Publishing & Community Guidelines

RAK People Hub Blog Publishing & Community Guidelines

Issued by: Department of Human Resources – Ras Al Khaimah Government

Platform: RAK People Hub – منصة تمكين رأس الخيمة

Version: 1.0

Effective Date: [Insert Date]

1. Purpose and Scope

The RAK People Hub Blog ("Blog") is a professional knowledge-sharing platform established as part of RAK People Hub to support the exchange of credible knowledge, professional practices, insights and thought leadership relating specifically to Human Resources, people management, workforce development and human capital.

These Publishing & Community Guidelines ("Guidelines") govern all persons who submit, create, upload, contribute, comment on, edit or otherwise provide content for publication through the Blog ("Contributors").

The Guidelines apply regardless of whether the Contributor is a Ras Al Khaimah Government employee, employee of another government entity, verified trainer or mentor, HR professional, subject-matter expert, private-sector representative, academic, authorised external contributor or any other person granted publishing access.

Access to RAK People Hub does not automatically create a right to publish. Publishing privileges are granted, restricted, suspended or withdrawn solely at the discretion of the Department of Human Resources – Ras Al Khaimah Government ("Department") or the authorised RAK People Hub administration ("Platform Administration").

Submission of content constitutes acknowledgement and acceptance of these Guidelines and any other applicable RAK People Hub terms, privacy requirements, government policies and laws and regulations of the United Arab Emirates.

2. Professional Purpose of the Blog

The Blog is a specialised Human Resources professional community. It is not a general-purpose social network, public discussion board, political forum, commercial marketplace, personal blogging platform, complaints channel or advertising platform.

All submitted content must have a clear, substantive and demonstrable relationship to Human Resources or human capital.

Content that merely mentions employees, organisations, workplaces, technology, leadership or business without providing a meaningful Human Resources perspective may be rejected.

The Platform Administration shall have sole discretion to determine whether submitted content falls within the permitted scope of the Blog.

3. Permitted Subject Matter

Content must relate directly to an active publishing category made available by RAK People Hub at the time of submission.

Permitted areas may include, without limitation:

• Human Resources Strategy & Transformation: HR strategy, operating models, HR transformation, future-of-work practices and the strategic role of HR.
• Talent Acquisition & Workforce Planning: Recruitment, selection, employer branding, workforce planning, competency-based assessment, candidate experience and talent-market developments.
• Learning & Development: Capability development, professional learning, leadership development, reskilling, upskilling, learning technologies and evaluation of learning effectiveness.
• Talent Management & Succession: Talent identification, career development, succession planning, high-potential programmes and leadership pipelines.
• Performance Management: Objectives, KPIs, employee performance, feedback, performance culture and performance-management practices.
• Organisation Development & Organisational Effectiveness: Organisation design, culture, change management, job architecture, workforce productivity and organisational effectiveness.
• Employee Experience & Engagement: Employee engagement, workplace culture, wellbeing from an organisational perspective, recognition and employee-experience practices.
• HR Technology, AI & Digital Transformation: HR systems, automation, artificial intelligence, analytics, digital HR, responsible technology adoption and emerging HR technologies.
• People Analytics & Workforce Intelligence: HR metrics, workforce analytics, evidence-based HR, benchmarking and data-driven workforce decision-making.
• Leadership & People Management: Leadership practices, management capability, team effectiveness, coaching, mentoring and workplace communication.
• Emiratisation & National Talent Development: Development, attraction, integration and retention of Emirati talent and related workforce-development practices.
• HR Governance, Policy & Compliance: HR governance, policies, employment practices and regulatory developments, provided that content does not purport to constitute official legal advice unless expressly authorised.
• Diversity, Inclusion & Workplace Culture: Professional HR approaches to inclusive workplaces and organisational culture, provided that discussion remains professional, lawful, evidence-based and directly relevant to HR.
• HR Research, Case Studies & Professional Insights: Research findings, professional case studies, lessons learned, surveys, methodologies and evidence-based practices relevant to Human Resources.

Platform Administration may create, amend, combine, rename, suspend or remove publishing categories at any time.

A Contributor must select the category that most accurately reflects the principal subject of the submission. Deliberately selecting an unrelated category in order to bypass moderation requirements may result in rejection or suspension of publishing privileges.

4. HR-Relevance Requirement

Every submission must satisfy the HR Relevance Requirement.

