Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Emiratization: A Unique and Inclusive Approach to Enhancing Your Localization Approach

823 views

Published on

Emiratisation and Localisation of workforce is considered both a government and organisational priority in the UAE, GCC as well as emerging markets. This is an introduction to Emiratisation and our company's (TBH Consultancy) approach at enabling organisations to have the capacity to drive a sustainable, collaborative and innovative approach towards integrating local workforce successfully in organisations.

Published in: Career
  • Be the first to comment

  • Be the first to like this

Emiratization: A Unique and Inclusive Approach to Enhancing Your Localization Approach

  1. 1. INNOVATION, COLLABORATIONAND CULTURAL CHANGE:ANEWAPPROACH TOWARDS SUCCESSFUL EMIRATISATION OF YOUR WORKFORCE Introduction to the concept of „Emiratisation & Localisation Creativity Lab‟ Brought to you by All rights reserved. Property of TBH Consultancy. www.talibbinhashim.com
  2. 2. What is Emiratisation and other workforce localizations initiatives really about? • A nationwide initiative led by the government with the aim of integrating it‟s citizen workforce in to the job market through legislations, quotas, initiatives targeting local jobseekers such as up-skilling and education and in some countries replacing expatriates employees with locals • Contrary to wide-spread perception; in the UAE; Emiratisation is NOT about replacing expatriate workforce with Emiratis. This is due to the demographic realities as the ratio of the Emirati population to expatriates is approximately 1:8. It is more focused on opening more vacancies to Emirati jobseekers and the creation of jobs All rights reserved. Property of TBH Consultancy. www.talibbinhashim.com
  3. 3. (continued)What is Emiratisation and other workforce localizations initiatives really about? • Emiratisation and similar local „inclusion‟ and „integration‟ initiatives normally exists in environments with distinct features such as: • Rate of economic growth and expansion of private sector businesses is faster than the rate of local jobseekers entering the workforce • Emerging and fast growing markets, and in particular oil-rich countries in middle east and Africa • Local population is either a minority of the total population • Local population have historically been denied equal opportunities to participate in the job market due to the political environment, lack of societal acceptance or long-standing wars or conflicts • Environments where the local culture, norms and stigma is not conducive to integrating local workforce across all levels of the labour market • Environments where the existing education infrastructure is struggling to keep up with market needs and pace of developments All rights reserved. Property of TBH Consultancy. www.talibbinhashim.com
  4. 4. THE EMIRATISATION PHENOMENON: WHAT MAKES ITA UNIQUE CASE- STUDY? All rights reserved. Property of TBH Consultancy. www.talibbinhashim.com
  5. 5. • UAE nationals are a minority in the country representing about 10% of the total population • Unemployment rate of 14% in the UAE (Emiratis only) • Unemployment rate is higher among Emiratis at the age bracket of 20-24 years old in comparison to Emiratis at the age bracket of 25-34 years old • 25% of the population are students and expected to join the labour force in the next few years • Salary levels offered by employers to Emiratis is higher than salaries offered to expatriate workforce, the difference in many occasions is significant • Emirati jobseekers can be considered mostly as „passive jobseekers‟ rather than „active jobseekers‟, displaying characteristics of „millennial jobseekers‟ for employers All rights reserved. Property of TBH Consultancy. www.talibbinhashim.com
  6. 6. Top 3 views held by Emirati jobseekers about the job market • Employers are more cautious and reluctant when it comes to hiring UAE nationals mainly due to “wrong perceptions” • Private Sector does not offer “job security” • Beauracracy, inefficient recruitment process and internal resistance by hiring managers slowing down the hiring process significantly All rights reserved. Property of TBH Consultancy. www.talibbinhashim.com
