associates retention plan11

8/10/2019 Associates Retention Plan11

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ALJ Retention Plan

First Version 2014

ALJ CEP SaudizationProgram


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Introduction Program Plan for Excellence:

Creating a Trainees retention plan can address the underlying causes of potential turnover andhelp guarantee our company's ability to sustain those future workforces. Writing a step-by-step

retention plan might ensure that you keep Those Trainees engaged and productive workforce.However, instead of simply structuring financial incentives that pay employees to stay, we rather

develop a strategic plan that addresses the reasons that Trainee might leave and explores all the

company's options for retaining its most valuable workers. The comprehensive retention plan forsuch Trainees, with strategic goal of setting the standard for higher Training Effectives and

Knowledge Grasping as well as Retaining Those Trainees for employment opportunities and

retain them in their Potential Future Jobs. Itsalso practice reveal that significant increases in

retention of trainees will result from how our retention techniques done in a coordinated,systematic strategies aligned in support of a high quality educational experience.

The proposed action plan has three interrelated parts, three pillars supporting ProgramRetention Excellence

Program RationalCreate Opportunities for Exceptional Training and Learning Experiences across the breadth of the

program (An exceptional Training experience is one characterized by a wealth of opportunities to

combine intellectual challenge and growth with personal enrichment and development.)

Manage Trainees Expectation and Involvement Needs (Thesecond pillar is a culture of high

expectations for intellectual and personal engagement. This element of the plan will require a significant

change in Training Paradigm. It calls for the creation of a communityincluding Trainees, Training

provider and other staff involved in the program committed to the achievement of Trainees Full

potential; an environment in which each Trainee we admit takes advantage of the rich opportunities the

within this program and after it.)

Require Data-Driven Planning and Administration (An organizational system designed to produce

excellence in Trainees opportunity and foster high expectations for Trainees engagement and success

requires that we be able to identify what works and what doesnt. A powerful and nimble data analytic

capacity is one of the most important forces for renewal and innovation. Data systems provide the

informational currency for measuring progress, focusing discussion, and propelling change. Setting the

standard requires that all three parts of the plan are achieved. A connected set of strategies composethe infrastructural support for each of the pillars. Together, these strategies form the comprehensive

action plan for increased retention to graduation.

Targeted Audience:


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Saudi Nationals from the these different qualifications

Secondary School Graduates

Technical College Graduates

Apprentice Ship Programs Graduates

University Graduates

Program Objectives:

Retention of CEP Trainees During The Program

Retention of CEP Trainees After The Program

Increase Their Engagement and Motivation along the above mentioned Phases Decrease The level of Trainees Absenteeism

Increase The level Of Know How Investment and Orientation with ALJ Operations and

Cultures To Minimize Their Induction Stage to The business and Eliminate Reality

Shocks

Retention Phases

Our retention efforts in this Program will be Categorized on Three Main Phases, Matching with The

Program structure for Assurance of retention program objectives to be achieved as Follows:

Phase 1: Pre Program Phase

Phase 2: Program Training Phase

Phase 3: Program Employment Phase


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Retention Techniques Deployed:

1- HR Audits

2- Trainee Surveys

3- Recognition Programs

4- Group Team Building

5- Individual Counseling

6- Group Counseling

7- Allocation Check

Promoting Program HR Audit

Introduction:

HR Audits will be done through Business Partners to assure enough orientation and Induction

Program has been made to trainees as well as program is promoted well and satisfying 3 Main

Things:

1- Program Realistic Review Have been done with The trainees2- Detailed Awareness Of Program Structure3- True Assessment of Trainee willingness and Readiness for Training4- Better explain Program and the contributions that it can make to the trainee and Selling

the value, rewards and longevity of a career in social care

5- Promoting career opportunities after Program Completion

Responsibility:

Milestone Responsible Unit Expected DeadlinesProgram Realistic Review Recruitment General program Review

during Interview

Detailed program Reviewonce Trainees are offered

Trainee is offered

Third Party Training

ACCL

Detailed Program Structure,

Benefits ,outlines ,Subjects

,Training Methodology,


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feedback Mechanism

associates retention plan11

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