The principal purpose of the content must be to educate, inform, analyse, discuss or advance professional understanding of a Human Resources or human-capital subject.

Content shall not be accepted merely because it relates generally to business, management, technology, government, economics, education, entrepreneurship, marketing or other professional disciplines.

Where content is interdisciplinary, Human Resources must remain the principal subject and the connection to people, workforce or organisational practice must be clearly demonstrated.

The Platform Administration may reject content considered insufficiently relevant without obligation to publish it or to provide detailed justification.

5. Professional Content Standard

All submissions must demonstrate an appropriate professional standard.

Contributors are expected to submit content that is clear, constructive, accurate, relevant, professionally written and capable of adding genuine value to the HR community.

Submissions should distinguish clearly between established fact, professional opinion, personal experience, interpretation, research findings and predictions.

Assertions presented as fact must be reasonably capable of verification.

Statistics, research findings, quotations, legislation, academic research and material originating from third parties should identify the original source wherever reasonably possible.

Misleading presentation of statistics, selective quotation designed to distort meaning, fabrication of information or deliberate omission of material facts is prohibited.

6. Accuracy and Contributor Responsibility

The Contributor is responsible for the accuracy, legality, originality, completeness and appropriateness of all content submitted under their account.

By submitting content, the Contributor represents and warrants that, to the best of their knowledge:

• the information contained in the submission is accurate and not intentionally misleading;
• any factual claims have a reasonable evidentiary basis;
• the Contributor possesses the necessary rights and permissions to submit the content;
• the content does not unlawfully infringe the rights of another person or organisation;
• required permissions and consents relating to identifiable persons, images, confidential information or third-party materials have been obtained;
• the content complies with these Guidelines and applicable laws and regulations; and
• the Contributor has disclosed any relevant commercial, professional or other material conflict of interest.

Publication, moderation, AI screening, editorial review, amendment or approval by RAK People Hub does not transfer the Contributor's responsibility for the underlying information, claims, materials or representations contained in the original submission.

7. Prohibited Content

RAK People Hub maintains a strict professional publishing environment.

Content shall not be submitted or published where it contains, promotes, facilitates or materially includes content that is unlawful; defamatory; insulting; threatening; abusive; discriminatory; hateful; obscene; sexually explicit; harassing; intimidating; fraudulent; deliberately misleading; invasive of privacy; or otherwise inconsistent with applicable UAE laws, public order, public morals or professional standards.

Content must not encourage violence, criminal activity, illegal conduct, discrimination, hatred, extremism or conduct that threatens public safety or social cohesion.

Content must not contain rumours, fabricated information, manipulated evidence, knowingly false allegations or unverified claims presented as established fact.

Content must not be designed to damage the reputation of an individual, government entity, employer, business, institution or other organisation.

Content must not disclose allegations about identifiable persons concerning misconduct, disciplinary matters, investigations, grievances, employment disputes, performance issues or similar matters.

RAK People Hub is not a channel for exposing, accusing, naming or publicly criticising individual employees, managers, candidates, employers, government entities, suppliers or other persons.

8. Government, National and Public-Sector Content

Contributors must exercise particular care when discussing the Government of Ras Al Khaimah, the Government of the United Arab Emirates, government entities, public officials, government programmes, strategies, policies or internal operations.

A Contributor must not disclose or publish non-public government information, internal correspondence, draft policies, restricted documents, internal reports, unpublished statistics, confidential decisions, screenshots of internal systems, meeting information, employee information or any other information obtained through government employment or access unless expressly authorised for publication.

Information that becomes accessible to a Contributor through their employment or official responsibilities must not automatically be considered authorised for public disclosure.

Where there is uncertainty regarding the status of information, the Contributor must treat it as non-public and must not submit it until appropriate approval has been obtained.

Nothing published by an individual Contributor shall be construed as an official statement, decision, policy, interpretation, legal position or commitment of the Government of Ras Al Khaimah, the Department or another government entity unless the content is expressly identified and authorised as official government communication.

9. Confidential and Proprietary Information

Contributors must not publish confidential, restricted, classified, commercially sensitive, proprietary or privileged information belonging to any person or organisation.

This includes information belonging to present or former employers, clients, candidates, employees, government entities, suppliers, training providers, consultants or business partners.

The fact that information has been shared with a Contributor, discussed during a meeting or made available through an internal system does not constitute permission to publish it.

