Sustainabledevelopment development Sustainable
PILLAR: Employee commitment
Professional Development Program (PDP)
Training and development The main goals and objectives of the employee training and
The Ma’aden Professional Development Program (PDP) was created to take in fresh graduates to train and develop to become the next generation of professionals working and operating the core business of Ma’aden. Development of these graduates is done through training Professional Development Program (PDP)and then through on-going at the Al-Khalij training center in Jubail The Ma’aden Professional Development Program (PDP) was created to mentoring with seasoned professionals within Ma’aden who are willing take in fresh graduates to train and develop to become the next volunteer in the program and share their knowledge and guidance generation of professionals working and operating the core business with PDP student. of Ma’aden.the Development of these graduates is done through training
PILLAR: Employee commitment development processes in Ma’aden can be summarized as follows: Training and development TheTo main goals and ofmaintain the employee training and and establish andobjectives effectively on-going, viable development processes in Ma’aden can be summarized as follows: meaningful training and development program for employees. To establish and effectively maintain on-going, viable and To develop, expand and enhance the required skills, knowledge meaningful training and development program for employees. and competencies of employees to the maximum possible at the Al-Khalij training center in Jubail and then through on-going To develop, expand and enhance the required skills, knowledge levels and The program successfully completed itsMa’aden first yearwho witharetwo intakes of in order to achieve Saudization objectives. mentoring with seasoned professionals within willing competencies of employees to the maximum possible levels in students in March and September of 2012 with a total of 54 graduates to volunteer in the program and share their knowledge and guidance To attract, motivate, develop and retain highly qualified Saudi order to achieve Saudization objectives. intoPDP the student. program. In 2013 the program has an planned intake of 93 with the nationals with the necessary experience, occupational, technical To attract, motivate, develop and retain highly qualified Saudi students across the main businesses of Aluminium, Phosphate and and administrative skills. experience, occupational, technical and nationals with the necessary Gold, while almost doubling of 2012. This intakes is an exciting The program successfully completeditsitsintake first year with two of To provide the necessary motivation for employee’s personal administrative skills. students in March andprogram September of 2012 with a totalreflects of 54 graduates indicator of the growth and equally the need to growth and improved performance to meet current and future job To provide the necessary motivation for employees’ personal into the program. In 2013 intake ofto: 93 develop more talentthe in program Ma’aden.has Thea planned programs aim is requirements. growth and improved performance to meet current and future job students across the main businesses of Aluminium, Phosphate and Identify the best organizational fit for the participants. requirements. Gold, while almost doubling intake of 2012.for This is an exciting Grow and build the its talent pipeline Ma’aden and its subsidiaries. Identify best organizational fit fortrained the participants. indicator of the program growth and equally reflects the need to The totalthe number of employees internally and develop more talent in Ma’aden. The program’s aim is to: externally, including English as a second language: cross experience andand learning in functional areas The total number of employees trained internally and GrowProvide and build the functional talent pipeline for Ma’aden its subsidiaries. outside the participants’ discipline. externally, including English as a second language 2012 2011 Provide cross functional experience and learning in functional areas Business unit No. of employees No. of employees outside the participant’s discipline. 2012 2011 Demonstrate the participants accelerated technical/business Business unit No. of employees175 No. of employees 351 Demonstrate the participant’s accelerated technical/business Head office competencies and productivity. competencies and productivity. Head office 175784 351 544 MGBM MGBM 784555 544 602 Continuing Continuing with the success of the program MPC with the success of the program in 2013, in the2013, PDP the is PDP is continually improving and enhancing its offers of education and continually improving and enhancing its offers of education and MPC 555 602 MAC 634 458 opportunities. As the As PDPthe program looks towards the future, it future, it opportunities. PDP program looks towards the MAC 634 458 Total Ma’aden 2,148 1,955 continues to work towards its next intake in the 2nd Quarter of 2013 continues to work towards its next intake in the 2nd Quarter of 2013 Total Ma’aden 2,148 1,955 following in the 3rd quarter of the same year. and another then another following in the 3rd quarter of the same year. Ma’aden’s total investment in training courses for employees and then 2012 Ma’aden’s total investment in training courses for employees 2011 An exciting event which will involve the PDP program in 2013 is the An exciting event which will involve the PDP program in 2013 is the Item (in million SR) (in million SR) Saudi/American Cultural Mission’s (SACM),(SACM), Saudi Career heldFair in held in 2012 2011 Saudi/American Cultural Missions SaudiFair Career Total scholarship and Item (SR millions) (SR millions) Washington D.C, USA from the 24th to the 27th of May. The goal and D.C, USA from the 24th to the 27th of May. The goal and training fees and 49 16 aim isWashington to seek out the best and brightest Saudis who are studying Total scholarship aim is to seek out the best and brightest Saudi’s who are studying 49.010.5 16 2.2 abroad on the King Abdullah Scholarship, give them the opportunity Total travel training fees expenses abroad on the King Abdullah Scholarship, andpart give the what Ma’aden can offer and invite them to be ofthem the most Totaltravel Ma’aden 59.5 Total expenses 10.5 2.2 18.2 to seeopportunity to see what Ma’aden can offer and invite them to be part exciting professional opportunity in the kingdom. This helps build the Total Ma’aden 59.5 18.2 of the most professional opportunity in the Kingdom. Ma’aden brand to exciting those in the King Abdullah scholarship program as This helps the Ma’aden Brand tobrand thoseand in the King Abdullah well as buildbuild the Ma’aden international recognition abroad scholarship as wellitsasyoung buildtalent. the Ma’aden international brand as a company thatprogram truly develops
and recognition abroad as a company that truly develops its young
talent. planning program Succession Ma’aden has designed a robust and effective Succession Management Program to further Planning the processProgram of career planning and career paths for Succession Ma’aden employees. The Pilot aSuccession Planning project was initiated Ma’aden has designed robust and effective Succession Management in third quarter to of 2012 andthe completed of 2012.and 2013career will bepaths for program further process in ofDecember career planning the inaugural for the first complete run through of a full succession Ma’adenyear employees. The Pilot Succession Planning project was planning and management program to and benefit and help in develop the of 2012. initiated in third quarter of 2012 completed December current andwill future leaders of Ma’aden. process therun through of a 2013 be the inaugural year The for the first involves complete consistingprogram of tested to and implementation of a vigorous full succession planningassessment and management benefit and approved psychometric assessments, leadership capability assessments help develop the current and future leaders of Ma’aden. The process and 360° Leadership assessments to help find and put into place the consists of implementing a vigorous assessment center consisting of right leaders for the future of Ma’aden. This activity is followed by talent testedwith andthe approved psychometric assessments, leadership capability discussions leadership teams at Ma’aden to find the next assessments and 360° Leadership assessments to help find and put generation of leaders. Succession planning is the next step in building into place the the capability right leaders forfuture the future of Ma’aden. Thisbe activity is and developing of the of Ma’aden and should followed by talent discussions fully implemented by mid-year 2013. and C-Level talent discussions with the leadership teams at Ma’aden to find the next generation of leaders. Succession planning is the next step in building and developing the capability of the future of Ma’aden and should be fully implemented by mid-year 2013
Housing facilities at Ras Al-Khair
hausing facilities at Ras Al Khair
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ANNUAL REPOR T
ANNUAL REPOR T
2012
2012