What's your national value proposition?
What's your national value proposition?
We have established a long time ago that the private sector is unattractive for the perks national enjoys at the public sector (estimated by 80% National workforce). However, we forgot to acknowledge the everyday changing pattern of job motivation of the new generation. The news of emiratis looking for a job, with a high salary expectation and a forever safe is not the norm anymore. Throughout the years, I noticed national changing their perspective from just a paying job to an evolving career, skill-building and thriving working environment. Haven’t you noticed the same statement over and over in national CVs when it comes to career objectives?
Hence, the idea of trying to put more attractive packages & unintegrated, limited development programs becomes key factors to sustaining #emirati (s). Let alone common approaches like; upselling compensation and benefits or over-promising career progression becomes overdo among private sectors in their war over national talent. The ultimate formula for national’s jobs and organisations “hopping”.
There are common practices in Emiratisation activities that repeatedly occurring in organisations when it comes to recruiting; the profile: personality, skills set, career endeavours, and work environment’s fit, rushed by either the mediating agent and target motivated recruiting managers impacting the functions managers who struggle to juggle with that they are left to deal with. The blame doesn’t stop at the hiring organisation but sometimes it’s the Emirati job seeker, who accepts any job to get employed and soon after, seek different options either inside or outside the organisation.
Apparently, there are two main complementary elements when it comes to well rounded Emiratisation; consistency in hiring the right profile, and what happens after hiring (Integration/employment steering). I honestly think some of “Emiratisation” efforts in the private sector are clogged with the idea of the number of hires motivated by the government continuous pressing and the Emiratisation Development Programs are not always purposed around outcomes that fit the organisation true skills need, the overall industry skills gap, or the cohort suitability. Let alone the overall program complicated, bi – standard, inconsistent assessment and screening.
The idea here is not to criminalise and demonize the private sector’s efforts in Emiratisation but to attract attention to the importance of embedding Emiratisation across all related missions, structures, functions, systems and policies.
Let me end this talk by asking you- What could be the national value proposition that any organisation offer for sustainable Emiratisation?