1.statistical overview 2.development programs at sec 3.common execuses (by various stakeholders)...
TRANSCRIPT
1. STATISTICAL OVERVIEW
2. DEVELOPMENT PROGRAMS AT SEC
3. COMMON EXECUSES (by Various Stakeholders)
4. RECOMMENDATIONS
OUTLINE
SEC At a Glance
Number of employees 28,895 (82.3% Saudis)
Generation 28.37 GW
Total energy sold, 2005 153,284 GW
Total number of customers, 2005 4,727,371
Operational Budget, 2006 17,257 MSR
Capital Budget, 2006 13,554 MSR
Annual total labor cost 4,433 MSR
Total Circuit Km, Dec. 2005 Transmission Distribution 35,144 km 155,001 km
Number of EngineersPer 100,000 Population
3471068
452 2551000369
80
2800
5300
3800
130
67
113
0
1000
2000
3000
4000
5000
6000
SaudiArabia
UAE Kuwait Bahrain Jordan Egypt Moroco England Germany
2005
2005 1997 1997 2005 1997 2005 1997 1997
Source: Professional Development Project for Engineers In Saudi Arabia, KACST
Expats Nationals All
SEC EMPLOYEES
TOTAL COMPANY WORKFORCE: 28,895
OtherEmployees
22,02576%
Engineers285510%
Other University Graduates
401514%
Engineers By Major
Electrical (1651)
Mechanical (591)
Chemical (41)
Civil (81)
Communications (74)
Electronics (53)
Computer (169)
Others (26)
Systems (62)
Industrial (107)
Total Number of Engineers (2855)
Master’s and Doctorate Degrees
TOTAL MASTER’S AND DOCTORATE DEGREES (104)
Electrical
(47)
Master’s Degree Holders
Mechanical (25)
Chemical (3)
Civil (6)
Industrial (3)
Electronics (3),
Comm. (1) & Computer (3)
Doctorate Degree Holders
Electrical (10)
Industrial Engineer (1)
Mechanical (2)
1- PROFESSIONAL DEVELOPMENT PROGRAM (PDP)
A TWO-YEAR LONG INTEGRATED SET OF DEVELOPMENT ASSIGNMENTS AND TRAINING COURSES DESGINED FOR THE NEWLY HIRED UNIVIERSITY GRADUATES
2- CAREER DEVELOPMENT PROGRAM (CDP)
A SET OF JOB RELEVANT TRAINING OPPORTUNITIES TO BE OFFERED IN-HOUSE OR BY EXTERANAL PROVIDERS IN ORDER TO IMPROVE EMPLOYEES’ JOB COMPETENCE AND PREPARE THEM FOR CURRENT AND FUTURE TARGET JOBS.
A MANAGERIAL AND LEADERSHIP PROGRAM TO PROVIDE DEVELOPMENT OPPORTUNITIES FOR POTENTIAL SAUDI MANAGERS (DIVISION HEADS AND ABOVE)
3- MANAGEMENT DEVELOPMENT PROGRAM (MDP)
DEVELOPMENT PROGRAMS AT SEC
PROGRAM GOALS:
TRAIN NEW COLLEGE GRADUATES FOR DESIGNATED JOB ENTRY LEVELS.
IDENTIFY THE GRADUATES’ CABABILITIES AND PLAN A RELEVANT CAREER PATH FOR EACH
SUPPORT THE COMPANY’S STRATEGIC GOAL OF SAUDIZATION
PROVIDE A GENERAL ORINTATION OF THE COMPANY’S MAIN BUSINESS LINE & ACTIVITIES
HELP TO PLAN AND ORGANIZE THE COMPANY’S MAIN WORK FORCE.
TIME DURATION: 2 YEARS
1- PROFESSIONAL DEVELOPMENTPROGRAM (PDP)
PDP GRADUATES DIRECT HIRES FROM UNIVIERSITY GRADUATES
(MASTER’S DEGREE) SECTION & UNIT HEADS DIVISION MANAGERS AND ABOVE
NO TIME LIMIT TIME DURATION:
CDP PARTICEPANTS:
2- CAREER DEVELOPMENTPROGRAM (CDP)
INCUMBMENTS OF MANAGERIAL POSITION CANDIDATES OF MANAGERIAL POSITION
NO TIME LIMIT TIME DURATION:
MDP PARTICEPANTS:
3- MANAGEMNT DEVELOPMENTPROGRAM (MDP)
CAREER PATH & DEVELOPMENTFOR NEW HIRED ENGINEERS
Newly Hired
Engineer
PDPPDP24 Months24 Months
Replacement Tables Replacement Tables
Followed By One Year Mentored Job Training
MDPManagement Development
Program
Managerial CareerPath
Supervisory CareerPath
Professional & Technical
CareerPath
CDPCareer
Development Program
........مهندس مهندس
أأمهندس مهندس
ببEngineer CEngineer C
Yearly Updating
Program of Highly Potential Employees:
Focuses on distinct employees holding Graduate degree or hold a position of
first line supervision
Program of Highly Potential Employees:
Focuses on distinct employees holding Graduate degree or hold a position of
first line supervision
Engineer A
Engineer B
saudi pdp college employment history:2000 - 2005
0
100
200
300
400
Non-Engineers 120 93 53 41 62 99
Engineers 207 211 191 196 226 237
YEAR 2000
YEAR 2001
YEAR 2002
YEAR 2003
YEAR 2004
YEAR 2005
Common Excuses(by various stakeholders)
• Market requirements unclear– Numbers– Specialties– Regions
• Pay scale for professors too low• Quality of high school graduates
– Apathy / indifferent– Low skills in the following disciplines:
- Reading - English - Writing - Math- Thinking
• Limited resources at university – Labs– Equipment– Facilities– Instructors– Teaching aids
• Too much emphasis on research at expense of teaching• Apathy / indifference of employers in
– Providing feedback– In employing Saudis
/Cont’dCommon Excuses
(by various stakeholders)
• Lack of comprehensive strategy– At Ministry of Higher Education level– At Ministry of Education– At other Ministries . . .
• Professors indifferent to needs of students • Professors not good instructors• Curriculum lagging technology in marketplace• Irrelevant material in programs,
and more . . . .
/Cont’dCommon Excuses
(by various stakeholders)
Most of these excuses have some truth in them . . .
BUT
Substantial achievements can still be made
/Cont’dCommon Excuses
(by various stakeholders)
ANALYTICAL /THINKING SKILLS
PROBLEM FORMULATION /SOLUTION SKILLS
SELF LEARNING SKILLS
CREATIVITY
ENGLISH LANGUAGE
COMMUNICATION SKILLS
TEAM WORK
EXPOSURE TO ECONOMICS /COST
Desirable Qualities in Graduates
Accept students who have what it takes
Develop appropriate Admission Tests
Generate interest in the youth:
- Open houses / road shows
- Support hobby clubs
- Exciting summer activities
- Permanent exhibitions
Analyze attrition and grade distribution & feedback to acceptance criteria.
Recommendations
Build bridges to industry
Hire business developers focused on sectors
Run relevant short courses
Focus graduation projects and master's thesis on industry problems
Invite visiting instructors from industry
Implement Job rotation programs
Partner with leading international universities
Visiting professors (both ways)
Student exchange
Collaboration on curricula
Recommendations /Cont’d
Aim for excellence in teaching
Train all instructors
Reward Excelling instructors
Bigger weighting for tenure
University must consider quality of graduates as PRIMARY MISSION
Recommendations /Cont’d
Email: [email protected]
Copies of these slides can be
found on:
http://www.kfupm.edu/sef2006
THANK YOU