## Notes from 10 January 2026 [[2026-01-09|← Previous note]] ┃ [[2026-01-11|Next note →]] Read the "[Emerging Trends Report in Talent Management (2024–2040)](https://indd.adobe.com/view/687c57a6-4bc1-40e8-802a-295a2c8106c7#DGE)" published by the [Department of Government Enablement (DGE)] of Abu Dhabi, plus coverage of their new HR Law taking effect January 2026. ## The trends report The report maps signals of change in talent management, classifying them by impact and probability. Some of the categorizations: **Strengthening trends:** - Autonomous work: flatter, self-managed team structures - Gamification of work: game mechanics in professional environments - Immersive experience: VR/AR for training and collaboration **Weakening trends:** - Value of formal degrees: dependence on in-person education without digital support declining - Office-based work: fixed physical location requirements diminishing - Traditional performance appraisals: old models being replaced The framework itself is fairly standard foresight methodology. What's more interesting is the concrete tools they describe implementing. ## AI tools for HR processes Three tools stood out: **AI-powered objective setting tool ("Objective Builder"):** Automates the creation of performance objectives. Uses AI to evaluate employee objectives against a CSMART framework (Challenging, Specific, Measurable, Attainable, Relevant, Time-bound), providing real-time improvement suggestions to ensure strategic alignment. This seems genuinely useful for creating consistency across government. One of the persistent problems with performance management is that objective quality varies wildly depending on who writes them. An AI tool that enforces a common standard and provides immediate feedback could improve the baseline considerably. **AI-based succession planning:** Machine learning models to identify successors for critical positions. Generates data-driven scores to rank readiness for new roles. The stated goal is reducing subjectivity and bias in leadership selection. **Attrition risk prediction:** A model that predicts which employees are at risk of leaving, using historical data to identify risks and suggest personalized retention interventions. ## The new HR Law (2026) Abu Dhabi Government issued [new HR legislation effective 1 January 2026](https://www.mediaoffice.abudhabi/en/government-affairs/abu-dhabi-government-issues-new-hr-legislation-modernising-employment-and-embedding-meritocracy-in-public-sector/). The press release emphasizes merit-based systems, competitive benefits, and career progression based on capability rather than tenure. Key provisions mentioned: - Accelerated promotion pathways for high performers (not requiring standard tenure periods) - Performance-based allowances - Reduced probation periods for outstanding graduates - Entrepreneurship leave (pursue business ventures while maintaining government career) - Enhanced parental leave (doubled paternity provisions, extended maternity) - Flexible work arrangements (compressed schedules, remote work options) The framing is explicitly about competing for talent: "the most talented professionals have options. They can work anywhere. Government must compete not just on mission, but on how we develop careers." ## What to make of this The rhetoric is obviously promotional - this is government communications material. That said, a few things are notable: 1) The explicit acknowledgment that government competes in a labor market is not universal. Many civil service systems still operate as if public employment were a separate category where normal market dynamics don't apply. 2) The focus on AI tools for HR processes looks somehow concrete rather than aspirational. Whether they work well is another question, but they've apparently moved past the "we should use AI" stage to actual deployment. 3) The combination of trends forecasting with specific tool development suggests someone is trying to connect strategy to operations - exactly the integration that most governments struggle with. Unfortunately I couldn't find the actual law text, only the press release. Would be worth tracking down to see what's actually in the legislation versus the marketing.