Latest news with #Emiratisation
Time of India
3 hours ago
- Politics
- Time of India
UAE: Major HR policy changes for Sharjah government employees in 2025, what you need to know
Probation Period Extended from 6 to 9 months for all new government employees in Sharjah/ Image: WAM TL;DR Probation periods extended from 6 to 9 months, with a possible 3-month extension. New job grades created for Emiratis and children of Emirati mothers. Clear structures introduced for hiring, job descriptions, and internal HR committees. The Sharjah Executive Council has approved a major overhaul of the human resources policies that affect all government employees in the emirate. These changes aren't just small tweaks, they reshape how public sector hiring, evaluation, and internal governance will work going forward. Under Decree-Law No. (2) of 2025, the new regulations aim to make government jobs in Sharjah more efficient, fair, and inclusive. Whether you're applying for a government role or already working in one, there's a lot here that will affect how your job is structured and managed. From longer probation periods to better support for Emiratis and people of determination, these rules are part of a broader effort to build a more capable and accountable workforce. Here's a breakdown of what's new, what it means, and why it matters. 1. Longer Probation for New Hires The probation period for new government employees has now been extended from six months to nine months. In some cases, this period can be extended by another three months, with approval from the hiring department. Why this matters: This gives departments more time to assess performance before confirming employment. It also gives new hires a fair window to adjust and demonstrate their skills. This move is especially designed to support Emirati job seekers by giving them a realistic chance to prove their value. 2. Job Priority for Emiratis and Their Children Sharjah's new HR law puts a clear focus on hiring UAE nationals and children of Emirati mothers. New job grades have been created specifically for these candidates. What this means: As long as they meet the required qualifications, Emiratis will be prioritized for roles. It's not just about quotas, it's about building local capacity and supporting sustainable employment for UAE citizens. This is a deliberate push to make the public sector more inclusive of national talent, in line with broader Emiratisation goals across the UAE. 3. Standardized Job Titles and Structures Across Departments All government entities in Sharjah now need to prepare and submit official organizational structures for approval. A new, centralized manual will define job descriptions, responsibilities, and titles. What to expect: Uniform job titles and responsibilities Clear pay grades Central oversight by the Human Resources Department This helps avoid confusion and ensures that similar roles across departments are treated consistently. 4. Better Inclusion for People of Determination There are now clear steps that must be followed when hiring people of determination. Government departments must ensure the process is fair and respectful, and not just a formality. Why it matters: This helps open up more real opportunities for people with disabilities. It also reflects Sharjah's ongoing commitment to accessibility and inclusion, not just in law but in daily work life. 5. New Internal Committees for Fairness and Oversight Sharjah is introducing several internal HR committees to make sure government departments stay accountable and organized. Here are the main ones: Disciplinary Committee – Handles workplace violations and misconduct. Grievances & Complaints Committee – For employee concerns and internal conflicts. Emergency & Crisis Committee – To respond to disruptions affecting government work. Supreme HR Committee – A high-level body that reviews HR policies and cases. Each committee must include at least three members, ensuring balanced decision-making. Why These Changes Matter This isn't just a policy refresh. It's a shift toward a more organized, fair, and inclusive public sector. These changes are expected to: Improve hiring practices and employee retention Support young Emiratis and underrepresented groups Bring clarity to roles, expectations, and job structures Strengthen internal accountability Encourage professionalism across government offices In the words of Sharjah's Deputy Ruler, H.H. Sheikh Abdullah bin Salem bin Sultan Al Qasimi, the goal is to improve how departments function while protecting worker rights and boosting productivity. FAQs 1. Do these changes affect current government employees? Yes. While some parts (like the probation rule) apply to new hires, others, such as committee structures and job descriptions, will affect all staff. 2. How does the new job classification system work? It introduces a centralized manual that defines job titles, descriptions, and grades. All departments will need to follow it for consistency. 3. What's the benefit of the longer probation period? It gives employers more time to assess new hires and helps employees settle in and show what they can do, especially younger Emiratis.
