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The Middle East HR Summit 2006, Dubai, 17-19 September 2006

Gasco 21 Realizing the Vision

Retaining Talent: When Does itReally Start?

18 September 2006





Recruiting talent

Retention from the start

My company… GASCO

Engaging employees

Benefits

Program Overview





Attracting & retaining

talent is one of the mostchallenging activities

companies face today





From the book“Good to Great”

Jim Collins on finding Talent…

Great business leaders all feel one of the biggest limitations on successful

business growth is the difficulty of attracting and keeping enough of theright people…





“Getting top people is my number 1concern because the strength of thewhole team determines Yahoo’s

overall success…”

Terry Semel Yahoo’s CEO…





Strategic Questions

What is the company’s Vision & MissionAre major changes taking place in the industry

Will we be doing the same thing in

5 weeks, 5 months, 5 years…

Are we heading in a new direction

What does it take to be successful today

What wil l i t take to be successful tomorrow





Disadvantages:Inbreeding

Lack of new ideasPolitical infighting for promotion

More training & development

Retention of people NOT selected

Advantages:Improves employee morale

Encourages high performance

Better assessment of talent

Lower recruiting costs

Promotes succession planning

Internal Recruiting





Disadvantages:Morale of existing employees

Adjustment – orientation periodWeaker assessment of talent

Applicant may not be a good fit

Commitment problems

Advantages:Bring new ideas to the company

High level of competence

No political infighting

Faster than training a marginally

qualified in-house candidate

External Recruiting





Focus the Recruiting Efforts

Identify skills neededPrioritize vacant positions

Focus efforts on the most critical positions

Consider Nationalization implicationsCollect resumes, CVs and job applications

Follow systematic screening process

Select the top candidates for interviewManage the interview process

Make final selection decisions quickly





Explain hiring process to applicants

Sell the company

Sell the job to applicants

Keep the applicants informed

Ensure good fit between applicant & thecompany

Make final selection decisions quickly

Attracting High-Potentials





Matches applicant skills, knowledge, & abilitieswith company needs

Direct impact on the employee’s work efforts Lowers cost

Improves morale

Greater job satisfaction

Why is a Good Fit Important?





When Does Retention Start?

Visionary companies start thinking about employeeretention when they make a job offer …

Offer contains more than salary & starting detailsIt promotes company image

It reinforces applicant’s decision to join

How can we do th is?





Candidate’s acceptance letter Contains the job titleBrief job descriptionStarting dateTime and place to report

Pay & benefits program information

Company promotional literature

Copies of in-house newsletters

Product descriptions & catalogs

Annual Report

A Good Offer Package





Supervisor writes a welcome letter

Includes recent achievementsOutlines future objectives

Provides department organization chart

Other Items Could Include…

HR sends the offers but the gaining manager canstill play a role…

A “good offer” helps the applicant reconfirm their decision to join while providing material friends &family can look at.





Initial documents

Complete screening formalitiesEnter data in the system

Outline major Policies & Procedures

Provide Company ID CardDiscuss Pay & Attendance

Introduce employee to their new manager

The Employee Arrives…

HR welcomes the new employee during a shortmeeting to collect…





Prepare the new employee’s physical work area

Ensure they have the right supplies & equipmentEstablish computer access & email account

Make sure their phone number is working

Discuss the employee’s job description Explain their major duties & responsibilities

Explain standards they will be evaluated against

The First Day…

New employees should always meet their manager and see their work environment…





Explain the organization’s culture Discuss customs, values and traditions

Explain department’s day-to-day activities

Conduct a department tour Introduce employee to their colleagues

Point out the location of:

Rest roomsBreak areas / smoking areasCafeteriaEmergency exits / safety gear Supply cabinets, photocopy and fax machines

The Manager Should Also…





Making A Difference…

Assign a work project that supports the

department’s mission

Their work should be task with real value

Don’t give them manuals / policies to read

Conduct regular & frequent follow-up





Dress code

Email / internet usage

Employee manualGrievances / complaints

Health plan

Meal breaks

Parking facilities

Probationary period

Later in the Week…

HR personnel provides additional information… Overtime rules

Telephone policies

Security regulationsSmoking policy

Suggestion program





Why is thisImportant to

GASCO ?





Joint Venture Company started February 1978 ADNOC, Shell, Total & Partex

Daily Processing Capacity of: 5 billion cubic feet of gas 20,000 tons of Natural Gas Liquids (NGL)

220,000 barrels of condensate 4,500 tons of Sulphur 3,000 tons of Ethane

Production is for Local Consumption & Export

Operates 2300 KM of pipelines within the UAE

Abu Dhabi Gas Industries Ltd.





Other Critical Factors

More than $6 billion worth of projectsGASCO’s capacity doubling by 2008

Extensive recruiting efforts underway

Ageing workforce / future retirements

Increasing Nationalization targets

Extremely competitive recruiting market

So… employee engagement and retentionefforts are critical to the Company’s futuresuccess…





Engaging& Retaining

Employees





Ruwais

Asab

Buhasa

Jebal Ali

Abu Dhabi

Habshan/Bab

Customer Service 2004-2005

1) MIND LEAP

We cross over to betterperformance through a

change in thinking

April & May314 people

2) UNDERSTAND OTHERS

We solve many problems byunderstanding other people

July & August367 people

3) LISTEN UP

We improve communicationwhen we develop our

listening skills

November & December391 people

4) PRO-ACT

We take action tohelp our colleagues

February & March329 people

http://www.clipart.com/en/close-up?o=957742&memlevel=A&a=c&q=pipeline&s=1&e=19&show=&c=&cid=&findincat=&g=&cc=&page=

http://www.clipart.com/en/close-up?o=957742&memlevel=A&a=c&q=pipeline&s=1&e=19&show=&c=&cid=&findincat=&g=&cc=&page=




Gasco 21 Realizing the Vision Interactive Workshops

1401 people attended CustomerService Training in 2004-2005





1012 people attended workshopsin 2005-2006

Commercial Awareness Sessions





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2003

2004

2005

KPI Achievement

85%

109%

118%

0%

20%

40%

60%

80%

100%

120%

2002

2003

2004

Engaged Workforce Benefits





In Closing…

Good training will not fix a bad recruitingand selection process

If you don't hire the right applicant, your

competitor will

Every company has equal access to

materials, information & resources – the

real difference is the way successful

companies use these assets!





AdditionalInformation





The Society for Human ResourceManagement (SHRM) is the world's

largest association devoted to human

resource management. Representing

more than 200,000 individual members,the Society's mission is to serve the

needs of HR professionals by providing

the most essential and comprehensive

resources available.

http://www.shrm.org

What is SHRM





ASTD (American Society for Training & Development) is

the world's largest association dedicated to workplace

learning and performance professionals. ASTD's 70,000

members and associates come from more than 100

countries and thousands of organizations--multinational

corporations, medium-sized and small businesses,

government, academia, consulting firms, and product

and service suppliers.

What is ASTD?

http://www.astd.org





The Human Capital Institute (HCI) is a professional

organization dedicated to leadership in the business

science of Talent Management. Members are HumanCapital professionals & executive leaders who share

the conviction that TALENT is the most powerful

competitive lever in a knowledge economy.

What is HCI?

http://www.humancapitalinstitute.org




Questions ?

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