Man Power Archives - Yaqoot Manpower Services

17Jan

The Ultimate Guide to Hiring Domestic Workers in Saudi Arabia

Hiring domestic workers, such as housemaids, nannies, or cooks, is a common practice in Saudi Arabia. Many families rely on this essential support to maintain a well-organized household, especially in a fast-paced environment where work and personal commitments often overlap. However, the process of hiring domestic workers requires careful planning, an understanding of legal requirements, and a commitment to ethical practices.

This an in-depth guide provides a detailed overview of everything you need to know about hiring domestic workers in Saudi Arabia, from understanding labor laws to fostering a positive working relationship with your household staff.

1. Why Hire Domestic Workers in Saudi Arabia?

Domestic workers play a pivotal role in maintaining a household’s daily functions. Whether it’s managing cleaning, cooking, childcare, or other tasks, their contributions help families achieve balance and productivity. Some key reasons to hire domestic workers include:

Time Management: With demanding jobs and busy schedules, many families find it difficult to handle household chores independently.
Specialized Skills: Tasks like cooking diverse cuisines or taking care of children require specific expertise that skilled domestic workers often bring.
Improved Quality of Life: Delegating household responsibilities allows families to focus on personal and professional growth.

2. Understanding Labor Laws for Domestic Workers in Saudi Arabia

Saudi Arabia has clear regulations under the Ministry of Human Resources and Social Development (MHRSD) that govern domestic worker employment. Employers must familiarize themselves with these laws to ensure compliance and promote fair treatment.

Key Provisions of Domestic Labor Laws:

1. Employment Contracts: A written contract is mandatory, outlining job responsibilities, working hours, salary, and other terms.

2. Maximum Working Hours: Domestic workers are entitled to a maximum of 8 working hours per day, with adequate breaks.

3. Weekly Rest: Employers must provide one day of rest per week for the worker.

4. Timely Payment: Salaries must be paid on time as per the agreed contract.

5. Accommodation and Meals: Employers must provide appropriate housing and meals, ensuring a safe and comfortable environment.

6. Leave Entitlements: Workers are entitled to 30 days of annual leave and medical leave as needed.

Failure to comply with these laws can result in legal penalties for employers and damage their reputation.

3. Hiring Through an Agency vs. Independent Hiring

When it comes to finding a domestic worker in Saudi Arabia, families typically have two options: hiring through a recruitment agency in Saudi Arabia such as Yaqoot Manpower Services or independently. Each approach has its pros and cons.

Hiring Through a Recruitment Agency

Advantages:

Verified Candidates: Recruiting agencies perform background checks and ensure that workers have the necessary experience and skills.
Legal Compliance: Agencies also handle visa processing, contracts, and other paperwork in line with Saudi labor laws.
Replacement Options: If the worker doesn’t meet expectations, agencies often provide replacements.

Disadvantages:

Higher Costs: Agency fees can be significant compared to independent hiring.
Limited Flexibility: Families may have less control over selecting candidates.

Independent Hiring

Advantages:

Cost-Effective: Avoiding agency fees can save money.
Greater Customization: Families can conduct interviews and directly select workers based on their preferences.

Disadvantages:

Legal Complexities: Employers must handle visa applications and contracts on their own.
Risk Factor: Without thorough background checks, there’s a higher chance of hiring someone unsuitable.

4. Steps to Hire a Domestic Worker in Saudi Arabia

Follow these steps to ensure a smooth hiring process:

Step 1: Determine Your Needs

Identify the type of help you require. Are you looking for a nanny, a housemaid, or a cook? Clearly define the responsibilities to find a candidate with the right skill set.

Step 2: Choose a Recruitment Method

Decide whether to go through a licensed recruitment agency or conduct an independent search. Ensure any agency you use is approved by the Ministry of Human Resources and Social Development.

Step 3: Verify Legal Documentation

For both agency and independent hires, verify the candidate’s legal documentation, including:

Passport
Work visa
Medical fitness certificate

Step 4: Draft an Employment Contract

Include the following in the contract:

Job description
Salary
Working hours
Rest days and leave entitlements
Living arrangements

Step 5: Ensure Orientation and Training

Provide a clear orientation about your household rules, expectations, and any cultural nuances. For specialized tasks, consider offering training to help the worker adapt.

