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Talent Management Assignment: In-Depth Debate On The Diverse Strategies In KIZAD


Task: Conduct the talent management assignment outlining the in-depth debate on the talent management processes within KIZAD along with the strategies, roles, frameworks and challenges related to that.


The concept of Talent Management illustrated in the talent management assignment is considered as the commitment of the organisations regarding their, recruitment, hiring, retention and development of the talented and skilled employees of the job market. As per the views of Dominic and Runde, (2016), this is recognised to be the process within which the organisation finds, train and develop their employees and align their skills with needs and aims of the company for reaching maximum success with their potential. Hence, the present study developed in the talent management assignment discusses the talent management process within KIZAD, which is a subsidiary of Abu Dhabi ports along with the strategies, roles, frameworks and challenges related to it. 

The Khalifa Industrial Zone in Abu Dhabi was established in 2010 and is the manufacturing, logistics and industrial hub of the region. It offers business access in the outstanding market by air, sea, rail which connects approximately 4.5 billion of customers. As mentioned earlier in the context of talent management assignment, the department of KIZAD a subsidiary of Abu Dhabi Ports that is the manager and operator of 11 logistics, commercial, leisure and community ports within Abu Dhabi’s emirates, Fujairah and Guinea (, 2019).

Identification and debates regarding the strategies of employee and talent management
As per the views of Festing et al., (2015), this can be said that talent management and employee management are much related to each other, thought the same differs finely. To be precise, employee management refers to the management of the entire workforce to enhance the level of desire within the employees to work for the organization and subsequently achieve the implied common goals. While, in contrast, talent management can be said to be including the various deeds of a company that the same facilitates to hire, retain, reward, develop, grow, encourage and motivate the employees to become the best employees and explore the best version of them. The strategies regarding employee and talent management that are deciphered by the Abu Dhabi ports are mentioned underneath:

Boosting of healthy staff engagement
As per the views of Bonneton et al., (2017), it is noted herein talent management assignment that the organisation like Abu Dhabi ports realises the need in boosting up the healthy staff engagement as the same offers a powerful correlation among the higher levels of staff engagement along with corporate performance. This helps in promoting staff retention, fostering customer loyalty and improving organisational performance. Thus, this grants empowerment to the employees and involve them in decision making. According to DHCT’s reports in 2014, 78% of business organisation including Abu Dhabi ports has rated Staff Engagement is “urgent and important”. As revealed by Wiblen, (2018), the various strategies that are drafted within the entity of KIZAD, to manage the employees decipher a presence of the concept of talent management at the initiation stages within the Abu Dhabi ports. Thus, this can be said that the concerned organization strives to look after the well being and matters of the employees instead of talent and employee management strategies.

Precise and effective communication
As argued by Cappelli and Keller, (2017), this strategy is the pre-requisite regarding the well functioning of the organisation's workplace. This is the key element which helps the manager of Abu Dhabi ports to perform the basic functioning of the management like planning, motivating, controlling and organising. Thus, impliedly impacting the KIZAD’s management enhances the technological accessibility for improving communication excellence. The company uses the Online Time Tracking Solution regarding effectively communicating and managing the employees. Thus, effective communication even helps in maximising as well as managing the diversified workplace and resolving the conflicts. Further, this can be inevitable be said that opting the reduction of the miscommunication and enhancement of the communication methods the concerned organization would ideally be able to improve the basic foundation on which the entire strategies of talent management would be dwelling (Latukha, 2018).

The setting of precise and realistic objectives
As per the opinion of Collings et al., (2018), this strategy helps the management of Abu Dhabi ports in making the employees understand regarding its business direction, the mission of the organisation, strategy for task accomplishment and the overall goals of the company. Thus, this objective needs to be clear and quantifiable. In a similar context, this may be said that setting of realistic and precise aims and objectives, a company would be able to offer a clear goal and pathway drafted and determined beforehand for the facilitation of the same by the employees. This would allow the concerned firm to come up with better performance and productivity with a lower amount of flaws in work. 

A positive environment in the workplace
As per the observation of Deery and Jago, (2015), this strategy helps in creating positive morale within employees and they become motivated to work hard. However, obtaining support from the managers and leaders of Abu Dhabi ports enhances the favourable working atmosphere, and thus the staffs of that company diligently align their goals with the organisation’s objectives. Thus, this leads to better productivity and hyped the performance arena. Herein this talent management assignment, this may also be added that ensuring a positive working environment enables an organization to provide such ambience for the employees wherein the same would be feeling motivated and more devoted to the assigned. Further, just not the productivity of the business would be increased with the said ambit but the same shall in a hyped manner ensure productivity is associated with punctuality. 

