abu Dhabi. It has been found that the country’s vision is the
concept of the cultural policy that refers to an initiative undertaken by the government of
Emirates aimed at attaining the goals of certain cultural content and imputable within a logical
strategic framework.

Talent Management 4
Key research questions
This study investigates the importance of talent management as a strategic tool for employee
engagement and development in the public organization of Abu Dhabi. The research study aims
to response the following questions:
 To critically review the literature regarding concepts, models, and theories related to
Talent Management.
 To analyze the current challenges and problems facing by the public organization in
Abudhabi due to inefficient talent management strategy.
 To find out the advantages of bringing in TM programmes at Abu Dhabi public
organization.

Talent Management 5
Relevant literature
According to Gelens, Hofmans, Dries, and Pepermans, (2014), it has been found that the public
administrative structure of entire the United Arab Emirates is divided into two systems such as
federal and emirate government. The supreme council is at the top of the hierarchy of
administration and government and it helps and appoints the UAE president. The federal
government system entails of the president, non-departmental ministers as well as a cabinet with
departmental ministers and it has been found that the all the ministers are appointed by the
president. As per Alias, Noor, and Hassan, (2014), the role of talent management in public sector
organization is huge as it deals with a number of issues that can hamper the structure of the
organization and encourage the employees of the organization to work more for the purpose of
giving public services. Talent management is a set of incorporated organizational workforce
processes made to develop, motivate and attract employees. The major aim of the talent
management is to develop the high performance and sustainable organization that helps to meet
the strategic and operational objectives. There are various reasons behind investing in the talent
management by public organization. These are employee motivation, attract to top talent,
constant coverage of critical roles, increase employee performance, and retain top talent and
higher client satisfaction.

Talent Management 6
Figure1: Talent Management Model
Source: (Cappelli, 2008).
The above mentioned model states that optimal workforce is related to the planning, attracting,
developing, retaining and transitioning. There are a large amount of people dependent upon the
public organization that is why it is the responsibility of the employees of a public organization
to provide them a high level of services as they are trusted by the government for giving better
services to the citizens.
At the time of when the term of Talent Management develops in regarding musical or
performing arts talent, the term has developed into an effective strategic force inside various
kinds of organizations like universities, schools, businesses, hospitals and various kinds of
government departments. It has been found that after the boom in the United Arab Emirates in
both public as well as private sectors, number of organizations executed effective plans to meet

Talent Management 7
their needs of talent of the potential and sustain a challenge in the UAE markets. It has been
stated by Gelens, Hofmans, Dries, and Pepermans, (2014), that improvement in talent
management within the organizations leads to significant growth in the performance of the
organization and helps in moving from national to the international market. It has been observed
that the growth of the country of UAE is having the nature of phenomenal. There was only a
handful of tarmac roads and improper infrastructure as available thirty years ago, yet emirates
like Abu Dhabi, Sharjah and Dubai are now extensive urban areas whose skylines are covered
with modern and high rise buildings. AL Mamsoori, (2015), defined that the UAE government
has progressively more motivated companies to execute talent management for responding to the
increasing level of Emiratisation. Hence, large numbers of public organizations have made huge
investments to train their employees to attain their talent requirements.
The Abu Dhabi Economic Vision 2030 is the outcome of an intensive effort between a number
of public sector and joint public private sector businesses. It has been analyzed that there are
three entities have significant role in the development of this vision. These are The Department
of Planning and Economy, The Abu Dhabi Council for Economic Development (ADCED), The
General Secretariat of the Executive Council. The Abu Dhabi Economic Vision 2030 sets out to
make the current economic environment and recognize the major areas for the development in
order to gain the goals laid out in the zone of the policy agenda. It has been found that initially,
the current state of the economy has been determined by an analysis of macro economic data. It
has been examined by the vision of Abu Dhabi 2030 that which sort of enterprises and sectors
are involving to economic output and development. Second, the Abu Dhabi Economic Vision
2030 examines about the present business environment and recognizes the major strengths that

Talent Management 8
can be increased to further the economics of the Emirate against its existing peers and worldwide
benchmarks (The Government of Abu Dhabi, n.d).
In the context of 2030 vision, it has been analyzed that the cultural policy in Abu Dhabi is hugely
included to the Abu Dhabi Vision 2030 Master Plan 2030. This plan is being made to get
efficient growth by 2030 by setting the strategic policies for the development. This master plan
has been sponsored by Their Highnesses Sheikh Khalifa bin Zayed Al Nahyan UAE President
and Ruler of Abu Dhabi and Sheikh Mohammed bin Zayed Al Nahyan. The plan of this vision is
coordinating the political efforts of entire agencies and authorities of the government of Emirate.
It is mainly dependable on two pillars such as the Abu Dhabi Economic Vision 2030 and
the Abu Dhabi Urban Planning Vision 2030 (Datta, 2013). The role of talent management in
achieving the objectives of this vision is huge as it is necessary for the public organization to hire
skilled employees and give them proper training in regarding attaining the objectives of these
plans (Mone and London, 2018).
According to Cooke, Saini, and Wang, (2014), it is essential for the public organization to
effectively execute and support and talent management, human resource systems are vital to help
the talent management process. These process involving HR planning, competent selection of
effective talent, performance management and career management processes. It has been
advocated by Davis, Cutt, Flynn, and Mowl, (2016), that there is a three-way process for talent
management in which each one has specific accountabilities. Initially, it is vital for the
organization to have the proper structure of the culture in which employees can perform in more
efficient manner. Secondly, managers of the public organization need to assess the needs of
talent development and describe the objectives of the vision, provide feedback and evaluate the
development of the process as per the strategy of the vision 2030. Thirdly, individuals are