5. Fostering a Positive Working Relationship

Creating a respectful and harmonious environment is key to a productive employer-worker relationship. Here are some tips:

Respect Boundaries: Allow workers their personal space and privacy.
Clear Communication: Regularly discuss expectations, tasks, and any issues.
Fair Treatment: Treat domestic workers with dignity, avoiding any form of exploitation or discrimination.
Provide Feedback: Constructive feedback helps workers improve and feel valued.
Celebrate Achievements: Acknowledge their hard work and dedication through small gestures, such as bonuses or verbal appreciation.

6. Challenges in Hiring Domestic Workers and How to Overcome Them

Hiring domestic workers in the kingdom can come with its own set of challenges. Here’s how to address them:

Language Barriers

Solution: Use translation apps or hire workers with basic knowledge of Arabic or English.

Cultural Differences

Solution: Take the time to understand the worker’s background and explain Saudi customs in a respectful manner.

Trust Issues

Solution: Perform thorough background checks and foster trust through open communication.

Conclusion

Hiring domestic workers in Saudi Arabia can significantly enhance your household’s efficiency and quality of life. By understanding the legal requirements, choosing the right recruitment method, and fostering a respectful working relationship, you can ensure a positive experience for both you and your domestic worker.

Whether you opt to hire through an agency or independently, the key is to approach the process with transparency, fairness, and a commitment to ethical practices. With careful planning, hiring a domestic worker can be a seamless and rewarding experience.

Contact us today if you’re looking for hiring domestic workers in Saudi Arabia’s major cities including Riyadh, Jeddah, Dammam, Khobar, Jubail, Makkah, Taif and much more. Our expert recruiting experts will discuss your household needs and then find and hire the best domestic worker for you.

16Jan

Temporary Staffing vs. Permanent Hiring: Which is Right for Your Business in Saudi Arabia

When it comes to choosing between temporary staffing or permanent hiring, every company, regardless of its size or industry, has faced the dilemma of deciding between temporary staffing and permanent hiring. Both staffing options have their advantages and disadvantages, but knowing which one is the right fit for your business in Saudi Arabia can make a significant difference in your operational efficiency, cost control, and overall success.

This detailed blog post will shed some light on the key differences between temporary staffing and permanent hiring, helping you decide which approach best suits your company’s staffing needs both for the short-term basis and long-term basis. Whether you’re expanding, dealing with project-based work, or trying to adapt to market fluctuations or seasonal surge in staffing demand, understanding the nuances of these two hiring models is crucial to make informed decision for your business to save money and increase productivity.

Understanding Temporary Staffing and Permanent Hiring

Before diving into the details of each staffing model, let’s first define what we mean by temporary staffing and permanent hiring.

Temporary Staffing refers to the practice of hiring employees for a set period, typically to meet short-term demands. Temporary workers, also known as “temps,” are often hired through staffing agencies and can be employed for a few days, weeks, or months. These workers are typically brought in for specific tasks, such as filling in for employees on leave, meeting project deadlines, or handling seasonal surges in demand.

Permanent Hiring, on the other hand, refers to the long-term employment of workers who are given a permanent position within the organization. These employees are typically hired for an indefinite period, with benefits such as health insurance, paid leave, and retirement plans. Permanent employees are an integral part of the company and are expected to contribute to its long-term growth.

Now that we have the basic definitions, let’s explore the advantages and disadvantages of each approach in the context of the Saudi Arabian market.

Advantages of Temporary Staffing in Saudi Arabia

1. Cost-Effectiveness One of the most significant advantages of temporary staffing is cost efficiency. Hiring temporary workers allows businesses to avoid long-term commitments, reducing costs associated with benefits, pensions, and severance packages. This flexibility is especially important for companies in industries like construction, retail, or hospitality, where demand fluctuates seasonally or due to project-based work.

In Saudi Arabia, where the labor market is highly influenced by project-based work, temporary staffing offers businesses the ability to scale their workforce quickly without the burden of permanent employee salaries and benefits.

2. Flexibility to Meet Fluctuating Demand Many businesses in Saudi Arabia experience periods of high demand for labor during certain months or as a result of special projects. Temporary staffing provides companies with the ability to quickly scale their workforce to meet these changing needs. Whether it’s a surge in customer orders during a holiday season or the need for additional manpower during a new construction project, temporary workers can fill the gap without the need for a long-term hiring commitment.