Providing the growing opportunities
This strategy illustrated in the talent management assignment can be said to be one of the most important inclusive ambits that depict inevitably by the company of Abu Dhabi ports (Talpo? et al., 2017). Providing the employees with ample, appropriate and adequate opportunities for growth would allow them to achieve a good career goal along with enabling a sense of loyalty within the perception of the employees. However, as argued by Collings et al., (2015), the loyalty of the employees cannot be solely guaranteed by the said concept as several collateral factors may also compel a worker to leave the company. Herein, providing a good growth opportunity would hold back the majority of the workforce deciphering retention of the employees.

As per the course of the study examined in the talent management assignment, this may be said that the company of Abu Dhabi ports would be more evidently can facilitate the facets of talentandemployee management if the same opts for aligning the processes and strategies of the concerned following the Integrated Talent Management Model. As per the views of Khalil et al., (2017), the Integrated Talent Management model can be affirmed to be a framework that allows a company to ideally strive for arranging and evaluating the various aspects of talent managementstrategies to efficiently manage the employees and keep the same engaged to a great extent. The said model includes 7 distinct steps, facilitating which a company would be able to opt for holistic management of the diverse aspects that are related impliedly with the employees. Herein this talent management assignment, this requires to be mentioned that the concerned company though deciphers facilitation of a few steps within the processes of talent management, the same can be further be recommended for betterment of the same.

talent management assignment

Figure 1: Integrated Talent Management model
(Source: King, 2017)

The first step mentioned in the talent management assignment refers to talent strategy and planning wherein the prime actions can be said to be future planning aligning the business level talent plans, analysing the relative risks and gaps. The second step can be said to be focusing on the sourcing and recruiting aspects, wherein the identified gap and risk requires delegated personnel who may handle the same. Thus, sourcing and recruiting typically concentrates on exploring and hiring the right individual who may inevitably mitigate the various emerged talent risks and gaps. The third stage suggests emphasizing on performance management of the employees to fully comprehend the contribution of each employee towards the entire performance of the company (King, 2017). This brings us to the fourth step that focuses on learning and development of the employees that would allow the company to uplift the level of competencies of the employees to the benchmarked and desired level. Further, the fifth stage refers to succession planning that typically suggests that the planning procedure involved with identifying and developing new leaders who may replace the old leaders within a company. In a similar context, leadership development can be said to be the sixth stage that strives to develop the various skills and similar other aspects that may bring out the leadership qualities within an employee. The final stage, compensation suggests that the strategies are required to be drafted keeping in consideration the ambits for compensation of the employees. This can be said herein this talent management assignment, that opting for the said strategic framework the entity of KIZAD would be vividly able to manage and decipher an employee and talent management of good genre.

Discussion on the strategies for promoting sustainable and responsible organisations in the case scenario of talent management assignment
A sustainable strategy of business regarding the sustainability of an organisation seems to be defining and powerful idea. The sustainable corporation is known to create profit based on its shareholders through protecting as well as improving the environment along with the lives of those people with whom it can interact. Herein, as per the perception of Xu and Yue, (2019), this can be said that in the recent times, owing to the dynamic nature of changing environments of the business world, the organization that deciphers a sustainability factor is more trusted and preferred upon by customers. Further, this can also be pointed out that due to the inclusion of sustainable development within Abu Dhabi ports the same had impacted a positive impression in the mind of the customers and employees. 

In this regard, four prime strategies can be affirmed to be witnessed in the said organization that enhances its stance to be a sustainable and responsible company and the concerned are as follows:

Consumer appeal
This suggests providing a good and adequate amount of attention to what the customer says and prefers. This would make the company of Abu Dhabi ports much more directed towards the customer and impliedly allow a report to build. 

Positive press and reputation building
In current times, one of the most powerful outcomes of a responsible and sustainable company is that the same can be promptly generating positive publicity (Beamond et al., 2016). Further, this may also be mentioned herein, that the various press and social media coverage along with popular business awards considers corporate citizenship before acknowledging a company to reward and thus, Abu Dhabi ports hold the said strategy to be one of the chief inclusive actions. 

