Latest news with #Tawteen
Observer
13-07-2025
- Business
- Observer
‘We are building careers, not just filling vacancies'
MUSCAT, JULY 13 In the heart of Oman's national workforce transformation stands Tawteen, a digital platform that has quietly become one of the most powerful engines of employment reform in the country. In an exclusive interview, Loay al Mujaini, Acting CEO of Tawteen, shared insights into how this data-driven platform is reshaping not just how Omanis find jobs—but how the private sector hires, how regulators plan, and how sectors build long-term workforce capabilities. 'Tawteen was never meant to be just another job portal,' said Al Mujaini. 'From the outset, our vision was to build an integrated national ecosystem—one that connects individuals, employers, and regulators in a common effort to localise jobs, enhance productivity, and advance Oman's strategic human capital goals.' At the core of Tawteen's purpose is its alignment with Oman Vision 2040, particularly the pillars of economic diversification and human capital development. Al Mujaini, who has been instrumental in architecting the platform's multi-dimensional functionality, sees Tawteen as 'a living infrastructure' for national workforce planning. 'What sets Tawteen apart is its ability to integrate intelligence with action. We're mapping workforce supply, identifying skills gaps, and aligning all of that with sector growth and investment trends,' he explained. 'That allows policy-makers, educators, and employers to work with unprecedented clarity.' Tawteen supports 17 sector committees established in collaboration with the National Employment Programme (Tashgheel). These committees rely on the platform's robust data tools to govern labour clearances and ensure structured prioritisation of Omanis for critical roles. 'These aren't just dashboards. They're decision engines,' Al Mujaini said. 'Every labour clearance is tied to actual sector data—Omani availability, expatriate concentration, upskilling potential, and hiring timelines. It's governance made digital, fair, and fast.' Among the platform's standout features are its workforce profiling tools, a digital contract system, a freelancing marketplace, and employer productivity modules. Tawteen also connects to localisation tools that help companies meet procurement and Omanisation goals. 'The private sector is our primary partner,' Al Mujaini noted. 'We're giving them the tools to find talent, meet compliance goals, and contribute meaningfully to the national workforce strategy. The response has been strong—over 1,700 companies and 100,000 job seekers have registered with us so far.' Since its launch, Tawteen has hosted over 670 job postings, offering more than 3,000 vacancies. But Al Mujaini emphasises that metrics alone do not define success. 'For us, it's about building sustainable career pathways,' he said. 'That's why we've introduced career pathing, freelancing opportunities, and insights into long-term sectoral growth trends. We want Omanis to see the full picture—not just the next paycheck.' Tawteen's real-time job marketplace, he added, is helping bridge long-standing mismatches between graduates and employer needs. 'We prioritise fresh graduates and those without prior experience. Tawteen connects them directly to training programmes and sends tailored job alerts. It's proactive—not passive—engagement,' said Al Mujaini. One recent success story involved the water sector, where Tawteen helped channel hiring in response to a major infrastructure investment. 'When Nama Water Services announced over RO 700 million in new investments, the water sector committee, using Tawteen, was able to quickly identify and post 885 jobs,' Al Mujaini recalled. 'That's the kind of responsiveness we're building across sectors.' Behind Tawteen's growing reputation is Al Mujaini's own blend of strategic vision, operational acumen, and inclusive leadership. Known for his ability to align multi-stakeholder efforts—from government and private sector to job seekers—he has driven Tawteen's development from a concept into a vital national instrument. 'We're not just automating systems,' he said. 'We're transforming mindsets—about how we hire, how we train, how we grow. That requires trust, transparency, and constant innovation.' Looking ahead, Tawteen is preparing to expand into new areas such as reskilling, training integration, and entrepreneurship support. 'We want Tawteen to be more than an employment platform,' Al Mujaini concluded. 'We want it to be a launchpad for economic empowerment. As Oman marches toward Vision 2040, Tawteen is ready to be a partner in every Omani's professional journey.'
Qatar Tribune
28-06-2025
- Business
- Qatar Tribune
MoL highlights role of private sector in job nationalisation
QNA Doha The Ministry of Labour (MoL) on Saturday organised an introductory workshop to highlight the role of the private sector as a strategic partner in implementing the national job localisation (Tawteen) plan. The event was attended by several human resources managers from security companies and industrial firms, aiming to raise awareness about the importance of effective partnerships in supporting localisation programmes and increasing national workforce participation in private sector institutions. This workshop is part of a series of consultative sessions launched by the ministry as part of its strategy to strengthen partnerships, foster collaboration, and exchange ideas with the private sessions aim to discuss best practices for attracting national talent, address challenges facing stakeholders involved in the localisation plan, and empower institutions to increase the participation of Qatari citizens in the labour market. The workshop also explored the active partnership between the Ministry of Labour and private sector institutions, with a particular focus on strategies for attracting national talent to security companies.
