Workforce Planning & Recruitment
Selection
Our selection process seeks to identify the best candidate based on merit. The People Team must ensure that there is no discrimination. Nevertheless, the People Team have discretion in the relative weighting of selection criteria (criteria should be based on the responsibilities, duties, skills, and competencies specified in the job description), the judgment of the merits of candidates against those criteria, and in the assessment of potential or ability to perform other duties.
Orientation & Onboarding
On the joining date, the Fasset Department shall conduct a brief orientation session with the new employee to complete necessary employment documents and joining formalities. The employee will be given the employment contract which he should sign and return to Fasset within three (3) days after joining.
The orientation program is the responsibility of the People Team Department, in coordination with other Departments, whenever applicable. Employee should join the orientation program within the first two (2) weeks after joining Fasset
An overview of the vision, mission and values of Fasset
Organisational structure
Overview of the culture, HR system and policies
Overview of the job description
Information about the roles and responsibilities, goals, and priorities of the department
and the employee’s work unitIntroduction to key contacts and team members
Tour of the office, if required
Review of security procedures
Occupational Health & Safety information
Information about mandatory training for the position
Recruitment Guidelines
Employment opportunities will be available to all suitably qualified candidates as Fasset provides equal opportunities in its employment process.
Preference shall be granted to the employment of UAE nationals with respect to government directives and policies on nationalization.
People of determination (Special Needs) will be encouraged to join Fasset. Accordingly, Fasset will adjust for their convenience. For example, Fasset will design special areas and modify layouts, etc.
If no UAE National or local national hire (in other regions) are available, expatriates are then considered.
Before going through external sourcing, internal candidates are given the opportunity. They shall go through the standard recruitment process.
The recruitment process in Fasset is always based on suitability, meritocracy, and organisational fit for any particular vacant position.
The minimum qualification for applying for any position in Fasset is 2 years College Diploma. As an exception for this policy and subject to management approval, UAE Nationals who have a Secondary School Pass Certificate (12th Grade Education) for certain positions can be considered.
Fasset has restrictions on age. No employment opportunity shall be offered to younger than eighteen years old as per the policy. Additionally, the maximum age for employment and for retirement is 60 years. Beyond that age, exceptions can be granted with respect to management’s approval. However, they will be handed a special contract valid for 1 year only. Any renewal shall be approved by management.
Throughout the recruitment process, formal communication with the candidate will solely be through the Fasset People Team until the candidate joins us.
Hiring of Relatives
Fasset does not encourage hiring relatives and any exception shall be approved by Fasset’s top management. For example; Husband/Wife or Engaged to get married, Children, Parents, or siblings.
Rehires
Fasset does not encourage rehiring former employees except in cases of exceptions. Exceptions shall be based on the merits of the individual case. Rehires will be treated as new employees.
Recruitment Process
The Hiring Manager should ensure that all relevant information about each position should be available before the recruitment process takes place. Relevant information includes a Job Description specifying the level of education and grades, experience, skills, competencies, knowledge, etc.
Depending on the position and its requirements, all applicants shall go through a formal recruitment and selection process.
Probation Period
Fasset places all new joiners on probation for six (6) months, unless agreed otherwise. During the probationary period, Fasset and the employee can terminate the employment contract without notice and without justification. After the probationary period has been successfully completed, the services will be confirmed.
In exceptional cases, an employee serving a Probationary Period can request a maximum of five (5) unpaid Leave working days. If approved by the Line Manager and the People Team those days will extend the duration of the Probationary period by the same number of days.
Two weeks before the end of the probationary period, the People Team will initiate the End of Probation Review process and request the Line Manager to conduct this review within the six (6) months’ time frame of Probationary Period. The decision to confirm or end the employment relationship is based on the outcomes of this review, and should be documented.
Should a Line Manager fail to conduct a review during the Probationary Period, the employee is automatically confirmed as a Fasset employee post probationary period.
The Line Manager should also discuss and agree on performance objectives with the new hires who are confirmed as Fasset employees at the end of their Probationary period, using the appropriate form, as per the Performance Management policy.
Fasset reserves the right to extend a Probationary Period in order to better assess the employee for a maximum total Probationary Period of six months. Extension of a Probationary Period can only be done with Line Manager and Department Manager’s approval and the employee must be notified of the decision by Fasset in writing. Should a Probationary Period be extended to another 3 months, the Line Manager and Fasset Manager must get the employee to sign off on this decision at least two weeks prior to the end of the original Probationary Period.
Confirmation of Service
A decision shall be made once the probationary period comes to an end. In fact, based on the performance of the employee, decisions regarding the confirmation or extension of the probation will be taken based on the following process:
The Line Manager will facilitate the completion of the employee confirmation summary and send it to the People Team through the Department Head two (2) weeks before the end of the probation period in coordination with HR. Even after the completion of the probation period and confirmation report, the issuance of the confirmation letter will be kept in abeyance until the receipt / fulfillment of all/any outstanding requirements. Once all outstanding requirements are completed, a confirmation letter will be issued indicating the confirmation of service from the date of joining.
Transfer of Departments / Locations
We believe that every employee is entitled to explore new opportunities within Fasset, below is the criteria that should be followed:
Preference will be given to local employees
Fasset must have a need for the new position
The concerned employee shall have a minimum of two (2) year experience at Fasset within an office location and it must be beneficial for both Fasset and the concerned employee as a part of planned career move
The employee's performance must be at the highest rating possible
There may always be an outstanding exception for the above
Inter-departmental transfer can be implemented only through the internal recruitment process to provide the opportunity to all the interested people across Fasset. Employees interested in applying for transfer through the internal recruitment process should obtain the approval from their respective Department Heads. Unless supported by Fasset’s manpower plan/ requirements, recommendation to transfer an employee or request for transfer by an employee is not encouraged / entertained by the management.