Talent Attraction and retention of employees
As per the views of Tafti et al., (2017), it can be said in this talent management assignment that the customers are not just the only individuals that are attracted by the sustainable and responsiblevalues of an organization but employeesare alsoattracted by the same. Precisely speaking, the talented professionals pursuing a career in business management are highly influenced the said aspects and impliedly look for a match of their value and the core values of the company that the same is applying in. 

Strong community and client relations
The company of Abu Dhabi ports pursues a view that business is not just about earning profit and serving the customers, but also includes the ambits of relationships that require to be kept smooth and strong. Further, this can be said that through the efforts and actions facilitated in the due course of achieving sustainability the company of Abu Dhabi ports enhances the number of touchpoints with the entire community and also with clients who in turn allows the same to offer a good impression and thereby, maintain a good relation.

In a similar context, the company of KIZAD can be suggested to ideally draft the various strategies considering the values as put forward by the Triple Bottom Line Theory. The concerned theory of Triple Bottom Line explored in the talent management assignment suggests that there is no doubt that every company, business and similar other entities hold profit as the prime outcome of the business. However, as per the said theory, every company and organization requires to focus not only on monetary profits but also on the welfare of the environment and society, deciphering a concentration on profit, people and the planet.

talent management assignment

Fig 2: Triple Bottom Line Theory
(Source: Laosirihongthong et al., 2019)

What are the key challenges identified in the talent management assignment related to developing and enacting strategies of talent management?
The company of Abu Dhabi ports can be said to be an eminent organization in the UAE within which an entity, KIZAD has recently set up. The KIZAD being a subsidiary of the Abu Dhabi ports deciphers somewhat similar working principles and nature of working (Al Awadhi, 2018). The concerned company of Abu Dhabi ports holds the ambits of staff retention as quite a significant aspect and thus, opts for strategies that can be implemented on every employee separately in a cyclic genre. The various processes and principles of the concerned are enumerated underneath:

Determining goals and acknowledging requirements
The department of talent management of Abu Dhabi Ports and resultantly KIZAD deciphers a view that suggests the first step to be identifying the goals and thus, determining the requirements. This allows the said company to refrain from wasting talents and hiring only the required ones (Jankelová, 2017). Herein this talent management assignment, the talent management department owing to the working principles deciphers maintenance of the transparent relationship with the internal organs of the company.

Sourcing, attracting, recruiting and selecting new talents
The prime responsibility after determination of the required talent that reflects a necessity when striving to accomplish an organizational goal may be stated as to exploring the market for newtalent and recruiting the right selected candidate for filling in the responsibility (Dirani, 2018). 

As mentioned earlier within this talent management assignment the company of Abu Dhabi Ports and the subsidiary, KIZAD holds employee retention as one of the prime aspects of the talent management department (Hejase et al., 2016). The most important talents owing to which the rate of performance is what it is now required to be retained and thus, the talent management departments impose several facilities for the same to engage the concerned and enhance the loyalty within the employees.

Performance appraisal and Promotion 

The company of Abu Dhabi ports deciphers a feeble approach towards the aspects of performance appraisal and thereby, the probability of an employee to get promoted is quite low in the said circumstances. However, as per the views of Waxin and Bateman, (2016), the said company reflects a tall organizational structure and thus, the C-level employees are offered an increment every year but for other employees, the same depends on the discretion of the company.

Succession Plan
Evaluation the various facets of the diverse business processes this can be affirmed that the Abu Dhabi Ports, in reality, strives to train and develop a few selected employees in the course to be the future leaders that may subsequently replace the old leaders. 

As per the above discussion within this talent management assignment, this may be said that the various facets of the processes that are followed by the talent management department of the respective companies are lenient and loose hand requires being straightened and strict in a few areas. For instance, the first gap that can be identified is the determination of the goals and requirements. Herein, the concerned processes depend solely upon the discretion of the company as to when to run the identification. Owing to the unorganized and haphazard arrangements, at many instances, the ideal gaps have not been determined and the pace of work has been de-routed (Thunnissen, 2016). Further, the performance appraisal and promotional aspects can also be said to be quite weak and not as good as witnessed in the Abu Dhabi ports company. Herein the talent management assignment, this adversely affects the motivational factor which in the long run devastatingly nullifies the building blocks of employee retention. 

In a similar context of talent management assignment, this may be suggested that KIZAD requires to include such employees in the department of talent management that possesses a good and cordial relationship with the employees of other departments so as whenever the latter may be emerging a feeling to quit, the former department may be able to help the same and mitigate his problems on a personal level (Scullion et al., 2016). This would in an implied genre enhance the sense ofloyalty for the concerned organization.

