Future Workforce

If the banking institutions in the UAE are to gain competitive advantage, the way they undertake their recruitment process would in the first place be strategic in nature (Lee 2007). It is recommended that the recruitment be founded on the strategy of the organization if the recruitment is to act as a source of competitive advantage (Porter 1985). Manpower planning needs to be strategic in nature as opposed to being reactive whereby case its purpose will be to respond to the staffing problems whenever they arise (Bratton & Gold 2003).

This is because a manpower plan will constitute a good business strategy which will have the effect of boosting the overall output of the banking institutions in the UAE. What the above implies is that it would be meaningless for the banking institutions in the UAE to undertake a recruitment process if it is not strongly related to the core business need of the organization (Lee 2007).

The examination of the future workforce view will permit the people in charge of human resource planning within the banking institutions in the UAE to know the employees required at each of the horizontals and vertical levels of the organizations in terms of the exact number and the type of employees (Bratton & Gold 2003). Analysis and Targeted Future Closely related to the future workforce view is the targeted future.

Its should be noted that projecting the future workforce view is likely assist the banking institutions in the UAE with the likely patterns that the manpower could take based on the future plans of the organization (Lee 2007). For instance, if the banking institutions in the UAE projects that their product offering will highly increase, then it is highly probable that they will hire more employees. The underlying principle in this regard is that the way the organization is designed will influence the need for recruitment or not (Bratton & Gold 2003).

What is implied here for instance is that in the case the organization has production objectives then the recruitment process will need to be undertaken in the area of production. Alternatively, if the organization has a marketing objective, then the recruitment will be undertaken in the marketing department (Lee 2007). In the same manner an organizational design founded upon autonomous work teams could necessitate the recruitment of more skilled staff more than if the organization was more hierarchical in nature.

What this implies is that having examined the labor demand based on the strategic objectives of the banking institutions in the UAE, what would follow is the evaluation of the ways in which the demand above can be filled (Lee 2007). This means that with the analysis of the future manpower views accomplished and the analysis of targeted future also accomplished, the next step is now to find out the way of filling the gaps that have been identified. The gaps can also be identified from regular performance appraisals (See figure 2 in the appendix). Closing the Gaps

The final step in manpower planning is filling in of the gaps identified between the potential labor supply and potential demand (Bratton & Gold 2003). Many authors who have made contributions towards the field of manpower planning have advocated for filing in the vacancies either through direct recruitment or through promotions (Mariappan 2006). Several, researchers have contributed towards filling that are found after a successful manpower planning model. For instance promotion and mapping have been identified as some of the methods of filling the vacancies (Srinivasan & Kasturri 2004, pp. 115-120).

Basically, there are several strategies by which the banking institutions in the UAE can use to fill the skills gaps (Bratton & Gold 2003). The most common is through training and development. In this regard once the banking institutions in the UAE have recognized that there are some deficits in the skill requirements, the employees would be subjected to training and development programs as a way of having their skills (Ribas 2006, p. 20). The other option available is to hire new employees possessing the required competences from outside (Bratton & Gold 2003) (See figure 3 in the appendix).

The other common techniques which can be used to close the skills gaps is by making plans to retain the employees who have demonstrated that they are very skilled (Ribas 2006, p. 20). In order for the banking institutions in the UAE to retain the employees who are well performing, they will need to put in place strong mechanisms of motivating the employees. These can be in terms of adequate compensation and reward structures, good work life balance policies, and opportunities for career growth and development (Bratton & Gold 2003).

The gaps can also be filled through succession planning (Bratton & Gold 2003). In fact the most successful banking institutions in the UAE in future are likely to be those that are presently spotting and developing executives with high potentials at whatever age, gender or geographic history (Bridge Partners LLC 2006). What this implies is that with adequate strategies of succession planning and training, the identified employees are likely to develop their leadership skills and take leadership roles at senior management levels when the right time comes.

It means therefore that as the banking institutions in the UAE grow and develop, they have to pay attention to the people who are likely to lead them on the future. Through succession planning, the banking institutions in the UAE can decide to fill the leadership positions they have internally with the employees they have they have been investing on over the years (Bridge Partners LLC 2006). This would be very advantageous to the organizations for the reason that the internal candidates are accustomed to the culture of the organization thus are less likely to need additional orientation (Bratton & Gold 2003).

Alternatively the banking institutions in the UAE can close the gaps with the employees who are not permanent (Ribas 2006, p. 20). In other words, the organizations can decide to hire contractors thereby acting as a short term measure through which the above gaps can be filled. Finally the banking institutions in the UAE can close the gaps arising from the manpower planning process by assigning workers to firms where the skills they have can be utilized in the best way possible way, a process known as re-deployment (Ribas 2006, p. 20).

Calculate the price
Make an order in advance and get the best price
Pages (550 words)
*Price with a welcome 15% discount applied.
Pro tip: If you want to save more money and pay the lowest price, you need to set a more extended deadline.
We know how difficult it is to be a student these days. That's why our prices are one of the most affordable on the market, and there are no hidden fees.

Instead, we offer bonuses, discounts, and free services to make your experience outstanding.
How it works
Receive a 100% original paper that will pass Turnitin from a top essay writing service
step 1
Upload your instructions
Fill out the order form and provide paper details. You can even attach screenshots or add additional instructions later. If something is not clear or missing, the writer will contact you for clarification.
Pro service tips
How to get the most out of your experience with MyHomeworkGeeks
One writer throughout the entire course
If you like the writer, you can hire them again. Just copy & paste their ID on the order form ("Preferred Writer's ID" field). This way, your vocabulary will be uniform, and the writer will be aware of your needs.
The same paper from different writers
You can order essay or any other work from two different writers to choose the best one or give another version to a friend. This can be done through the add-on "Same paper from another writer."
Copy of sources used by the writer
Our college essay writers work with ScienceDirect and other databases. They can send you articles or materials used in PDF or through screenshots. Just tick the "Copy of sources" field on the order form.
See why 20k+ students have chosen us as their sole writing assistance provider
Check out the latest reviews and opinions submitted by real customers worldwide and make an informed decision.
Criminal Justice
This has been the greatest help while I am recovering from an illness. Thank your team so much.
Customer 452671, May 2nd, 2021
English 101
IThank you
Customer 452631, April 6th, 2021
Love this writer!!! Great work
Customer 452597, April 5th, 2021
Business and administrative studies
excellent paper
Customer 452773, March 3rd, 2023
Thank you for your hard work and help.
Customer 452773, February 13th, 2023
Customer 452591, March 18th, 2021
thank you so much
Customer 452749, June 10th, 2021
10th grade English
very good
Customer 452773, March 26th, 2023
Business and administrative studies
excellent work
Customer 452773, March 9th, 2023
Business and administrative studies
looks good thank you
Customer 452773, March 3rd, 2023
Thank you!!! I received my order in record timing.
Customer 452551, February 9th, 2021
Great job
Customer 452773, February 13th, 2023
Customer reviews in total
Current satisfaction rate
3 pages
Average paper length
Customers referred by a friend
15% OFF your first order
Use a coupon FIRST15 and enjoy expert help with any task at the most affordable price.
Claim my 15% OFF Order in Chat

Sometimes it is hard to do all the work on your own

Let us help you get a good grade on your paper. Get professional help and free up your time for more important courses. Let us handle your;

  • Dissertations and Thesis
  • Essays
  • All Assignments

  • Research papers
  • Terms Papers
  • Online Classes


eskişehir escort
- Korsan taksi Antalya


eskişehir escort
- Korsan taksi Antalya