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The employment of Saudi nationals will be given preference.
Non-Saudi employees will only be sourced and hired if Saudis in the
labor market are either lacking in qualifications or are not
available in sufficient numbers to operate company business safely
and efficiently.
SAMREF is a leading Saudi industrial company in the field of
implementing ambitious human resources development and localization
programs. During the years 2003 and 2004, a new business plan has
been introduced and implemented to undertake the company's quest to
remain globally competitive in the areas of knowledge and applied
oil-refining technology. To this end, the Training and Career
Development Policy & Procedure Manual has been rewritten to reflect
the recent advancements. The gap analysis program has been developed
and activated to indicate training gaps. Moreover, the following
main training systems and programs have been developed and
introduced:
» Support
E-learning units were established by adding a specialized unit to
the Industrial Security.
» A comprehensive
plan to enhance the E-learning was built and will be implemented in
the year 2005.
» Management and
engineering career paths programs were activated.
» Modernized and
enacted the career development program for new graduates, in all
disciplines.
» Reviewed and
improved the development programs for trainees and apprentices.
The modernization process went on to further introduce many positive
elements in the training and career development function. This
included:
»
Providing employees with full training packages, once they are
confirmed by the vendors, and explaining the competency gab
associated with them.
»
Encouraging supervisors to require their subordinates, who go on
off-site training, to share their knowledge with others through
presentation or small projects. This is meant to enrich the
Company's job-knowledge and applied expertise.
»
Conducting formal and casual programs to support new scientific
inputs such as the modernization of employee competencies, and
spreading of the culture of innovation among Company employees to
encourage them benefit from the incentives dedicated for such
innovation.
»
A quarterly program for developing the basic skills was implemented
to enable employees use the PC and take advantage of the E-learning
site.
As for the regular training activities, the following courses were
carried out in 2004:
»
220 off-site courses in Technical and Management.
»
68 in-house courses in Technical, Computer and English language.
All the new programs, including the E-learning development program,
are planned to be fully effective by the beginning of the year 2005.
All of them are designed and built to develop a competitive and
creative work force that will be able to maintain Samref as the best
oil-refinery in the Middle East. Additionally, the percentage of
Saudization now stands at 91%.
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