Talent Management 9
required to look for development opportunity, set career goals and implement development plan
(Singh and Sharma, 2015). Hence, for a talent management process to run effectively, it would
need inclusive and differentiated infrastructures of HR that support the needs and requirements
of the talented individual from the joining to exiting the organization. Furthermore, it has been
found that the role of each section within the public organization is playing a significant role that
makes solid coordination between them which would be accountable to increase the talent
management environment (Cascio and Boudreau, 2016).
It has been analyzed that the main advantages of talent management is global competitiveness
that lead the public sector in the UAE to go throughout an effectual transformation in the form of
Emirati government that has encouraged the importance of innovation by such as excellence
awards and leadership programs (Ponzini, 2011). In the report of global competitiveness, 2014, it
has been found that UAE ranked 12th most competitive nation globally. By supporting
organizational innovation, the level of the UAE has been improved, with Abu Dhabi which is the
capital of UAE that got 21st ranked in the year of 2014. Although, the public sector of the country
is facing issues regarding management in the provision of outstanding services and their leaders
have identifies that there is a requirement of the associated need to develop employee
engagement and promote organizational excellence (Scharfenort, 2012).
Recently, exploring the bonding between organizational leadership and employee engagement is
of the greatest significance as such bonding influence performance and productivity. In UAE, in
specific, there is necessary for the leaders in the public sector who are capable to enhance the
employee engagement. It has been found that 45 % of job applicants are needed to have
leadership capabilities to handle the job. In the meantime, the research of Gallup has shown that
there are only 26% of engaged employees working in UAE (Gulf News, 2018). On the other

Talent Management 10
hand, 60% of employees are not engaged in working and 14% are keenly disengaged. According
to Gallardo-Gallardo, Nijs, Dries, and Gallo, (2015), teamwork is a vital component to attain the
strategic goal of the company and it is essential for the government organization of Abu Dhabi to
focus on teamwork for attaining the 2030 vision.
Methodology
Research philosophy
Research philosophy is the effective method that facilitates researcher to gather the information
about the research topic in mode effective manner. There are three kinds of research philosophies
that facilitate in increasing the understanding of the research concerns. Interpretivism, positivism
and realism philosophy are major components of the research in which interpretivism philosophy
helps in making a better understanding about the research issues. Realism philosophy relies on
the human beliefs. Positivism philosophy reflects the information which is based on fact and
knowledge. For this research paper, interpretivism philosophy is used for the purpose of fetching
the information to access the perception of the participants (Schwartz-Shea and Yanow, 2013).
Research approach
The research approach is vital for the research as it helps to gather the information regarding the
research issues. There are two kinds of research approaches such as inductive and deductive. The
deductive research approach is appropriate with the selection of the positivism philosophy; on
the other hand, inductive approach is effective with the interpretivism philosophy. For this

Talent Management 11
research study, inductive approach is being selected to accumulate the information because this
research would be facilitated to gain subjective knowledge.
Research design
There are three kinds of research design such as exploratory, descriptive and causal research
designs. The exploratory research design shows the starting research in which the researcher is
able to gain the research concern by taking help of developed hypothesis. While descriptive
research designs provide support to the researcher to gets depth information regarding the
research issues. On the other hand, the role of casual research design is to keep focusing on the
causal facts for the purpose of making bonding between variables. The combination of the
exploratory and descriptive research designs are selected to initiate the research. These designs
help the researcher to get information about the research concern in order to meet the aims and
objectives of the research.
Research strategy
There are different kinds of research strategy such as such as survey, literature review,
questionnaire, experiment, interview and focused group. For this research, the researcher will opt
the survey and the interviews research strategies because these strategies help the researcher to
accumulate the information in more efficient manner. Survey strategy would facilitate researcher
to gather the information in less time and cost which increase the reliability of the research.
Conversely, the interview will give chance to understand the views and perception of each
participant.

Talent Management 12
Data collection method
The appropriate method of collecting the data is assisted the researcher to move in a systematic
manner. There are two kinds of data collection method such as primary and secondary method
and for this research, the combination of the primary and the secondary method is being
considered. The primary data can be collected with the help of survey, interview, questionnaire,
action research and case study. The secondary data collection method includes the journal,
books, internet sources and newspaper, magazines. The research will use survey through
questionnaire and face to face interview by which the research will get instant feedback and
responses regarding the research questions (Nestor and Schutt, 2014).
Sampling method
There are two kinds of sampling strategy such as probability and non-probability sampling
strategy, which facilitates researcher to gather the specific information from the distinct
population. Random sampling strategy is being used to select the participants for the survey
questionnaire for which 70 employees of public organization of Abu Dhabi are selected. It is the
effective sampling techniques that provide opportunity entire population to get selected.
Data analysis
It is essential for the researcher to analyze the data after collecting the information regarding the
research in order to draw the valid and reliable conclusion. There is various data analysis method
such as content analysis, statistical analysis, conversational analysis and disclosure analysis. For
this research study, statistical data analysis method will be considered because it is the technique
by which the researcher can show the detail information regarding the collected data. MS Excel
and SPSS software will also use to interpret the data (Ravitc and Carl, 2015).