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About Us’

Our Services

Our Mission

Assessment centers

Our Values

Management Consulting

Our Vision

Training

Our Partners

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“In a recognition of the importance of development, training and qualification of the necessary competences and human capital upon their

shoulders the nation advancement and prosperity will rely, and coping with the fast-paced change and highly-distinguished and competitive technology, and the associating functions and newly emerging jobs, we have developed effective training programs that rely heavily on the international demand, and training leaders, staff and work seekers to serve them and help them maintain advancement and constant development in the first place, and to achieve the objectives of the

organizations and national institutions, not to mention the participation in the achievement of the sustainable development of our treasured

nation.

It’s also worth noting that our company has given the due attention to the English language, computer skills and leadership skills with the newly introduced

programs in reliance on God followed by your capabilities, brains, and distinguished competences, which are considered the biggest main strategic alliance ever”.

President/ Salman Al-Deghither

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About Us’Al-Mayadin Institute for Training ® is concerned about developing and qualifying the human capital through a well-designed and thought-out customized training programs, besides proffering the consultations and researches in the different managerial fields. The Institute also is concerned, being one of the specialized national training institutes, about introducing a number of diverse and wide range training programs that would serve the training needs for both public and private sectors to effectively help raise the efficiency of their staff.

www.mayadinsa.com

Our VisionTo become the most successful provider of scientific

knowledge-based services in the Region .

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Our MissionOur mission is to provide top quality services in terms of training, development, learning, and consulting to public and private entities/institutions. We are committed to utilizing the most up-to-date methodologies and techniques through highly qualified professionals, and striving for excellence.

Optimal investment of human capital through developing talent management systems.

Establishment of strategic partnerships with private and public sectors.

Development of sustainable scientific solutions for individuals and organizations.

Total application of quality assurance standards to our services.

Achievement of strategic financial stability.

Enhancement of health and safety environment.

Preparation of people for corporate socially responsible leadership.

Achievement of the highest level of customer and employee satisfaction.

Seeking out of continued learning.

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Diversity

Respect personal differences and values.

Actively seek to understand others’ point of view.

Consider other ideas open-mindedly.

Acknowledge the needs of others.

Respond non-defensively when others disagree with your views.

Our Values

State your own views honestly and openly.

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Efficiency

Excellence

Continuous Improvement

Results Orientation

Innovation

Diversity

Continuous LearningTeamwork

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Delegate tasks appropriately.

Ask for help when needed.

Communicate clearly and concisely, both verbally and in writing.

Carry out directions promptly.

Make the best use of other’s time as well as your own.

Take the initiative to solve recurring problems and eliminate redundancies.

Generate new ideas and creative approaches to problems.

Encourage creativity in others.

Recognize and reward innovation and calculated risk taking.

Demonstrate a willingness to experiment.

Pursue a unique idea or approach to get it implemented.

Challenge conventional thinking.

Question current policies and practices when appropriate.

Regularly review completed tasks and projects to identify opportunities to improve.

Learn from failure and move on.

Actively invite constructive criticism on every area of the business.

Contribute fully to the activities of the team.

Step in and help out other team members when needed.

Share information and resources with team members.

Work out conflicts directly with the person involved.

Build a wide network of relationships.

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Prepare thoroughly for each task.

Plan your work and anticipate potential problems.

Follow through on tasks and assignments.

Hold yourself to high standards of performance.

Strive to exceed goals.

Push yourself and others to excel.

Set clear objectives for yourself and your job.

Prioritize work to achieve goals.

Evaluate progress toward the objectives.

Complete tasks and meet deadlines.

Get the job done despite obstacles and difficulties.

Respect personal differences and values.

Actively seek to understand others’ point of view

Consider other ideas open-mindedly.

Acknowledge the needs of others.

Respond non-defensively when others disagree with your views.

State your own views honestly and openly.

Permanent learning quest.

Search for knowledge and seeking more sources.

Continuous training on the latest techniques and skills.

Ensuring the exchange of knowledge and the transfer of skills and knowledge.

Hard Scientific work, Continuous Scientific research.

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Our Services

Management Consulting

Assessment centers

Training

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Trai

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• Human Resource Management• Sales Skills Development• Training Skills Development• Personal Skills Development• Accounting and Financial

Management

• Operations Management• Project Management• Marketing• Management Skills• English Language for

Marketing and Advertising

• Microsoft Programs• CISCO Programs• CompTIA Programs• Orange Programs• Java Programming• Web Development

• Programs for Men• Programs for Women

• In School• Online• In Company• VIP Courses• Study Abroad

Please visitwww.a2zenglish.sa.com

Management Training

Computer Programs

Rehabilitation of Saudi

Unskilled Youth

A2Z Learn English

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Management Consulting

First: Human Resources Planning:

Human Resources Planning is considered as the cornerstone of the services provided by this department for supporting the organization.

