Recruitment and Management of Talents

Qatar Steel employs a strategic approach to attract and retain exceptional individuals. It encompasses targeted recruitment strategies, ongoing skill enhancement programs, and the creation of a supportive work environment. Qatar Steel’s primary goal is to maximise the potential of employees and contribute to the overall success of the organisation. By effectively managing talent, we ensure that the right individuals with the appropriate skills are placed in the correct roles, thereby fostering increased productivity, innovation, and competitiveness.

In order to ensure transparency and effectiveness in our recruitment processes and talent management, we have established a comprehensive framework of processes and procedures. This includes key policies such as the Staffing and Placement Policy, Working Hours and Leave Policy, Allowances and Benefits Policy, as well as the Separation, End of Service, and Insurance Benefit Policy. These policies collectively provide clear guidelines and standards to promote fairness, accountability, and efficiency in our workforce management practices, ultimately supporting our commitment to successful recruitment, employee well-being, and talent retention. Qatar Steel is actively pursuing to set a Talent Management Section within Human Resources which will oversee critical tasks such as strategic Qatarisation, rewards and compensation, performance management, and succession planning.

Qatar Steel’s Impact: Motivating our People

In 2022, our company organised two significant events to acknowledge and support our employees: the Long Service Awards Ceremony and a Team Building Workshop.

The Long Service Awards Ceremony is a tradition at our company, where retiring employees are recognised and rewarded for their dedication and commitment. The MD and CEO presented appreciation certificates to employees who demonstrated consistent contributions and a knowledgesharing approach, reflecting our company’s core values and positioning us ahead of our competitors. Employees with service ranging from 10 to 30 years were specifically recognised for their contributions to the company’s development and its leading position in the steel industry. This appreciation has been an integral part of our approach since the company’s inception, recognising those who contribute to our success and carry our vision into the future.

The team-building workshop is an effective means to incorporate corporate social responsibility (CSR) in our daily routines. Investing in developing employees’ work attitude and fostering engagement not only enhances our organisation’s authenticity but also promotes connectivity among different teams within the company. By emphasising teamwork and cooperation, we aim to strengthen employee engagement and cultivate a positive work culture that aligns with our values and objectives.

EMPLOYMENT AND TURNOVER

In 2022, we successfully expanded our workforce, witnessing a 4.2% increase in manpower from January to December. This growth was made possible through the addition of 106 new employees to our team.

This achievement reflects our dedication to strengthening our workforce and ensuring we have the necessary talent to support our organisational goals.

In order to prioritise the happiness and satisfaction of our employees, we have implemented an extensive array of benefits. These include life insurance coverage, wages above the Qatar Labour minimum wage, health care benefits, disability and invalidity coverage, maternal leave support, retirement provisions, education assistance programs, annual leave entitlements, annual air ticket allocation, dependents coverage for visa, air ticket, and medical needs, marriage loan for Qatari males, car loans and furniture grants, companyprovided transportation or transportation allowance, company-provided accommodation or housing allowance, as well as gratuity and end-of-service benefits.

Furthermore, as part of our ongoing commitment to employee engagement, we conduct an employee engagement survey every three years. The most recent survey was conducted in 2021, and we have scheduled the next survey for 2024. These surveys allow us to gather valuable feedback from our employees, assess their level of engagement, and identify areas for improvement.

Our continuous efforts have yielded notable results, particularly in reducing voluntary turnover rates among our employees. This year, we achieved an impressive low turnover rate of 2.4%, reflecting a remarkable decrease of over 40% in number of employees that left the company compared to the previous year (2021).