A country success is measured by its inhabitants’ awareness and their educational and cultural competence. The UAE is one of few countries who embraced its population with great love and generosity to reach their best level of life in all aspects.

Our Emiratization Training is designed to support the UAE vision of qualifying its inhabitants and offering them opportunities to develop and prove their talents in work fields. It is to the UAE best beneficiary to recruit its resident and available UAE skills to create a comprehensive producing society.

• Reasons and motives behind recruiting UAE talented work force
• The tools and strategies of attracting UAE nationals to join your organization.
• Master organizational design and organizational structures including downsizing and more importantly right sizing.
• Determining the recruitment criteria, considering the dynamic between knowledge, experience, competencies and motivation
• Plan succession planning effectively using the three approach method
• Know how to produce predictive forecast information and its benefits to the organization
• Show other how to do business process mapping and demonstrate the benefits of workflow management

• HR personnel, Managers, and those responsible for organizational efficiency. Anyone who is interested in how to maximize your human resource.
• All existing personnel involved in either manpower planning or succession planning who wish to significantly upgrade their skills and knowledge.

Emiratization

• The UAE Nationalization and Development Vision
• National talents and skills
• Developing UAE talents and graduates competence
• Tips and strategies of how to attract UAE work force

What is meant by Emiratization Empowerment and by Engagement?

• Definition of Emiratization Empowerment and what it attempts to achieve
• Definition of Engagement and what it attempts to achieve
• Characteristics of engaged Emiratis employees and of disengaged Emiratis employees
• Characteristics of empowered employees and un-empowered Emiratis employees
• Motivation - Intrinsic and extrinsic - Goal theory

Techniques for engaging Emiratis employees

• Informal participative decision-making programs
• Job enrichment,
• Continuous improvement
• Self-managed work teams.
• Quality circles
• Informal and formal consultation processes
• The establishments of charters with employees

Retaining Talented Emiratis People   

• Why do talented people wish to leave
• The early indicators of dissatisfaction
• Motivation principles
• The attitude of “Jobs for Life” in the modern world
• Understanding Employee Loyalty - is it still valid?
• Managing talent from pre-employment to separation
• Talent retention strategies
• Defending against a volatile labor market - they want your talent
• Revisiting the resignation process
• Review of whole program
• Developing personal development plans
• Issue Certificates

Development and Succession Planning

• How much development is needed?
• Conducting a Talent Assessment
• Developing talent - external and internal
• Projects and Assignments, more than just training programs
• Identifying competency development opportunities
• Prioritizing succession planning for greater efficiency
• Need for development at all organizational levels
• Investment and ROI for development
• Pay and rewards for the talent pipe line - key for retention

Emiratization Empowered performance reviews

• Agreeing goals
• Motivating through feedback
• The importance of praise and how to make it more effective
• Coaching
• Reviewing performance
• Providing genuine development
• Handling unrealistic expectations

What is Competency-based HR Management?

• Defining competencies
• Competencies versus values
• What are competency models?
• Competency models and culture
• Developing a competency model that is strategically aligned.
• How to ensure strategic alignment of your competency model
• CASE STUDY: Developing a competency model for a company

Building competency-based HR systems:

Recruitment System

• How to build a recruitment system that is competency-based
• Competency-based interviewing
• CASE STUDY

Building competency-based HR systems:

Training and Development System

• Competency-based Training Needs Assessment
• Competency-based Training Programs
• CASE STUDY

Performance Appraisal System

• Linking performance to competencies and to strategic objectives
• The People Potential-Performance Matrix
• CASE STUDY

Job Evaluation System

• The link between competency models, job grading and salary scales
• Designing a competency-based job evaluation system
• CASE STUDY

A variety of methodologies will be used during the course that includes:

·         (30%) Based on Case Studies

·         (30%) Techniques 

·         (30%) Role Play

·         (10%) Concepts

·         Pre-test and Post-test

·         Variety of Learning Methods

·         Lectures

·         Case Studies and Self Questionaires

·         Group Work

·         Discussion

·         Presentation

This rate includes participant’s manual, Hand-Outs, buffet lunch, coffee/tea on arrival, morning & afternoon of each day.

Daily Course Timings:

    08:00 - 08:20       Morning Coffee / Tea

    08:20 - 10:00       First Session

    10:00 - 10:20       Coffee / Tea / Snacks

    10:20 - 12:20       Second Session

    12:20 - 13:30       Lunch Break & Prayer Break

    13:30 - 15:00       Last Session