  7. 7. Top 3 views held by employers in the UAE • Expectations of Emirati jobseekers does not match what employers can offer • Concerns that hiring Emirati nationals is a binding commitment in which employers can not terminate Emirati employees • Retaining and keeping Emirati employees engaged represents a significant challenge All rights reserved. Property of TBH Consultancy. www.talibbinhashim.com
  8. 8. BUILDING A SUSTAINABLE AND EFFECTIVE EMIRATISATION STRATEGY All rights reserved. Property of TBH Consultancy. www.talibbinhashim.com
  9. 9. What do we believe are the building blocks of a successful Emiratisation strategy Alignment of Emiratisation with organisation strategy, values and goals Relevant to the external context Internal buy-in Focuses on value to both parties (Emiratis & Employer) Clear Leadership buy-in Employer Brand helps pipeline talent All rights reserved. Property of TBH Consultancy. www.talibbinhashim.com
  10. 10. OUR APPROACH All rights reserved. Property of TBH Consultancy. www.talibbinhashim.com
  11. 11. All rights reserved. Property of TBH Consultancy. www.talibbinhashim.com
  12. 12. The deliverables of our approach • The Creativity Lab we: • Identify and address current challenges your company faces, • Brainstorm the unique opportunities Emiratization could potentially present to your organization, • Help you identify potential challenges that might impact your Emiratisation approach • Develop effective and sustainable Emiratization strategies catered to your company • Seek to win buy-in from your hiring managers and involve them in the creative process of developing an Emiratisation Strategy • and finally help you develop your own unique Emiratisation Strategy All rights reserved. Property of TBH Consultancy. www.talibbinhashim.com
  13. 13. What to expect from the Creativity Lab Insights on history and current status of Emiratisation Interactive Group Discussions and exercises Real life case study: Motivations of an Emirati Jobseeker Brainstormin g the present challenges and potential solutions Identifying your organisation‟ s Emiratisation purpose and charter All rights reserved. Property of TBH Consultancy. www.talibbinhashim.com
  14. 14. Why adopt a Creative Brainstorming Workshop? • In 2013 H.H. Sheikh Mohammed Bin Rashid directed all federal government bodies to adopt the “Government Creativity Lab” experiment to overcome practical challenges All rights reserved. Property of TBH Consultancy. www.talibbinhashim.com
  15. 15. Benefits of our approach • Your organisation will not only fully rely on external consultants for knowledge, • Knowledge will be developed from within the group increasing chances of buy-in • It encourages conversations and identifying workable strategies as opposed to traditional workshops thus empowering your Managers All rights reserved. Property of TBH Consultancy. www.talibbinhashim.com
  16. 16. WHO IS LEADING THIS APPROACH? All rights reserved. Property of TBH Consultancy. www.talibbinhashim.com
  17. 17. Abdulmuttalib (Talib) Hashim • Founder of the first Emirati- Nationalisation Advisory firm TBH as well as Emirati recruitment specialists Next Level Management Consultancy. Through his work has helped several organisations in the UAE on their Emiratisation, Recruitment and talent acquisition needs. • Developed SIDR™, The Emiratisation Roadmap™ and other methodologies that can be used to design Emiratisation strategies for organisations • Speaker, highly sought moderator in numerous conferences and columnists in local publications All rights reserved. Property of TBH Consultancy. www.talibbinhashim.com
  18. 18. Mubeena Mohammed • Mubeena has facilitated Organisation Change Management and provided HR strategy advisory to high-profile global organisations since 2003 • A student to OD and Transformation guru Roland Sullivan who is the founder of the Whole Transformation System™ which the Creativity Lab process is based on • Mubeena has recently authored her book on this process called „Speed Change‟ • She holds a Bachelor‟s degree in two majors: Psychology and Philosophy All rights reserved. Property of TBH Consultancy. www.talibbinhashim.com
  19. 19. For more information • Email me: talib@talibbinhashim.com • Visit my website: talib@talibbinhashim.com • Join our movement ‘ReWork GCC’ on LinkedIn: • ReWork GCC & Emiratisation • Like our group on Facebook: TBH Facebook Group All rights reserved. Property of TBH Consultancy. www.talibbinhashim.com

×