Second: Human Resources Engineering:

This phase is considered mandatory to ensure the alignment of the services provided by the HRD. This phase covers the documentation of the study of all steps and procedures conducted by the relevant administrative units.

Third: Competencies Management:

Today’s world challenges represented in the fierce competition, and fast-paced technological, economic, financial and managerial development required the excellence to be the major ingredient of survival, growth and development. Therefore, an increasing attention was paid to the management of talent /talents in the modern organizations as being one of the sources of power that can’t be replicated and contribute to guaranteeing growth, continuity and development processes

Fourth: Performance Appraisal

The overall performance of the employees is the total outcome of the organization; the performance of the human being contributes directly to the achievement of the organization’s objectives in the long- and short-run together. Al Mayadin supports organizations for boosting productivity of the human being scientifically and practically in the same time. The Consultations Department has been developed to provide practical solutions to the organizations.

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Human Resources Planning

• Developing the Optimum Design of the Organizational Structurethe design of the organizational structure helps achieve the vision of the organization and its administration, just as well, it helps to effectively build the organizational relations and authority lines. The optimum design of the structure will also serve as a conduit that connects all the administrative units and integrate their operations together. We also provide services ranging from restructuring organizations, re-engineering the existing organizational structures, and developing which to achieve the maximum efficiency of the organizational performance.

• Job Analysisthis area of consultation will cover the development of the procedures through which all duties and responsibilities of different functions and jobs of the organization will be specifically identified. Not to mention the characteristics that should be available in the individuals who will be recruited to fill in those jobs. Such analysis will result in all information required for developing the job description and job specification; including identification of the business activities, individual behaviors, performance measurement criteria, and the human requirements to occupy such jobs.

• Developing the Standard Job Description

this consultation will include developing a job description using the quantitative methods through which job weights will be developed and, job value and supervision fields will be measured. During this phase, key performance indicators will be established and linked with the monetary value and wages of such jobs. Procedures are also determined for preparing the standard job description of the new jobs, and how the Human Resources Dept. will be able to plan for filling in those jobs in the analysis matrix

• Building the Payroll Structurethis consultation includes the revamping of the salaries, wages, and benefits as per the scale of the job value on the weighting matrix according to the standard job description. This is the basic phase in the planning of the budgets of the future salaries and wages for years to come. Besides, it also covers the design of procedures that would determine the future jobs, recruitment potentials, and the number of the vacancies in case of expansion and penetration. The organization can, following this phase, predict the costs ensued as a result of hiring of different kinds.

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Human Resources Engineering

• Designing Charts of Human Resources’ Procedureswhereas a team of experts will review the reality of the steps and procedures taken by the organization for running the different assignments of all administration units in the Human Resources, whereas the charts of the existing procedures will be designed and presented to the administration. And during this phase a recommendation will be made that such procedures will be minimized without impact on the operations, which will elevate the performance level of the employees through the implementation of what is essential and weeding out the unnecessary procedures that deplete time and effort.

• Developing a Document Assuring Genre and Quality Measurement Criteriathis consultation will be concerned about preparing the specifications and standards measuring the precision and genre of operations conducted by the Human Resources of each administrative unit. During this phase, quality international standards will be used, where a documentation will be made to the quality measurement of the tasks exercised by the department as per the international and domestic performance criteria.

• Developing the Final Report on the Quality Measurement and Performance Gapsthis is the final step in measuring the quality of the service tendered by the Human Resources Dept; whereas the actual performance will be compared against the standard performance of the tasks and responsibilities exercised by the department as per the criteria document developed during the previous phase. The outcomes of the comparison process will be documented quantitatively, where the percentage of tasks matching the standard performance and the ratio of the gaps will be determined from the overall performance. Digitized outcomes will help the decision-makers draw the development plans for elevating the future and current performance levels alike.

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3 Third Competencies Management

• Building and Developing Talent Management Strategy (Talent Strategy)

Literature and best practices refer to the fact that the Talent Management Strategy represents the interaction of a host of practices and integrated systems relating to the required skilled workforce, retaining and developing them in keeping with the realization of the organizational strategic approach. Therefore, the Talent Management could be defined as “the development, uniformity, and integration between focusing on the capabilities and talents of the new employees, retention of the current workforce, and attracting the highly-experienced talents to work in the organization. Therefore, the Talent Management Strategy includes the following aspects:

. 1 Definition of competencies, building a relevant glossary and identifying forms of measurement.

