Latest news with #HumanResourcesDepartment
Time of India
31 minutes 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.
Sharjah 24
20-07-2025
- Business
- Sharjah 24
Sharjah Executive Council workshop to streamline case referrals
Part of wider programme to enhance government services The workshop is part of a series organised under the "Sharjah Programme to Improve Customer Experience," which seeks to develop government services across all entities. The initiative focuses on simplifying procedures and delivering efficient, user-friendly services to improve overall quality of life in the emirate. Two-week event with wide participation The two-week workshop saw participation from nine government bodies, including the Sharjah Social Services Department, the Judiciary Department (Family Reform Centre), Sharjah Police General Command, Districts Affairs Department, Housing Department, Human Resources Department, Sharjah Digital Office, Family Development Administration, and Sharjah Charity Association. More than 30 government employees took part. The sessions focused on analysing current procedures, identifying user challenges, studying beneficiary groups, and reviewing the real-life service experience. Data was analysed to develop improvement scenarios based on benchmarking, leading to the creation of preliminary service prototypes. Unified digital system proposed The workshop addressed key service bottlenecks such as repeated submission of documents to multiple departments, delays in processing requests, and the lack of clear tracking mechanisms or timelines for inter-agency case handling. A future vision for a unified digital system was presented, enabling the electronic transfer of social cases between relevant entities. This system is designed to improve integration and provide a seamless experience for users, allowing them to submit requests to the correct authority using an interactive tool based on a set of tailored guidance questions. This approach aims to reduce misreferrals, avoid duplicated case reviews, and enhance service efficiency and accessibility. Digital tools for efficient service delivery The proposed system would incorporate a suite of digital tools, including login via digital ID, smart search for entities and services, electronic referral submission with full documentation, inter-agency information requests, a dashboard for tracking and categorising referrals, and a portal displaying social data to support case assessment and decision-making. Closing session attended by senior officials The final day of the workshop, held at the Sharjah Archaeology Museum, was attended by key officials including His Excellency Ahmed Ibrahim Al Mail, Head of the Social Services Department; His Excellency Judge Saeed Abdullah Al Kalbani, Head of the Family Court; His Excellency Ahmed Hamad Al Suwaidi, Assistant Secretary-General of the Executive Council; His Excellency Dr Abdullah Suleiman Al Kabouri, Director of the Districts Affairs Department; His Excellency Eng. Lamia Obaid Al Shamsi, Director of Sharjah Digital Office; His Excellency Majid Hamad Al Marri, Director of the Human Resources Department; His Excellency Eng. Salem Hamid Al Abdouli, Director of the Housing Department; and senior managers and officials from Sharjah Police, Family Development Administration, and Sharjah Charity International.
Qatar Tribune
06-07-2025
- Business
- Qatar Tribune
Awqaf launches training programme to equip Qatari youth for the job market
The Ministry of Endowments and Islamic Affairs (Awqaf) has launched its 2025 Summer Training Programme, aimed at enhancing the skills of Qatari youth and preparing them for future careers. The initiative was introduced during an orientation event organised by the Human Resources Department, represented by the Training and Administrative Development Section, with the participation of 77 Qatari high school and university students. In a statement, the ministry announced that the training programme will run from July 6 to 31 as part of its ongoing efforts to support and empower young Qatari talent and guide them toward the labor market. (QNA) page 3
Gulf Today
06-07-2025
- Business
- Gulf Today
Dubai Municipality launches ‘Future Talents' programme to train 200 students in future skills
Dubai Municipality has launched the latest edition of its summer training initiative, the 'Future Talents' programme, aimed at equipping 200 students with essential skills for the future labour market. The programme targets students from universities, colleges, and high schools (Grades 11 and 12), offering practical training across a variety of administrative, technical, and field disciplines. The initiative reflects Dubai Municipality's commitment to empowering young Emirati talent by providing experiential learning opportunities aligned with the Municipality's areas of specialisation. It also supports the broader objective of preparing a future-ready generation capable of contributing to national development. Abdulla Khalfan, Acting Director of the Human Resources Department at Dubai Municipality, said: "Future Talents is one of the key programmes implemented by Dubai Municipality to attract and develop promising national talent. |It enables students to enhance their academic knowledge with practical experience, helping them gain the skills and insights required to navigate the evolving labour market and seize future opportunities.' He added: "The training agenda is designed to mirror students' academic fields, combining theoretical learning with real-world application. This approach provides students with a clearer understanding of their chosen disciplines while offering a first-hand view of institutional operations and professional responsibilities.' The four-week programme runs eight hours per day and places students across various Dubai Municipality departments based on their academic specialisation. The experience is structured to foster a comprehensive understanding of institutional work culture while sharpening core competencies such as communication, teamwork, and punctuality. In addition to building technical knowledge, the programme helps students develop personal and professional networks to support their career progression. Last year, Dubai Municipality trained 60 university and college students across 16 departments through the 'Future Talents' summer programme. In 2025, the initiative has been expanded to include high school participants for the first time. WAM
Qatar Tribune
05-07-2025
- Business
- Qatar Tribune
Awqaf launches training programme to prepare Qatari youth for job market
QNA Doha The Ministry of Endowments (Awqaf) and Islamic Affairs has launched its 2025 Summer Training Programme, aimed at enhancing the skills of Qatari youth and preparing them for future careers. The initiative was introduced during an orientation event organised by the Human Resources Department, represented by the Training and Administrative Development Section, with the participation of 77 Qatari high school and university students. In a statement on Saturday, the ministry announced that the training programme will run from July 6 to 31 as part of its ongoing efforts to support and empower young Qatari talent and guide them toward the labour market. Speaking on the sidelines of the event, Assistant Director of the Human Resources Department at Awqaf Mohammed Abdulwahab Al Shaibani emphasised that the programme seeks to make productive use of the summer break by developing students' skills and providing them with valuable administrative and practical experience. He also highlighted that the programme introduces participants to the ministry's vision, mission, and the various services it provides to the community. Al Shaibani noted that the initiative aligns with the ministry's commitment to the 'Human Development' pillar of Qatar National Vision 2030, aiming to prepare a knowledgeable and capable generation ready to engage in real work environments and adopt values of initiative, productivity, and professionalism. Head of Awqaf's Training and Administrative Development Section Salwa Abdullah Al Badr Al Mutawa'ah explained that this year's programme includes 35 male and 42 female students from both secondary and university levels. Participants will be assigned, based on their preferences, to four key departments within the ministry: the Information Systems Department, the Religious Call and Guidance Department, the Zakat Affairs Department, and the General Department of Endowments. Al Mutawa'ah added that trainees will be supervised directly by department officials, giving them hands-on exposure to the ministry's operations. The training will focus on essential workplace skills such as report writing, archiving, secretarial duties, data preparation, computer applications, effective communication, telephone etiquette, and working with the electronic archiving system. She also underscored the importance of utilising artificial intelligence tools in preparing reports and presentations to enhance the quality of student projects and help them keep pace with the demands of the digital age. The programme includes weekly performance evaluations, submitted to the Training and Development Section, with final assessments based on criteria such as diligence, discipline, teamwork, creativity, and engagement with the work environment. The orientation concluded with a call for all participants to make the most of this opportunity to develop their personal and professional skills, contributing to the growth of a qualified Qatari generation capable of playing an active role in the nation's development.
