The human resource management ecosystem will be reshaped into a more adaptive, innovative, and creative system to achieve organisational success. This could only be implemented with solid leadership and management. This study aimed to assess the effects of innovation and creativity on human resources practices in the ministry of interior UAE. This study employs a quantitative approach by using a questionnaire as an instrument for data collection. In data collection, 300 employees from the Ministry of Interior based in Abu Dhabi were chosen as the respondents. SPSS and PLS-SEM software were used for the data analyses. The findings show that there is an insignificant causal relationship between administrative innovation and human resources practices, with a path coefficient of 0.088, the t-statistics value of 1.392 and a p-value of 0.164. Process innovation has a significant causal relationship with human resources practices, with a path coefficient of 0.229, t-statistics of 2.166 and p-value of 0.031. There is an insignificant causal relationship between government services and human resources practices with a path coefficient of -0.082, t-statistics of 0.793and p-value of 0.428. There is an insignificant causal relationship between motivation and human resources practices, with a path coefficient of 0.079, a t-statistics value of 0.879 and a p-value of 0.380. Communication has a significant causal relationship with human resources practices, with a path coefficient of 0.139, tstatistics of 2.058 and p-value of 0.040. There is a significant causal relationship between technology and human resources practices, with a path coefficient of 0.238 with t-statistics of 2.997 and a p-value of 0.003. Cumulatively, about 45.1 per cent of the variance in human resources practices in UAE is explained by administrative innovation, process innovation, government services, motivation, communication, and technology creativity, as indicated by the coefficient of determination (R2) value of 0.451. The study recommends giving special attention to innovation and creativity in the ministry to achieve effective human resources practices in UAE as they influence human resources practices. There is a need for the ministry to improve awareness of the importance of innovation to compete. There is a need to improve process innovation through mechanisms to accommodate process changes and implementation. This is to encourage a systematic search for new product ideas. It is necessary to improve the ministry services such as issuance of heavy vehicles transportation permits and renewal of registration. The ministry should also improve knowledge sharing (via formal/ informal meetings, etc.), thinking about the future and the organization’s (internal and external) networks. This study can be of importance in addressing challenges in innovation and creativity management and human resource management. The ability of organizations to be adaptive to such challenges may lead to organizational competitiveness that allows sustainable performance and growth.