3. Access to Specialized Skills Temporary staffing offers access to highly skilled professionals who possess niche expertise that may not be required year-round. For example, businesses in the IT, oil and gas, and healthcare industries in Saudi Arabia may need highly specialized workers for specific projects. Temporary workers with the required technical skills can be brought in to fill this gap, ensuring the project’s success while avoiding the expense of hiring a full-time expert.

4. Lower Hiring Risks Temporary employees generally have less job security, which means they may be more inclined to stay on top of their tasks and deliver results to secure a future contract or job. Employers also have the flexibility to let go of temporary workers at the end of the contract without facing the complications that come with terminating a permanent employee.

Disadvantages of Temporary Staffing

1. Lack of Loyalty and Long-Term Commitment One of the primary downsides of temporary staffing is the lack of long-term commitment. Since temporary workers are aware that their time at the company is limited, they may not invest as much time or energy into the company culture, long-term goals, or company values as permanent employees would. This can affect productivity and employee morale, especially in a company that relies on strong team cohesion.

2. Training and Integration Costs Although temporary workers are often highly skilled, they may still require training to familiarize themselves with company processes and specific job requirements. This training can be time-consuming and costly, especially if the turnover rate is high.

3. Uncertainty and Short-Term Focus Temporary staffing may not always be the best solution for businesses that require long-term strategic planning. A temporary workforce might lack the continuity necessary to implement long-term business strategies effectively. Furthermore, temporary employees might not be as invested in the company’s overall success as permanent staff.

Advantages of Permanent Hiring in Saudi Arabia

1. Stability and Consistency One of the most compelling reasons for choosing permanent hiring is the stability and consistency it brings. Permanent employees provide a company with a steady workforce that can be relied upon to support day-to-day operations. This is particularly important in industries like banking, healthcare, and education in Saudi Arabia, where consistency and institutional knowledge play a critical role in maintaining quality service and customer trust.

2. Stronger Company Culture Permanent employees are more likely to build long-term relationships with colleagues and management, which fosters a stronger company culture. These employees are often more dedicated to the company’s success and are willing to go the extra mile to achieve organizational goals. In a growing market like Saudi Arabia, cultivating a loyal workforce can make a significant difference in achieving business success.

3. Better Integration and Long-Term Training Permanent employees can be fully integrated into the company’s culture and operations. They are also likely to receive better training and professional development opportunities, which benefits the business in the long term. Companies with permanent employees can invest in continuous training and development programs to ensure their workforce remains competitive and skilled.

4. Higher Quality and Reliability Permanent employees tend to be more reliable and offer a higher quality of work over time. They become familiar with the company’s systems and processes, which allows them to work more efficiently and effectively. This reliability is vital for industries in Saudi Arabia that require high-quality, consistent work, such as engineering, construction, and finance.

Disadvantages of Permanent Hiring

1. Higher Costs One of the most significant disadvantages of permanent hiring is the cost. Permanent employees often come with higher salary expectations, benefits, and pension obligations. These expenses can add up, especially for small to medium-sized businesses in Saudi Arabia that need to manage their budgets carefully.

2. Limited Flexibility Hiring permanent employees limits a company’s flexibility. If there is a downturn in demand, it may be difficult to adjust the workforce without resorting to layoffs or redundancies. Unlike temporary workers, who can be let go at the end of a contract, permanent employees require more effort to downsize or manage performance issues, which can create legal and financial challenges.

3. Longer Hiring Process The process of hiring permanent employees typically takes longer than hiring temporary workers. Finding the right talent, conducting interviews, negotiating salaries, and onboarding can all take time. This can be a significant burden, particularly for businesses in fast-moving industries or those facing immediate staffing needs.

Choosing the Right Option for Your Business in Saudi Arabia

Deciding between temporary staffing and permanent hiring ultimately depends on the specific needs of your business. Consider the following factors:

1. Nature of Work If your business has project-based work or fluctuating demand, temporary staffing may be the better choice. On the other hand, if you need employees for critical, long-term roles, permanent hiring may be more beneficial.

2. Budget For businesses that need to keep costs down, temporary staffing provides a more flexible and affordable option. However, if you’re looking for stability and have the budget to support it, permanent hiring might offer a better return on investment in the long run.

3. Company Growth Growing businesses may benefit from temporary staffing as a way to scale quickly without the burden of long-term commitments. However, once your company has reached a stable point, permanent employees are often better suited to supporting sustained growth.

