Powering the future of Abu Dhabi

Employment: Emiratisation

ADGAS is firmly committed to recruiting and developing Emirati nationals – providing them with the skills and education necessary to meaningfully contribute to the company’s progress and to society in general. ADGAS’ Emiratization drive is intended not only to produce competent professionals, but also cultured, well-developed human beings, making positive contributions both inside and outside the workplace.

ADGAS employees are the engine that drives the company. Our excellent results have only been achieved due to the quality, commitment, and loyalty of our employees. No effort is spared in making sure that all employees’ welfare, health, and safety are protected to create a healthy and productive workplace.

The company strives to sustain its position as a regional leader by developing and promoting strategies that ensure industrial reliability, business efficiency, and open communication with its employees, contractors, and clients alike.

This is coupled with ADGAS’ long-established role as a responsible corporate citizen within the UAE community.

Over the years, the company has launched scores of social and environmental initiatives that put it at the forefront of social progress and make sustainability an embedded concept in all corporate policies and procedures.

Within this social role, ADGAS believes that one of its vital duties is to recruit, qualify, develop, and retain local talent. A great diversity of financial and human resources are directed towards this goal. Many young recruits join the company each year, where they are trained, developed, and given all possible opportunities to assume future leading roles within the organization.

New employees go through intensive programs of learning and development, in the classroom and on the job, to ensure they have the appropriate skills to perform their roles effectively. On successful completion of their training, they are assigned to their respective job disciplines in various ADGAS divisions or departments.

For example, detailed management of the IGD project was required to ensure the technical integrity of the modules built in Korea by HHI. This also called for full compliance with ADGAS’ plan to use IGD as a training platform for local employees by involving young nationals in project management and execution.

In response, HHI assigned a training coordinator who developed an overall training plan and provided ADGAS engineering personnel with training opportunities at its Home Office in Korea. A total of 24 trainees received a combined 72 months of experience with HHI.

ADGAS’ “Leaders of Tomorrow” program is linked to strategic Emiratization objectives such as developing competent leaders and strengthening their skills. The program consists of two-day group coaching events run over four years.

Selected employees first receive coaching in specific management and leadership theory, followed up by real application in the workplace. One-to-one mentoring is provided between events. In the final two years, further coaching focuses on specific individual development needs.

The program greatly supports management succession planning, and gives an accurate assessment of ability and potential for promotion to executive positions.