Employee engagement rate posts 6% rise in Saudi public sector over 4 years
The Ministry of Human Resources and Social Development (MHRSD) revealed that there has been an increase of six percent in the job engagement rate of public sector employees that reached 74 percent in 2020 from 68 percent in 2017.
This posted a half percent increase than the targeted percentage of 73.5 in the Kingdom’s Vision 2030 for the year 2020.
The number of public sector employees in the Kingdom accounted for 1.254 million during the year 2021. These included 734,000 male employees (59 percent) and 520,000 female employees (41 percent).
According to a recent report issued by the ministry, the index was measured and periodic reports were prepared for the level of employee engagement at government agencies, where the periodic measurement of the index contributes to improving the work environment, creating a stimulating work environment and raising employee’s productivity.
An enhanced level of professional engagement is among the objectives of the Vision on the third level. The ministry also honored the government agencies that scored the highest indices in the job engagement for the year 2020.
The process of empowering employees so as to enable them to have outstanding performances is one of the initiatives under the Kingdom’s Vision.
It aims to attract outstanding competencies of the newly graduated Saudis and their rehabilitation through the individual line of development and the group rehabilitation programs to acquire skills and knowledge.
It also aims to help them integrate into the appropriate work environment with competence and higher level of effectiveness in the government sector. Several graduates have been trained and employed through this project.
As many as eight ministries has been shifted from measuring staff performance to managing staff performance. The goal of shifting to performance management is to enhance the performance culture in the public sector and link employee performance measurement with specific goals and targets.
This is done through three axes — spreading awareness about the culture of performance, training supervisors on methods of performance measurement, and automating job measurement procedures.
Performance management contributes to raising the level of performance of government agencies, spreading the culture of performance, and achieving justice among employees, in addition to motivating employees with a high-performance rate.
By the end of 2021, the number of government agencies benefiting from the services of the civil service sector via the electronic platform of Masar reached more than 400 government agencies, with a number of operations that exceeded 880,000 operations.
The number of users and beneficiaries of the platform increased since its launch to the end of 2021, reaching more than 2 million beneficiaries, and the platform provides 9 main services.
The platform contributes to improving the government work system, raising its efficiency and upgrading the level of services and transparency through the governance of procedures and systems, in line with what is stated in the executive regulations for human resources in the civil service.
The project for transformation of 10 agencies aims to manage the transformation process from personnel affairs departments in government agencies to human resources departments.
This is by adopting a unified methodology for transformation, through which the current situation is evaluated, targets for transformation are identified, and a road map is drawn to achieve targets for moving to the Human Resources Department.
The number of entities in the transitional stage to human resources has increased to 10 government agencies.
The number of public sector employees in the Kingdom accounted for 1.254 million during the year 2021. These included 734,000 male employees (59 percent) and 520,000 female employees (41 percent).
According to a recent report issued by the ministry, the index was measured and periodic reports were prepared for the level of employee engagement at government agencies, where the periodic measurement of the index contributes to improving the work environment, creating a stimulating work environment and raising employee’s productivity.
An enhanced level of professional engagement is among the objectives of the Vision on the third level. The ministry also honored the government agencies that scored the highest indices in the job engagement for the year 2020.
The process of empowering employees so as to enable them to have outstanding performances is one of the initiatives under the Kingdom’s Vision.
It aims to attract outstanding competencies of the newly graduated Saudis and their rehabilitation through the individual line of development and the group rehabilitation programs to acquire skills and knowledge.
It also aims to help them integrate into the appropriate work environment with competence and higher level of effectiveness in the government sector. Several graduates have been trained and employed through this project.
As many as eight ministries has been shifted from measuring staff performance to managing staff performance. The goal of shifting to performance management is to enhance the performance culture in the public sector and link employee performance measurement with specific goals and targets.
This is done through three axes — spreading awareness about the culture of performance, training supervisors on methods of performance measurement, and automating job measurement procedures.
Performance management contributes to raising the level of performance of government agencies, spreading the culture of performance, and achieving justice among employees, in addition to motivating employees with a high-performance rate.
By the end of 2021, the number of government agencies benefiting from the services of the civil service sector via the electronic platform of Masar reached more than 400 government agencies, with a number of operations that exceeded 880,000 operations.
The number of users and beneficiaries of the platform increased since its launch to the end of 2021, reaching more than 2 million beneficiaries, and the platform provides 9 main services.
The platform contributes to improving the government work system, raising its efficiency and upgrading the level of services and transparency through the governance of procedures and systems, in line with what is stated in the executive regulations for human resources in the civil service.
The project for transformation of 10 agencies aims to manage the transformation process from personnel affairs departments in government agencies to human resources departments.
This is by adopting a unified methodology for transformation, through which the current situation is evaluated, targets for transformation are identified, and a road map is drawn to achieve targets for moving to the Human Resources Department.
The number of entities in the transitional stage to human resources has increased to 10 government agencies.
