Ang Gabay sa Mga Serbisyo para sa mga Dayuhan ay isang komprehensibong sanggunian na nagbibigay ng impormasyon sa mga dayuhan sa Kaharian ng Saudi
Youth Empowerment
تمكين الشباب
We can call the Saudi society the name of the youth society, as youth under the age of 30 constitute the largest proportion of the Kingdom's population. This makes them an essential basis for economic and societal transformation in all fields. The exceptional capabilities of young people and their constant ambition for positive change constitute a great force for the success of the Kingdom's Vision 2030. It is not surprising that young people (of both sexes) are more optimistic about the goals of Vision 2030 and are involved in its programs. Belief in visions and huge strategic projects always requires a deep understanding of their components, and building bridges of knowledge in their minute details, in a way that enhances confidence in their goals and those in charge of them.
Youth and the Kingdom's Vision 2030
Based on the Kingdom's Vision 2030 and its continuous bet on the promising Saudi youth as one of the most important and largest basic groups in it. In its endeavor to achieve the Kingdom's Vision 2030, the Ministry of Human Resources and Social Development launched many programs and projects to empower youth within the programs and projects of national transformation initiatives, with the aim of increasing youth participation socially and in the labor market. The Ministry seeks to overcome all obstacles and harness all capabilities to serve this important group of society, by creating a positive social perspective on them through vocational rehabilitation programs and the various activities offered to them.
برنامج المحفزات الوظيفية للقطاع غير الربحي
Among the efforts of the Ministry of Human Resources and Social Development in the workforce rehabilitation initiative; The "Job Incentives for the Non-Profit Sector" program comes to achieve a great integration between human resources goals and social development goals, as the program contributes to generating thousands of attractive qualitative jobs that maintain superior competencies and attract more of them to the non-profit sector, and then these competencies contribute – In turn - in empowering the sector and improving the work environment in it so that it becomes more capable of generating attractive qualitative jobs.
Objectives
The Ministry was keen to launch the “Program for Job Incentives for the Non-Profit Sector” to contribute to achieving several strategic goals, the most important of which are:
Contribute to reducing unemployment and creating thousands of new job opportunities.
Deepening the impact of non-profit organizations, and raising the level of their contribution to the GDP from 0.6% to 5% in accordance with the objectives of the Kingdom's Vision 2030.
Increasing women's participation in the non-profit sector.
Ten stimuli
The Ministry carried out a comprehensive study to identify job incentives needed for the non-profit sector, and came up with a lengthy list of 39 incentives. Focus was placed on the top ten priority incentives. Accordingly, the "Program of Job Incentives for the Non-Profit Sector" was launched, with the aim of developing an applicable regulatory framework. These incentives can include some of these benefits:
- Flexible work incentive: Work flexibility arrangements in terms of place, time, days, and others.
- Competitive leave incentive: Competitive policies covering different types of work leave.
- Diversified Employment Contracts Catalyst: Providing several types of attractive employment contracts for different categories of employees, which take into account the nature of their relationship, which contributes to raising the level of job security and attracting distinguished talents.
- Motivator for performance appraisal and payment interview: Professional evaluation of employee performance, and its reflection with advantages and returns on the employee and the organization.
- Health insurance catalyst: Improving insurance and health care coverage, and providing competitive and attractive benefits.
- Pension Incentive: Provide multiple options for the pension system within the social insurance.
- Career Paths Catalyst and Professional Development: Designing career paths on professional bases to ensure professional development commensurate with job competencies, activating training programs for them, and organizing secondment and rotation of employees inside and outside the sector.
- Financing Facilities Incentive: Facilitating obtaining financing facilities from banks, including, for example, housing, car, personal financing, and others.
- Daycare Incentive: Providing appropriate support for daycare in the form of cash allowances, or directly within the organisations.
- Catalyst for improving the work environment and culture: Providing integrated solutions to improve the work environment and culture in non-profit organizations, taking into account the workplace, proper planning, policies and procedural guides, developing the level of transparency and accountability, measuring the social impact of the organization, and so on.
To download the program profile (click here)
منظومة التوظيف الحكومي للشباب
This system enables job seekers, who are Saudi citizens, to register their personal data, qualifications, and work experience, and attach the necessary documents. In addition to providing the electronic application service for vacancies that are announced by government agencies, and are compatible with their qualifications and specializations. After that, the data is automatically matched and verified, and then this data is passed through the automated filtering system, after which the nomination points for all applicants are displayed on the advertisement, along with their desires for jobs, in addition to the jobs for which they were nominated. This system includes two services, “Jadarah” and “Saed”, where the first targets holders of a bachelor’s degree or above, and the second service targets job seekers for supporting jobs.
Modern work patterns for young people
Freelancing
An initiative of the Ministry of Human Resources and Social Development that aims to organize and stimulate self-employment in the Kingdom to contribute to finding job opportunities for Saudi men and women, which enables the issuance of the self-employment document through quick and easy procedures, and benefit from the advantages and services provided, in addition to presenting offers and discounts from success partners To facilitate the work of self-employed practitioners who hold self-employment documents.
Flexible working (Mrn)
The flexible work system enables both the job seeker and the employer to contract with job seekers flexibly, as the wage is calculated on an hourly basis, without being restricted to paid vacations, end-of-service benefits, and also does not require a probationary period, and the goal of self-employment in the flexible system is to create Many job opportunities, and meeting the needs of private sector establishments of national cadres, sons and daughters of the Kingdom.
Teleworking
The successive technical developments have contributed to the creation of a new culture within the labor market, which provides job opportunities that transcend the barriers of time and place, and brings together the owner of the establishment with the employee through an electronic work environment through which jobs and tasks are performed without coming to the location of the company or institution.
The Telework program is one of the important national initiatives launched by the Ministry of Human Resources and Social Development with the aim of bridging the gap between business owners and those looking for them, who face several obstacles between them and their obtaining suitable job opportunities.
Youth and Volunteer Work
The volunteer work is the feature of vital societies for its role in activating the powers of society and enriching the country with the achievements and hands of its sons. From this point, MHRSD supported the establishment of a Saudi initiative for volunteer work that provides a safe environment, which serves and regulates the relationship between the entities providing volunteer opportunities and volunteers in the Kingdom. Through the same, MHRSD aims to:
Easy access to the volunteer opportunities by the volunteers.
Obtain notifications regarding volunteer opportunities according to the volunteer's interests.
Monitor and document volunteering hours.
Provide specialized volunteer opportunities that have social and economic influence.
MHRSD established and activated departments for managing volunteer in NPOs, where such departments are competent with determining NPO's volunteer requirements, providing volunteer opportunities for them, attracting and employing volunteers according to their capabilities and NPO's requirements and providing opportunities. In addition, the department qualifies and trains the volunteers as per the task, monitors them during performance, honors them and publishes their achievements after undertaking volunteer work. This initiative also includes setting and standardizing regulations and manuals, enhancing concept of specialized volunteer to contribute to engaging those experienced and specialized in related organizations and in a manner that contributes to meet the requirements and enabling them more. This initiative also integrates with the training programs in Human Resources Development Fund "HRDF" to empower the volunteers.
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 - 11:13, 16/Rajab/1446 - 14:13 Saudi Arabia Time