Influence of information technologies in talent management
According to Benitez-Amado et al., (2015), with the increasing competition in the market between the industries, the practices of talent management has also changed. Cloud-based technologies are associated with artificial intelligence (AI) along with the Internet of Things (IoT) has taken the recruiting and HR traditional procedure of managing human resources. The words of Noe et al., (2017) examined herein talent management assignment signifies that the continuous advancement of information technology has highly influenced and transformed the technical procedures of talent management. In the current era of business, information technologies can be integrated to attract and retain the most suitable candidates along with it can be used to conduct performance evaluation. According to Sivathanu and Pillai, (2019), digital disruptions are tilting towards a new direction, people-centric designing technologies. With the implication of machine learning, organizations are creating an unforeseen connection while generating smart learning base for the employees. This hence is evidenced to smartly influence the employees towards effective learning and training and enabling the companies to technically sustain talent management. 

In the matter of Abu Dhabi Ports, the HR department of the company complies with Google's Cloud API to hire along with the recruiting process. As depicted by Benitez et al., (2018), manufacturing companies can also integrate with IBM, a massive system under AI technology, as its help in building a natural ecosystem within the working environment while creating technically advanced skilled human resources. According to Pereira, (2018), as discussed in the talent management assignment it is essential to integrate directly with via smart information technological devices to sustain standard learning systems that are required for the company to sustain a competitive edge in the high competition market. As per the opinion of Naim and Lenka, (2017), human resources are the primary and most crucial assets of the company that requires continuous training to improve their capability to match with the changing expectations and functioning of the market. However, technological advancement in talent management in the aspects of AI and IoT has increased the level of intelligence and awareness within an organization and the same is inevitably true in the case of Abu Dhabi ports as well as KIZAD. 

The talent management assignment analyses the readings of Gallardo-Gallardo and Thunnissen, (2016) that the current era of business, business sectors has acknowledged the effectiveness of Information Technological tools to reach their business targets on right time by improving their human resources. Thus, a company like Abu Dhabi ports and entities such as KIZAD can also focus on exploring more with the use of AI and IoT not only to achieve their targeted objective but also to sustain effective work process which would ensure success and growth along with competitive edge in the future. It has been witnessed that communication and information technologies have contributed to the necessary activity about the innovation process while focusing on the strategic objective of an organization. As per the view of McDonnell, (2016), it has been evaluated in the context of talent management assignment that rising of globalization has enabled the companies to realise the significance of IT in managing human resources.

Information technological solution has been witnessed to improve the overall productivity and development of human resources technologically. As opined by Noe et al., (2017), IT solutions ensure that entire team in an organization are working with their best possible potential and these technologies also ensure encouraging and motivating employees with rewards systems. In the case of KIZAD, this may be thereby recommended that the HR department can integrate with on boarding software that is trending in the international market for talent management. With the help of this software mentioned in this talent management assignment, large sectors have boosted their attracting and retaining process of human resource rendering to-to-value factor. Also, cascading goal alignment is found to be an effective information technology solution and the same may be facilitated by the said organization. These features would help the executive system to align and coordinate career goals along with analysing employees’ performance with specific business objective. Integrating with respective IT solution for talent management, Abu Dhabi ports would be able to track employees’ performance, set hierarchical goals and render visibility in line of sight in case of KIZAD.

In the light of the above discussion on talent management assignment, this may be inferred that various aspects of talent and employee management are a highly significant aspect of any given company. Owing to the facilitation of the same company can fill the gap(s) of talent that emerges due to various defaults as well as imposed reasons. This can further be said that the aspects of talent management and management of the employees can help a company to be a sustainable and responsible organization as well which in turn enhances the attraction of the customers. This study ideally strives to present a detailed discussion regarding the various facets that are associated with the aspects of talent and employee management. Furthermore, the concerned study developed in the talent management assignment provides an in-depth debate regarding the diverse strategies of employee and talent management along with which the various challenges and issues that may be faced while drafting and implementing such strategies have been also included.

Al Awadhi, K.M.A.K., 2018. Talent management assignment The Implementation of Talent Management Practices in UAE Organizations (Doctoral dissertation, The British University in Dubai (BUiD)).