Conclusion

In conclusion, both temporary staffing and permanent hiring have their place in the Saudi Arabian business environment. Temporary staffing offers flexibility and cost-effectiveness, while permanent hiring ensures stability, long-term commitment, and a strong company culture. The decision should be made based on the specific needs of your business, the nature of your work, and your long-term goals.

For businesses in Saudi Arabia looking for a dynamic and flexible staffing solution, combining both approaches can often provide the best results. By utilizing temporary staffing for short-term needs and permanent hiring for critical roles, businesses can achieve a balanced workforce that supports both short-term success and long-term growth.

If you’re a successful Saudi business operating in any industry from oil & gas to construction to healthcare to hospitality to IT & telecom to banking & finance to education to logistics & supply chain, get in touch with our expert manpower recruiters at Yaqoot Manpower for your temporary staffing solutions or permanent hiring solutions to discuss and fulfill your business recruitment needs.

23Aug

The Benefits of Outsourcing Manpower Services for Saudi Companies

When it comes to outsourcing manpower services for Saudi Arabia, companies are increasingly turning to outsourcing as a strategic solution to enhance their operational efficiency and get competitive edge over their competitors. One of the key areas where outsourcing is making a significant impact is in manpower services. By leveraging external expertise for recruitment, staffing, and workforce management, Saudi companies can focus on their core business functions while benefiting from specialized support in human resources.

This comprehensive blog post explores the various benefits of outsourcing manpower services for Saudi companies. We will cover how outsourcing can improve efficiency, reduce costs, enhance compliance, offer flexibility, and contribute to strategic growth. Additionally, we will provide insights into the specific advantages for Saudi companies navigating the unique challenges of the local market.

1. Understanding Manpower Services Outsourcing

1.1. What is Manpower Services Outsourcing?

Manpower services outsourcing involves delegating functions related to workforce management to external service providers. These services can include recruitment, staffing, payroll management, employee benefits administration, and more. By outsourcing these functions, companies can leverage the expertise of specialized agencies and streamline their HR operations.

Types of Manpower Services Outsourcing:

• Recruitment Process Outsourcing (RPO): Outsourcing the recruitment process to specialized agencies that handle everything from job posting to candidate selection.

• Staffing Solutions: Providing temporary, contract, or permanent staff through third-party agencies.

• Payroll Outsourcing: Managing payroll processing, tax compliance, and employee compensation through external providers.

• HR Consulting: Receiving strategic HR advice and solutions from external experts.

1.2. The Growing Trend in Saudi Arabia

Saudi Arabia’s Vision 2030 is driving significant economic and structural changes across various sectors. As businesses adapt to new market conditions and focus on strategic growth, outsourcing has emerged as a popular solution for optimizing operations. Companies in Saudi Arabia are increasingly recognizing the value of outsourcing manpower services to enhance efficiency and align with evolving business goals.

2. Improving Operational Efficiency

2.1. Streamlined Recruitment Processes

Recruiting top talent can be a time-consuming and complex process. Outsourcing recruitment to specialized agencies allows companies to benefit from streamlined processes and expert handling.

Benefits:

• Access to Expertise: Recruitment agencies possess specialized knowledge and experience in sourcing, screening, and selecting candidates.

• Efficient Processes: Agencies use advanced tools and technologies to manage recruitment efficiently, reducing the time-to-hire.

• Focused Efforts: Outsourcing allows internal HR teams to focus on strategic tasks rather than getting bogged down in the day-to-day recruitment process.

Example: A company seeking highly specialized technical talent can leverage an RPO provider’s expertise to efficiently find and place the right candidates, significantly reducing the time and effort required.

2.2. Enhanced Staffing Flexibility

Businesses often face fluctuating staffing needs due to project requirements, seasonal demands, or market changes. Outsourcing staffing solutions provides the flexibility to scale the workforce up or down as needed.

Benefits:

• Scalability: Easily adjust staffing levels to match project requirements or seasonal fluctuations without the long-term commitment.

• Access to a Talent Pool: Gain access to a broader talent pool, including temporary and contract workers, without the need for internal recruitment.

• Reduced Administrative Burden: Outsourcing staffing solutions reduces the administrative burden of managing temporary or contract workers.

