الفهرس 
الفصل الاوليوجد فقط 14 صفحة متاحة للعرض العام
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المستخلص
Introduction The human element is the most important asset of any organization. It is the basic capital, and in light of this, if the organization lacks an effective human element; it will lack efficiency and effectiveness, and to make the organization able to compete and excel; Its human resources must be invested effectively, as this investment is embodied in the management of human talent in this time, which is witnessing development and progress at all levels, and therefore it was necessary for organizations to pay attention to talent management, attracting, developing and retaining them to benefit from them in the development and competition of the organization (Al-Qadri, 2021 ).Talent management is one of the modern topics in the field of human resource management, as it has attracted great interest among researchers since its inception in the late nineties. Therefore, organizations began to realize the importance of talent management because of its role in achieving excellence, innovation and creativity by supporting and developing the performance of talented people, as it requires a systematic view that calls for dynamic interaction between many tasks and processes, as it is a continuous proactive activity that revolves around identifying, attracting, appointing, distributing, developing, motivating and promoting Compensation and retention of high-potential employees, which reflects the organization’s interest in them and appreciation for their contribution (Al-Maghrabi; et al., 2016).Performance management is concerned with employee development, because performance improvement cannot be achieved unless effective programs are in place. To facilitate continuous development, this improvement addresses and enhances the core competencies and capabilities of individuals and teams, and thus; Performance management is concerned with meeting the needs and expectations of all stakeholders in the organization and the public as a whole. When we talk about performance management; We talk about the performance of employees or workers and the performance of the organization (Khuzam, 29: 2020).Job performance has received the attention of many researchers and thinkers in many fields, and they have unanimously agreed that the performance of the individual in the organization reaches its highest goals, and of course all organizations aspire to achieve the desired goals in short times and in inexpensive ways, hence the increased interest in job performance and how to evaluate it and improving it and how it relates to talent management in the organization (Nasr El-Din, 2020).In this context, the current study seeks to investigate the type and strength of the relationship between talent management and employee performance by applying it to the employees of the Federal Authority for Identity and Nationality, Customs and Ports Security in the United Arab Emirates.First: problem of the study:To complete the research gap that resulted from previous studies, the researcher conducted a pilot study with the aim of determining the availability of the study variables (talent management, employee performance), by conducting personal interviews with a sample of (30) individuals from employees of the Federal Authority for Identity and Citizenship, Customs, and Port Security. In the United Arab Emirates in the period from 01/11/2022 AD to 04/11/2022 AD, and among its most important results were the following:1- The majority of those interviewed who work at the Federal Authority for Identity, Citizenship, Customs, and Port Security in the United Arab Emirates believe that talent management is a utmost necessity, and that the authority must seek to develop, train, and preserve those talents.2- Most of the sample’s answers confirm that effective talent management contributes to completing the Authority’s work with the required quantity and quality.3- The majority of the Authority’s employees interviewed expressed the extent of the employees’ interest in providing high-quality services to the public in light of adherence to the Authority’s labor rules and laws.In light of the results of the exploratory study, the problem of the study lies in answering the following questions:1-What is the nature of the relationship between talent management and the performance of employees at the Federal Authority for Identity and Citizenship, Customs, and Port Security in the United Arab Emirates?2- What is the effect of the dimensions of talent management on the dimensions of the performance of employees at the Federal Authority for Identity and Citizenship, Customs, and Port Security in the United Arab Emirates?Second: objectives of the study:The current study seeks to achieve the following objectives:1- Identifying the nature of the correlations between talent management and the performance of employees of the Federal Authority for Identity and Nationality, Customs and Ports Security in the United Arab Emirates2- Verifying the effect of talent management dimensions on the performance dimensions of employees of the Federal Authority for Identity and Nationality, Customs and Ports Security in the United Arab Emirates.Third: hypotheses of the study:In light of the problem and questions of the study, it was possible to formulate the hypotheses of the study as follows:1. There is a significant effect between talent management and the performance of employees according to the views of the employees of the Federal Authority for Identity and Citizenship, Customs and Port Security in the United Arab Emirates.2. There is a significant effect of the dimensions of talent management on the dimensions of the performance of employees according to the views of the employees of the Federal Authority for Identity and Citizenship, Customs and Port Security in the United Arab Emirates.This hypothesis is divided into the following sub-hypotheses:1. There is a significant effect of the dimensions of talent management (attract and selecting- retention talent, and developing talent ) on the dimension of the quality of work accomplished by the Federal Authority for Identity and Citizenship, Customs, and Port Security in the United Arab Emirates.2. There is a significant effect of the dimensions of talent management (attract and selecting- retention talent, and developing talent) on the dimension of commitment to the Federal Authority for Identity and Citizenship, Customs, and Port Security in the United Arab Emirates.3. There is a significant effect of the dimensions of talent management (attract and selecting- retention talent, and developing talent) on the dimension of commitment to the Federal Authority for Identity and Citizenship, Customs, and Port Security in the United Arab Emirates.Performance of employees of the Federal Authority for Identity and Nationality, Customs and Ports Security in the United Arab Emirates.3. There is a significant effect of the dimensions of talent management (attracting and selecting talents - retention talents - developing talents) on the dimension of commitment from the dimensions of the amount of work for the employees of the Federal Authority for Identity and Nationality, Customs and Ports Security in the United Arab .Forth: and Recommendations:The results of the study are as follows:First :Acceptance of the validity of the first hypothesis, which states that “there is a significant correlation between talent management and employee performance according to the opinions of employees of the Federal Authority for Identity, Nationality, Customs and Ports Security in the United Arab Emirates.Second hypothesis:Partially accepting the validity of the second hypothesis, which states that ”there is a positive significant effect of the dimensions of talent management on the dimensions of employee performance according to the opinions of the employees of the Federal Authority for Identity and Nationality, Customs and Ports Security in the United Arab Emirates.This hypothesis is divided into the following sub-hypotheses:2\1: There is a significant effect of the dimensions of talent management on the dimension of the quality of the work performed from the dimensions of the performance of the employees of the Federal Authority for Identity and Nationality, Customs and Ports Security in the United Arab Emirates (the validity of the first sub-hypothesis was partially accepted).2\2: There is a significant effect of talent management dimensions on the commitment dimension of the performance dimensions of the employees of the Federal Authority for Identity and Nationality, Customs and Ports Security in the United Arab Emirates (partially accepting the validity of the second sub-hypothesis).2/3: There is a significant effect of the dimensions of talent management on the dimension of the amount of work performed from the dimensions of the performance of the employees of the Federal Authority for Identity and Nationality, Customs and Ports Security in the United Arab Emirates (partially accepting the validity of the third sub-hypothesis).In light of the results of the study, the researcher presented a number of practical recommendations for the authority under study, as well as a number of proposals for scientific research that can be conducted in the future.