This document provides an overview of a research proposal on Emiratisation and retaining Emirati employees in private organizations, using Al Fahim Group as a case study. Some key points: - The UAE government launched the Emiratisation initiative to increase employment of Emiratis, especially in the private sector. This research aims to study retention strategies at Al Fahim Group. - Al Fahim Group is a large diversified company that runs a national training program called Tatweer to develop Emirati employees' skills over 12 months. - The research goals are to incorporate Emiratisation across all private sectors and help Emiratis become leaders. - Strategic plans to achieve Emirat

1. Research Proposal on:
Emiratisation and How to Retain Emirati’s in Private
Organization: Case Study (Al Fahim Group)
Prepared By: RFS HR Consultancy
To: Ali and Sons Construction
Abstract
To overcome the structural division in the labour market, the UAE Government launched the
Emiratisation campaign, which mandates the inclusion of Emiratis in the job sector, particularly in
the private sector. Emiratisation aims to increase the number of Emiratis in the job market and their
contribution to the economy. This research proposal is purposely written to Ali and Sons Contracting.
Keywords: Emirati’s, Emiratisation, Private Organization, Retention

2. Table of Contents
Title Page 1
Abstract 2
Introduction 4
Company Overview (AL FAHIM GROUP) 4
Research Goal 5
What is Emiratisation? 5
Inspirational talk by Al Fahim Group… 6
Emiratisation Strategic Plans 7
Staff retention to Emiratisation 10
How to Improve and Increase Staff Retention to Emirati’s 12
Challenges Faced by Private Sectors in Retaining Emirati… 14
Some Emirati Staff Testimonies in Al Fahim Group 15
Evaluation 16
About us (RFS) 16
What distinguished RFS Consultancy from Others? 17
Conclusion 17

3. Introduction
The UAE encourages the public and private sectors to implement Emiratisation policies at all
levels through the establishment of a special department, quota and incentives. Abu Dhabi
has been making significant progress in creating sustainable employment opportunities for
UAE nationals. Emiratisation, the name of the nationwide programme launched nearly a
decade ago to effectively assimilate the UAE national workforce in the labour market, is a
key priority of different government, semi-government and private sector organisations in the
Emirate.
Although a vast majority of UAE national jobseekers in Abu Dhabi are well-educated, they
are facing various challenges to secure a suitable job, making Emiratisation instrumental for
the success of any present or future economic plan. The government's policy is to interact
with key stakeholders in the society to provide more job opportunities for Emirati graduates
whose number is increasing at a fast pace every year.
The UAE has given great importance to the subject of Emiratisation. Under the patronage of
H. H. Sheikh Khalifa bin Zayed Al Nahyan, President of the UAE, many initiatives were
launched to increase the number of UAE nationals in the country's workforce. One of the
initiatives is Absher. Absher is an initiative supervised by Ministry of Presidential Affairs and
implemented by MoHRE in order to provide a decent life for UAE citizens. The aim of this
initiative is to provide approximately 20,000 jobs for citizens in the coming period.
Company Overview (AL FAHIM GROUP)
Al Fahim Group, through its subsidiaries, engages in automotive, hospitality, industrial,
property investment, and travel and tourism businesses in the United Arab Emirates. It
operates a network of automotive showrooms, service centers, parts warehouses, and retail
outlets. The company also operates hotels; and provides catering services for corporations,
private occasions, outdoor events, meetings, and other events. In addition, it distributes cables
and accessories for oil and gas companies, electrical contractors, government departments,
and electrical traders; and mechanical and rotating machines, piping and flow control
products, electrical and instrumentation, and process and chemical.
Research Goals
The main goal of this study is to incorporate Emiratisation policy in all private sectors of
UAE. Also to help talented UAE Nationals become tomorrow’s business leaders, we’re
committed to helping them unlock their career potential in the banking sector. We create
opportunities for Emiratis to engage with our inspirational people and actively participate in
our blend of challenging, stimulating projects and effective training.

