How to Ensure EMIRATISATION Compliance PART I

United Arab Emirates
United Arab Emirates (Photo credit: saraab™)
In the US since 2006, the Office of Federal Contract Compliance Programs (OFCCP) has been enforcing regulations on the collection, storage and reporting of Equal Employment Opportunity (EEO) data for internet applicants. It also defines internet applicants, identifies electronic data collection methods, creates basic qualification standards and establishes record-keeping requirements for compliance.

I guess that at one point UAE federal government should consider similar regulations focusing initially on companies with government contracts. In today’s world, where applicants can easily apply to hundreds of openings with a few mouse clicks and each job attracts hundreds of candidates, using a spreadsheet to track all of this information is possible (maybe) but ensuring its accuracy or drawing any insight out of this information is impossible. Regardless, manually tracking this information has gotten increasingly more cumbersome and maintaining the integrity of this data has been riddled with human error (transcribing information from one form to another) as the volume of recruiting data continues to increase.

To help ensure that your company remains in line with Emiratisation initiative, your organization should be storing, tracking, and analyzing hiring information with a solution that can handle large amounts of data while minimizing the need to copy information from one form to another. As such, this solution must have these 3 critical capabilities:
  1. Ask every potential employee to identify their citizenship info.
  2. Capture the reasons why your employees have chosen NOT to hire a UAE national (every time).
  3. Continuously analyze this information in real-time and be able to create reports that you can use for compliance reporting.
Tracking the information that can help your company stay in compliance, perhaps improve number of UAE national employees, has really never been easier... as long as you manage to automate the process with appropriate HR technology solution. We will discuss available options in Part II of this article. 

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