In Doha, Qatar:
05 / 7 / 2020
Today's highest tides
In April 2011, Milaha Port Services adopted a new program designed to make our workforce as productive as possible, reducing labor costs, improving customer service, optimizing manpower, operational efficiency, integration, automation, forecasting and increased utilization, and balancing supply and demand.

In March 2012, the new system went live with the implementation of the Rostima Labour Management System, to help manage the labour allocation efficiencies of more than 1,450 employees within Milaha Port Services, throughout our different locations. Our goal is to enhance manpower utilization, and to find the most efficient approaches and concepts to develop the most effective methods increasing productivity.

At present, the Central Planning Team (CPT) manages and operates the system from our head office, with a team of six highly skilled workforce planners capable of strategizing the allocation of the port workforce by maintaining an accurate database (e.g. work hours, scheduling and overtime requirements) to improve port operational efficiencies and enhance productivity.

A process improvement plan was introduced with the objective of raising the overall performance of Milaha Port Services to internationally recognized operational standards. We compete on quality; made possible in part by our comprehensive and evolving database.

  •  Refined and improved the selection criteria for hiring staff, internal promotion for existing employees and the use of scientific assessment approaches, including PI (psychometric testing) and PLI (Professional Learning Indicator );
  • Support and administer effective internal policies, including standard operating procedures, company policies, and all rules and regulations;
  • Well-defined workforce KPIs /Performance Contracts;
  • Clear visibility on the annual Manpower Budget based on Gang Structure Study’s project;
  • Applying Six Sigma and Process Excellence methodology;
  • Comprehensive Employee data base,  (Manpower forecasting, Training levels, Skills pool);
  • Automated, systematic rostering and allocation, leading to a reduction in time and effort for the planning process, minimizing administration and decreasing errors;
  • Fair, transparent and balanced scheduling and allocation (including overtime equalization);
  • Centralized, standardized planning and management of employees;
  • Improved management reporting, making key data more visible to support better decision-making, ensuring compliance with a wide range of relevant legislation, and solving business problems related to staff, (Real-time Information Flow);
  • Workflow-driven: All projects and workforce processes are designed, controlled and audited using a built-in graphical workflow engine;
  • Providing organization and work breakdown structures to create, manage and report on functional and approval hierarchies, and to track information at any level of detail.