Human Resources announces a change in the work system for 71% of employees in the Emirates
The Federal Authority for Human Resources in the United Arab Emirates issued a new statement in which it announced changing the work system for 71% of employees working in the country and converting them to flexible work systems.
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The Emirates' Human Resources Department has made an announcement regarding a shift in the work system that will affect 71% of employees.
A fresh announcement was published by the Federal Authority for Human Resources in the United Arab Emirates, in which it was declared that the work system for 71% of employees working in the country would be changed, and that they would be converted to flexible work systems instead.
71% of workers in the UAE perform work outside the “job description”
71% of workers in the UAE undertake duties that are not included in their official "job descriptions.", She added that the concept of the job itself has become less essential than it was in the past because 71% of employees are already undertaking work that is outside the boundaries of their job description, whilst only 24% of employees are still performing the same work in their organizations, under the same job title and job grade.
Workers in the UAE are looking for flexible work systems and are not restricted to a specific job
Workers in the United Arab Emirates are not limited to a single occupation and prefer work environments that are flexible, The study, titled “Skills-Based Institutions,” and published by the “Human Resources Echo” magazine issued by the Federal Authority for Government Human Resources, stated that with the presence of modern technologies that are constantly reshaping jobs, many are looking for new structures to organize work that enable people to deal with... Continuously flexible as needed, instead of unfreezing and freezing jobs over and over again, noting that as a result of all these factors, the concept of the job itself has become less important than before, as 71% of employees are already performing work outside the scope of their job description, while 24 Only % are still performing the same work in their organizations under the same job title and job grade, and she said: “Many employees do not even plan to perform work through the job at all anymore, as more than half of employees (55%) report that they have changed work models, “Or they are likely to do so over the course of their careers, with many of them having successfully transitioned seamlessly from full-time permanent jobs to working on projects within internal talent markets, freelance work, and temporary work, for example.”
Increasing the percentage of employment institutions in the Emirates that depend on skills
boosting the proportion of employment institutions in the Emirates that are dependent on one's level of expertise, According to the findings of the study, the firms that put a skills-based approach to work organization into practice rely on four fundamental models or ideas. The first is "liberating work from the constraints of the job," which can be accomplished by reorganizing work as a portfolio that is comprised of flexible structures, both within and outside of the workplace. The second step is "creating a new perception of employees," which elevates their status above that of simple workers performing their assigned tasks. By using the idea of "the workforce as individuals," we can see that these workers are people who are employed either permanently or temporarily, and each of them have a one-of-a-kind capacity to make contributions as well as a collection of skills and capabilities that are suitable for the work. "Using skills instead of jobs" is the third model that the study identifies as a strategy for arranging skills-based work within institutions. The report also identifies "compartmentalizing the work" as one of the methods for organizing work without relying on employment. This means dividing the work up into portions that serve a more specific function. Employees who possess relevant sets of skills and abilities should be able to participate in the work that is being done if the job is feasible. Feasibility can take the form of projects or tasks that continually grow in response to changing business needs.