Contributors are responsible for complying with any confidentiality, non-disclosure, employment, professional or contractual obligations applicable to them.

10. Personal Data and Privacy

Content must respect individual privacy and applicable data-protection requirements.

Contributors must not publish personal information about another person unless there is a legitimate and lawful basis for doing so and all required approvals or permissions have been obtained.

Particular caution must be exercised in relation to employee information, candidate information, contact information, identification details, photographs, videos, employment records, performance information, salary information, medical information and other information relating to an identifiable individual.

HR case studies should normally be anonymised sufficiently to prevent identification of the individuals concerned.

Removing a person's name alone may not constitute adequate anonymisation where the individual can reasonably be identified from their job title, employer, circumstances, photograph, location or other information.

11. Workplace Cases and Employment Disputes

The Blog must not be used to litigate, publicise or influence workplace disputes.

Contributors shall not publish identifiable details concerning:

• employment grievances;
• disciplinary proceedings;
• employee investigations;
• terminations;
• workplace complaints;
• harassment allegations;
• performance-management cases;
• salary or benefits disputes;
• recruitment complaints;
• confidential settlement discussions; or
• other individual employment matters.

Educational discussion of hypothetical, appropriately anonymised or officially published cases may be permitted where Platform Administration determines that the professional learning value outweighs associated risks.

12. Intellectual Property

Contributors must respect copyright, trademark, moral rights and all other intellectual-property rights.

A Contributor may submit only material that the Contributor owns, is authorised to use, is properly licensed, or may lawfully use under applicable law.

Copying or substantially reproducing articles, reports, presentations, photographs, graphics, videos, research publications, training materials or other works without appropriate permission is prohibited.

Attribution alone does not necessarily create a right to reproduce third-party material.

Quotations and references should be limited to what is reasonably required for legitimate professional discussion and must identify the source where appropriate.

Contributors must not remove copyright notices, watermarks, ownership information or attribution from third-party content.

13. Photographs, Video and Other Media

A Contributor submitting photographs, video, audio, illustrations, charts, presentations or other media confirms that they possess all necessary rights and permissions for publication.

Where identifiable individuals appear in submitted media, the Contributor is responsible for ensuring that any required consent or authorisation has been obtained.

The presence of an individual at an event does not automatically give a Contributor unrestricted rights to use that person's image for every purpose.

Platform Administration may request evidence of permissions before publishing media.

14. Artificial Intelligence-Generated Content

Artificial intelligence may be used as a supporting tool for research, drafting, language improvement, summarisation or editing, but Contributors remain fully responsible for the content they submit.

AI-generated information must not be assumed to be accurate.

Contributors must independently review and, where appropriate, verify facts, quotations, legislation, research references, statistics, names, professional titles and other material generated or modified through artificial intelligence.

Submission of fabricated AI-generated references, statistics, quotations, research or sources is prohibited.

A Contributor must not use AI to imitate another identifiable person's authorship, create deceptive content or fabricate events, statements or professional credentials.

Platform Administration may introduce additional AI-use disclosure requirements where appropriate.

15. Platform AI Screening

Submissions may be processed through automated or artificial-intelligence-based systems for purposes including relevance screening, language analysis, detection of potentially inappropriate material, identification of possible policy violations, content classification, plagiarism-related analysis, moderation support and editorial assistance.

Automated screening is an administrative support mechanism only.

Passing an automated review does not constitute confirmation that the content is lawful, accurate, appropriate or approved for publication.

Similarly, the failure of an automated system to identify a violation shall not prevent Platform Administration from subsequently rejecting, editing or removing content.

Final publication authority remains with Platform Administration.

16. Editorial Review and Pre-Publication Approval

No Contributor submission shall become publicly available solely because it has been submitted.

All content is subject to pre-publication moderation and approval.

Platform Administration may review the submission for relevance, accuracy concerns, professional quality, language, structure, legal or reputational risk, privacy, intellectual-property concerns, compliance with these Guidelines and any other factor considered relevant.

The Platform Administration may approve, reject, return, hold, edit, shorten, reformat, recategorise, translate or request revision of a submission.

There is no entitlement to publication.

Previous approval of similar content does not create a precedent or obligation to approve future content.

17. Editorial and AI-Assisted Rephrasing

By submitting material for publication, the Contributor authorises RAK People Hub to perform reasonable editorial modifications necessary for publication.

