Lorem ipsum dolor sit amet, consectetur adipiscing elit. Curabitur egestas iaculis sodales. Integer dignissim nulla id sem semper accumsan rutrum rhoncus massa. Maecenas felis dolor, porta at arcu at, lacinia tincidunt ligula. Nulla id magna tellus. Nullam posuere massa in turpis ultricies, at porta ante molestie. Praesent tincidunt commodo egestas. Maecenas congue mollis leo eget sodales. Integer eu turpis leo. Aliquam auctor tortor nec magna placerat malesuada. Praesent quis hendrerit nunc, sit amet pellentesque neque. Ut lobortis commodo elit. Curabitur quis porta metus.
In 2021, we updated and harmonized several HR policies to improve performance, ensure consistency and follow best practice. The exercise was also designed to improve our people management processes, including talent acquisition, performance management, learning and development, and renumeration.
The policies updated included our Paid time off Policy, End of Service Policy, International Mobility Policy, Talent Acquisition Policy and Workplace Policy. We will incorporate these into an employee friendly handbook, which will share the ‘One ACWA Power’ vision, during the coming year.
Training and development
Employee development is essential in meeting the needs of a high performance driven culture. To achieve this, we offer employees a wide range of learning and development opportunities, which include online learning resources and interactive learning experiences designed to increase personal and professional effectiveness.
Our partnership with LinkedIn provides us with more than 15,000+ digital learning resources on numerous topics, including business and leadership skills, operations management, financial management and compliance training and tools. Mishkaty, our O&M Learning Management System Platform, offers more than 1,600 learning resources covering technical, HSSE and behavioral topics.
Lastly, we focus on developing the next generation of leaders through the Leadership Development Programme (LDP) and the Executive Managing Officer (EMO) Accelerator, a new programme designed to ready high caliber in-house talent for leadership roles.
E-learning with LinkedIn and Mishkaty
We provide all employees with e-learning solutions and will further develop this initiative over the next couple of years, including collaboration with third-parties and the development of an internal curriculum.
Our partnership with LinkedIn Learning has laid the foundations for digital learning and enables us to run several development programs at different levels of the organization, from C-level to young managers. In 2021, the use of our LinkedIn based Learning program increased by 13 percent. More than 90 employees undertook 39 external courses, or online learning modules, achieving a cumulative 22,507 learning hours.
In response to the changing workplace, we transformed our in person development training into interactive virtual learning experiences. We increased the number of bespoke courses by 50 percent more than 2020.
Through Mishkaty, our Business Unit O&M learning management system, users accessed performance management upskilling sessions and technical competence assurance programs, achieving a cumulative 11,656 learning hours during the year.
To achieve our goals for energy transition, we rely on a range of talent that reflects the diverse nature of how and where we operate. To enable us to better serve the communities where we have a presence, our aim is to create an inclusive culture in which employees have a sense of belonging and feel valued.
In 2021, our workforce consisted of 3,920 employees in the 12 countries where we operate, with female employees comprising 6 percent of the total. In 2021, 8 percent of manager and director-level roles were occupied by female employees.
Another vital objective in building gender equality is to create development opportunities for women. In 2021, we launched Women’s Initiative for Networking and Global Solutions (WINGS) – an initiative focusing on sustainable female empowerment and inclusion, while simultaneously ensuring that female leaders are given opportunities to progress in the Company. Additionally, an all-women forum reviews feedback from surveys to drive and implement three top priorities: workplace, benefits and career growth.
We initiated the development of a clear localization strategy and remain dedicated to achieving our Saudization targets in the Kingdom, as well as other localization targets in our countries of operation.
Our commitment to supporting local workforces was reflected in our employment of 2,369 local employees, representing 60 percent of the total workforce.
The company has worked on strengthening its schemes to attract, retain and develop careers to address the expectations of new hires and to build a high-performance workplace and culture.
إستلم أحدث الأخبار من أكوا باور
