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Statistical Overview of Development Programs at SEC

This outline provides a statistical overview of the development programs at SEC, including the number of employees, operational and capital budgets, and the total number of customers. It also includes common excuses from various stakeholders and recommendations for improvement.

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Statistical Overview of Development Programs at SEC

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  1. OUTLINE • STATISTICAL OVERVIEW • DEVELOPMENT PROGRAMS AT SEC • COMMON EXECUSES (by Various Stakeholders) • RECOMMENDATIONS

  2. 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

  3. 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

  4. Engineers 2855 10% Other University Graduates 4015 14% Other Employees 22,025 76% TOTAL COMPANY WORKFORCE: 28,895 SEC EMPLOYEES

  5. Non-Saudi Engineers 1045 37% Saudi Engineers 1810 63% Total Number of Engineers (2855) ENGINEERS AT SEC

  6. 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

  7. 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)

  8. Dept. Managers 60 Vice Presidents 15 Div. Managers 214 Other Engineers 2566 ENGINEERS BY RESPONSIBILITY

  9. Engineers 214 39% Non-Engineers 337 61% DIVISION MANAGERS

  10. Engineers 60 38% Non-Engineers 99 62% DEPARTMENT MANAGERS

  11. Engineers 15 41% Non-Engineers 22 59% VICE PRESIDENTS AND ABOVE

  12. 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)

  13. 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.

  14. 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

  15. 3- MANAGEMNT DEVELOPMENT PROGRAM (MDP) TIME DURATION: NO TIME LIMIT MDP PARTICEPANTS: • INCUMBMENTS OF MANAGERIAL POSITION • CANDIDATES OF MANAGERIAL POSITION

  16. 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

  17. saudi pdp college employment history:2000 - 2005

  18. WHAT DOES IT TAKE TO PRODUCE HIGH QUALITY ENGINEERING GRADUATES ?

  19. 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

  20. 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

  21. 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 . . . .

  22. Common Excuses(by various stakeholders) /Cont’d Most of these excuses have some truth in them . . . BUT Substantial achievements can still be made

  23. 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

  24. 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.

  25. 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

  26. 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

  27. THANK YOU Email: SECEO@se.com.sa Copies of these slides can be found on: http://www.kfupm.edu/sef2006

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