Mid East Info
13 hours ago
- Business
- Mid East Info
e& opens doors to Emirati future leaders with its 2025 AI Programme - Middle East Business News and Information
Nearly 100 roles available for fresh graduates across tech, business and innovation tracks Abu Dhabi, UAE, July, 2025 – Global technology group e& has opened applications for its signature AI Graduate Programme in the UAE, with 100 new roles available for Emirati university graduates. The 12-month initiative, launching its 2025 cycle, aims to equip young UAE nationals with the digital, technical and leadership skills needed to shape the country's future economy. Now in its fourth year, the AI Graduate Programme has already hired and trained over 284 graduates since 2021 and recently celebrated the graduation of 25 new alumni. Its growing impact reflects e&'s strong focus on national talent development, diversity and future-readiness, in line with the UAE's ambitions for a knowledge-based, innovation-driven economy. From AI and machine learning to cybersecurity, product development, HR and business strategy, the programme combines immersive, hands-on experience with real-world projects across multiple departments at e&. It also includes mentoring, a personalised development plan, and training in leadership and emotional intelligence. Many graduates go on to secure full-time roles in high-impact areas such as AI, sustainability, finance, sales, consumer services and telecom engineering. Ali Al Mansoori, Group Chief People Officer, e&, said: 'Our AI Graduate Programme reflects our long-term commitment to developing future Emirati leaders in technology and innovation. We're not only creating jobs – we're building careers that align with the country's digital transformation goals. The strong female participation rate, at over 60 per cent in the last cohort, also demonstrates our commitment to inclusion and diversity. We encourage passionate graduates from all disciplines to apply and grow with us.' He added: 'Through mentorship, personalised development plans and exposure to cutting-edge projects, this fun and engaging programme creates a new generation of Emirati tech and business leaders, critical for the country's ongoing transformation.' The programme has become a cornerstone of e&'s wider Emiratisation strategy, supporting the national target of achieving 60 per cent Emirati representation by 2030. In 2024, 62 per cent of those hired through the programme were women, with an overall female participation rate of 81 per cent since launch. The UAE's long-term national strategy focuses on reducing dependence on oil and fostering growth in knowledge-driven, high-value industries. e&'s AI Graduate Programme directly feeds into this goal by developing a skilled Emirati workforce ready to contribute to, and lead, the digital, technology and innovation sector. Developed in partnership with leading institutions such as LinkedIn, Harvard business Review Microsoft, and ADGM, the programme integrates international best practices, ensuring graduates are globally competitive. e& complements the AI Graduate Programme with other initiatives like Bidayati (leadership and AI project experience) and Excelerate& (in collaboration with Ericsson, focusing on 5G and data science) — all reinforcing the broader Emiratisation and diversification vision. About e&: e& is a global technology group committed to advancing the digital future across markets in the Middle East, Asia, Africa and Europe. With the group's financial performance in 2024 showing a consolidated revenue of AED 59.2 billion and a net profit of AED 10.8 billion, e& continues to maintain its position as a financial powerhouse, reflected by its strong credit rating and solid balance sheet. Founded in Abu Dhabi over 48 years ago, e& has evolved from a telecom pioneer into a technology group. Its footprint now spans 38 countries, offering a comprehensive portfolio of innovative digital services ranging from advanced connectivity, entertainment, streaming and financial services to AI-powered solutions, cloud computing, ICT, cybersecurity and IoT platforms. The Group is structured around five core business pillars: e& UAE, e& international, e& life, e& enterprise and e& capital, each catering to distinct customer and market needs. These pillars empower e& to lead in various sectors, from telecom and digital lifestyle to enterprise services and venture investments. The ongoing strategic investments in AI, IoT, 5G and cloud services reinforce its leadership in the global technology landscape, driving the future of smart connectivity and innovation. Driven by innovation, sustainability and a commitment to digital empowerment, e& is set on creating a smarter, more connected future for individuals, businesses and communities.
TECHx
a day ago
- Business
- TECHx
e& Opens Applications for 2025 AI Graduate Programme
Home » Latest news » e& Opens Applications for 2025 AI Graduate Programme Global technology group e& has announced the opening of applications for its AI Graduate Programme in the UAE. The 12-month initiative offers 100 new roles for Emirati university graduates as part of the company's 2025 cycle. The programme aims to equip young UAE nationals with digital, technical, and leadership skills to support the country's future economy. Now in its fourth year, it has already hired and trained over 284 graduates since 2021. e& recently celebrated the graduation of 25 new alumni. The company reported that the programme is aligned with the UAE's goal of building a knowledge-based, innovation-driven economy. It combines hands-on experience with real-world projects across departments such as AI, machine learning, cybersecurity, product development, HR, and business strategy. Participants also receive mentoring, leadership training, and emotional intelligence development. Many graduates secure full-time roles in areas such as: AI, sustainability, and telecom engineering Finance, sales, and consumer services Ali Al Mansoori, Group Chief People Officer at e&, stated that the programme reflects the company's long-term commitment to developing Emirati leaders in technology and innovation. He noted a strong female participation rate of over 60% in the last cohort, reinforcing e&'s dedication to inclusion and diversity. He added that through mentorship and exposure to advanced projects, the programme helps shape the next generation of Emirati tech and business leaders. e& revealed that the initiative supports its broader Emiratisation strategy, which aims for 60% Emirati representation by 2030. In 2024, 62% of new hires through the programme were women. Since the launch, the overall female participation rate has reached 81%. Applications for the next intake, starting in September 2025, are now open through e&'s official recruitment portal. The initiative is part of the UAE's national strategy to reduce reliance on oil and grow high-value, knowledge-driven industries. e& developed the programme in collaboration with LinkedIn, Harvard Business Review, Microsoft, and ADGM, ensuring international best practices and global competitiveness. Other e& initiatives supporting this vision include Bidayati and Excelerate&, developed with Ericsson to focus on 5G and data science.
