1 June 2020
Dubai Electricity and Water Authority (DEWA)’s Assessment & Development Centre (A&DC) has received the ISO:10667-1:2011 for assessment service delivery, becoming the first organisation in the Middle East to receive this certificate. This Centre works on assessing and developing human resources. The certificate supports DEWA’s strategy in smart transformation in all procedures for selecting the best-qualified staff.
“We support and develop our human resources to achieve the best performance and increase the loyalty of employees. We also ensure the highest standards of professionalism and efficiency in our services, by qualifying our staff to have a positive role across all technical divisions. We are one of the pioneering local bodies in launching several trainings that qualify the largest number of human resources and support Emiratisation. We work in line with the vision of His Highness Sheikh Mohammed bin Rashid Al Maktoum, Vice President and Prime Minister of the UAE and Ruler of Dubai; and the directives of His Highness Sheikh Hamdan bin Mohammed bin Rashid Al Maktoum, Crown Prince of Dubai and Chairman of the Executive Council, to promote Emiratisation across all departments. We have an integrated strategy to support Emiratisation and prepare Emiratis to take all engineering, technical and administrative jobs at DEWA, while we continue to attract experienced and fresh-graduate Emiratis. This supports the UAE National Agenda to develop Emirati capabilities and our Emiratisation strategy to prepare Emiratis to lead the energy and water sectors. As a socially-responsible government organisation, DEWA also provides quality jobs that benefit the country and its citizens,” said HE Saeed Mohammed Al Tayer, MD & CEO of DEWA.
“In line with DEWA’s strategy 2021, we are committed to providing all ingredients for success by attracting talent and preserving them, as well as ensuring motivated and clever calibre with an effective knowledge management. Today’s achievement underlines the A&DC’s position as one of the important development centres among government departments in the Emirate. The Centre follows a systematic and accurate programme of identifying competencies for employment, promotion, development, and training needs. The Centre employs a number of analytical performance tools and reporting techniques to attract talented youth, and support human resources management in hiring new employees, as well as providing training and development recommendations for employees. This is in addition to supporting human resources operations, including employment, educational scholarships, and outlining different training plans,” added Al Tayer.
“DEWA strives to promote a culture of excellence by conducting a series of programmes including training, scholarships, and social and cultural workshops. This is part of DEWA’s strategy to support Emiratisation in the public sector, and offer specialised and quality jobs to Emiratis, that have major impact on the performance of government organisations. This is in line with the Government of Dubai’s vision to invest in Emirati talent. All of these aim to build and develop a competitive team to achieve DEWA’s vision to become a globally leading sustainable innovative corporation,” said Dr. Yousef Al Akraf, Executive Vice President of Business Support and Human Resources at DEWA.
Besides relying on internationally recognised and accredited tests from the British Psychological Society (BPS), the Centre includes a group of professional psychologists and internationally recognised and qualified Emirati staff. This contributes to raising the level of accuracy and competency in the transparent selection of candidates, with several languages.
The Centre plays a key role in Human Resources operations. It has evaluated over 1,900 candidates for various vacancies. The Centre has also evaluated over 1,440 students applying for scholarships, and 1,430 employees of different positions, for development. The Centre is currently evaluating DEWA’s behavioural and technical competencies; in addition to determining the level of the current candidates within these competencies, to ensure an objective and fair evaluation that reflects employee performance and supports DEWA’s strategic objectives.