ALJ Retention Plan

First Version 2014

ALJ CEP Saudization
Program

Introduction Program Plan for Excellence:

Creating a Trainees retention plan can address the underlying causes of potential turnover and
help 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 for
such 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. Its also 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 Program
Retention Excellence

Program Rational
Create 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 (The second 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 community including 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 compose
the infrastructural support for each of the pillars. Together, these strategies form the comprehensive
action plan for increased retention to graduation.

Targeted Audience:

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

Retention Techniques Deployed:

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HR Audits
Trainee Surveys
Recognition Programs
Group Team Building
Individual Counseling
Group Counseling
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 trainees
2- Detailed Awareness Of Program Structure
3- True Assessment of Trainee willingness and Readiness for Training
4- 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 Deadlines

Program Realistic Review

Recruitment

General program Review

during Interview
Detailed program Review
once Trainees are offered
Trainee is offered
Detailed Program Structure,
Benefits ,outlines ,Subjects
,Training Methodology,

Third Party Training

ACCL

feedback Mechanism