Example: A construction company managing multiple projects can quickly scale its workforce by outsourcing staffing solutions, ensuring that the right number of workers are available when needed.

2.3. Optimized Payroll Management

Payroll management involves complex tasks such as calculating salaries, withholding taxes, and ensuring compliance with labor laws. Outsourcing payroll functions helps companies manage these processes efficiently.

Benefits:

• Accuracy and Compliance: External payroll providers ensure accurate and timely processing while staying compliant with local regulations.

• Cost Savings: Reduce costs associated with maintaining an in-house payroll department and investing in payroll software.

• Focus on Core Activities: Allow internal teams to focus on core business activities rather than getting involved in payroll administration.

Example: By outsourcing payroll to a specialized provider, a company can avoid the pitfalls of compliance issues and reduce the risk of errors in salary calculations.

3. Reducing Costs

3.1. Lower Recruitment Costs

Recruitment costs can be significant, including expenses related to job advertisements, recruitment agencies, and internal resources. Outsourcing recruitment helps reduce these costs.

Benefits:

• Cost Efficiency: Recruitment agencies often operate on a contingency or fee basis, which can be more cost-effective compared to maintaining an internal recruitment team.

• Reduced Advertising Costs: Outsourcing allows companies to leverage the agency’s established networks and platforms, reducing the need for expensive job advertisements.

• Lower Turnover Costs: Effective recruitment practices by outsourcing agencies can lead to better candidate fit and lower turnover, saving on recruitment costs over time.

Example: A company that outsources its recruitment process can avoid the high costs associated with job board listings and in-house recruitment teams, resulting in overall cost savings.

3.2. Decreased Administrative and Operational Costs

Managing human resources internally involves various administrative and operational costs, including salaries for HR staff, office space, and HR systems. Outsourcing can help reduce these costs.

Benefits:

• Reduced Overhead: Outsourcing eliminates the need for dedicated HR staff and infrastructure, leading to lower overhead costs.

• Scalable Solutions: Outsourced services can be scaled according to business needs, avoiding the fixed costs associated with in-house teams.

• Cost Predictability: Fixed fees for outsourced services provide cost predictability and better budget management.

Example: A growing company can reduce its HR overhead by outsourcing various HR functions, including benefits administration and compliance, leading to significant cost savings.

4. Ensuring Compliance

4.1. Navigating Local Labor Laws

Compliance with local labor laws and regulations is crucial for avoiding legal issues and penalties. Outsourcing to experts ensures adherence to Saudi Arabia’s complex labor laws.

Benefits:

• Expertise in Local Regulations: Outsourcing providers are well-versed in local labor laws and can ensure that all employment practices comply with legal requirements.

• Avoiding Penalties: Minimize the risk of non-compliance penalties by leveraging the expertise of providers who stay updated on regulatory changes.

• Accurate Documentation: Ensure that all employment contracts, benefits, and records are handled in accordance with legal requirements.

Example: An outsourcing provider specializing in Saudi labor laws can help a company navigate the complexities of employment contracts and benefits, ensuring compliance with local regulations.

4.2. Managing Employee Benefits

Administering employee benefits can be complex, particularly in a multi-national context. Outsourcing benefits administration simplifies the process and ensures compliance.

Benefits:

• Comprehensive Benefits Management: Providers handle the administration of various employee benefits, including health insurance, retirement plans, and leave entitlements.

• Cost Control: Leverage the provider’s expertise to negotiate better benefits packages and manage costs effectively.

• Compliance Assurance: Ensure that benefits offerings comply with local laws and regulations, reducing the risk of legal issues.

Example: By outsourcing benefits administration, a company can offer a comprehensive benefits package to employees while avoiding the complexities of managing these benefits internally.

5. Enhancing Strategic Focus

5.1. Allocating Resources to Core Business Functions

Outsourcing manpower services allows companies to allocate more resources to core business functions and strategic initiatives.

Benefits:

• Focus on Core Activities: Internal teams can concentrate on strategic projects and core business functions rather than getting bogged down with administrative tasks.

• Improved Efficiency: Streamlined processes and specialized expertise lead to increased operational efficiency and effectiveness in core areas.

• Enhanced Innovation: With reduced focus on HR tasks, companies can invest more in innovation and growth strategies.

Example: A technology company outsourcing HR functions can focus its resources on product development and market expansion, driving overall business growth.

