Grnata Group says it has employed and trained more than 60 Bahraini employees through programmes offered by the Labour Fund “Tamkeen”, positioning the move as part of its investment in national talent across the real estate and construction sectors.

For founders watching Bahrain’s property and construction value chain, the point is bigger than one company’s headcount update. It’s a reminder that structured hiring plus fast, job-linked training can be treated as a growth lever, especially when the market is active. In its statement, the Group tied the workforce push to sector momentum, noting that real estate activities recorded a 4.2% contribution to GDP in the second quarter of 2025.

From Daih to 26 branches, plus Europe

Established in 1982, Grnata Group says it evolved from a small shop in Daih into a leading institution in Bahrain’s real estate sector by adopting new technological systems and offering a broad set of services, including brokerage and marketing, valuation and feasibility studies, contracting, and urban development. The Group also says it now operates 26 branches in Bahrain and abroad, including locations in Saudi Arabia and several GCC countries, with newly established branches in Europe such as London and Spain.

Why this matters now, beyond one company

Two late-January signals help explain why “skills + opportunity” is getting sharper across the region.

On the market-access side, a January 27 report on Bahrain’s pavilion at Gulfood Dubai from Biz Bahrain described the show as bringing together “more than 6,500 exhibitors from over 130 countries,” and framed Tamkeen’s sponsorship as a route for Bahraini companies to expand and enter new markets.

On the labour-market side, the language is shifting from plans to implementation. Ahead of GLMC 2026, a January 21 ZAWYA press release quoted Saudi Minister Eng. Ahmed bin Sulaiman Al Rajhi: “The Ministerial Roundtable represents a unique and important opportunity to harness the accumulated knowledge and expertise of participating countries”.

What founders can do with this signal

If you sell into developers, brokerages, contractors, or property managers, consider building your growth plan around a “role + skills sprint” rather than a generic hiring post. Grnata’s update also reinforces the broader point: Tamkeen’s programmes are designed to support enterprises while delivering employment and career initiatives aimed at making Bahraini talent the first choice of employment in the labour market.

A practical next step: pick one hard-to-fill role in your business, write down the three outputs you need in the first 30 days, and design a short training sprint around real work. Then propose a small pilot with a sector partner that benefits from faster a reference customer and a clearer talent pipeline.