Ang Gabay sa Mga Serbisyo para sa mga Dayuhan ay isang komprehensibong sanggunian na nagbibigay ng impormasyon sa mga dayuhan sa Kaharian ng Saudi
خدمات ذات صلة/تمكين المرأه
تمكين المرأة
Based on the Kingdom’s Vision 2030 and its programs, the women’s file received great attention from the government of the Kingdom of Saudi Arabia, and therefore from the relevant authorities, including the Ministry of Human Resources and Social Development, by allocating one of the goals of the vision to ensure an increase in women’s participation in the labor market, and from this standpoint, Saudi women’s steps towards empowerment accelerated Thanks to the issuance of many decisions, legislations, and regulations that strengthen its position in society, and thus it has become an effective partner in national development in all fields: economic, social, scientific, cultural, and others, and at all levels.
مبادرات تمكين المرأة
- This initiative contributes to increasing the participation rate of women in all government sectors and at all job levels by investing their energies and capabilities, expanding their work options, increasing their participation to ensure equal opportunities for both sexes, and assuming them to senior structural leadership positions in government agencies through a group of supportive projects, so we find the national platform For women leaders, it serves as a tool that enables the authorities to communicate and nominate women leaders for leadership positions, boards of directors, or official delegations in international forums based on smart search criteria, as the number of female registrants on the platform with 8 years of experience or more reached (7000).
We also find a project to achieve gender balance in the civil service that aims to focus on three axes: the enabling environment, the institutional level, and the societal/individual level. Where the enabling environment, regulatory and legislative frameworks, policies, systems and regulations were analyzed to identify gaps that limit equal opportunities between the two sexes, assess training needs and make recommendations in human resources practices and procedures that achieve equal opportunities for both sexes.
On the other hand, the draft remote work strategy in the civil service (government sector) comes as one of the initiatives of the National Transformation Plan 2020. It aims to prepare a strategy to organize remote work in the civil service and expand work options for working women and men alike, by defining the jobs that can be practiced by the remote work method, proposing what should be amended or added to the civil service system and its implementing regulations, and setting up legislation, systems and controls. necessary to organize it.
Finally, at the level of the work environment, there is a need to activate childcare centers in workplaces in all sectors. The feasibility of this project has been studied with the aim of creating an attractive and stimulating work environment for working women, in addition to providing job and investment opportunities for job seekers from specializations suitable for investment and work in these centers.
- It seeks to create a work environment in which the differences between the categories of workers are valued in order to reduce the disparity in work conditions and opportunities through:
All kinds of motivation to enhance the positive image of women's work in the work environment.
Supporting the creation of a supportive and inclusive environment to facilitate women's entry into the labor market.
It aims to review policies and update relevant regulations, work on designing training programs aimed at enabling women to enter the labor market, and then launch awareness campaigns in support of that.
Contributes to identifying potential career advancement tools for women and analyzing the tools' feasibility and impact.
It aims to develop legislation, bylaws, and systems in a way that enhances the development of the physical work environment and solves obstacles that make it difficult for women to work.
The initiative aims to raise the percentage of women in middle and senior leadership positions in order to achieve the goals of increasing women’s participation in the labor market by training women cadres in various sectors, whether in the public or private sectors, with the aim of providing an ideal environment that enables them to obtain information that will enrich the knowledge of leadership and provide it with With everything you need to be a pioneering role model that the country can be proud of. The nomination mechanism is carried out by employers for female cadres who have some leadership characteristics, and to ensure the inclusion of the largest possible number, the program allows for the nomination of a maximum of two trainees from each entity, as the target is to train 1,700 leaders.
The initiative aims to reach the human potential of male and female job seekers, self-employed (freelancers) owners of establishments and others in various regions of the Kingdom, and in line with labor market development policies by opening work fields for male and female citizens in suitable, stable and productive jobs. The initiative seeks to develop an operational business model designed with pioneering specifications in which the program's vision of developing human resources, raising their productivity, expanding their options, in acquiring knowledge, skills, and experience, providing appropriate and productive job opportunities for national labor, and reducing unemployment, is achieved. What achieves its objectives in raising employment rates for job seekers, especially women and persons with disabilities, in various regions of the Kingdom, which contributes to achieving the Ministry's strategic goals.
The initiative contributes to increasing job opportunities for Saudi men and women, especially residents of less developed regions who have a limited level of education, in addition to promoting economic growth and diversity in available job opportunities that include different segments of society, by developing comprehensive laws for flexible work (hourly) and motivating business owners to provide Flexible work contracts (hourly)
It aims to create a bridge of communication between hospitality centers to offer and market its services to parents looking for centers to register their children, in addition to supporting the empowerment of working women to join and continue in the labor market. Qurrah also works to organize and develop this sector through services for children's hospitality centers, nurseries and kindergartens.
It aims to enable women to work in the private sector and raise their participation in the labor market by helping female employees to overcome transportation difficulties to and from the workplace in order to support their job stability.
The fund provides support for directed quality employment, starting with a support percentage of the employee’s salary who is employed according to the specified controls, amounting to (30%) of the salary for the first year, and the percentage decreases to (20%) for the second year, then to (10%) for the third year. The minimum wage due for support is (4,000) riyals, and the maximum wage is (15,000) riyals. The subsidy is 70% for employment and 30% for training. The establishment deserves additional support according to the following cases (employment of females, employment of people with disabilities, employment in villages and small towns, employment in small and medium enterprises, and employment in critical professions).
منصات
An interactive national platform, which is one of the initiatives of the Ministry of Human Resources and Social Development in cooperation with Princess Noura bint Abdul Rahman University. The platform contains a database of national women leaders in order to facilitate quick access to leaders, whether from the public sector, private sector institutions, and civil society organizations.