5.2. Strategic Workforce Planning

Outsourcing provides access to strategic HR expertise, helping companies with workforce planning and talent management.

Benefits:

• Strategic Insights: External providers offer valuable insights and data on workforce trends, talent availability, and market conditions.

• Long-Term Planning: Assist in developing long-term workforce strategies aligned with business goals and market demands.

• Scalable Solutions: Adapt workforce planning strategies based on changing business needs and market conditions.

Example: An outsourcing provider can help a company develop a strategic workforce plan that aligns with its long-term objectives, ensuring that the right talent is in place to support growth.

6. Access to Expertise and Technology

6.1. Specialized Knowledge and Skills

Outsourcing provides access to specialized knowledge and skills that may not be available in-house. This expertise is critical for effective recruitment and HR management.

Benefits:

• Industry Expertise: Providers bring industry-specific knowledge and best practices, enhancing recruitment and HR processes.

• Advanced Tools and Technologies: Access to cutting-edge HR tools and technologies that may be costly or impractical to implement internally.

• Expert Advice: Benefit from strategic advice and solutions tailored to your industry and business needs.

Example: A company seeking to improve its recruitment processes can leverage the expertise of an outsourcing provider with experience in their specific industry, leading to better recruitment outcomes.

6.2. Advanced Recruitment Technologies

Recruitment and HR technologies are evolving rapidly. Outsourcing provides access to advanced technologies without the need for significant investment.

Benefits:

• Enhanced Recruitment Tools: Use of advanced applicant tracking systems (ATS), recruitment marketing platforms, and data analytics tools.

• Improved Candidate Experience: Technology-driven solutions improve the candidate experience, from application to onboarding.

• Efficient Processes: Streamlined recruitment processes and data-driven decision-making enhance overall efficiency.

Example: By outsourcing recruitment, a company can benefit from the latest ATS and recruitment marketing tools, leading to more effective talent acquisition.

7. Ensuring Quality and Consistency

7.1. High-Quality Service Delivery

Outsourcing to reputable providers ensures high-quality service delivery and adherence to best practices in HR management.

Benefits:

• Consistency: Standardized processes and quality control measures ensure consistent service delivery.

• Expertise: Access to experienced professionals who are well-versed in industry best practices.

• Service Level Agreements (SLAs): Clear SLAs define expectations and performance metrics, ensuring high-quality service.

Example: An outsourcing provider with a track record of delivering high-quality recruitment services can help maintain consistency and quality in the hiring process.

7.2. Performance Monitoring and Reporting

Outsourcing providers offer performance monitoring and reporting capabilities to track the effectiveness of recruitment and HR services.

Benefits:

• Data-Driven Insights: Regular reporting and analytics provide insights into recruitment performance and HR metrics.

• Continuous Improvement: Performance monitoring helps identify areas for improvement and optimize processes.

• Accountability: Clear performance metrics and reporting ensure accountability and transparency.

Example: Regular performance reports from an outsourcing provider can help a company track key recruitment metrics and make data-driven decisions.

Conclusion

Outsourcing manpower services offers numerous benefits for Saudi companies, including improved operational efficiency, cost savings, enhanced compliance, and access to specialized expertise. By delegating recruitment, staffing, payroll management, and other HR functions to external providers, businesses can focus on their core activities, drive strategic growth, and stay competitive in a rapidly evolving market.

Whether you are a growing startup or an established enterprise, partnering with a reputable manpower services provider like Yaqoot Manpower Services can help streamline your HR operations and contribute to your long-term success. Embracing outsourcing as a strategic solution can transform the way you manage your workforce and position your company for continued growth and excellence in Saudi Arabia’s dynamic business landscape.

Are You Looking for Customized and Specialized Manpower Services to Boost Your Business in Saudi Arabia?

Yaqoot Manpower Services is a leading manpower outsourcing agency in Saudi Arabia with over 10+ years of experience in the field. We provide a complete set of manpower outsourcing services that promote and support both your business efficiency and growth. Contact us today for customized manpower outsourcing solutions and experience the difference our specialized manpower services can make.

21Aug

Kuwait Jobs: Expats Needed to Fill Labour Shortage

According to the Kuwait Times, Sheikh Talal Al-Khaled Al-Sabah, Kuwait’s First Deputy Prime Minister, and Interior Minister, has directed authorities to start steps to open up recruitment of expat employees from new nations.

