C&B TACTICS TO SUPPORT YOUR EMIRATISATION EFFORTS. Sandrine Bardot CompensationInsider.com

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1 C&B TACTICS TO SUPPORT YOUR EMIRATISATION EFFORTS Sandrine Bardot CompensationInsider.com

2 Agenda Nationals - beyond pay and financial rewards Attract, retain and recognise : tactics to support nationalisation Incentives Conditions for success

3 Nationals Beyond pay and financial rewards

4 Some challenges to attract Nationals to the private sector Poor career path and support Lack of awareness of the nature of work in the private sector Lack of role models in the private sector Lack of technical English proficiency Attitudes and behaviours at work : Accountability Time keeping Male and female interactions in the workplace As per Abu Dhabi Tawteen Council, 2012

5 How to differentiate advantages of the private sector Speed Flexibility Working conditions and sometimes, HR professionals with diverse background Commitment

6 Communicate on the non-cash Highlight the advantages of your working conditions : flex hours, work from home, wellness plan, paternity and maternity leave, free parking Focus on specific benefits if you have them : private retirement scheme, generous health cover Voluntary social activities such as sports (think about your nationalities : cricket?), CSR and volunteering can motivate, engage and make employees Sandrine proud Bardot - sandrine@compensationinsider.com (especially the millenials)

7 HR Management practices Put meritocracy on centre stage by implementing communications strategies that prove the link between performance and reward (IF you really differentiate) Highlight the cultural diversity and varied backgrounds of your staff Feature meaningful career opportunities for High Potentials, within your whole group if you are multi-national or multi-sector, in order to counterbalance the transient nature of jobs

8 Attract, retain, recognise Nationals

9 Salary ranges and allowances Image from eridlc.com

10 Referral schemes

11 Referral schemes 3 tips for a nationalisation twist : 1. You can give a higher incentive for submitting Nationals CVs, 2. Or incentivize financially only for Nationals CVs, 3. Or pay out more for Nationals profiles for difficult-to-hire roles (experienced managerial roles, or entry-level technical roles in a plant in the Western Region for example).

12 Retention and engagement

13 Retention approaches Should all Nationals be targeted for the retention scheme? Retention of young graduates (millennials move every 2/3 years anyway) : real value to the organisation? Benefit of alumnii network Talent scarcity (for experience or specific skills) Should it be only through financial retention schemes? Cliff payment model : effective but Education with reimbursement clause

14 Recognition

15 Recognition Recognition scheme categories : UAE Nationals role models including females Expat managers and technical experts who demonstrate their interest and capability in growing local talent. Eg Best developer of UAE Talent, Best manager of Emiratis Special initiatives such as Director for a Day Consider public, peer-to-peer instant recognition (social performance management)

16 Incentives

17 The limits of emiratisation quotas Overall quota for the company is not very conductive to accountability Or will you set the quota for each department? How do you manage equity/fairness of the quota? Same quota for all units? Or do you differentiate (current emiratisation numbers, difficulty to hire?)

18 The limits of emiratisation quotas You also need qualitative targets and KPIs, as well as a human interpretation of certain numbers. Pure quantitative approach does not necessarily impact the whole company results on emiratisation even if some departments are impacted positively or negatively. It can therefore hurt internal mobility, leading to less growth and development of Nationals, then to lower engagement, motivation and productivity of Nationals

19 Incentives Impact of design of the emiratisation objectives : Collective objectives (eg : Division) or individual for people managers only? How will you integrate objectives related to emiratisation into your existing scheme? As a replacement of other objectives, Or as additional criteria, Or as a multiplier, Or as a hurdle?

20 Conditions for success

21 Statistics and KPIs to track 2015 Sandrine Bardot

22 Other considerations Creation of an internal nationalisation committee Definition of clear criteria Regular follow-up and communication on nationalisation-related progress at the unit level Only as part of an overall nationalisation approach. Compensation supports change in culture but does not drive it 2015 Sandrine Bardot

23 Free resources

24 From my blog archives Check out Emiratisation 101, my resource page on Compensation & Benefits and nationalisation topics, including among others : Emiratisation and Compensation and Benefits - part I/ Emiratisation and Compensation and Benefits - part II Remuneration, engagement and the GCC employee And also : The challenges of emiratisation in the private vs semigovernment sector Encouraging Emiratis to try out the private sector External resource : Taking a more sophisticated approach to GCC Labour Market Policy (download the report)

25 Thank you! Sandrine Bardot Consultant, trainer, speaker, blogger 265 articles on C&B! To receive new articles and explore the archives : Check out my profile on LinkedIn : Recommendations, Expertise, Publications Twitter