Dubai Design District: Resource and Talent Management

Introduction

Talent management practices are important to organizations because they help to arrange and implement the skills of human resources that play a crucial role in business success. Effective talent management allows companies to develop competitive advantages, increase innovation, and decrease turnover rates. The given report aims to explain the benefits associated with different recruitment and retaining techniques and evaluate the factors influencing human resource management within the Dubai Design District (D3) – the organization specialized in the development and promotion of creative industries in the region.

Company Overview

The primary goals of D3 are the development of the design community and the provision of a favorable environment for artistic people and professionals in design. It focuses on the creation of a neighborhood where designers and artists can live, work, and collaborate. The development of enduring partnerships for the realization of prospective projects and the attraction of new creators to the district are two of the most significant functions of the organizational leadership. To succeed in the fulfillment of its mission, D3 attempts to recruit highly professional employees and managers. The large scope of the organizational goals and the very nature of business in the design sector emphasize the importance of attracting and retaining a flexible, innovative, and professional employees.

Benefits of Attracting and Retaining a Diverse Workforce

Diversity in the workforce implies that staff members from distinct cultural and social backgrounds are employed. Diversity is highly beneficial for all types of firms as it supports innovation, promotes the positive corporate image, and increases overall productivity.

Usually, members of the diverse workforce have different points of view on similar issues and situations. And when collaboration and open communication are encouraged in the workplace, the team becomes more capable of efficient and innovative problem-solving. Thus, it may significantly improve organizational competitiveness and result in gaining multiple financial benefits. Secondly, workplace diversity indicates the company’s avoidance of discriminative HR practices and support for equality in the workplace. It also may refer to the fact that the corporate culture is well-developed and the ethical values are integrated into it. As a result, staff diversity allows the improvement of the organizational image and consequently affects the ability to attract customers, partners, and talents in a favorable way.

Lastly, there is a lot of research evidence indicating the associations between workplace diversity and increased productivity. However, it is possible to say that it impacts productivity indirectly because the maintenance of a diverse workforce requires consideration of multiple factors including motivation and compensation needed to retain employees and increase their sense of belonging (Dike 17). In this way, it becomes easier to increase productivity in the diversified working environments as team members are well motivated to achieve results. Workforce diversity requires the implementation of effective HR management practices and the development of excellent resource management systems. Although it may be challenging, by increasing staff diversity, the organization becomes able to retain talents more efficiently.

Factors Affecting the Organizational Approach to Employee Attraction

The major factors that facilitate the attraction of talented managers and specialists to D3 are 1) opportunities for career development and self-realization; 2) financial compensation; 3) organizational goals, mission, and values; and 4) job security.

Career advancement opportunities and financial rewards are components of the motivation system. It is possible to say that when a person feels that he/she can grow both personally and professionally within an organization, his/her motivation and desire to work become boosted. The same thing is to compensation. Only when potential employees feel their work will be recognized and well rewarded, they are more willing to work in a company.

The clearly set mission and vision allow the attraction of employees who have interests similar to the organizational ones. These strategic aspects help to strengthen team cohesion. Moreover, it is observed that if employees’ personal goals are matched with a company’s mission, they feel greater aspiration for career development (Bhati and Ashokkumar 150). Thus, this factor allows not merely the attraction of professionals but talents’ retainment as well.

Lastly, job security provided by employment terms and conditions is important because excess uncertainty is usually associated with stress. Not many people can adapt to unpredictable working environments, and the majority seeks stability and safety. The safety values are embedded in D3’s corporate culture and help to create a favorable organizational climate that stimulates positive human relationships and promotes respectful practices that naturally attract people.

Factors Affecting Recruitment and Selection

The major factor in influencing recruitment is the organizational size. D3 is a large organization that performs many activities. Therefore, it needs to recruit a sufficient number of employees to maintain its operations. Secondly, the organization considers the costs of recruitment and tries to hire those candidates whose financial needs will suit the amount the company may offer. Moreover, the organizational recruitment policies should be aligned with labor laws and other legal regulations controlling employment age and other criteria.

When speaking of the candidate selection process, it largely depends on the situation in the market, especially the company’s competitive position. When selecting an employee, D3 considers if the new recruitment will support organizational aims to outperform its competitors and generate some advantages which would improve its market position.

Benefits of Recruitment Methods

The company mainly uses internal, online, and agency-mediated recruitment techniques. The internal recruiting is meant to promote one of the hired employees. The primary benefit of this method is that the management already knows what competencies the candidate has and what he is capable of. It is also associated with reduced investment in training and education of the new staff. However, internal recruitment does not allow to increase workforce diversity. This benefit can be gained through both online and agency-mediated recruitment. Searching for candidates through the Internet is not costly and provides easy access to large audiences on an almost unlimited territory. At the same time, the process of reviewing online job applications may be challenging because their number may be too big.

By recruiting through an agency, the company obtains an opportunity to reduce the time costs associated with employee search. It is especially effective for filling senior positions because specialized firms usually have sufficient expertise and knowledge needed to find a good candidate. However, comparing to other methods, it requires greater financial investments.

Selection Methods

The personal interview is the most commonly used selection tool. It implies a personalized approach and provides an opportunity to evaluate candidates’ knowledge and communication skills. Moreover, the course of dialogue can prompt some extra questions allowing to deepen understanding of employees’ suitability for the position. At the same time, interviews may not allow evaluating candidates’ job knowledge to a full extent, but tests help to obtain more detailed information in this regard. Tests are particularly useful in searching personnel to fill jobs requiring a high level of expertise, theoretical and practical knowledge. Nevertheless, this type of staff selection cannot be used alone as it does not provide an evaluation of important personal and psychological qualities of individuals.

Along with personal interviews, it is possible to implement group discussions and exercises. This method allows learning about candidates’ personalities and experiences, but it also helps to see if potential employees can collaborate and perform in front of the audience. Overall, HR managers should select those techniques which, in their opinion, would suit the assessment criteria best. And to increase selection efficiency, it is possible to combine different methods.

Works Cited

Bhati, Parul and Ashokkumar M. “Key Factors Analysis for Retention & Attraction of Employees.” Asia Pacific Journal of Marketing & Management Review, vol. 2, no. 2, 2013, pp. 130-146, Web.

Dike, Priscilla. “The Impact of Workplace Diversity on Organisations.” ARCADA, 2013. Web.