Eight mechanisms have been developed to determine functional needs

Federal Human Resources: Promotion to higher jobs is the first of the new appointments

The Commission called on the authorities to select and appoint the most qualified candidates.

Photography: Youssef Al-Harmoudi

The Federal Authority for Governmental Human Resources has stressed the priority of nominating employees within the ministries and federal entities, to fill the higher vacancies therein, through transfer or internal promotion, in accordance with the provisions and procedures established in this regard, and in the event that there is no suitable candidate for the job from within the ministry or federal entity Or, if there are no people who meet the conditions of transfer or promotion, the new appointments are resorted to by searching for suitable candidates from other external sources.

The authority has identified eight mechanisms or procedures that federal ministries and agencies adhere to when determining their job needs, the most important of which is achieving the objectives of the strategic and operational plan of the ministry or federal entity for the coming year or years, and conforming to the government's directives, in terms of focusing on job priorities, and then implementing the initiatives and projects of replacement and resettlement And indicators of rotation and functional turnover.

In detail, the Federal Authority for Government Human Resources stressed the importance of the ministries and federal entities ’commitment to the standards of excellence, efficiency, fairness and objectivity, during the research and selection stages of candidates to fill their vacancies, stressing the need for those authorities to seek to select and appoint the most qualified candidates.

The authority stated, on its website, that in the interest of any ministry or federal entity to maintain good performance and continuous development, its employees must be carefully and carefully selected, the best candidates selected and subjected to a test period to ensure the correctness of choosing the right person in the right place, through Adopting the policies and procedures that are followed in managing the processes of identifying human resource needs, recruitment, selection and appointment, which include a number of conditions and controls in line with federal laws and regulations issued in this regard, the most important of which is the employer's possession of clear policies and procedures regarding determining human resource needs, recruitment, and selection The appointment is as per the rules.

The authority has identified eight mechanisms or procedures that federal ministries and agencies adhere to when determining their job needs, the most important of which are achieving the objectives of the strategic and operational plan of the ministry or federal entity for the coming year or years, and conforming to the government's directions, in terms of focusing on job priorities, and implementing initiatives and projects for replacement and resettlement and indicators Rotation and functional rotation.

She added that the Human Resources Department is responsible for managing the recruitment process in the federal ministry or entity, with the aim of securing its needs from candidates applying for jobs available in ministries and federal entities, lists of graduates in universities, employment agencies, and other available employment sources.

According to the authority, the list of mechanisms for determining job needs also included the Human Resources Department providing information and technical support to all organizational units in ministries or federal entities, regarding the vacant jobs required to be appointed, and the government agency sought to select and appoint the most qualified individuals to fill the vacant positions in it. Adherence to standards of excellence, competence and objective justice during all stages of research and selection, and finally, not to violate any of the conditions and requirements for occupying the positions shown in the approved job description cards.

The authority said: “The Human Resources Department in each ministry and federal entity should search for the best suitable candidates for their vacant positions, and in the first place the job candidates from within the ministry or federal entity, and if a qualified candidate is found to fill the vacant position, by transfer or promotion from within The federal ministry or entity, the human resources department in the entity conducts contacts with the administration of the nominated employee, and the requesting department in which the vacancy is located, so that all parties agree to agree, and prepare transfer or promotion transactions in accordance with the provisions and procedures established in this regard.

She added that in the event that there are no suitable candidates for the vacant position from within the ministry or federal entity, or if there are no ones to whom the conditions of transfer or promotion are met, the Human Resources Department shall search for suitable candidates from external sources, such as announcing the vacancy in newspapers, or on the website. E-mail to the federal ministry or entity, or through personal contacts to attract a specific person with experience and competence.

Functional needs

The Federal Authority for Government Human Resources has stated that identifying the job needs of the workplace contributes to avoiding employment in excess of the need for work, and also works to provide the appropriate national cadres, competencies and distinguished experiences at the right time and place, in addition to that selection and appointment are of the utmost importance, as the correct selection of candidates must be To occupy jobs in a scientific manner, commensurate with work needs within the frameworks approved in the strategic plan of the ministry or federal entity.

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