Qatarization strategy

Qatar Steel is committed to implement national strategies, highlighted in the Qatar National Vision 2030, which aims at building a progressive society, capable to sustain growth and to provide high living standards for all members of the society.

As part of this commitment, Qatar Steel has set up a an ongoing strategy to effectively implement Qatarization policy, through providing promising jobs for Qatari talented manpower of sexes, developing and qualifying them to assume leadership positions in the company. Since we believe that the future of Qatar can be realized through investment in the national cadres, so it is our top priority to attract talented people with unique skills and competencies, and to develop them both technically and administratively.

Career & Training Opportunity

Qatarization is not just to increase the number of nationals, it is a managed approach designed to ensure quality from the point of starting his career to all the way through to retirement. At Qatar Steel, we are committed to offer our employees a positive working atmosphere that promotes teamwork and the productivity and we do provide the career development programs that will enhance them to improve and expand their knowledge skills and careers.

Qatar Steel also aims to be the Employer of choice for youngsters, Qatari Nationals (Male/Female) who are motivated and willing to learn from the wide experiences we have on board. In order to develop our Qatari graduates and employees for the work environment, we do offer OJT and designed programs to help them make the best use of the education.

Personal Development Program

Personal Development Program enables staff to experience and get the advantage of ongoing opportunities and to increase their capabilities in order to ensure that they remain forefront of their chosen profession.

Succession Planning Program

Qatar Steel is placing an increasing emphasis on preparing our Nationals as future successors for key business positions within the organization. Our aim in this process is to ensure that when vacancies arise, we have those who are ready to take on the new challenges. As part of this, we have introduced Career Development & Succession Plan and have assessed individuals against the leadership competencies of a higher level role. The assessment lasted a day, included one to one feedback and culminated in detailed reports of the individual's Strengths and Development needs. From this, detailed development plans lasting 12-24 months were constructed to guide the individual's preparation for future roles. In delivery of this project we are partnering with Assessments Centers.