Such modifications may include spelling and grammar correction, formatting, headline modification, summarisation, clarification, removal of irrelevant portions, categorisation, translation and AI-assisted rephrasing.

Editorial intervention does not constitute endorsement, verification or adoption of the Contributor's underlying claims.

Platform Administration may retain records of the original submission and subsequent versions for governance, audit, moderation and legal purposes.

Where Platform Administration considers an editorial change sufficiently material, it may request Contributor confirmation before publication but shall not be obligated to do so in every case.

18. Opinions and Official Positions

Unless expressly stated otherwise by an authorised government representative, articles and contributions represent the views of their individual authors.

Publication on RAK People Hub does not mean that the Department, RAK People Hub, the Government of Ras Al Khaimah or any affiliated organisation agrees with, supports, certifies or endorses the Contributor's opinions, conclusions, recommendations, products, services or professional advice.

Contributors must not imply government endorsement of their personal views, organisation, services, training programmes, products or professional activities.

No Contributor may describe content as an "official RAK People Hub position", "government recommendation", "government-approved practice" or similar designation without written authorisation.

19. Political and Religious Content

RAK People Hub is a professional Human Resources platform and shall not be used for political campaigning, electoral advocacy, partisan political commentary or ideological mobilisation.

Political discussions shall not be published merely because they concern employment, organisations or government.

References to public policies or legislation may be permitted where objectively necessary for a legitimate Human Resources discussion and where the presentation is factual, professional and directly relevant to the subject.

Religious debate, theological argument or content intended to challenge, criticise or advocate religious beliefs is outside the scope of the Blog.

Professional references to religion may be considered only where directly necessary for a legitimate HR topic and handled respectfully and in accordance with applicable UAE requirements.

20. Commercial Content, Advertising and Self-Promotion

Publishing access must not be used primarily for commercial promotion.

Unless expressly authorised by Platform Administration, Contributors must not submit advertisements, sales messages, discount offers, promotional campaigns, lead-generation material, affiliate links, sponsored posts, product endorsements or direct solicitations.

Trainers, mentors, consultants, providers and organisations must not use educational articles as disguised advertising.

An author biography may contain reasonable professional information where permitted by the Platform, but the principal purpose of an article must be professional knowledge sharing.

References to commercial products, HR systems, service providers or methodologies may be permitted where objectively relevant to the topic and presented in a balanced professional context.

Any material commercial relationship, sponsorship, commission, financial interest or other relevant conflict must be disclosed.

Platform Administration may require commercial or sponsored content to be separately approved, labelled or removed.

21. Job Advertisements and Recruitment Solicitation

The Blog must not be used to publish vacancies, CVs, requests for employment, recruitment advertisements, candidate solicitation or talent-sourcing campaigns unless RAK People Hub has created a designated feature or publishing category expressly authorising such content.

An educational article concerning recruitment or talent acquisition must not be converted into an advertisement for specific vacancies or recruitment services.

22. Professional, Legal, Medical and Financial Advice

Blog content is intended for general professional knowledge and discussion.

Contributors must not present general Blog content as personalised legal, medical, financial, psychological or other regulated professional advice.

Articles discussing employment legislation, HR compliance or regulatory matters should be written for professional awareness and should identify authoritative sources where appropriate.

A Contributor must not represent their personal interpretation of a law, policy or regulation as an official interpretation of the Department or Government unless specifically authorised.

Readers remain responsible for obtaining appropriate professional advice where required.

23. Respectful Professional Participation

All Blog participation must maintain the standard expected of a professional government-supported knowledge community.

Professional disagreement is permitted.

Personal attacks are not.

Contributors and users must address ideas, practices and evidence rather than attacking the character, motives, competence, nationality, identity or personal attributes of another person.

Provocative engagement intended primarily to generate controversy, hostility or reputational damage may be removed even where individual statements might otherwise appear permissible in isolation.

24. Identity and Account Integrity

Contributors must use their authorised account and must provide accurate identity and professional information when required.

A user must not impersonate another individual or organisation, falsely claim qualifications or affiliations, share publishing credentials, allow another person to publish through their account or intentionally misrepresent authorship.

Platform Administration may require identity, employer, qualification, professional-status or authorship verification.

Publishing privileges may be suspended while verification is being completed.

25. Links and External Resources

External links may be included only where they materially support the HR subject being discussed.

Contributors are responsible for exercising reasonable care when linking to third-party resources.

