Interview about Advanced Emiratisation with Jonathan Lavender

by Fleming. Team

Jonathan Lavender shares his views on Emiratisation

  1. How is retention connected to succession planning?

You cannot have one without the other – what is the point of planning for the future growth of your top talent if everyone is leaving your organisation?

  1. What kind of employee development initiatives need to be taken in order to retain Emirati talent?

The same as any other employee – programmes that build their skills and capabilities; that increase their job performance and help them to grow within the organisation.

  1. What is the role of managers in Emiratisation?

The success or failure of any talent initiative depends on the skills, competency and attitude of the line managers. Proper and appropriate management is essential and managers need to be taught how to manage properly.

  1. How can Emiratisation results be measured?

In dozens of different ways. What matters is to measure the metrics that relate to the organisational strategy, whether that is retention, productivity, brand image, employee satisfaction or succession/promotion rates.

Middle East HR

Advanced Emiratisation Retention, Development & Succession Planning

Visit event website

Interested in this topic?

More articles


​Pave your way to successful cultural change with Google

In the business world, these are the three words that are invoked the most these days: Corporate Culture and Transformation. Adapting to the ever-changing business environment starts from within – with a change of culture.


How do Digital Winners benefit from Digital Transformation?

High-performing companies are 1.5-times more likely to use technology and digital transformation to knock out their competition. See how technological innovations can influence also your performance!


Why a Corporate University Mantra Drives Long-term Success, and How Philips Lighting University and Flipskool Created One

If you want to grow your corporate university budget year-on-year and add value in the eyes of the CEO, you need to be able to articulate a clear mission. Yet too often, corporate university executives get stuck on the operational level and face an ongoing struggle to prove corporate university value for the organization. Preparing to write his next book, corporate university strategist Martyn Rademakers tapped the brains of ‘serial corporate university creator’ Stefaan van Hooydonk (Nokia, Agfa, Philips Lighting and Flipkart) and extracted two practical examples. What is the license to operate of the corporate universities he established? Read here how the highly effective mission of Philips Lighting University and Flipkart’s Flipskool got shaped. ‘’It’s the Mantra, stupid!’’