4. The research goal is also aimed at helping UAE nationals become leading professionals in
different sectors; we also help them become positive contributors to the welfare and
development of the UAE.
What is Emiratisation?
According to Wikipedia, it is an initiative by the government of the United Arab Emirates to
employ its citizens in a meaningful and efficient manner in the public and private sectors. In
the UAE workplace, much better treatment is afforded to Emiratis than expatriates. And due
to government social security payments, many locals would rather not go to work in menial
jobs.
Inspirational talk by Al Fahim Group during UAE National Training Program
Al Fahim Group has announced that another 20 UAE Nationals have joined its Tatweer
training program in 2017. The program is entering its fourth year after a hugely successful
debut in 2013 and is proving popular amongst young Emirati women making up over two-
thirds of the total number of newcomers.
The Tatweer program is a 12-month curriculum to provide UAE national employees with
departmental and functional knowledge to enable them to develop the appropriate business
skills and competencies they require to excel.
Trainees will undergo a thorough three-phase orientation, which will eventually see them
placed into a full-time role in a department within the business suiting their profile and skills.
Chairman of Al Fahim Group, Ahmed Abdul Jalil Al Fahim, stated, “Speaking as an Emirati
citizen, I believe it is vital for Al Fahim Group to endorse Emirati youth and support their
growth.
“By providing guidance and the right platform for UAE nationals to thrive and excel, we are
contributing to the overall growth of sustainable economy and the development of the UAE.
Emiratization is a national goal and we are committed to supporting the development of UAE
nationals in reaching key leadership positions in the corporate and private sectors,” Al Fahim
continued.
“Our philosophy in running such a program that harnesses skills and competencies of
Emiratis will enable them to be highly successful members of society, be it in Al Fahim
Group, or any other organization should they choose a different path.”
Moath Hussein, Chief Support Services Officer of Al Fahim Group, explained further saying
“All trainees underwent an induction to the program and the business in December. This

5. month, they start the second phase where each of them undergoes a rotation program in
different business units with the aim of giving them a feel for the nature of our business and
in getting them acquainted with various managers across the organization.”
In the third and final phase trainees will be assigned to business units based on job matching
criteria that include personal profile, ability to perform a role, and business recommendations,
while also being paired with a training “buddy” who will be responsible for ensuring their
training needs are met.
Emiratisation Strategic Plans
The Ministry of Human Resources and Emiratisation has announced a series of policies for
registered Emiratis seeking employment in the private sector. The new scheme, launched by
minister Saqr bin Ghobash Saeed Ghobash, runs under a comprehensive national training
programme that aims to achieve the government’s strategic goals under a wider national
agenda.
According to the Minster, “The Emiratisation programme has received plenty of attention
from the leadership. As part of the national agenda under Vision 2021, the Ministry of
Emiratisation and other specialist authorities were asked to provide training and employment
opportunities for citizens to strengthen their competitiveness in finding employment in the
private sector,”.
He added, “This followed the directive of Vice President and Prime Minister [of the UAE]
and Ruler of Dubai, His Highness Sheikh Mohammed bin Rashid Al Maktoum, which
required the ministry to take responsibility for Emiratisation,”
The ministry conducted studies on the current job market and identified 9,199 Emiratis who
are registered for jobs. It reportedly aims to identify all job seekers regardless of their current
employment status, the minister said. The implementation of Article 14 of the Labour
Relations Organisational Law gives priority to citizens for available private sector vacancies
and is part of a mechanism that has been put in place to guarantee the proper application of
the programme.
The National Human Resources Development Committee in the Banking Sector (HRDC-BS)
is geared up for a more dynamic work and achievement - supported by a scientific approach
and international criteria - to strengthen the national competencies and expertise of Emiratis
in order to attain senior management and supervisory positions across the financial and
banking sector. The industry is considered one of the fastest growing and successful sectors
in the world today. The announcement came during a recent HRDC meeting headed by H.E.
Humaid Mohammed Al Qatami, Minister of Education and Chairman of HRDC. The meeting
was attended by committee members.
H.E. Al Qatami said UAE’s remarkable social development and economic growth, which
currently ranks high in global competitiveness, are clear indications of the country’s success

