The Mini-MBA Strategic Operations Business Executive (SOBE) is equivalent to an MBA level course taught at American Universities and modified to provide participants with the most up-to-date tools. Successful completion of the course makes you a Certified Strategic Operations Business Executive.
Exclusive Pre-Event Speaker Interview - Mazen Khalefa
Mazen Khalefa shares his views on the human resource sector of Saudi Arabia
Fleming. : In your opinion, how can the gap between education and technical job skills be bridged?
Mazen Khalefa : I think the solution is to design "Competency -Based – Development" Learning Curriculum to be part of the education system and help closing or bridging the needed skill gaps. This solution can be tackled from different views, the most doable in my opinion is by developing a "National Competency Framework" which should incorporates the core technical & behavioral competencies required in the local labour market. Following the identification of the competencies, tailored development programme can be design according to the specific learning objectives of the identified competencies.
Fleming. : What kind of strategies have been adopted in your organization to build the right work culture?
Mazen Khalefa : In SABB with have adopted "Values-Led-High-Performance-Culture" which supports the delivery of our strategy through our people. We have identified four corporate values which then have been embedded into our performance management system and became part of everything we do.
Fleming. : What do you think is the key to identify and develop the next generation of leaders from the current talent pool?
Mazen Khalefa : I believe the essential components of identifying and developing leaders in national context should be driven by the country-five-years plans. If one of the plans for example is to shift toward further economic diversification by expanding the industrial sector, then the focus of the talent identification & development should be geared to achieve that plan.
Fleming. : IIn your view, what are the main challenges being faced by the HR sector in Saudi Arabia?
Mazen Khalefa : I think the HR sector in Saudi Arabia has been developed throughout the last 10 years progressively from a "Personnel Oriented department" to "Human Capital Management Function". However, the challenge currently is to move toward a "Consultant Function" which can provide the appropriate advisory to the management of the organization. This movement requires massive knowledge acquisition from the HR professionals toward the latest market trends, economic & commercial acumen, and global understanding of the best business practices.
Fleming. : In what way do you think this conference will benefit the participants?
Mazen Khalefa : The conference offers gathering of several HR professional who can exchange their knowable and experiences and interact with the global reputable suppliers of people management related solutions. Also, Kindly let me know if you are liaising with any media/reporter at your end to be present at the forum additionally. If yes, do send me their details so that I can register their media pass for the forum.
Be part of 4th Edition Kingdom Human Asset Management, 23 - 24 February 2016, Novotel Riyadh Al Anoud, Riyadh – Saudi Arabia
Attend & Learn | Share & Experience | Meet & Network | Partner & Promote
For more information about the summit please contact Mohor Mukherjee
E: firstname.lastname@example.org | T +971 4609 1570 | F +971 4609 1589 #KHAM16
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HR Oman Summit
Themed as "Connecting People to Change", the HR Oman Summit has emerged as a platform for HR Leaders & Experts in the region to Discuss, Develop, Drive the National Priority of Human Resource Development through Leadership Development & Excellence building.
Certified Financial Modeling Professional
Build more powerful and more accurate forecasting models to better analyze financial data, predict revenues and costs, assess risks—and justify critical business decisions.
An interview with Hamdah Said Al Shamsi, Acting General Manager, Public Authority for Social Insurance (PASI)
Hamdah Said Al Shamsi has wide experience in the field of finance and management along with more than 25 years of leadership experience with the Public Authority for Social Insurance (PASI) where she held various roles and with the United States Agency for International Development (USAID). She is also a contributing editor to several major magazines and newspapers in Oman. Mrs Al Shamsi has authored four books. Ms Shamsi is also a speaker and an active member of Toastmasters International in Oman.
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Ms Dalila Safir possesses more than 15 years of experience in HR and Communication. Throughout her career, she has held different roles in the HR function, in multinationals organization, including Alcan (Aluminium and Packaging), where she spent 10 years. She holds a Master and Post Master Degree in HR & Communication from University Paris IV Sorbonne and a Master in NLP Coaching from Mindbrige. She also teaches HR Marketing and HR Management at the University of La Sorbonne Abu Dhabi.Ms Safir is currently the HR Director for Aujan Coca-Cola Beverages Company where she has implemented a novel HR strategy structured around 3 main pillars Alignment-Capability-Engagement to support the Group vision to become a world class bottling operation.
The Rules of Employee Engagement
Take a look at the infographic talking about "The Rules of Employee Engagement"