Our people strategy

We believe it’s important to focus on the people who steer our Company. They are part and parcel of our success and the strategy detailed below reinforces that their development and well-being are at the heart of our operations.

The purpose of BEAM 2.0 – our People General Management strategy – is to ensure that the capacities and productivity of our 1,545-strong workforce are robust enough to implement LEAP – solutions by stc strategy. The emphasis on talent development and local content
also help further the national objectives of Vision 2030.

Employee profile

Culture and engagement

Environment is everything, and we aim to provide an appealing one to both current employees and prospective hires. By cultivating a culture aligned with the three values of devotion, dynamism, and drive, we are able to achieve high levels of engagement and productivity.

In order to monitor employee satisfaction and feedback, the Company undertakes semiannual employee engagement surveys. In addition, the Company regularly reviews its compensation and benefits strategy to offer our employees a rewards scheme that is competitive within the context of the broader market. The Company also offers a number of benefits to its employees including personal, housing and education loans, medical fund support, child nursery allowances and retention rewards, as well as continuous feedback, mentoring, and coaching opportunities.

Moreover, the Company also encourages participation in community initiatives throughout the Kingdom, such as the Human Resources Development Fund, which provides training opportunities to the fresh graduates.

In order to maintain strong levels of satisfaction and productivity amidst the COVID-19 pandemic, we focused our actions on improving the overall quality of life for employees at every level through an employee experience model that responded to the unique demands of the context. First and foremost was implementing remote working options and providing supplementary support such as office desks at home for employees. Wider initiatives included an internal health clinic, an internal gym, entertaining activities within the premises and outside venues, and a heightened focus on employee recognition. Internal surveys were conducted in order to ensure a healthy work-life balance for all Company employees. For its efforts, the Company was awarded a Great Place to Work-Certified™.

solutions by stc has a thorough Whistle-blowing Policy that covers issues that may involve alleged fraud, unethical behavior, misconduct, or corruption. This encourages all employees and connected parties to speak up in confidence on the issues outlined above. The Policy applies to irregularities or suspected irregularities involving employees, shareholders, consultants, vendors, contractors, and other parties who have a business relationship with the Company. Whistle-blowing channels include a dedicated email address and a 24/7 hotline. The Company makes every effort to maintain confidentiality of the issues raised through the channels and thereafter conducts sound investigations followed by remedial action.

Moreover, the Company’s People General Management (PGM) Policy has a comprehensive set of guidelines on handling grievances with regard to performance evaluation. Every employee is made aware of the objectives that need to be met in order to ascend within the Organization. Once performance evaluations are conducted, employees are given the right to voice their concerns regarding the results of the evaluation. This ensures that employees receive a fair evaluation and are able to communicate openly with their line managers and other key decision makers within the Organization.

The Company has also developed an automated process through the Enterprise Resource Planning (ERP) Platform. Through the ERP, employees can access a wide range of resources including financials, supply chain, projects, and most importantly seamlessly connect with the People General Management to raise their queries and concerns.

Given that the Company has sound policies in place to ensure the well-being and satisfaction of its employees, it has been able to effectively attract and retain talent, with a turnover rate of 8.85% in 2021.

Learning and development

The training of staff is considered a priority and on-par with international standards. Therefore, we design and execute dedicated training programs catered to our entire staff to ensure a familiarity to soft skills, technical tasks, and project management-related responsibilities. Developmental programs of the Company provide a structured career path for employees who may want to pursue a technical career path or a leadership intensive role. We are always looking to provide employee development training through different methods, in alignment with our strategy so that we achieve an apt skill level across the Company. Our most prominent employee training programs are as follows:

• solutions’ Futurist Program:
  In partnership with IESE Business school, we aim to prepare and develop selected employees as leaders by providing training in business skills and knowledge, as well as developing collaboration and mindset skills applicable within the Company.
• Digital Collaboration Program: a program that aims to enhance virtual and digital communication between teams while utilizing diverse digital platforms to cope with current remote working environments.
• Talks by solutions Program:
  a series of webinars in which guest speakers (from within the Company or externally) provide information on diverse topics including leadership skills and technical expertise.
• Virtual Coaching Program:
  a coaching program in partnership with coREACH Institute which focuses on coaching employees with a view to elevating individual performance and effectiveness as well as team productivity and individual leadership capabilities.
• Virtual Mentorship Program:
  the Program objective is to establish and expand an internal SME mentors pool from within the Company, and from which employees can select their mentors in order to encourage knowledge sharing within the company and further develop internal engagement levels.
• LinkedIn Learning:
  a subscription service for employees on the LinkedIn Learning platform providing content to develop skills, prepare for professional certification exams, and provide insight on a variety of specific topics.
• In-House and Virtual Training Classes:
  training classes developed based on an annual training needs analysis, undertaken by the Company in partnership with various training institutes covering areas of technical training and certification exam preparation as well as soft skills.
• Signature by solutions:
  a management development program for recently promoted and soon to be promoted managers at the Company focusing on key skills and competencies required by managers within the Company.

Recruitment, Saudization, and Nitaqat

In accordance with the Nitaqat program, male and female Saudi employees make up 60.79% of the total manpower within the Company, receiving a “platinum” classification in the Ministry of Human Resource and Social Development Nitaqat program after calculating the Saudization process. We are committed to achieving government policies on Saudization, for which reason the training of Saudi capacities are a high priority for the Company.

Recruitment analysis based on gender 2021

Recruitment analysis based on age 2021