6. and progress in terms of complying with the vision and directives of wise leadership and their
full support to the financial and banking sector and in terms of meeting all relevant policies
and regulations. In addition, high-profile national veterans worked hard to raise the bar on
financial and business industries in the country to further accelerate the development and
growth that they are witnessing today. This emphasizes our strong national capabilities,
which HRDC aims to further reinforce.
It also targets to provide the industries with an opportunity to sustain its achievements and to
expand their reach and responsibilities. The efforts will boost the implementation of industry
policies in the interest of the general public. H.E. Al Qatami added that leaders from banking
and finance, insurance companies, and exchange houses, among others, are fully aware of the
important role of HRDC.
They also recognize the urgent need to implement the Emiratisation policy in the industry,
while encouraging Emirati nationals to take charge and assume responsibilities. Further, they
understand that the UAE gives high priority to the financial and banking sector as a
cornerstone of sustainable development and of national competencies and skills training. The
HRDC also announced the launching of the Banking Leadership project as part of its
commitment to build a generation with extensive skills and capabilities.
The competencies will enable them to undertake high management positions in the future,
with a closer look at the successful achievements of national banking leaders and their pivotal
role in managing financial and banking institutions. Recent industry studies show that
banking institutions still lack the presence of national human resources.
The number of national senior administrative officials is less than 5 per cent of the total
number of nationals working in the banking industry. Accordingly, HRDC collaborated with
international academic institutions for the implementation of the integrated Banking
Leadership project, which is poised to produce as many as 400 graduates annually under the
highest standards and best international practices.
H.E. Al Qatami added that the committee discussed a variety of topics during the meeting,
namely the recent decision to apply Emiratisation in the banking sector; and adoption of the
list of members and work plan of the executive committee and committee of studies and
research. He assured that the HRDC will continue to follow up on the subject of
Emiratisation in banks and insurance companies as well as on relevant resolutions.
He also stressed HRDC’s strong commitment to implement various development plans using
modern and professional tools. It will also execute clear policy that complies with market
requirements and the needs of banking and insurance companies. The committee also
showcased offerings from leading international companies in the local market. It will also
conduct surveys to determine the current status of national employment in the banking and
financial segment in a bid to increase the number of Emirati employees in the industry,
especially in management and supervisory positions.

7. Staff retention to Emiratisation
Survey of more than 500 public and private companies in the UAE shows that half of
Emiratis leave their jobs within three years. Dr Rabei Wazzeh, executive director of the
Knowledge Group, presented the findings of his national employment survey of public and
private companies at the Eighth Annual Emiratisation Forum in the capital last week.
“It has always been the problem that UAE nationals, once they start a job, become a very hot
target for other companies,” said Dr Wazzeh. “So once you find an Emirati in a job then all
other companies are targeting him to attract him. They move jobs very quickly.” Forty-six per
cent of companies said the average employment of Emiratis was less than three years.
Nearly one in five companies, or 18.7 per cent, said Emiratis on average stayed between one
and two years, while 17.3 per cent of employers said they quit within 12 months. And 25.9
per cent of the companies surveyed said they had lost between 11 and 50 per cent of their
Emirati workforce in the past year.
Moath Hussein, chief support services officer for Al Fahim Group, a private conglomerate
with motor, property, hospitality, industrial and travel companies, said it was a struggle to
convince young nationals to stay in their private sector jobs. “One of the biggest challenges is
retention – not in the big government corporations but in the private sector,” he said.
“You get a person and you train them, and in six months’ time or one year’s time, they have a
lot of skills and capabilities that many fresh grads don’t have. “So they get picked up and
they are offered huge salaries in the government sector.” Mr Hussein said that the public
sector paid generous salaries to Emiratis, but the potential for long-term wage rises is often
much better in the private sector. “In the private sector, in the long run, they will be making
better income because we are a variable pay company,” Mr Hussein said.
“I have employees who make loads of money, not on a fixed salary, on variable pay. One of
our best salesmen is an Emirati. He got it in his head, he knew what it takes.” The challenge
is convincing young Emiratis to stick around long enough to find out their true earning
potential, said Mr Hussein.
Souad Al Hosani, a young Emirati who gave up a lucrative government job to run her own
company, which now employs about 30 people, said the trade-off had been priceless. “Loving
your job and showing up every morning to an office you enjoy, it’s an achievement in itself,”
said Ms Al Hosani. “Maybe I’m not a government employee, but I’m giving back to the
country in a different way.”
Ms Al Hosani is in the process of recruiting retired Emirati professionals to work as
consultants for private foreign businesses as part of an initiative her company is launching.
“Emiratisation is a very important aspect of every organisation in the UAE,” she said. “I’m
not against having expats working in our companies. We have learnt a lot.
“But it is time that we Emiratis step up for our own country. It’s a time where we Emiratis are
very qualified to achieve what we want to do.”