Mid East Info
2 days ago
- Business
- Mid East Info
Emirati Human Resources Development Council, Azizi Group ink MoU to boost Emiratization and train national talent in real estate sector
The Emirati Human Resources Development Council EHRDC in Dubai has signed a strategic Memorandum of Understanding (MoU) with Azizi Group, marking a significant step forward in promoting Emiratization and enhancing the participation of UAE nationals in the private real estate sector. The signing ceremony, attended by several officials representing both parties, underscores EHRDC's ongoing commitment to strengthening Emirati participation across the private sector. The agreement establishes a robust framework for public-private cooperation, aimed at empowering Emirati talent by providing quality employment opportunities and equipping them with specialised training to succeed in the real estate development sector – one of Dubai's key economic drivers. Grounded in three core pillars, the agreement emphasizes creating employment opportunities within Azizi's developments, introducing training initiatives to enhance the skills of national talent, and enabling direct knowledge transfer from the company's experts to Emirati employees. Moreover, it seeks to close the gap between academic qualifications and labour market needs in the real estate sector. The partnership supports the goals of Dubai Economic Agenda D33, focused on enhancing the competitiveness of the business landscape, and aligns with the objectives of UAE Centennial 2071 which strives to build a sustainable, knowledge-driven economy. It also highlights the mutual dedication of both parties toward advancing Emiratisation efforts in the private sector and empowering national talent. His Excellency Abdulla Ali Bin Zayed Al Falasi, Director General of DGHR Department and Deputy Chairman of EHRDC, highlighted that the MoU reflects the effective collaboration between public and private sectors in advancing Emiratisation goals. H.E. also pointed out that the real estate sector holds significant potential for engaging Emirati professionals. H.E. added: 'This agreement marks a pivotal moment in our mission to enhance the contribution of Emirati talent within the real estate sector, a vital pillar of the nation's economy. The collaboration holds special importance owing to Azizi Group's role as a strategic partner, supported by its extensive experience in real estate development and its portfolio of iconic projects that are key to Dubai's urban landscape. Through this partnership, ambitious Emiratis will gain access to valuable hands-on experience and advanced skills through comprehensive training programs aligned with international standards, alongside employment opportunities in major developments. This will enhance their preparedness and competitiveness, enabling them to play a meaningful role in driving the sector's growth.' Mr. Mirwais Azizi, Founder & Chairman of Azizi Group said: 'We are proud to partner with the Dubai Government Human Resources Department to invest in Emirati talent. At Azizi we see the hiring, training, and empowering of our Emirati employees not only as a business imperative, but also as a shared responsibility to build a better future in this wonderful country. I look forward to collaborating closely with DGHR and the Government of Dubai towards building a stronger pool of professional Emirati talent. Sustainable growth starts with people.' Abdulaziz Al Falahi, the General Supervisor of Employment Operations at the EHRDC, stated: 'We are collaborating closely with private sector partners to build an attractive and supportive workplace for UAE nationals. By enhancing their skills and empowering them to play an active role in key industries, particularly real estate, we are making a strategic investment in the future of our economy.' Both parties are committed to deepening their cooperation through employment and training programs tailored to the needs of the labour market. They focus on improving the administrative and technical capabilities of Emirati nationals while creating a supportive work environment in the private sector, and thus contributing to the sustainable development of the emirate. Azizi Group has hosted an award ceremony for its growing Emirati workforce in the Conrad Hotel on the 23rd of July 2025, as part of which appreciation certificates were bestowed upon the UAE nationals adding value to the group of companies, and with the three main change makers having received the 'Emirati Hero' award. EHRDC remains dedicated to its mission of training, recruiting, and nurturing UAE talent within the private sector by developing an integrated system built on scientific and practical foundations. This commitment is reflected in the launch of targeted initiatives supported by comprehensive field studies that assess labour market demands, particularly within key economic sectors. These efforts aim to create a supportive environment for Emirati professionals through close collaborations with leading organisations across diverse industries.
