GRM 2010 GRM 2011

Abstract Details

 
AUTHOR NAME
 
Family Name:
AL Mohannadi
 
First Name:
Fatima
 
ABSTRACT OF PAPER
 
Title of Paper:
A ROADMAP FOR TALENT DEVELOPMENT TO SUPPORT A KNOWLEDGE-BASED ECONOMIC VISION FOR 2030 IN QATAR
 
Paper Proposal Text :
Developing talent is very crucial for the Gulf Cooperation council (GCC) country of Qatar, to sustain their political economy that is charactrised by:
• Fostering massive infrastructural development, to meet international obligations as well as deliver on the vision 2030 agenda.
• Integration into the global economy with evolving nations of nationalism, and
• Laying a foundation for sustainable development once the oil and gas era is over.
According to the General Secretariat for Development Planning (GSDP) (2012) the current infrastructure development for Qatar is considered as a means to an end; whereby the main goal of the vision 2030 is to establish a knowledge based economy that is highly competitive at the international level. The Qatari government’s strategy has been to use the construction industry as the main vehicle for ensuring that the investment in infrastructure can be realised and that the country can be built on a strong and modern footing in terms of infrastructure and service provision to the people. However, the strategy neglect the importance of development talented Qatari as a corner stone to achieve the Qatar National vision 2030. Realising the economic development through industrial activities as well as tourism would be under threat if the infrastructure development stalls; therefore the human resource planning, succession planning, and talent management of the labour force – inter alia – becomes a crucial factor in the strategic delivery process of Qatari infrastructure needs.
The finding of the research illustrate the challenges confronting the actualization of Qatar national vision, the importance of having a clear strategy to develop Qatari talent with identified behavior and skills needed to support the strategic objective, and knowledge management practice at organisational level. While Qatar organization do not recognise “Intellectual Capital” as a local asset.
A combination of positivism and interpretivism needs to be deployed on this research because there are elements that seek objectivity while others are meant for subjectivity; Interviews, questionnaires and a case study have been targeted as research methods to develop a roadmap for talent management to support knowledge based economic vision in Qatar.
 
 
 

WITH THE GENEROUS SUPPORT OF