Ministry Of State For Federal National Council Affairs - UAE, Abu Dhabi, United Arab Emirates: Towards global leadership with proactive human talents to achieve sustainable excellence

Essay of up to 650 words

Total 640 words used.

The ministry nurtures the skills and competencies of people through engagement, enabling empowerment and proving opportunities for lifelong learning. It thrives to build a happy workplace and emphasizes that employee wellbeing is vital to delivering high performance outcomes and achieving the wellbeing of the community.

it recognized that its human capital is key for ongoing success. It explores the potential and future skills of its people and capitalizes on their talents to deliver distinctive value to customers and stakeholders. and ensured that the appropriate focus is channeled towards discovering and enhancing future oriented skills to develop the ministry’s human capital. This enabled the entity to predict future trends and uncertainties in order to face them with resilience.

Ministry strengthened an optimal environment with ideal conditions, right resources and support, quality of safety and physical conditions, instilling a sense of purpose, positive relations, and climate of trust, in order to promote individual happiness and wellbeing in the workplace. Emphasizing that happy employees are excellent role models who promote a culture of engagement, satisfaction, and pride at the workplace, and play a vital role in delivering high performance outcomes and achieving the wellbeing and happiness of the community as a whole.

The ministry also provided a continuous journey of self-improvement via enhancing the skills and abilities through the use of new and disruptive practices consistently, in order to enhance the efficiency and effectiveness of organizational outcomes.

We have leadership that empowered qualified talents with the best competencies and the highest behavioral skills, individuals who are innovative, adopt change, and always seek to improve customer experience. Working to build constructive partnering relationships that mechanize the concept of a connected government entity that aims for maximizing stakeholders’ benefits and enhancing happiness and wellbeing.

• HR plans cascaded down from the Ministry directions included several initiatives, activities, and programs the implementation of which is monitored by advanced systems. There are also KPIs that measure our achievement and progress in initiatives and activities, which included:
• New employees are catered for since their first day through a journey designed and approved for all new recruits.
• AI recruiting system was developed internally (using AI).
• Remote working was applied for all employees as this system became a way of life to suit employee circumstances and enhance a positive environment and facilitate employees’ assumption of duties.
• The job succession project was implemented in 2021 to retain and attract employees, ensure the provision of an environment that supports skills and competencies, and achieve the job security of employees.
• Ambitious KPIs and targets were developed to measure the achievement of the strategy.
• A healthy and attractive work environment was created to provide fun, happiness, and comfort for employees and make them eager to attend the Ministry, and ISO45001/ ISO14001 /ISO9001:2015 were obtained.
• HR procedures (100%) were automated and the paperless office concept was adopted with the Department ready for remote working. All systems were electronically activated (electronic attraction and recruitment system, HR planning system, OLM e-training system, PMS employee performance evaluation system, electronic motivation and incentivization system).
• HR portal was created and developed, in a generic move by automating all employee processes and needs and providing all services online 24/7, such as personal transactions. The service of employee transport in formal missions was provided, along with over 50 other services to increase job satisfaction and loyalty.
• The skills and competencies of MFNCA employees were developed and all employees (100%) were trained with 96 training hours per employee in different training forms including coaching, job shadowing, e-learning … etc.
• HR Department's performance is evaluated and rated according to the international standard of HR Maturity (by Deloitte).
• Balance between work and life was achieved through flexi hours, happiness hours, a library, labs, innovation halls, forums, competitions, bulletins, the happiness electronic indicator, celebrating the World Happiness Day, and distributing discount vouchers used to facilitate purchases

Total 150 words used.

• The Ministry won the award for the best entity in the work environment for the year 2021 and for achieving quality of life for employees
• MFNCA won the Stevie Gold award as Best International HR Department 2020.
• MFNCA won a Gold Award in Investors in People IIP 2020.
• MFNCA ranked Second in terms of Best HR Department Performance according to HR Maturity Index criteria in UAE government entities.
• 100% of MFNCA employees were recognized in 2020 for their efforts.
• All MFNCA employees trained with 100 training hours per employee (highest average in government entities) 2020.
• MFNCA ranked first in the Positive Work Environment indicator, among all UAE government entities with 94.5%.
• MFNCA ranked second among all governments in terms of employee happiness, quality of life, and loyalty 2020.
• Human resource management has become a reference for most parties to learn from in 2020 and 2021 and share knowledge foreveryone