Career training
Based on the belief that the human element is the main driver of its resources, the Company gives a high priority to the training and development of the human resources, especially when the individual staff is having the quality skills and knowledge capacities that relate to the Company’s type of business. Training is looked upon as a highly effective process with a high return on investing in the human resources, an essential element to maintaining a highly efficient workforce, and an upgrading means to the skills and confidence of the staff, and improves the work quality.
Training has been defined as the process through which individuals gain the knowledge and skills that lead to better performance, refine the skills and capacities they are having in parallel to developing their professional attitudes in order to achieve the preset objectives. The training objectives are directly linked to the development of the Company’s workforce. What effectively enhances the training activities is the case where the connection between the capacity and the will can be achieved. That is where the focal point of training can be seen, and which includes highly sensitive issues such as:
Enhancing the training staff’s conviction in their will for continuous development.
Developing the knowledge of the training staff with what goes along with the continuous updating.
Providing the staff with the basic work principles and managerial methods, in order for them to help in achieving the Company’s objectives.
Due to the interest it is having in training, the Company’s top management is so keen on developing all the departments, activating the role of knowledge management, and being genuinely ready to be awarded with the King Abdullah II Award for Excellence and Transparency. The Company is also keen on qualifying its staff through training, using the up-to-date technological methods. In order to translate the directions of the Chairman of the Board, Board Members, and the CEO into actions, an advanced strategic plan has been developed to start applying the modern training programs to qualify the Company’s staff to increase the efficiency and productivity, set up a system of performance indicators for each department, and define and correct performance deviations. Putting these directions into practice will subsequently be reflected onto achieving the general objectives of the Company that will make it a distinct company.
The training strategy is aiming at giving the staff the knowledge and skills needed for a quality performance. Training budget is allocated and the rate of return on training calculated through defining the training needs assessment, and job objectives, which all leading to providing the specific training for each department.
Through training, the Human Resources Department aims at achieving the following objectives:
Developing the technical capacities:through different types of training ranging from courses on the basics and introductory level to workshops, and highly specialized courses.
Developing the managerial and financial capacities:through several courses and workshops aiming at developing the managerial and supervision skills, problem solving, and decision making.
Training the trainer: As the Trainer plays a major role in the training process, it becomes necessary to give the trainer extra knowledge and skills, and experiencing the latest skills through courses and workshops. The HR Department has established its library as a reference to the workers to get the information in both paper and electronic forms. It also works on coordinating knowledge transfer from the knowledgeable workers to their colleagues through holding workshops and specialized programs.
Specialty based training: to improve workers skills in their practical application.
Building a network of cooperation with the training providers, internally and externally, the specialized ones in particular.
Preparing training material packages for all levels, in a way that links the training levels to the career path.
Keeping contacts with the training providers and trainees in a way that helps achieving the following objectives:
- Improving the practical skills of the trainees (oral and written communication, and making them capable in communicating with others in a realistic work environment).
- Giving the trainees the opportunity to apply job related tasks that introduce them to the tools and mechanisms used in the business environment, such as procedurals rules and programs.
Creating the analytical and descriptive senses and linking the theory to the application.
It is worth mentioning that the full benefit of training cannot be realized without evaluating the training to assess the level of achieving its objectives, detect the strength points and enhancing them, and the weak points and minimize them in the coming training programs to improve the training and increase its efficiency.
Based on our Core Values and principles, training is for the development of the Human Capital. Thus, it becomes a necessity to developing the staff, improving their skills, and building their capacities to perform their roles in achieving the Company’s objectives and the full effectiveness.