Talent Management Process - Coursework Example

Name) (Instructor) (Institution) (Course code) (Date) Problems discussed The problem being discussed in the research article concerns the attraction, development, and the retention of the quality and the right human resource in the emerging economies of the gulf region. Before undergoing drastic and tremendous economic and industrial transformation, the region was just isolated tribal societies. The isolated societies relied on primitive marine industries such as pearl mining and fishing. They also relied on agriculture. There was no formal education in the region as there were no formal structures in place due to nomad-like lifestyle. With the discovery of oil in the region, the region has witness major structural and industrial transformation. Many companies; local, regional and Multi-national ones has mushroomed in the region. The development of the companies was met with challenges of getting the best talents to fit into the new industries. The only solution was to import talent from other countries to meet the demand here. The foreign talent dominated the industry which has prompted the GCC governments to introduce of localization policies to develop the local talent. To adopt the new policies is very expensive for the companies and does fit to the as the local talent like relaxed government jobs and not companies oriented ones. On the other hand, the foreign developed talent are hired guns for short-term use. Hypothesis i. Strong pressures, exemplified in localization policies, presents a major obstacle to the Talent Management process ii. Mimetic pressures boost companies’ effort to implement advanced Talent Management process. iii. Companies usually adopt superficial strategies to satisfy localization policies so as to maintain economic sustainability and keep their legitimacy in the GCC region Justification This research will help the university in setting up appropriate program that will meet the demands in the market. The findings will be used by the universities and other institutions in the GCC countries in the development of talents that useful in the market. Companies will not struggle in bring the expatriate talent in the region for short term basis. The findings will also help institutions develop local talent in the region the merges with not only petrochemical industries but also in the leadership position. Local, regional and multi-national companies will benefit from the local reliable talent for the long-term benefit. The companies in the region will not be the only beneficiaries in terms of the available talent but also with the compliance with the set policies in place. Methodology and data analysis The research employed interviews in the data collection. The data was collected from forty eight interviewees who are comprised of managers in the entire GCC region. The targets were people who were experts who are responsible for the talent development and management in the gulf region who include HR professionals, policy makers, researchers, government officials, scholars and those people who people who are at mid to senior level in organizations and companies This research used template analysis as this was qualitative data was collected. This was the best appropriate as the text data collected is easy to interpret and leads drawing of the research theme Critique The tittle of the article is relevant to what the article is all about. It concisely reflects what the document is all about. It gives the readers the urges to get what is inside the document by stimulating the interest. The introduction on the other is well researched for. It is very relevant, up to date. It is well introduced stimulating and creating the desire to read further. The article also gives the relevant background information about the GCC countries. The history and the transition before and after the discovery of oil in the region are well highlighted. The background information given systematically leads us to the problem being researched on. The research framework and the research questions are orients to the problem being researched on. It highlights the aim of the research as well as justifies the need of the research. The GCC is facing a lot of challenges in the development of the local talent which is poorly developed and thus the expatriates takes the lion share of the jobs in the region. This also poses a big problem in long term effect in all industries and companies operating in the Gulf region. The research chose to use interviews as a method of data collection. This is the best method of collecting qualitative data. This allows for catering of more relevant information that may not have been captured in the structuring of the research questions or when designing them. What is not captured in the article is how sampling was carried out. The article should have highlighted how the interviewees are selected among the pool of many potential ones. The research used both English and Arabic language when interviewing its interviewees. Using of language understood by the interviewee should be used but care should be taken to prevent misunderstanding. The proportion to male to female is 43 to 5. It is a fair representation since the proportion of female middle to senior level is very low in the Gulf region. The research covers various sectors giving a conclusive result. Limitations The research was carried out in a wide geographical area (countries). There are varying aspects which may not relate to one another. This may create some discordant results The research used interview as the only method of data collection. The research should have used other methods to improve on the quality of data collected The research used one interviewee more than once. Some interviewee operated in more than one country. Independent interviewees could have been used once in order to give the true picture of what is happening on the ground. Little research has been carried out to find out guiding hurdles in the talent management processes Future research There are areas that need future research to be done. These areas include the following; i. Research that need to find out the role of localization in coming up with a viable talent management process for the local population in GCC countries ii. Research to find out the degree of pervasiveness of modern talent management process in companies that are led expatriate managers versus those led by the local one. The research will highlight how company leadership influence the development of talent management process in the region iii. Research is needed to find out the effect of inequitable human resource systems on the talent management process. This research will highlight how sense of entitlement prevents the local workforce from exercising personal effort in the development of talent management. The research should also highlight how expatriates feel inadequate in the evaluation and other practices from full implementation of talent management practices iv. Research to assess the real effect of the two-tier system on commercial performance, the nationalization and the employment indicators the region Summary and conclusion The findings from the research reveal that most companies in the region prefer to hire the expatriate talent who they spend little resources on them for training. The expatriate responds to the immediate needs of the companies they work for. The problem with the expatriate is that they are not meant for long term plans. The companies are willing to spend their time effort and resources in the development of local talent since they are meant for long-term effects. It is interesting to note that the companies in GCC are hiring the local talent in order to satisfy legal obligations in place. The local talents usually occupy the lower level positions in companies. The expatriate talent are attracted to handsome packages which include financial for the work and services they offer. This therefore become a big challenge in keeping them as they will be attracted to better packages in the region The evaluation of the workers’ output is different for both the local and the expatriate workforce. The local seems to be underrated while the foreigners are favour even if they have the same skills and qualification The GCC region still lags behind as compared to other regions of the world. This can be attributed to the fact that there was no established education system in place until the discovery of oil in the region. More work need to be done in the GCC region to empower women and the female gender so that they can equally with their male counterparts. A positive trend is developing in the region concerning this but Saudi Arabia still lags behind. The traditional management in the region harms the development of talent in the regions. The sheikhocracy feels that the young developing talents are coming to compete them out of the market due to the relevant skills they have acquired. They therefore smother them rather than develop them Conclusion Based on the research findings, we can learn how various forces affect the talent management process. It also offers how a descriptive model of authority effort in trying to institutionalize the talent management process. This therefore gives clue on why some companies struggle with the talent management process due to various reasons which they are exposed to. These pressures include human resource practices, pressure on TM process, outcomes and other organizational challenges Read More