Qatar Tribune
28-06-2025
- Business
- Qatar Tribune
MoL workshop highlights private sector's role in job nationalisation
The Ministry of Labor (MoL) on Saturday organised an introductory workshop to highlight the role of the private sector as a strategic partner in implementing the national job localisation (Tawteen) plan. The event was attended by several human resources managers from security companies and industrial firms, aiming to raise awareness about the importance of effective partnerships in supporting localization programs and increasing national workforce participation in private sector institutions. This workshop is part of a series of consultative sessions launched by the Ministry as part of its strategy to strengthen partnerships, foster collaboration, and exchange ideas with the private sector. The sessions aim to discuss best practices for attracting national talent, address challenges facing stakeholders involved in the localisation plan, and empower institutions to increase the participation of Qatari citizens in the labour market. (QNA) page 2
Time of India
11-06-2025
- Business
- Time of India
What is Emiratisation? UAE's push to move over half of insurance sector jobs in Emirati hands by 2030
In a country where expatriates make up nearly 90% of the population, the UAE's latest Emiratisation push marks a decisive turn. Emiratisation, the policy of integrating UAE nationals into the workforce, especially the private sector, has been a cornerstone of national planning since its launch in 2000. Tired of too many ads? go ad free now Now, with fresh quotas targeting up to 60% Emirati representation in insurance sector by 2030, the government is signalling a clear intent to reshape workforce dynamics with long-term sustainability in mind. Understanding Emiratisation: A National Vision for Inclusive Employment Emiratisation, also known as Tawteen, refers to the strategic initiative by the UAE government aimed at increasing the participation of UAE nationals in the workforce, especially in the private sector. This initiative reflects a long-term national vision embedded in broader frameworks like UAE Centennial 2071, designed to enhance the nation's sustainability, competitiveness, and knowledge-based economy. Despite being a wealthy and economically diversified country, the UAE has historically relied heavily on expatriate labor. With expatriates accounting for up to 90% of the population, native Emiratis have been significantly underrepresented in the private sector workforce. To bridge this gap, Emiratisation was launched in 2000, applying across the UAE (except Free Zones), and has seen more success in public institutions than in private enterprise. To address this imbalance, the Emirati Human Resources Competitiveness Council, known as Nafis, was established to spearhead Emiratisation in private sectors. Nafis offers incentives to companies, support to Emiratis, and monitors compliance. However, challenges persist, including instances of "fake Emiratisation," where companies employ Emiratis merely to meet quotas without assigning real responsibilities, a practice the government strictly penalizes. Tired of too many ads? go ad free now The New Target: 50%-60% Emiratisation in Insurance by 2030 In a significant policy development, the UAE has announced new Emiratisation goals for the insurance sector, aiming for 50% to 60% localisation by the year 2030, depending on the size of the company. This forms part of the government's Emiratisation strategy for 2027–2030, which sets differentiated targets for leadership roles and critical functions within insurance firms. The announcement was made by Mohamed Al Husaini, UAE Minister of State for Financial Affairs, during a Federal National Council (FNC) session on Wednesday, June 11, 2025. His statement came in response to a question raised by FNC member Adnan Al Hammadi regarding the Central Bank's role in enforcing Emiratisation compliance in the insurance sector. The Numbers So Far: Progress and Projections As of June 1, 2025, the UAE insurance sector employs 2,159 Emiratis out of 9,773 employees, equating to an Emiratisation rate of 22.09%. This marks a steady improvement from 13.34% in 2022 and 21.64% in 2024. 'The 2022–2026 strategy aims to increase localisation to 30 percent by 2026, growing about 3 percent annually,' said Mohamed Al Husaini, Minister of State for Financial Affairs, in a statement. The upcoming goals set further conditions: At least one Emirati must be hired annually in job categories with 2 to 19 employees. A 30% localisation rate is required for roles with 20 or more employees. 45% of critical roles must be held by Emiratis. 30% of direct leadership positions, such as CEOs or general managers, must be filled by UAE nationals. Enforcement, Training, and Education: Supporting the Drive To ensure these goals are met and to curb fraudulent practices, the Central Bank has set up a dedicated Supervision and Inspection Unit. This unit has the authority to impose fines of AED 60,000 on companies found to be missing Emirati hires, calculated as AED 20,000 per violation point. Beyond enforcement, a significant emphasis has been placed on human capital development: 6,138 Emiratis have already participated in advanced professional training programmes in collaboration with prestigious international institutions. Training fields include: Accounting Finance Auditing Anti-money laundering Artificial Intelligence Data Science In 2023, a memorandum of understanding was signed between the Ministry of Presidential Affairs and the Emirates Institute of Finance to offer 100 annual scholarships in actuarial science. As of now, nine Emiratis have been selected to study in the United States and Australia under this initiative. The minister also announced future plans to further bolster educational opportunities in this field: Collaborations are underway with institutions such as: Higher Colleges of Technology Zayed University American University in Dubai A bachelor's degree programme in actuarial science will launch in September 2025. Insurance companies will sponsor tuition for 25 to 30 students annually.
Qatar Tribune
19-05-2025
- Business
- Qatar Tribune
MoL officials visit Commercial Bank to review Tawteen initiatives
Tribune News Network Doha Commercial Bank, a leader in innovative digital banking solutions, was honoured to welcome Mohammed Salem Al-Khlaifi, acting director of the Qualifying and Skills Development Department at the Ministry of Labor (MoL), along with representatives from the ministry, as part of the Tawteen programme. The visit to Commercial Bank Plaza served as an opportunity to assess the participants' progress and witness the impact of ongoing development initiatives firsthand. Throughout the visit, MoL officials met with Khalifa Al Rayes, EGM and Chief Human Capital Officer at Commercial Bank, who shared insights into the ongoing support provided to national talents. These discussions emphasised the importance of building capabilities that contribute to long-term career growth and sustainability. This visit reaffirmed the bank's commitment to nurturing skills that empower individuals, support national talent, and pave the way for meaningful career opportunities. Khalifa Al Rayes said, 'Our corporate strategy revolves around talent development, specifically, investing in the potential of our talents. Commercial Bank strives to nurture individuals through specialized career paths, leadership programmes, and supervisory roles that thoroughly prepare them to take on executive roles in the banking sector. 'Through our personalised trainings and our strong ties with government entities, institutions and universities, we ensure that nationalisation goes hand-in-hand with performance and financial institution integrations. This is how Commercial Bank chooses to build a future-ready workforce and contribute to Qatar's economic prosperity.'