To address labor shortages in particular industries and diversify labor sources, workers must come from countries other than those with significant communities in Kuwait.

The directives include cooperating with the foreign ministry to establish memorandums of understanding with additional labor-exporting countries, according to the Public Authority of Manpower (PAM).

The state is taking action to satisfy the demands of the labor market and fix the “demographic imbalance problem,” according to the study.

According to sources, the ministry is now receiving new batches of Indian, Bangladeshi, and Filipino nurses in order to place them in health centers that will be constructed in new locations, as well as to replace any shortages in existing hospitals and centers.

These reforms are intended to reduce the strain on the healthcare system brought on by the current COVID-19 outbreak.

In addition to helping with the country’s high unemployment rate, this change should also help with labor shortages in important industries.

21Aug

Saudi Arabia to Launch Skill-Based System to Recruit Foreign Manpower

In order to implement a new recruitment system predicated on talent, the Ministry of Human Resources and Social Development (MHRSD) has presented three possible layouts. These tendencies were discovered during a recent study conducted by the ministry with the hope of enhancing the Saudi Arabian work visa process.

With the goal of raising productivity and creativity in the Kingdom, the suggested patterns were ranked from high to medium to low.

Recommendations for the suggested patterns were considered, as well as worldwide comparisons with a similar context to that which is intended to be used in the Kingdom. The study also analyzed the present state of affairs, granular data, and all the critical components of the new recruitment system at length.

Study results included an execution strategy, project charters, an operational model, recruiting system governance, and KPIs.

The Skill Verification Program (SVP) was announced as part of a strategy to bring in more skilled overseas workers, the ministry added. Pakistan, India, and Bangladesh hosted the initial stages of the program’s foreign track.

Main Industries for sklilled Workers

In the initial phase, five fields were chosen for skill testing: plumber, electrician, welder, refrigeration and air conditioning technician, and automotive electrician.

Skill-Based Scheme for Pakistanis

The Saudi scheme for skilled employees has been used for the first time by Pakistan. In September of last year, the MHRSD implemented SVP in Pakistan. It was thereafter rolled out in India and Bangladesh.

To improve the quality of professional manpower in the Saudi labor market, raise the level of professionalism, boost productivity, and halt the flow of unqualified workers into the Kingdom’s labor market, the SVP’s first phase aims to verify the skills of workers in five specializations out of the 23 specializations targeted by the ministry.

18Jul

Unleashing the Power of Manpower Services

In today’s rapidly evolving business landscape, organizations are constantly striving to optimize their operations, reduce costs, and maximize efficiency. One key solution that has emerged to address these challenges is the utilization of manpower services. Manpower services provide businesses with a flexible and skilled workforce that can be tailored to their specific needs. This blog will delve into the benefits and advantages of manpower services, highlighting how they unlock efficiency and productivity for organizations across various industries.

Unlocking Efficiency and Productivity

MAN POWER

Access to a Skilled and Diverse Workforce
Flexibility and Scalability
Cost Savings
Enhanced Focus on Core Competencies
Reduced Hiring Risk

Access to a Skilled and Diverse Workforce:

Manpower services offer a significant advantage by granting access to a pool of skilled and diverse professionals. These services have extensive databases of experienced and trained individuals who can quickly adapt to various tasks and responsibilities. Whether it’s temporary staffing, project-based assignments, or seasonal work, manpower services provide organizations with a wide range of talent to choose from, saving valuable time and resources in the recruitment process.

Flexibility and Scalability:

One of the key benefits of manpower services is the flexibility they provide. Businesses often face fluctuations in their workload and require additional resources for specific projects or peak seasons. Manpower services allow organizations to scale their workforce up or down as needed, providing a cost-effective solution to manage varying demands. This flexibility not only helps companies avoid overstaffing or understaffing but also enables them to respond quickly to changing market conditions and seize new opportunities.

Conclusion:

Manpower services have revolutionized the way businesses approach workforce management. They offer a range of benefits, including access to a skilled and diverse workforce, flexibility, cost savings, enhanced focus on core competencies, and reduced hiring risks. Leveraging these services empowers organizations to optimize their operations, respond swiftly to market changes, and achieve higher levels of efficiency and productivity. In an era where adaptability and agility are crucial for success, manpower services have become an indispensable resource for businesses across industries, enabling them to thrive in a dynamic and competitive environment.