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Vice President Fahad Al-Sheaibi said at an International Conference of Arab Society for Human Resources Management (ASHRM) that the company employees now require global leadership skills. This is due to the complexity and multiplicity of the modern business environment, as well as employee diversities (Baporikar, 2013). He further said that getting the best of their employees and leveraging their cultural experience as they embrace their diversity is a major source of the Company’s competitive advantage. On SABIC, Al-Sheaibi said that the company has adopted a precise and sophisticated talent management strategy that seeks first to identify the easy steps the organization can take to focus on those challenges (Baqutayan, 2014). SABIC, therefore, must gradually implement a global approach to performance appraisal via the Talent Review Process.
SABIC has identified four priorities necessary for achieving this as enshrined in its vision 2025. These include focusing on the organizational culture and leadership as the key to driving the much-needed changes within internal and external business environment (McDonnell, Hickey & Gunnigle, 2011). The second priority is to ensure that every staff member have the relevant skills and knowledge needed to perform the task to the best of their abilities. Third is to realize that the company’s recruitment is not only aimed at the present market but for future market needs. Lastly is to ensure that the Huma Resource team if fully equipped with the relevant requirements to meet its objectives (Alrasheedi, 2012). He further emphasized that attracting the right people with technical excellence and ability to join the organization is very critical for the realization of their vision. These qualities are what get a candidate through an interview door since SABIC recognizes the fact that most people work to make a difference not only for paychecks.
SABIC also offers Career Development Programmes as an important part of the employee
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