The Federal Authority for Government Human Resources (FAHR), recently briefed a visiting delegation from Abu Dhabi Police General Command, on its experience in the most important steps of succession planning, competencies development, and how to prepare the second and third-line leaders, to assume leadership roles and positions in the organization.
The visiting delegation was received by Ali Ahli, Director of Human Resources and Services Department, Meitha Kolthoum, Director of Strategy and Future Department, and a number of the Authority employees.
Meitha Kolthoum said, “This visit comes in line with the Authority ‘s keenness to transfer knowledge, as well as exchange best practice and experiences in the field of human capital management, development and empowerment, in cooperation with various government and private bodies, locally and globally. The primary aim is to increase the federal entities’ productivity and promote the leading position of the UAE in the field of government efficiency”.
She called on all entities wishing to have a first - hand look at the best practices and experiences of the Federal Authority for Government Human Resources, to take the benchmarking service provided by the Authority as an example.
“They can submit a service request through the Customer Happiness System, available on the Authority’s website www.fahr.gov.ae, and constitutes an interactive electronic portal that includes all the services provided by the Authority to customers”, she added.
Ali Ahli reviewed the key features of the Succession Planning and Talent Development Framework in the federal government, which was launched by the Authority in 2019, aimed at improving the institutional performance, enhancing their efficiency and productivity, by qualifying the promising human resources, and preparing them to fill certain jobs.
He said: "Succession Planning is an organized process, aimed at continuity of leadership in targeted critical positions, by developing and the current competencies to assume future roles and maintaining the top talents, in order to help entities, perform their roles effectively”.
Ali Ahli explained the concept of Elite Talents, which means a group of employees with outstanding performance, capabilities and high potentials who are developed and prepared to assume greater responsibilities and roles in certain areas. He stressed the need to focus on developing individuals capable of occupying Grade “4” to Special Grade “A", to ensure the availability of sufficient numbers of qualified employee to conduct the succession planning process in those entities.
“Succession Planning process in the Authority goes through five level”, said Ali Ahli. Identifying key positions, which are the main and important jobs that are related to the nature of the entity’s work; identifying the targeted Human Resources to fill the targeted jobs; evaluating and developing the targeted human resources, in order to identify the gap between the current and required competencies.
“The fourth level off succession planning is engaging the targeted human resources in the Authority’s various strategies, initiatives and projects to ensure their effectiveness and develop their performance. The fifth succession planning level aims to review succession strategies, in order to present feedback on the process to the executive team in the entity, to ensure continuous improvement”.