The 2nd Human Resources Forum - 2018, organized by DGHR Department, has discussed several topics with the aim of enhancing the performance Dubai Government’s employees, providing them with the knowledge that would enable them to perform their tasks in accordance with the highest global standards.

H.E. Abdullah Ali bin Zayed al-Falasi, Director General of DGHR Department, participated in the forum, together with HR officials from Government entities in Dubai, who discussed many of the main subjects: Emiratization initiatives in Dubai Government, digital human resources, DGHR Department's Competency Assessment Center and best HR practices in Dubai Government.

H.E. Abdullah Ali bin Zayed Al Falasi, Director-General of DGHR Department, stressed that the Department is keen to implement the vision of our wise leadership regarding Emiratization. During the past period, the Department has focused on the issue of Emiratization and has put forward several practical initiatives for qualitative Emiratization in the Government of Dubai. The Government of Dubai has made the first choice for creative citizens, motivating government entities to implement Emiratization, and looking forward to the future of the national workforce.

The first axis discussed at the 2ndHuman Resources Forum focused on Emiratization initiatives in the Government of Dubai. Participants were briefed on results of the brainstorming session organized by DGHR Department, entitled "Innovation in Emiratization", with the participation of 34 citizens of different groups of society. This brainstorming session has emerged from several initiatives, most notably: The National Empowerment Program "My Dream", through which an Emiratization advisory group is formed, with the launching of a part-time and remote work policy improvement initiative, a professional diploma in government work, future jobs initiative and a government digital platform for Emiratization. The Emiratization advisory group will be composed of various government entities under the leadership of DGHR Department and develop a work charter that incorporates principles and terms of reference of the advisory group.

With regard to the part-time and remote work policy initiative, the aim is to improve and develop part-time employment policy for citizens and to allow them to work part time with lump-sum remuneration in various projects without being linked to job vacancies in the government sector. This helps female citizens who wish to work for a certain period of time, in addition to making use of the human capacity of the Government to complete its projects without the need to provide more vacancies.

The professional diploma initiative in government work focuses on the preparation of rehabilitation programs for job seekers and school students, with the aim of preparing them to occupy government jobs and get ready for future jobs that will emerge in Dubai Government. For future jobs, it seeks to form a team of employees from government departments, headed by DGHR Department's HR Studies and Research Center, to prepare a comprehensive study of jobs to be disappeared in the future, new jobs to be created and how important this is and its impact on graduates and current employees. This is in addition to working to rehabilitate citizens to meet the future and challenges of future artificial intelligence.

The initiative to launch a government digital Emiratization platform provides for the development of a special digital platform to enable leadership teams and executive board chairpersons in all government agencies to familiarize themselves with all the overall Emiratization ratios in each government entity and the rates of Emiratization at the functional groups level, as well as Emiratization initiatives by each government entity, stating the duration of each initiative and whether any other government party is involved in its application.

The second axis at the 2ndHuman Resources Forum explored digital human resources, during which the Smart Dubai Government Establishment team spoke about the use of digital tools and applications to provide solutions to HR challenges, focusing on the GRP System, which provides 24-hour support to Dubai Government, especially customer service centers that provide daily services to clients, and promotes government efficiency, enhanced government communication and integration, and streamlined planning process.

The GRP system, which is provided by the Smart Dubai Government Establishment, has 30 organizational and sub-units, through which the Dubai Government budget is managed by 95%, benefiting 71,000 employees, 45,000 suppliers, 700 core users and 60 entity, and contributes to Dubai Government's goals in the transition to a paperless government.

The third axis highlighted DGHR Department's Competency Assessment Center, which employs an accredited evaluation team that assesses competencies through a variety of exercises focusing on behavioral competencies associated with functional tasks and nature work, such as analysis of leadership personality, linguistic and digital capabilities, behavioral competencies, with a view to identifying the strengths and opportunities of candidates.

DGHR Department's talent management project was also explored, which aims to strengthen the governance of HR system applications, comprehensiveness, interdependence and complementarity of talent management systems, and provide a smart database for decision-making leaders.

The fourth axis highlighted best HR practices in the Government of Dubai, where Dubai Public Prosecution addressed the forward-looking program, a vocational training program, which aims to provide practical training opportunities for new graduates and to qualify them to take up their future jobs. The program aims to develop and upgrade skills of national cadres to meet current and future work requirements.

Through the program, Dubai Public Prosecution increased the rate of Emiratization between 2014 and 2017 from 87% to 89%, reduced staff turnover and maintained performance despite the fact that staff members have joined the national service since 2015, and 67 citizens were trained during the period In 2013 and until 2018, 29 of them were recruited.

Under the fifth axis, which deals with best practices, Dubai's Department of Economic Development highlighted its smart work initiative and inspectors' performance follow-up system, which has focused on remote work. This includes working remotely without having to come to the Department's premises, providing all the inspector's needs through medanismart application which include trade license data, issuance of inspection reports, updating of trade license data, direct contact with the person in charge, and receiving direct guidance from the official on the ground.

From its part, Dubai Health Authority (DHA) has introduced its motivational program (we are proud of you). This program waslaunched annually by the DHA in order to recognize and reward pioneering achievements and outstanding performance of staff at all levels of employment, both individually and within teams to achieve DHA's strategy and its values that are based on excellence and motivation of the workforce. This helps ensure that Dubai 2021 Vision is realized in providing a home for creative, able, proud and happy individuals. Our employees are honored at an annual ceremony attended by DHA's Director General. The number of people honored in the program reached (517) in 2016 and (687) in 2017.