. 2 Identifying the sensitive positions on the route to realize the organization’s sustainable competitive edge.

. 3 Developing the talent repertoire for filling in such positions.

. 4 Developing outstanding practices for retaining the talent repertoire and ensuring their relevance with the objectives sought by the organization for gaining their commitment and loyalty to the organization.

The question here is about the concept of competency and how it could be developed over the time, and about the concept of learning and knowledge and their importance for developing the competency, which are considered hidden properties of the persons. It represents the method of behaving or thinking and characterized with a long time constancy, and it is associated with an effectively outstanding performance that is considered as a job indicator. Therefore, through competency, good performance and poor performance could be detected using benchmarking or certain specifications.

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• Building Training Pan Relevant to the Job Competencies (Competency Transformation)Total training among the high performance practices will constitute the largest role in the development of the existing talent repertoire, and such development is made in light of the programs identified based on the talent gap inside the organization after measurement. Such gap will be detected when comparison is made between what talents we have inside the organization and what talents should be there in the future. Such alignment between the strategic gap and the talent gap should be fulfilled, because such step is the most important one for achieving success of the talent management objectives. Talent Gap is derived from the strategic gap and is aligned therewith.

• Building Succession Plan (Succession Planning)The leadership succession is a systematic and continuous process that is assumed by the organization for planning and securing all their needs from the highly-qualified calibers to occupy their strategic positions not for today only, but for a year and upcoming five years as well. Leadership succession is one of the policies of the human resources that aims at:

. 1 Handling the aging among leaders and workforce.

. 2 Limiting the migration of leaders.

. 3 Steadfastly confronting the mounting competition in the labor market.

. 4 Dealing with the fast-paced and developing changes in the environment, systems and approached of business.

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thPerformance Appraisal

• Designing Key Performance Indicators (KPI)during this phase, Key Performance Indicators will be developed for the tactical measurement, whereas such ratios will exhibit the individual’s capability to reach the objectives in the previous phase. The Key Performance Indicators measure the progress of individuals towards objectives, and the ratios will be calculated weekly or monthly. And it’s recommended that this phase to be implemented as a foundational step after the implementation of the SMART Goals Phase.

• Designing the Job Objectives Using Balance Scorecard – SMART GoalsIn this phase and after job analysis, the SMART objectives will be identified in the short run, whereas the theoretical assignments will be transferred to a host of standard objectives that includes a measurable number for a specific period of time. And it covers as well the development of the objectives of all jobs with no exception of the production functions, administration assistance functions, and technological ones. Team of experts will have access to the real-life assumption of tasks and jobs, and then put the objectives of the following properties:

. 1 Specific

. 2 Measurable

. 3 Attainable

. 4 Realistic

. 5 Timely

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Assessment centers

Al-Mayadin provides a unique variety of the Psychometrics tests in the Arabic Language besides other languages. Our research has found that the tests designed for the foreign cultures don’t maintain their

dependability and validity when translated “directly” to other languages and cultures. Therefore, we have invested a lot in adapting the Psychometrics in a sound and scientific manner to

match with the region’s culture.

As a result, Al-Mayadin has set out to build a strategic partnership with the global tests specialist, Psytech, one of the most important developers of the most dependable and valid tests, and made which available in Arabic. We have

also developed tests so as to be presented in writing or using computers or the internet.

Our tests are categorized whether personal or capability tests. And so many other types as well are available within

each category. Such variety guarantees the fulfillment of the most assessment needs.

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FirstMeasurement Uses

• Assessment CentersAssessment Centers refer to the process, not to the place. And the process will incorporate the assessment of the possibility of the individuals to occupy certain job through the use of the Psychometrics associated with a study of the individual behavior within a host of the work situations simulation that aims at displaying the competences required for such a job. The assessment centers will be different from the development centers in the way those results are used. The Assessment Centers are largely used for the purposes of selection and hiring, while, the development centers are designed to determine the developmental needs of the individual or the workgroups; and there are lots of the researches that show that the use of objective methodologies like the assessment centers helps the companies procure, develop, enhance and retain the human resources in a more effective manner than those approaches that rely on the individual insights and subjective methodologies like, interviews and referrals.

