Achieving excellence in performance and efficiency of human, financial, and technical resources

HRDF’s human resources plan

The HRDF team comprises highly-skilled, diverse set of professionals that operate in a cohesive, collaborative work environment to realise the strategic objectives of the Fund.

Each year, HRDF formulates an HR plan to improve on recruitment processes, staff performance management system, and the career succession scheme. In 2018, HRDF completed the automation of the staff attendance system and collaborated with the financial department to develop the HR budget.

The General Directorate of Human Resources has also updated the technical skills dictionary and developed and updated the organisational structure.

Recruitment

HRDF follows a stringent recruitment process in order to attract highly-skilled employees. The recruitment department reviews staff requirements periodically and identifies vacancies. The recruitment process follows several stages: First, the vacancy is announced internally to find the right fit from within HRDF, then the vacancy is advertised externally on HRDF’s website or using e-recruitment offices.

Training and development

HRDF prioritises enhancing skills of our team through various training programmes held throughout the year. Training programmes are developed by conducting a technical training need analysis to recommend professional certification programmes, specialised programmes, and other training programmes that are consistent with employee needs. Training and development at HRDF consists of: Specifying training needs, plan training programmes according to the needs, review the effectiveness, and application of the training.

Following this plan, HRDF’s employees are enrolled in professional certification programmes such as the Project Management Professional Certification (PMP) and the Qualifying Programme for Fellowship Test (CIA) and Internal Audit Basics and Practice for the staff of the General Directorate of Internal Audit.

There were training programmes aimed towards self-development and realising the potential of HRDF’s team. The main focus of this programme was the customer service sector. In 2018, 249 employees in three cities (Riyadh, Jeddah, and Khobar) benefitted from this programme. There was also a programme for regional Directors, supervisors in the customer service sector that was held in 2018.

For employees of the legal department, there was a specialised programme that was based on contract drafting and litigation before Board of Grievances. Further, a workshop was held for branch employees titled “Body Language and Indicative Communication in the Work Environment”, to help the improve their customer service skills.

HRDF realises the importance of improving language skills, particularly English. In 2018, 33 employees benefitted from English language learning programmes held at specialised institutions. Each team member was expected to complete up to four language levels.

HRDF in order to support youth employment and Saudisation of the workforce, accepted 27 students from Saudi universities and colleges and provided on-the-job training to help improve their skills and gain valuable career experience that will assist them after graduation. The following table outlines the training programmes that were held for different sectors of HRDF in 2018:

Reviewing training impact

This programme was initiated to review the effectiveness of the training programmes offered to HRDF’s employees. The programme used the Kirkpatrick model as its basis to evaluate HRDF’s training and development programmes. The Kirkpatrick model utilises four criteria:

1. Reaction: Measuring responses of the participants through studying body language or a questionnaire.
2. Learning: Demonstrating how training has developed skills, attitude, and knowledge.
3. Behaviour: How well the participants apply their training.
4. Results: Analysing the final results of training and looking at the outcomes and return on investment.

Performance management system

The HRDF employee performance management system determines the performance objectives and criteria for the measurement of employee performance. Its results help HRDF Management in determining rewards, promotions, and help the formulation of other HR systems like training and development. The system will identify the set objectives and discuss the achievements and assess the technical and behavioural goals and competencies.

HRDF’s performance management system will achieve the following objectives:

• Consolidate the overall understanding of the Fund’s strategic objectives and communicate with all employees in that regard;
• Ensure a clear and effective link between individual objectives of the employee and the overall objectives of HRDF;
• Develop a scientific and logical methodology for linking compensation and rewards to the performance results
• Provide important information to help the decision-making process concerning transfer, promotion, training, termination of employees