8. How to Improve and Increase Staff Retention to Emirati’s
In other to improve Emiratisation in private sectors, the following three steps have been
developed as recommendations:
1. Employee Assessment
2. Career Guidance and Counselling
3. Coaching and Mentoring
ü Employee Assessment
Before entering into a role within an organisation all employees need to be assessed
thoroughly to ensure that:
• The employees goals align with the organisations goals
• The employee meets the requirements of the position both academically and based on
skills
• The employee has a good understanding of the expectations for the role
By ensuring these assessment criteria are met in advance of recruitment, organisations can
expect to obtain the best qualified candidates and be confident that they have the right people
in the right positions.
ü Career Guidance and Counselling
The key success factor expressed by many organisations on retaining Emiratis in the
workplace was the implementation of a directed career progression path that included further
development. By offering career guidance throughout the employee’s career, organisations
will ensure commitment not only to achieve personal targets but maximise buy-in to the
company’s development and success.
ü Coaching and Mentoring
It became clear that coaching and mentoring not only encourages active communication but
allows for mistakes to be shared, confidence to be built and recognition to be rewarded. This
proves that by encouraging Emiratis to share their concerns and by providing sufficient
support and encouragement they will thrive and organisations will prosper. Other retention
strategies include:
• Aligning the company goals with the employee’s goals
• Assessing the organisations design to reflect the key factors that drive retention of
high-performing Nationals
• Ensuring the HR team align their activities to delivering a highly motivated, high
performing workforce
• Assessing the culture, system and individual needs of the organisation to increase
retention rates

9. • Setting the expectations of the role right from the beginning
• Encouraging communication which is direct, honest and open to build positive
attitudes
• Creating clear goals, defined KPIs, objectives and expectations for employees
• Involving employees and encouraging their individual initiative
• Increasing employee autonomy with flexibility and support
• Placing a strong focus on employee career progression
• Creating a recognition culture and rewarding high performers
• Offering coaching or mentoring for support and encouragement
• Implementing a strong learning strategy to expand knowledge through further
education and development
By systematically working to improve employee motivation, organisations will find success
in reaching their Emiratisation targets and improve retention rates. The key theme running
through all of these is the need to select and motivate Emirati Nationals for successful
Emiratisation.
Challenges Faced by Private Sectors in Retaining Emirati Staff in the Workspace.
Many challenges are stated from both private and governmental organisations on retaining
Emirati staff in the workspace. A few of these are listed below:
• An insensitivity of management to cultural differences
• A lack of a mentoring and coaching culture
• The reluctance of employees to work long hours
• Unpopular shift schedules and uniforms
• A lack of perceived career progression and personal development
• The unrealistic expectations of fast promotion
• The lack of a performance-based culture
• Potential competition with colleagues
• The manager’s negative behaviour
• Lack of teamwork and collaboration
• The lack of a performance-based culture
• Family pressures
Some Emarati Staff Testimonies in Al Fahim Group
Sadeq A. Saeed, joined Al Fahim Group’s flagship company, Emirates Motor Company
(EMC), in 2013 as a sales consultant. During this period, he has grown to be one of
organization’s top performing sales consultants while also successfully fulfilling his military
duties.
Since returning from his military obligations, Saeed is eager to continue growing with the
organization, commenting “I would like to thank the Abu Dhabi Tawteen Council (ADTC)
for their continuous efforts and support to further my career by placing me in this engaged
and dynamic organization. I look forward to picking back up my career from when I left, in
what will hopefully be a long and promising career at Al Fahim Group.”

