In the article involve personal factors, organizational capital and social capital. Considering the personal factors, Al-Ali cites education, experience and expertise as some of the personal factors, which influence the employment of locals. Organizational capital, on the other hand, represents cultural factors including language, and strategies of human resource. Finally, social capital involves issues of nepotism and gender discrimination. The author bases his arguments on a research, which involved 17 mangers from the region through both open and closed ended research questions. The respondents of the research cited the obstacle of Emiratisation to be the lack of development prospects for the career of locals. In addition, skills, low pay and inadequate training and promotion initiatives should also be cited as key contributors. Other factors that will cited in the research included an insufficient work culture, gender inequalities and a negative working attitude by the locals. Considering the sentiments of the respondents, several strategies concerning the aforementioned barriers were developed. These strategies aim to increase local participation in the job market in order to complement the Emiratisation initiative. The strategies aimed to address the issued experienced by the locals in relation to job opportunities and skills for the competitive job market. It is evident that human capital is essential for any business. However, in order for the human capital to be effective it is essential that individuals should have the adequate skills, attitudes and opportunities.
