View
222
Download
1
Category
Tags:
Preview:
Citation preview
Jeddah HR Forum24-27 November 2012
Jeddah , KSA
Schindler
Saudi Arabia
Saudi Program & Retention Plan Human Resource
About Schindler
© Schindler
Founded in 1874, the Schindler Group is a leading global provider of elevators, elevators and related services.
In 2011, the Schindler Group generated sales of more that CHF 7.8bn (SAR 31bn). Schindler’s mobility solutions move more than one billion every day people all over the world. Behind the company’s success are 44,000 employees in over 100 countries.
Schindler is in Saudi Arabia since 1956 first with a distributor and since 2011 as Schindler Olayan Elevator Co. Ltd.
Main businesses are the supply of new elevators and escalators (NI) and the servicing of existing equipment (EI).
3
4
Introduction
Schindler’s Corporate Goals and Objectives include:• Being the preferred employer in the industry• Having employee motivation that is higher than the national norm
in each country
Schindler Olayan in Saudi Arabia commits to localization due to the following principles:• To decrease the over-reliance on expats; to help constrain related
demographic, economic, and government security challenges• To support Kingdom Saudization strategies. • Social responsibility• To create a strong local team that will lead Schindler in Saudi Arabia
in future
© Schindler
5
Saudization
• It is one of Schindler’s goals and targets to develop HR Strategies designed to attract, employ, develop, and retain qualified Saudi employees.
• Schindler Saudi Arabia defines Saudization as placing skilled, qualified Saudis in career fields to create economic growth for the Kingdom of Saudi Arabia.
© Schindler
Basic Training
TEST
FieldExperience
InstallationTraining
TEST
FieldExperience
1 2 3 4
Further Training
(based on Gaps)
1 week 12 weeks 4 weeks 12 weeks
1 weeks
2012
2013 CertificationTEST
Assessment
Qua
lific
atio
n
Hiring & Training of Young Saudi Graduates NI
6© Schindler
Hiring from Universities and/or Technical Colleges
Integration in regular workforce
Hiring & Training of Young Saudi Graduates EI
Basic Training
TEST
FieldExperience
EIFundamental
Training + Prod. Specific
TEST
FieldExperience
1 2 3 4
Assessment(Demonstration)
Further Training
(based on Gaps)
1 week 8 weeks Up to 3 weeks 12 weeks
max 3 days
2012
2013 CertificationTEST
2nd half 2012
FieldExperience
6 months
Qua
lific
atio
n
7© Schindler
Hiring from Universities and/or Technical Colleges
Integration in regular workforce
8
Incentive Plan Technician ( Colleague )Trainee Retention Rate Incentive Amount
100% Retention each year One Basic Salary
<100% because of scholarship and other obligatory factors
Decision of management team
Incentive plan SupervisorPhase Percentage of Retained Technicians Incentive Amount
First year Greater than 80% retention rate for the first year One Basic Salary
Second year Greater than 70% for the second year Two Basic Salary
Retention Period Amount
Complete 1 Year Two month Basic
Complete 2 Years Three Months Basic
Incentive plan Saudi (Trainee)
© Schindler
9
Certification Program
• The Certification program is applicable for all Schindler Field staff (locals and expats)
• The Certification criteria are defined by the Schindler Group and the process includes technical as well as soft skill aspects
• Targets numbers for certifications will be identified at the beginning of each year following the need of the business
• Young Saudi trainees will only be certified after the successful completion of their technical Training program.
© Schindler
10
Helper
Trainee
SV 5400
FE 5400
SV 3300
FE 3300
PL 3300
Fitter
NI Career Path for Fitters
CertifedHelper
Certif. FE PLIn Future
Training For Fitters and Engineers (New Installation )
High
Low
PL 5400
Fitter
Certif. 2Fitter PLBY SAIS
Certif. 2SV PLIn Future
FE field EngineerSV supervisorPL Product Line
SV 7000
FE 7000PL 7000
Fitter
© Schindler
Time years
Career Path
11
Level 1
SAIS Inspector PL
FE for PL
3300 PL SV.
Career Path For Engineers (New Installation )
High
Low
PL 5400
SV
FE field EngineerSV supervisorPL Product Line
SV 7000
FE 7000
Project Manager
Trainer for PL
Master Trainer
SAIS Inspector for 7000
Application Engineering& Drafting
Sales&Estimators
Career Path
Time years
NI Career Path for Engineers
© Schindler
12
Trainee
MFE SeniorMaster trainer
MFE Junior
FE Senior
FE Junior
Technician Senior Technician Junior
EI Career Path For EI FE
High
Low
Technician Senior Technician Junior
Career Path For Engineers (Existing Installation )
Time years
Career Path
© Schindler
Different Skill Levels
13
Incentive Plan for Certification Program
NI Certification Program
Certification will be on product line not progression
Incentives will be for the successful completion of certification of such product
The proposed amount will be fixed amount of SR. 3000
Additional incentive will be paid for fitters who completed 25 units ( amount of SR. 3000)
EI Certification Program
Certification will be on progression ( moving from one level to the next)
Incentives will be for the successful completion of certification of each level
The proposed amount will be fixed amount of SR. 3000
© Schindler
Thank you for your attention.
This presentation is our intellectual property.It may not be copied in any manner, nor used for manufacturing, nor commu-nicated to any third parties without our written consent.
Recommended