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”.
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.
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.
The research questions of this research proposal are defined below:
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.
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 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 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 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).
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).
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).
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).
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 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).
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).
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 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).
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).
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).
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).
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.
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.
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 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).
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:
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Task (In weeks) |
1-4 |
5-8 |
6-10 |
11-15 |
16-20 |
21-25 |
26-30 |
31-34 |
35-36 |
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Determination of the research study issue |
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Determination of research study aim and objectives |
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literature review conduct |
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Data collection like primary and secondary data collection |
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Data Assessment |
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Report Drafting |
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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.
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.
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.
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