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OUTLINE. STATISTICAL OVERVIEW DEVELOPMENT PROGRAMS AT SEC COMMON EXECUSES (by Various Stakeholders) RECOMMENDATIONS. SEC At a Glance. Number of employees 28,895 (82.3% Saudis). Total Circuit Km, Dec. 2005 Transmission Distribution 35,144 km 155,001 km.

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Presentation Transcript
slide2

OUTLINE

  • STATISTICAL OVERVIEW
  • DEVELOPMENT PROGRAMS AT SEC
  • COMMON EXECUSES (by Various Stakeholders)
  • RECOMMENDATIONS
slide3

SEC At a Glance

Number of employees28,895 (82.3% Saudis)

Total Circuit Km, Dec. 2005Transmission Distribution35,144 km 155,001km

Operational Budget, 200617,257MSR

Total number of customers, 20054,727,371

Capital Budget, 200613,554MSR

Generation28.37GW

Total energy sold, 2005153,284 GW

Annual total labor cost4,433MSR

slide4

Expats

Nationals

All

2005

1997

1997

2005

2005

1997

1997

1997

2005

Source: Professional Development Project for Engineers In Saudi Arabia, KACST

Number of Engineers

Per 100,000 Population

slide5

Engineers

2855

10%

Other University Graduates

4015

14%

Other

Employees

22,025

76%

TOTAL COMPANY WORKFORCE: 28,895

SEC EMPLOYEES

slide6

Non-Saudi

Engineers

1045

37%

Saudi Engineers

1810

63%

Total Number of Engineers (2855)

ENGINEERS AT SEC

slide7

Others (26)

Industrial (107)

Systems (62)

Computer (169)

Electronics (53)

Communications (74)

Civil (81)

Chemical (41)

Electrical (1651)

Mechanical (591)

Total Number of Engineers (2855)

Engineers By Major

slide8

Master’s Degree Holders

Doctorate Degree Holders

Industrial Engineer (1)

Electronics (3),

Comm. (1)& Computer (3)

Chemical (3)

Mechanical (2)

Industrial (3)

Civil (6)

Electrical

(47)

Mechanical (25)

Electrical (10)

Master’s and Doctorate Degrees

TOTAL MASTER’S AND DOCTORATE DEGREES (104)

slide9

Dept. Managers

60

Vice Presidents

15

Div. Managers

214

Other Engineers

2566

ENGINEERS BY RESPONSIBILITY

slide10

Engineers

214

39%

Non-Engineers

337

61%

DIVISION MANAGERS

slide11

Engineers

60

38%

Non-Engineers

99

62%

DEPARTMENT MANAGERS

slide12

Engineers

15

41%

Non-Engineers

22

59%

VICE PRESIDENTS AND ABOVE

slide13

DEVELOPMENT PROGRAMS AT SEC

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.

3- MANAGEMENT DEVELOPMENT PROGRAM (MDP)

A MANAGERIAL AND LEADERSHIP PROGRAM TO PROVIDE DEVELOPMENT OPPORTUNITIES FOR POTENTIAL SAUDI MANAGERS (DIVISION HEADS AND ABOVE)

slide14

1- PROFESSIONAL DEVELOPMENT

PROGRAM (PDP)

TIME DURATION:

2 YEARS

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.
slide15

2- CAREER DEVELOPMENT

PROGRAM (CDP)

NO TIME LIMIT

TIME DURATION:

CDP PARTICEPANTS:

  • PDP GRADUATES
  • DIRECT HIRES FROM UNIVIERSITY GRADUATES (MASTER’S DEGREE)
  • SECTION & UNIT HEADS
  • DIVISION MANAGERS AND ABOVE
slide16

3- MANAGEMNT DEVELOPMENT

PROGRAM (MDP)

TIME DURATION:

NO TIME LIMIT

MDP PARTICEPANTS:

  • INCUMBMENTS OF MANAGERIAL POSITION
  • CANDIDATES OF MANAGERIAL POSITION
career path development for new hired engineers

Newly Hired Engineer

MDP

Management Development Program

CDP

Career Development Program

PDP

24 Months

Yearly Updating

Followed By One Year Mentored Job Training

CAREER PATH & DEVELOPMENTFOR NEW HIRED ENGINEERS

Program of Highly Potential

Employees:

Focuses on distinct employees holding

Graduate degree or hold a position of

first line supervision

Supervisory

Career

Path

Managerial

Career

Path

Professional

& Technical

Career

Path

....

مهندس أ

مهندس ب

Engineer A

Engineer B

Replacement Tables

Engineer C

slide19
WHAT DOES IT TAKE

TO PRODUCE HIGH QUALITY

ENGINEERING GRADUATES ?

common excuses by various stakeholders
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

slide21

Common Excuses(by various stakeholders)

/Cont’d

  • 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
slide22

Common Excuses(by various stakeholders)

/Cont’d

  • 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 . . . .

slide23

Common Excuses(by various stakeholders)

/Cont’d

Most of these excuses have some truth in them . . .

BUT

Substantial achievements can

still be made

slide24

Desirable Qualities in Graduates

  • ANALYTICAL /THINKING SKILLS
  • PROBLEM FORMULATION /SOLUTION SKILLS
  • SELF LEARNING SKILLS
  • CREATIVITY
  • ENGLISH LANGUAGE
  • COMMUNICATION SKILLS
  • TEAM WORK
  • EXPOSURE TO ECONOMICS /COST
slide25

Recommendations

  • 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.
slide26

Recommendations /Cont’d

  • 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
slide27

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

slide28

THANK YOU

Email: SECEO@se.com.sa

Copies of these slides can be

found on:

http://www.kfupm.edu/sef2006