• Employment and SelectionIf you were about to go for a huge hiring campaign, Al-Mayadin will provide a vast array of assessment tools approved in Arabic and English for selecting and determining the most appropriate candidates for your institution, and thus save time and money, and facilitate the recruitment process. The vast array of psychological tests and questionnaires will cover the most personal aspects like the personal characteristics, job interests, motivation, values and capabilities, which attach importance to hiring and professional selection decisions. It’s rather important to reiterate that our tests

could be run through the internet or pencil and paper, which would secure the chance to test large groups simultaneously. After which, the results could be managed and displayed in one customized and integrated program.

• Selecting Leaders and High PotentialsAl-Mayadin prides itself of the possession of a large pool of expertise in the whole Middle East region and the international levels that enable identifying “high potentials” and “leadership potentials” from among the employees. Al-Mayadin could observe and assess the leadership candidates on the basis of the perks and advantages that would likely lead to stronger future leaders through a combination of the Assessment and Development Centers, where we would develop the individual talent reports and a summary of the advantages of each candidate. The outcomes could be used in the planning of the job succession, talent management, leadership skills development programs.

We also help determine the leadership criteria that would suit the institutions and how far those criteria would participate in spotting the future leaders. The outcomes of the talent assessment could associate the results of the job performance to result in a profound and in-depth assessment of the individual capabilities and potentials. And upon defining the leadership criteria we don’t count only on the current performance, but rather, we also verify the general competences, adaptability, learning ability, and development.

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• Training and DevelopmentThe modern measurement methods aim to position Al-Mayadin at the forefront in the field of helping corporations determine the learning, individuals and workgroups development needs. And the center would accurately determine the effective solutions as to the needs of training and development using unique technologies and well-advanced methodology that could be applied in both Arabic and English. And the results of our development centers could be capitalized upon to analyze the training needs and build personal development programs, or to enhance and reinforce the self-awareness of the individuals and workgroups through the following:

. 1 Analyzing training needs: the effectiveness of the development initiatives will hinge upon the accurate determination of the training needs of the individuals and workgroups before starting any training program. Our objective assessment methodology will highlight the needs of development whether at the individual or workgroups to epitomize the training and development budgets more effectively and accurately.

. 2 Development reports: Al-Mayadin will provide the development reports to the Human Resources department or Training Groups. Such reports will combine the results of assessment from several sources in the development centers in a whole comprehensive report that will shed the light on the strengths of the candidates’ competences and development needs. The objective assessment technologies developed that we have developed will

guarantee the veracity and credibility of such reports, which have proven invaluable as to a number of the institutions partnering with us.

Cementing the self-awareness: Al-Mayadin is distinguished in using the -360degree assessment programs in the Middle East through the usage of developed and advanced technologies for developing questionnaires using the internet in Arabic, and followed by synthesized Arabic reports. The Comprehensive -360degree assessment program spans the assessment responses, including the colleagues, managers, and direct reports, and any other third parties who have connection with the employee, which will extend a unique and realistic view to the efficacy of the employee in the workplace in such a manner that would enhance the self-awareness of the individuals and strengthen their adoption of the developmental initiatives.

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• Job Orientation:. 1 Professional orientation for the students:

the professional interests of the students could swing occasionally between the opinions and other different forces that would influence their decisions. Therefore, it’s rather important that they have a realistic view to their interests and capabilities. The job orientations report (OIP+) will investigate into three aspects of the personal characteristics, which are: the professional interests, work needs, and intellectual capabilities that are largely used by the consultants, orientation experts and occupational mentoring in the whole world. The occupational orientations report will provide reports in Arabic so that the occupational orientation consultants could use them with the students around the possible academic and professional options. The report makes available the different job choices, besides a description of the nature of the student personality and their needs from the work environment.

. 2 Professional occupational coaching and orientation:the professionals could also utilize the occupational coaching solutions we present through the study of their personal traits, work preferences, values and motivations. The occupational center assessment could help highlight the strengths, development areas, and aids in steering the beneficiaries on how to build their strengths or improve the development areas.

Our tests are categorized whether personal or capability tests. And so many other types as well are available within each category. Such variety guarantees the fulfillment of the most assessment needs.

MEASURES OF PERSONALITY MEASURES OF APTITUDEAND ABILITYThe personal tests are just an attempt to

measure the most distinguished approaches in the individual behavior in such a way that would guarantee the typical attitudes, interests and values of the individual. The personal assessment will constitute a major part of the most testing, development, occupational coaching, and consultations provisioning programs. There is a number of the personal tests depending on what they measure and the purpose of their usage.

SecondTypes of Tests

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Our Partners