10. One happy recruit hired in 2013, Huda Almarzooqi – Senior Call Center Agent and a proud
mother of four, talked about her career path in Al Fahim Group saying, “Every year I took a
step up in my career. I started as a receptionist, and after seeing how customers were happy to
deal with me, management moved me to become a call center agent in the Marketing &
Communications Department. This year, I was promoted to Senior Call Center Agent. My
favorite part of my day is working with customers where I receive around 120 interactions
per month.”
As one of Abu Dhabi’s oldest and proudest businesses, the Al Fahim Group has launched
dozens of UAE Nationals’ careers in line with the government’s Absher Initiative in the last
three years and took this commitment to a new level when it introduced the Tatweer program
last year.
The Abu Dhabi Council for resettlement praised the Al Fahim Group for the Tatweer
program in its first year describing it as an important model of a family business that wishes
to assume national responsibility towards the employment of emirates.
Evaluation
Human Resources Authority (HRA) was set up in 2005 in line with the vision of His
Highness Sheikh Khalifa bin Zayed Al Nahyan, UAE President, to develop a competent UAE
national workforce and provide sustainable employment opportunities for them
As employment in public sector is nearing the level of saturation, private sector organisations
in Abu Dhabi need to participate more actively in increasing their share of UAE national
employment.
HRA endeavours is to change the general perceptions of private sector employers towards
Emirati employees and vice versa by implementing effective mechanisms that will support
the Emiratisation drive in the private sector.
HRA has established strong links with human resource departments at most private sector
organisations and companies to get firsthand information about their recruitment plans and
cater to the employment needs.
About us (RFS)
We in RFS HR Consultancy assist organizations in recruiting the best UAE nationals
delivered by our team of expert consultants. Our client demography is distributed across
Government, Semi Government and Private companies. We are passionate about
Emiratisation. We believe that the way to strengthen the country’s diverse workforce is to
infuse it with great local talent.
We intend to bring talented nationals in front of prospective public and private sector
employers through our partnerships. We have established relationships with talented
individuals in various industries and our mentors continuously help us getting in front of

11. more audience to ensure our referral channels are always on the rise. We also regularly meet
& coach fresh graduates to guide them on methods to land their first employment.
What distinguished RFS Consultancy from Others?
With our clients, we take the opportunity to feed them with proper data on the availability of
suitable candidates for their open positions. We educate clients with demographics like
candidate’s educational backgrounds, employment backgrounds, availability, suitability, etc.
With our candidates, we take the coaching approach to ensure we guide them on a proper
method to ensure they find their passions being put to work.
We are highly systems and process driven and rely heavily on initiative, consistency,
intelligence, discipline and good technology to save money, time and effort for everyone. We
use our systems, processes and technology to their best effect, strive for continuous
improvement back each other as team members based on priorities.
Conclusion
In order to achieve Emiratisation targets set out in the Abu Dhabi Economic Vision 2030, it is
vital to create a motivated, educated workforce. By encouraging academic and personal
success from a young age we can ensure that we will reach this goal and the UAE can look
forward to not only fulfilling its manpower requirements for the future but also be proud that
it develops talent and to be among the greatest leaders in the world.
RFS Team Management.