Manager, Learning & Development
Developed new Learning & Development Strategic Plan to more effectively support the rapid growth of the company. Consolidated all training functions within new L&D organization to enable more efficient utilization of training resources.Built a team consisting of 4 first-line managers, 29 total headcount. Achievements:
•Designed and Implemented new Management Development program.Focused on fundamental management skills aimed at improving performance of work teams and individual contributors.Designed sustainability & reinforcement program to ensure effective individual adoption of new skills.
•Conducted initial Needs Analysis, developed Training Plan and Budget. Needs Analysis broken down by Professional, Management, IT, Technical (construction), and Language skills.Initial annual budget to support the training plan totaled $4.6m.
•Established new Assessment & Training Center in Manila, Philippines.Goal was to improve quality of new hires, to be achieved through assessing new candidate skills in-country, and to train to Saudi Oger tools and techniques prior to arrival in Saudi Arabia.Located and negotiated access to a government training center for this joint project, whereby the Philippines would receive new equipment and upgraded skills for their trainers.
•Redesigned L&D processes to support and comply with ISO-9001 Quality initiative.Established new L&D processes corporate-wide to ensure compliance with ISO-9001.This resulted in a streamlined and more efficient use of corporate training resources.
•Re-design of Project Management training curricula to support organisation-wide standardization ofPM & PM tools. Primavera, MS Project, consistent PM processes and procedures to improve resource mobility across the organization.Required close coordination and teaming with Engineering, Construction, and Maintenance Divisions.
•Created new IT Skills Lab. Obtained new facility for the lab, procured new computers and equipment to enable teaching of the latest versions of MS Office, MS Project, Primavera, and AutoCad.
•Developed new Performance Management processes. In support of eventual migration to a Management by Objective performance system, new Performance & Appraisal process was established.
•Developed New Hire Induction program.Streamlined and simplified the new hire induction program to improve new hire “time to production” and orientation to Saudi Arabia and Saudi Oger.
•Implemented English Language classes. Primary focus was to improve English skills of the employees who spoke French and Arabic.Evaluated, selected, and negotiated contract for English teachers to staff the initial Phase One project.