Gulf Today
4 days ago
- Business
- Gulf Today
Gulf rail projects paving the way for connected, sustainable future
The Gulf region is witnessing an unprecedented rail boom that is setting the stage for a new era of regional integration and sustainable economic growth, according to David Franks, Managing Director of Keolis MHI. He said the transformation is being powered by multi-billion-dollar investments in modern infrastructure across the GCC. Franks noted that projects such as Etihad Rail in the UAE, the Hafeet Rail connection with Oman, and Saudi Arabia's Landbridge are central to a broader vision of regional connectivity. These initiatives, he added, are designed to link cities, ports, and economic hubs through a seamless network. The 2,177-kilometre GCC Railway project, he explained, reflects the shared ambition of Gulf states to create an integrated transport ecosystem. He highlighted the role of rail in achieving environmental sustainability, calling it one of the most energy-efficient and low-emission modes of transport. Franks pointed out that the region has already begun pioneering efforts in this area, most notably with Saudi Arabia's trial of a hydrogen-powered train, the first of its kind in the Middle East. Franks stressed that the ongoing transformation in Gulf transportation is underpinned by advanced technologies, including artificial intelligence, predictive maintenance systems, smart ticketing, and real-time passenger updates. These innovations, he said, are enhancing passenger experience while improving efficiency, safety, and operational excellence. He also emphasized Keolis MHI's commitment to this evolution, noting the company's global operating experience across four continents. Franks explained that Keolis MHI is actively transferring international best practices to the region, ensuring that safety, innovation, and quality are embedded into every aspect of operation. Beyond operations, Franks said Keolis MHI is also contributing to the development of smart, connected cities. This includes investing in local talent, supporting Emiratisation and localisation initiatives, and improving last-mile connectivity to enhance quality of life and foster inclusive transport systems. He underscored the importance of strong public-private partnerships in delivering long-term success for large-scale rail infrastructure. According to Franks, close collaboration between governments and operators is critical to ensure that projects are delivered efficiently, resiliently, and in line with public expectations. Franks outlined key milestones in the region's rail agenda. He noted that the second phase of Etihad Rail commenced operations in February 2023, extending the network to 900 kilometres. While freight services are operational, passenger services are still under planning. He also referenced the Hafeet Rail project—a $3 billion joint venture between Etihad Rail, Oman Rail, and Mubadala—which aims to link Abu Dhabi with the port city of Sohar via a 303-kilometre line. On the Saudi front, Franks said the Landbridge Project consists of a 950-kilometre freight line between Jeddah and Riyadh, and an additional 115-kilometre track connecting Dammam to Jubail. This network, he stated, will significantly boost east-west freight movement across the Kingdom. Franks also hailed Saudi Arabia's hydrogen train pilot, conducted in 2024, as a regional milestone that signals a broader shift toward clean and sustainable transport technologies. Looking ahead, he said the GCC Railway Network, slated for completion by 2030, will redefine regional mobility by streamlining trade and facilitating smooth cross-border passenger movement across Gulf nations. Franks concluded by stating that the region's rail renaissance goes beyond infrastructure development. It represents a global model for modern, sustainable, and tech-enabled transport systems built on innovation, collaboration, and a forward-looking vision. In June, Keolis MHI participated at Middle East Rail 2025, the region's premier transport event, to share its expertise in shaping the future of sustainable, intelligent, and passenger-centric urban rail. With decades of experience operating some of the world's most complex and advanced rail networks, Keolis MHI has become a trusted partner for rail authorities and owners seeking operational excellence. Its global track record in delivering safe, reliable, and innovative rail services has positioned the company as the operator of choice for urban rail projects across the Middle East and beyond. In April, Keolis MHI successfully hosted its annual Sustainability Week under the banner of the 'Keolis MHI Way', reinforcing its commitment to environmental guardianship and people engagement. The week-long initiative united employees, partners, and stakeholders through webinars, on-ground activities, and eco-conscious competitions, spotlighting the company's role as a catalyst for sustainable urban mobility in line with the UAE's 2031 Vision and Dubai Clean Energy Strategy 2050.
