- What is the impact of legal framework related to Qatarization on the organizations?
Increased pressures on the organisation to fulfil specific roles with nationals where there is often a talent shortage, leading to price-wage inflation for the limited talent available. Forced nationalisation policies that can result in underperforming staff and a feeling of impunity amongst certain staff which negatively impacts the organisational culture as a whole.
- What kind of long term retention strategies be implemented by an organization to retain its Qatari talent?
The organisation needs to shed its disposable labour legacy and move towards a strategy of employee development, career growth, engagement and retention. The organisational leadership needs to realise that the future of the organisation lies in the hands of the Gen Y new millennials and that legacy frameworks, employee practices and organisational cultural norms need to be broken and reformed.
- What are the elements of successful induction?
There are many models to follow and we discuss some of these in the workshop, but what matters is that new employees are rapidly integrated into the organisation and are capable of being productive as soon as possible
- What kind of HR policies are required by an organization to successfully manage the Qatari talent?
The same as with any other employee – policies that are fair, equitable, reflect the values and culture of the organisation and protect both the employer and employee from legal and financial risk.