Certificate in Nationalization Strategies Program

Introduction

The aim of this course is to enable you to get a better understanding of the latest best practice approaches for managing Nationalisation, and give practical guidance to enable you to implement your own plans for Nationalisation, and achieve better results in your programs for Nationalisation. You will gain an in-depth understanding of the core factors that determine the success or failure of Nationalisation programs. You will come away with a practical action plan that you can deploy within your own organization, driving results and providing a better return on investment for your Nationals.

Main Topics:

• The situation on Nationalization in the GCC countries and differences across the GCC
• Trends in the public sector versus private sector, and relevant laws in the GCC
• Planning career development for Nationals
• Reward and employment terms for Nationals
• Retention of Nationals
• Motivation and performance management of Nationals
• Managing daily working life for Nationals
• Managing displacements – redundancies of Non-Nationals

Objectives

By the end of the course, participants will be able to:

• Develop solutions for your own policies and practices for Nationalisation
• Increase business performance and employee effectiveness through effective Nationalisation programs that attract, reward, motivate and retain Nationals
• Understand key elements of a successful Nationalisation program, and common failure factors that hinder Nationalisation
• Deliver on your company’s Localisation goals and enhance your policies for Nationalisation
• Develop solutions for your Nationalisation policies and practices
• Attract, reward, motivate and retain Nationals through effective Nationalisation programs
• Understand key elements of a successful Nationalisation program, and common failure factors that hinder it
• Distinguish between the myths and reality in recruitment and retention of Nationals in the public and private sectors 6. Define step-by-step practical plans for achieving Nationalisation goals, and evaluate your own programs

Training Methodology

This is an interactive course. There will be open question and answer sessions, regular group exercises and activities, videos, case studies, and presentations on best practices. Participants will have the opportunity to share with the facilitator and other participants what works well and not so well for them, as well as work on issues from their own organizations. The online course is conducted online using MS-Teams/ClickMeeting.

Who Should Attend?

This course is designed for anyone and everyone who is involved in any way with either “Nationalisation” or “Localisation” in any of the six GCC countries, including UAE (EMIRATISATION), KSA (SAUDISATION), Qatar (QATARISATION), Oman (OMANISATION), Bahrain (BAHRAINISATION) and Kuwait (KUWAITISATION). Whilst this course is primarily designed for HR Business Partners, Learning and Development (L&D) Specialists and Compensation and Benefits (C&B) Specialists, it is also suitable for all professionals in the HR function, and indeed from any other functions, if they are actively involved in managing the issues of “Nationalisation”.

Course Outline

Issues and Background

• Situation on Nationalization in the GCC countries and differences across the GCC
• Trends in public sector versus private sector, and relevant laws in the GCC
• Perceptions of employers versus employees
• Managing the required commitment and managerial buy-in
• Embracing approaches for Nationalization (company-wide, not just HR)

Attraction and Recruitment of Nationals

• How to attract Nationals
• Understanding what is motivational for Nationals
• Selecting the right person for the right job and using recruitment tests
• Adopting existing recruitment techniques for selecting Nationals
• Using employment branding as an attraction tool
• Using advertising, job fairs, and social media
• The power of partnerships – internships or summer programs
• Onboarding techniques and importance of induction programs

Planning Career Development for Nationals

• Adapting the existing grade structure – including X-2, X-1, and Y-Curves
• Creating a career ladder of development jobs for “trainees”
• Developing job family ladders and training development plans
• Importance of coaching and mentoring, and buddy-systems and role-models
• Managing speed of career progression and promotions
• Splitting existing broad-band grades into narrow-band grades to offer more progression
• Knowing when to use double-step grades versus single-step grades
• Importance of both “Youth Apprentice Schemes” and “Management Trainee Schemes”

Reward and Employment Terms for Nationals

• Trends across the GCC on pay and remuneration for Nationals
• Importance of pay benchmarking on “total cash package” for Nationals
• Different options for managing “pay premium” for Nationals:
• Enhanced basic salary payscale or specialist grades with dedicated payscales
• Additional skills premium allowance or market allowance for Nationals
• Using ranges-within-ranges or using enhanced compare-ratio ranges for Nationals
• Managing benefits and employment terms and conditions for Nationals
• Defining family status, number of children, and age limits of children
• Managing the underlying employment contracts for Nationals
• Importance of non-financial tools – status and job titles

Retention of Nationals

• Managing retention of Nationals
• Identifying the most appropriate retention schemes for Nationals
• Types of retention plans and the typical costs of retention schemes
• Using various nine-box techniques for identifying talent and key retention employees
• Linking pay-for-performance with talent management into three-year retention plans

Motivation and Performance Management of Nationals

• What motivates and retains Nationals?
• Importance of regular feedback and appraisals, and monitoring performance
• Importance of recognition and honest feedback
• Managing performance ratings and performance distribution curves:
• Current best practice approaches to performance appraisal rating scales
• Using forced distribution curves of appraisal ratings
• Understanding and managing the “snap-ratio”
• Adjusting the distribution curve of employee ratings to reflect company results
• Training line managers to effectively manage the performance of their Nationals Managing

Daily Working Life for Nationals

• Issues regarding working hours
• Issues regarding Ramadan, and holidays and leaves
• Integration of religious and cultural aspects – family, Hajj, etc
• Avoiding isolation and alienation, and encouraging engagement and integration by KPIs
• Coping with real-life limitations and the impact on corporate cultures
• Managing the expectations of Nationals

Managing Displacements Redundancies of Non-Nationals

• Managing expectations of Non-Nationals
• Communications about potential displacements due to Nationalisation
• Using fixed-term contracts or other short-term incentives for Non-Nationals
• Overcoming conflicts-of-interest for Non-Nationals to provide training to Nationals
• Terms of redundancy, and compensation payments, and ongoing benefits