Human capital management

Alinma Bank prioritizes Human Capital (HC) Management as a primary strategic component, and thereby derived nine key HC strategic initiatives aligned with the overarching strategy of the Bank, with a primary objective to be the “First Employer of Choice” in the financial sector of the Kingdom. During 2022, the HC division leveraged major organizational restructuring carried out during the previous year to successfully close eight of nine key HC strategic initiatives derived from the Bank’s 2021-2025 Strategy:

The HC division continued to implement the remaining initiatives during the reporting period, with projects underway to digitalize and streamline HC processes, and to build an agile organization that operates with high standards of alignment, accountability, expertise, transparency and collaboration.

The Bank’s “Women Empowering Department” continued to increase the number of females hired, developed and promoted by Alinma, as part of the Bank’s new strategic direction to empower women at all levels, with all business divisions contributing towards creating a better balance in the Human Capital of the organization.

Alinma Bank’s conviction and commitment to its human capital was reinforced as it was recognized by the Ministry of Human Resources and Social Development (HRSD) with the Labor Award for the top entity to nationalize jobs in the financial and insurance sector, with a Saudization rate of 95.20% for 2022.

Employee distribution by gender, category of employment and education

	Male (Numbers)				Female (Numbers)				Total (Numbers)
	SM	MM	C	O	SM	MM	C	O	SM	MM	C	O
Doctorate	1	1	0	0	0	1	0	0	1	2	0	0
Masters	7	62	67	17	0	8	22	0	7	74	135	17
Graduates	6	188	1,192	63	0	15	478	0	6	213	1,655	63
Other	0	46	654	8	0	1	25	0	0	45	693	8
Total	14	297	1,913	88	0	25	525	0	14	322	2,438	88

Our values

The HC division continued to enhance the Bank’s hiring and onboarding process with the “Creating Employee Experience Department”, to better acclimatize new employees to the Bank’s culture, to help them better understand their role in the Bank’s projected success, to feel valued for their input, and to create an overall enriching employee experience benchmarked to international standards.

Additionally, the HC Employee Care Unit organized a number of initiatives as well as entertainment events and social activities during 2022, to strengthen morale, and to facilitate some much-appreciated employee engagement and networking opportunities.

The highly successful incentive scheme based on employee productivity from the previous year was extended from Retail Banking in 2022 to cover Private, Affluent and Business Banking Divisions of the Bank and its Contact Centre, as well as non-interest bearing (NIB) deposit growth, increasing motivation and satisfaction among employees as they directly contribute to and benefit from the Bank’s growth.

Alinma Bank’s compensation and benefits strategy remains one of the most competitive in the market, evidenced by the high percentage of youth the Bank retains in its talent pool, and the long service periods of Alinma’s loyal employees.

Organizational health

Alinma Bank conducted an “employee pulse check” in the form of an Organizational Health Index (OHI) survey at the onset of 2022. Organizational health determines any organization’s ability to maintain a highly engaged workforce that aligns with and achieves its strategic goals, and is crucial for sustainable growth and performance. Alinma tracked a number of different dimensions to gauge employee sentiment and organizational health; namely Leadership, Direction, Innovation and Learning, Work Environment, Motivation, Rewards and Recognition, Accountability, Coordination and Control, Capabilities, as well as External Orientation. With a participation rate of 82%, the results showed an overall improvement of 6 points from 2021, recording an impressive OHI index of 70 for the year under review.

A factor that has greatly contributed towards further enhancing employee sentiment has been the introduction of “Employee Voice”
a secure channel where employee grievances are handled with sensitivity by the Bank. Employee inquiries, complaints and suggestions can be directed to the channel, which underwent a number of enhancements to improve the communication process during 2022.
The Annual Employee Appraisal program also covers employee grievances, to ensure their continued experience remains positive.

Employee health

Dedicated to fostering a healthy, thriving and content workforce, the Bank implemented a number of health initiatives and campaigns to raise awareness on employee health and wellbeing. Alinma also continued to adhere by COVID-19 best practices for employees in 2022, even though the impact of the pandemic showed a slowdown. Mask and vaccination mandates were upheld at the Bank in accordance with Ministry of Health and Ministry of Human Resource and Social Development (HRSD) regulations to ensure employee as well as customer well-being. Free COVID-19 tests for employees were facilitated, in addition to vaccination drives in coordination with health authorities, within the Bank’s premises. Employees who contracted COVID-19 were offered fully-paid sick leave until complete recovery. The “work-from-home” set-up launched during the pandemic continued to evolve during the reporting period, allowing for staff whose physical presence is considered non-essential, to work remotely using specialized tools.

Employee capacity building

With the strategic objective of building employee capacities through qualitative training, Alinma Bank has taken a holistic approach to employee training and development at all levels. The “Alinma Academy for Education and Development” serves Alinma employees by offering all mandatory awareness courses and preparation courses for certificates required by SAMA. With the drive to digitalize every aspect of the Bank’s processes and prompted by the “new normal” brought forth by the pandemic, 2022 has seen a focused drive towards e-learning, with an emphasis on Technical and Leadership related training and development during the year, in addition to the core training requirements.

Training program, participants and time

	2022	2021	2020
Number of training programs	352	108	252
Total number of participants	14,931	7,745	1,739
Training days	11,574	9,075	1,565
Hours spent on training	88,870	54,450	9,390

Hours of training that the Bank’s employees have undergone during the year, by gender, employee category and skills type

Type	Number of employees			Number of person hours of training
	Male	Female	Total	Male	Female	Total
Mandatory	7,162	1,735	8,897	17,264	4,346	21,610
Non-mandatory	3,810	2,224	6,034	35,596	31,664	67,260
e-Learning	8,185	2,078	10,263	16,370	4,156	20,526

Type	Number of employees			Number of person hours of training
	Male	Female	Total	Male	Female	Total
Senior Management	137	0	137	1,036	0	1,036
Middle Management	384	50	434	2,128	520	2,648
Other	10,451	3,909	14,360	49,696	35,490	85,186

Alinma Bank takes a holistic approach to employee training and development at all levels, enhancing their skills, ability and competency to provide employees with career progression, while ensuring a more enriched and efficient customer experience as a result.