Links intended primarily to drive traffic, generate commercial leads, distribute malicious software, collect personal information or circumvent RAK People Hub controls are prohibited.

Publication of an external link does not constitute endorsement by RAK People Hub or the Department of the linked website, organisation, product, opinion or content.

Platform Administration may remove any external link without removing the remainder of the article.

26. Research, Statistics and Professional Claims

Where an article relies materially upon research, surveys, statistics or studies, Contributors should identify the relevant source, publication and date wherever practicable.

Outdated statistics must not be presented as current data.

A Contributor must not invent citations, selectively manipulate research findings or attribute claims to an organisation that did not make them.

Where professional opinion differs or evidence remains uncertain, the article should avoid presenting one interpretation as indisputable fact.

27. Use of Government Names, Logos and Branding

The availability of publishing privileges does not grant permission to use the name, logo, emblem, identity, trademark or branding of the Government of Ras Al Khaimah, the Department, RAK People Hub or any government entity outside the functionality provided by the Platform.

Contributors must not create materials that could reasonably give the impression of being an official government publication without authorisation.

Branding and identity usage remains subject to applicable government brand guidelines and approval requirements.

28. Corrections and Updates

Contributors should promptly inform Platform Administration if they become aware that published content contains a significant factual error, outdated material, unauthorised disclosure or other substantive issue.

Platform Administration may amend, annotate, correct, suspend or remove published content at any time.

Where appropriate, a correction notice or updated publication date may be added.

The Department is under no obligation to maintain permanently any article or contribution previously published.

29. Removal and Unpublishing

Platform Administration reserves the right, at its discretion and without prior notice where circumstances require, to remove or restrict access to any content.

Content may be removed where it is considered inconsistent with these Guidelines, outside the scope of the Blog, outdated, inaccurate, legally sensitive, potentially harmful, subject to a complaint, inconsistent with government requirements, no longer appropriate for the Platform or otherwise undesirable to retain.

The fact that content was previously approved does not prevent its later removal.

Removal does not imply that the Department accepts any allegation made concerning the content.

30. Complaints and Rights Claims

Persons who believe that published content infringes their privacy, intellectual-property rights, reputation or other legal rights may submit a complaint through the channel designated by RAK People Hub.

Platform Administration may temporarily restrict access to disputed content while reviewing the matter.

The Department may request supporting information from the complainant, Contributor or other relevant parties.

RAK People Hub is not required to adjudicate private legal disputes between third parties and may remove or restrict disputed material without determining ultimate legal responsibility.

31. Moderation and Enforcement

A violation of these Guidelines may result in one or more actions determined by Platform Administration according to the nature and seriousness of the matter.

Such action may include:

• rejection of a submission;
• request for modification;
• removal of content;
• restriction of particular publishing functions;
• formal warning;
• temporary suspension;
• permanent withdrawal of publishing privileges;
• account restriction;
• referral to the Contributor's organisation or employer where appropriate;
• preservation of relevant records; or
• referral to competent authorities where required or permitted by law.

Serious violations may result in immediate action without prior warning.

Repeated attempts to circumvent moderation may be treated as an independent violation.

32. Government Employees

Government employees remain subject to all applicable employment obligations, codes of conduct, confidentiality requirements, information-security requirements, communication protocols, government policies and lawful instructions applicable to their employment.

Publishing access through RAK People Hub does not supersede those obligations.

Where an employee's organisational approval is required before publishing information obtained through official duties, responsibility for obtaining that approval remains with the employee.

33. Third-Party Contributors

External Contributors, including trainers, mentors, academics, consultants, private-sector professionals, providers and other authorised contributors, receive publishing access as a revocable privilege.

Granting publishing access does not create employment, partnership, agency, representation, accreditation, procurement status or any other relationship with the Department or Government unless separately established in writing.

Publishing access may be terminated at any time in accordance with applicable Platform rules.

34. Content Licence

By submitting content for publication, the Contributor grants the Department and RAK People Hub, to the extent permitted by applicable law, a non-exclusive, royalty-free licence to host, reproduce, display, format, edit, translate, archive, distribute and communicate the submitted content for the operation, promotion, preservation and legitimate activities of RAK People Hub.

Ownership of the Contributor's original intellectual property remains with the Contributor or applicable rights holder unless otherwise agreed.

The Contributor confirms that they possess sufficient rights to grant the permissions described above.

