The career development program at Qatar Steel ensures that employees have the appropriate skills to execute the company’s business strategy. It also enables talent attraction, retention, and employee motivation. These efforts are win-win for both employees and Qatar Steel, as they foster productivity and innovation. This intellectual capital is a deeply valued asset at Qatar Steel.
Over the years, Qatar Steel has developed a comprehensive approach to identify skill gaps, measure human capital, and develop systems to share knowledge throughout the organization. The recruitment team hires the best available talent, with no discrimination against race or gender. In line with the Qatar National Vision 2030 and NDS 2011-2016, qualified Qatari nationals and recent Qatari graduates are awarded priority.
2015-16 were transitional years for Qatar Steel, where business operations were realigned as efficiently and effectively as possible. As a part of this realignment, Qatar Steel has right-sized the organization, been more selective with training and hiring programs, and eliminated many redundancies. These efforts reduced the total number of employees by nearly 15% compared to 2014.
Number of new hires – Total
Number of Qatari new hires
Number of female new hires
Number of male new hires
Total Number of employees who left the
Number of employees who left the organization, by level
Number of Senior Management
Number of Middle Management
Number of Staff
Number of employees who left the organization, by gender
Number of Women
Number of Men
Number of employees who left the organization, by age group