Platform goals:
Facilitate quick access for women national leaders in the public sector, private sector institutions, and civil society organizations
Raising the quality of selection for Saudi women to represent the Kingdom in local and foreign delegations and official forums
Recording the successes of female leaders under the Saudi Vision 2030
Ministry Services
Regulation and Procedures
Programs
FAQs
Dapat bang iulat, i- sanggunian, o ibigay ang listahan ng mga manggagawang Saudi sa Ministeryo ng yamang-tao at panlipunang pag-unlad pagkatapos nilang mairehistro sa mga seguro?
Hindi mo kailangang gawin ito, dahil awtomatiko itong mababasa ng programang Nitaqat.
Binabayaran ba ng manggagawa ang mga gastos sa mga hulog ng seguro?
Ang tagapag-empleyo ay hindi karapat-dapat na hilingin sa empleyado na magbayad at lumahok sa mga hulog ng seguro, dahil sasagutin ng tagapag-empleyo ang lahat ng gastos.
Binibilang ba ng tagapag-empleyo ang porsyento ng Lokalisasyon?
Papasok ang tagapag-empleyo sa pagkalkula ng porsyento ng Saudization sa kanyang indibidwal na pasilidad nang hindi kailangang magbayad ng mga bayarin sa seguro, sa kondisyon na hindi siya naka-subscribe sa mga seguro sa ibang pasilidad. Kung ang tagapag-empleyo ay may higit sa isang solong pasilidad, ito ay kakalkulahin sa Saudization porsyento sa pangunahing sangay lamang.
Bakit ang bilang ng mga manggagawang Saudi na nakikita ng mapagkukunan ng tao ay iba sa aking aktwal na bilang?
Ang bilang ng mga Saudi sa ministeryo ay magkapareho sa kung ano ang nasa seguro pagkatapos i-update ang datos ng pasilidad, kaya kailangan mong bayaran ang lahat ng kabuuan ng mga kontribusyon ng mga manggagawa sa mga seguro. Tungkol naman sa porsyento ng Saudization, ito ay naka-link sa pagbabayad sa ang mga seguro.
Ano ang dahilan ng pagkakaiba sa pagitan ng bilang ng mga rehistradong Saudi at porsyento ng Saudization?
Ang bilang ng mga Saudi na may mga seguro ay nakasalalay lamang sa kanilang pagpaparehistro, at ang porsyento ng Saudization ay nakasalalay sa regularidad ng pagbabayad sa mga seguro
Ang isang indibidwal ba ay nagtatrabaho para sa higit sa isang pasilidad sa parehong oras ay binibilang sa loob ng porsyento ng Lokalisasyon
Ang kontribyutor na nagtatrabaho sa parehong oras ay mabibilang lamang sa unang tagapag-empleyo kung kanino siya nakarehistro, ayon sa mga kinakailangan ng Ministeryo ng yamang-tao at panlipunang pag-unlad at Pag-unlad ng Panlipunan.
Paano nakarehistro at binibilang ang mga taong may espesyal na pangangailangan sa porsyento ng Lokalisasyon?
- Tungkol sa pagpaparehistro ng mga taong may espesyal na pangangailangan, magagawa mo ito sa pamamagitan ng awtomatikong pag-uugnay sa pagitan ng seguro at ng Ministri ng Panloob, na hahantong sa awtomatikong pagkalkula nito nang hindi kinakailangang irehistro sila sa partikular.
- Ang bilang ng mga taong may kapansanan na mabibilang na apat sa Lokalisasyon ay limitado sa mga taong may kapansanan na hindi hihigit sa 10 ng kabuuang bilang ng mga manggagawang Saudi sa pasilidad, at kung ang bilang ng mga taong may kapansanan ay lumampas sa tinukoy na porsyento, ang isang taong may espesyal na pangangailangan ay mabibilang na may isang tao lamang.
Paano kinakalkula ang porsyento ng Lokalisasyon para sa mga kumpanyang tumatakbo sa iba't ibang sektor sa ilalim ng isang komersyal na pagpapatala?
Ang bawat aktibidad ay haharapin nang nakapag-iisa na parang ang pasilidad ay hahatiin sa mga independiyenteng nilalang ayon sa aktibidad. Iba't ibang lokalisasyon na porsyento ang natukoy para sa mahusay, berde at pula para sa bawat laki sa anumang aktibidad. Ang bawat sangay ay dapat nasa ilalim ng sub-rehistro , at dapat may hiwalay na numero ng pasilidad ang bawat sangay. Awtomatikong ipapakilala ng website ang kliyente sa lahat ng kanyang nilalang kasama ang kanyang numero ng pasilidad sa pamamagitan ng paglalagay ng pinag-isang numero ng pasilidad at numero ng pangangalap, at bibigyan siya ng laki ng bawat nilalang, ang bilang ng mga manggagawa, at ang aktwal na porsyento ng Lokalisasyon na nakamit, at magbibigay-daan sa kanya na ihambing ang mga ito sa mga kinakailangang porsyento ayon sa kanyang aktibidad at laki.
Paano kinakalkula ang Khaleeji sa mga rate ng Lokalisasyon?
Ang manggagawa sa Golpo ay binibilang bilang isang Saudi sa porsyento ng Saudization
Paano kinakalkula ang isang Pagdating at ang kanyang ina ay Saudi?
Ang isang Pagdating at ang kanyang ina ay Saudi, o isang Pagdating at ang kanyang ina ay Saudi ay binibilang bilang isang Saudi sa porsyento ng kasunduan kung siya ay inisponsor ng ina.
Last Modified Date: 2025/01/16 - 10:57, 16/Rajab/1446 - 13:57 Saudi Arabia Time