The Platform may retain archived copies of withdrawn or removed content for legitimate administrative, audit, security, evidentiary, legal or compliance purposes.

35. Records, Audit and Legal Compliance

RAK People Hub may maintain records associated with publishing activity, including submissions, revisions, approval decisions, moderation records, account activity and other information reasonably required for governance, security, audit, dispute management and legal compliance, subject to applicable requirements.

The Department may disclose or preserve information where required or permitted by applicable law, legal process, government requirement or competent authority.

Users must not attempt to interfere with moderation records, publishing logs, audit trails or Platform security controls.

36. No Guarantee of Review or Verification

Although RAK People Hub may undertake human, automated or AI-assisted moderation, such processes are intended to support Platform governance.

The Department does not guarantee that every factual statement, citation, image, intellectual-property issue, privacy issue or potential legal issue will be independently identified or verified before publication.

Contributors must therefore not rely upon Platform approval as legal clearance of their content.

37. Limitation of Responsibility for Contributor Views

To the fullest extent permitted by applicable law, opinions, analyses, recommendations and other statements submitted by individual Contributors remain attributable to those Contributors unless expressly adopted as an official publication of the Department.

RAK People Hub provides a moderated knowledge-sharing platform but publication of Contributor content does not, by itself, constitute endorsement, certification, warranty or official adoption of that content.

Nothing in these Guidelines shall exclude or limit any responsibility that cannot lawfully be excluded or limited.

38. Contributor Liability and Indemnification

Each Contributor remains responsible for their own acts, submissions, representations and violations of applicable requirements.

To the extent permitted by applicable law and applicable to the Contributor's legal status, a Contributor may be held responsible for losses, claims, proceedings, liabilities, costs or expenses arising from unlawful material submitted by that Contributor, infringement of third-party rights, unauthorised disclosure of confidential information, misrepresentation of rights or permissions, or material breach of these Guidelines.

Any indemnification obligation shall operate only to the extent legally permissible and shall not override mandatory law, applicable government-employee rules or other legal restrictions.

39. No Waiver

Failure by RAK People Hub or the Department to enforce a provision of these Guidelines on one occasion shall not constitute a waiver of the right to enforce that provision or another provision subsequently.

Approval of one submission shall not constitute approval of similar future submissions.

40. Amendments to These Guidelines

The Department may revise these Guidelines from time to time to reflect changes in law, regulation, government policy, Platform functionality, technology, moderation standards or operational requirements.

The version published on RAK People Hub shall constitute the current applicable version.

Where required, users may be requested to accept an updated version before continuing to exercise publishing privileges.

Continued use of publishing functionality following notification of updated Guidelines may be treated as acknowledgement of the revised requirements to the extent permitted by applicable law.

41. Applicable Law

Use of the Blog and all publishing activities shall be subject to the applicable laws and regulations of the United Arab Emirates and the Emirate of Ras Al Khaimah, together with applicable government policies, regulations and competent-authority requirements.

Nothing contained in these Guidelines shall be interpreted as authorising conduct prohibited by applicable law.

Where these Guidelines conflict with a mandatory legal requirement, the applicable legal requirement shall prevail.

Any jurisdiction or dispute-resolution provision applicable to RAK People Hub should be interpreted in accordance with the legal status of the Department and applicable Government of Ras Al Khaimah requirements.

42. Contributor Declaration

Before submitting content for publication, the Contributor may be required to confirm the following declaration:

"I confirm that I have read and accepted the RAK People Hub Publishing & Community Guidelines. I confirm that this submission is directly relevant to Human Resources and the category selected; that, to the best of my knowledge, its factual content is accurate; that I have the necessary rights, permissions and approvals to submit all text, images and other materials contained in it; that it does not unlawfully disclose confidential or personal information or infringe third-party rights; and that I understand that submission does not guarantee publication. I authorise RAK People Hub to review, moderate and reasonably edit the submission in accordance with the Publishing & Community Guidelines."

43. RAK People Hub's Core Publishing Principle

RAK People Hub exists to build a credible professional community around Human Resources and human-capital development.

Publication is therefore guided by a simple principle:

Content must contribute professional HR knowledge, protect the rights and dignity of others, respect the confidentiality and responsibilities associated with government and professional environments, and support a credible, responsible and constructive HR community.

Content that does not meet this standard does not belong on the RAK People Hub Blog.