7. The country’s economic situation is currently affected by a recession, and there are limited policies in place to regulate salaries and incentives for talented individuals. The current salary system for talented individuals is based on a hierarchical structure used by government agencies and organizations within the political system, which is unappealing to potential talent. The differences in salary between ranks and grades do not accurately reflect the qualifications and job requirements of different positions. Salary increases are mainly based on seniority rather than job position and work efficiency of the individual in charge. Therefore, it is essential to implement salary reform that considers job position, including a separate mechanism and salary policy for talented individuals that is attractive and competitive. Such reform can help retain talent, ensure dynamism and attractiveness, and differentiate it from the salaries of civil servants and public employees in general.2. Develop the job description and competency framework for the job position. A job position refers to a specific role, title, and rank of a civil servant that determines their salary and placement within an agency or organization. The purpose of determining job positions is to clearly define the number of positions needed within an agency or organization and to identify the number of personnel required to complete the tasks of the agency. Developing a job position system helps agencies and organizations review their organizational structure and personnel, and identify the functions and tasks associated with each position within the organization. This work also helps identify any overlaps in job functions and tasks, avoids predetermined personnel assignments, and assists with creating and assigning jobs to avoid overlap. This process assists in arranging and rearranging teams of talent, officials, civil servants, and public employees based on job positions, and helps overcome situations where there may be an excess or shortage of human resources.3. To enhance the management of civil servants and public employees, it is essential to innovate and improve institutions. The recruitment and allocation of talent should be based on the nature, content, and performance of work. Quality should be evaluated according to output results. It is necessary to create a competitive environment among agencies and organizations to attract and retain talent, thus generating a “demand” for talent. An agency should be established to assist the Government in managing talent policies in work activities. This agency will be responsible for advising and formulating policies to attract and respect talented individuals.It is important to establish and implement effective policies regarding the salaries and treatment of human resources in the public sector, particularly for talented individuals. Salaries should be based on their duties, responsibilities, and dedication as civil servants, and serve as motivation to increase productivity and work performance, as well as improve professional qualifications. It is also crucial to create a separate ladder and payroll system for talented individuals, where high-quality workers are compensated accordingly in order to foster creativity. Laws and policies should be put in place to enhance the working conditions and environment for public agencies and organizations. To retain and encourage talented individuals to reach their full potential, a democratic and friendly working environment must be established, built on mutual respect and trust. This environment should also prioritize fairness and professionalism, creating a competitive arena for all.It is important to establish clear responsibilities for agencies, organizations, and individuals involved in creating and implementing policies for talent recruitment and treatment. The leaders of these agencies and organizations have the responsibility to direct and coordinate the implementation of solutions to achieve the goals and requirements of these policies and laws. The effectiveness of implementing such policies and laws will be used as a factor in evaluating and 4. 5. 1684�Solutions to improve the efficiency of attracting and employing talents in the public sector1. difficulties in staffing and job positions, and making it challenging to attract and recruit talented individuals.It is important to increase awareness about the role and significance of talents, and the necessity of implementing policies to attract and utilize them in public sector agencies and organizations. This requires competent agencies to employ various methods to ensure that the entire society understands that attracting and valuing talents in the public sector is not solely the responsibility of State agencies, but also the responsibility of the society as a whole. To achieve this, there should be extensive propaganda and information dissemination about this policy, so that every individual and organization, particularly management agencies, heads of agencies, and each civil servant, can better comprehend the need and their responsibility to attract and retain talented individuals.
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