Beamond, M.T., Farndale, E. and Härtel, C.E., 2016. MNE translation of corporate talent management strategies to subsidiaries in emerging economies. Journal of World Business, 51(4), pp.499-510.

Benitez, J., Chen, Y., Teo, T.S. and Ajamieh, A., 2018. Evolution of the impact of e-business technology on operational competence and firm profitability: A panel data investigation. Information & Management, talent management assignment 55(1), pp.120-130.

Benitez-Amado, J., Llorens-Montes, F.J. and Fernandez-Perez, V., 2015. IT impact on talent management and operational environmental sustainability. Information Technology and Management, 16(3), pp.207-220.

Bonneton, D., Schworm, S.K., Festing, M. and Muratbekova-Touron, M., 2017. Global Talent Management Program: Does It Help To Retain Talents?. In Academy of Management Proceedings (Vol. 2017, No. 1, p. 13544). Briarcliff Manor, NY 10510: Academy of Management.

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Dirani, K.M., 2018. Talent Management and Development in the United Arab Emirates. Advances in Developing Human Resources, 20(4), pp.479-497.

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Gallardo-Gallardo, E. and Thunnissen, M., 2016. Standing on the shoulders of giants? A critical review of empirical talent management research. Employee Relations, 38(1), pp.31-56.

Hejase, H.J., Hejase, A.J., Mikdashi, G. and Bazeih, Z.F., 2016. Talent Management Challenges: An Exploratory Assessment from Lebanon. International Journal of Business Management & Economic Research, 7(1).

Jankelová, N., 2017. Talent management assignment Effective management and self-government current trends.

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King, K.A., 2017. The talent climate: Creating an organisational context supportive of sustainable talent development through implementation of a strong talent system. Talent management assignment Journal of Organizational Effectiveness: People and Performance, 4(4), pp.298-314.

Latukha, M.O., 2018. Can Talent Management Practices Be Considered as a Basis for Sustainable Competitive Advantages in Emerging?Market Firms? Evidence from Russia. Thunderbird International Business Review, 60(1), pp.69-87.

Laosirihongthong, T., Samaranayake, P., Nagalingam, S.V. and Adebanjo, D., 2019. Prioritization of sustainable supply chain practices with triple bottom line and organizational theories: industry and academic perspectives. Production Planning & Control, pp.1-15.

McDonnell, A., 2016. Talent management. Talent management assignment In Encyclopedia of Human Resource Management. Edward Elgar Publishing Limited.

Meyers, M.C., van Woerkom, M., Paauwe, J. and Dries, N., 2019. HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices. Talent management assignment The International Journal of Human Resource Management, pp.1-27.

Naim, M.F. and Lenka, U., 2017. Talent management: a burgeoning strategic focus in Indian IT industry. Industrial and Commercial Training, 49(4), pp.183-188.

Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.

Pereira, M., 2018. Talent management assignment The relevance of talent management efficiency and its incremental impact on organizational innovation: a qualitative study.

Scullion, H., Vaiman, V., Collings, D.G. and Thunnissen, M., 2016. Talent management. Employee Relations.

Sivathanu, B. and Pillai, R., 2019. Technology and talent analytics for talent management–a game changer for organizational performance. International Journal of Organizational Analysis.

Tafti, M.M., Mahmoudsalehi, M. and Amiri, M., 2017. Critical success factors, challenges and obstacles in talent management. Industrial and Commercial Training, 49(1), pp.15-21.

Talpo?, M.F., Pop, I.G., V?duva, S. and Kovács, L.A., 2017. Talent management and the quest for effective succession management in the knowledge-based economy. Talent management assignment In business ethics and leadership from an Eastern European, transdisciplinary Context (pp. 65-73). Springer, Cham.

Thunnissen, M., 2016. Talent management assignment Talent management: For what, how and how well? An empirical exploration of talent management in practice. Employee Relations, 38(1), pp.57-72.

Waxin, M.F. and Bateman, R.E., 2016. Human resource management in the United Arab Emirates. In Handbook of human resource management in the Middle East. Talent management assignment Edward Elgar Publishing.

Wiblen, S., 2018. e-Talent in talent management. In e-HRM (pp. 153-171). Routledge.

Xu, P. and Yue, X., 2019, November. Talent leadership strategies enhance teacher’s professional competencies in 21st century education for sustainable development. In IOP Conference Series: Earth and Environmental Science (Vol. 373, No. 1, p. 012003). Talent management assignment IOP Publishing.


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