Jeddah HR Forum24-27 November 2012

Jeddah , KSA

Schindler

Saudi Arabia

Saudi Program & Retention Plan Human Resource

About Schindler

© Schindler

Founded in 1874, the Schindler Group is a leading global provider of elevators, elevators and related services.

In 2011, the Schindler Group generated sales of more that CHF 7.8bn (SAR 31bn). Schindler’s mobility solutions move more than one billion every day people all over the world. Behind the company’s success are 44,000 employees in over 100 countries.

Schindler is in Saudi Arabia since 1956 first with a distributor and since 2011 as Schindler Olayan Elevator Co. Ltd.

Main businesses are the supply of new elevators and escalators (NI) and the servicing of existing equipment (EI).

3

4

Introduction

Schindler’s Corporate Goals and Objectives include:• Being the preferred employer in the industry• Having employee motivation that is higher than the national norm

in each country

Schindler Olayan in Saudi Arabia commits to localization due to the following principles:• To decrease the over-reliance on expats; to help constrain related

demographic, economic, and government security challenges• To support Kingdom Saudization strategies. • Social responsibility• To create a strong local team that will lead Schindler in Saudi Arabia

in future

© Schindler

5

Saudization

• It is one of Schindler’s goals and targets to develop HR Strategies designed to attract, employ, develop, and retain qualified Saudi employees.

• Schindler Saudi Arabia defines Saudization as placing skilled, qualified Saudis in career fields to create economic growth for the Kingdom of Saudi Arabia.

© Schindler

Basic Training

TEST

FieldExperience

InstallationTraining

TEST

FieldExperience

1 2 3 4

Further Training

(based on Gaps)

1 week 12 weeks 4 weeks 12 weeks

1 weeks

2012

2013 CertificationTEST

Assessment

Qua

lific

atio

n

Hiring & Training of Young Saudi Graduates NI

6© Schindler

Hiring from Universities and/or Technical Colleges

Integration in regular workforce

Hiring & Training of Young Saudi Graduates EI

Basic Training

TEST

FieldExperience

EIFundamental

Training + Prod. Specific

TEST

FieldExperience

1 2 3 4

Assessment(Demonstration)

Further Training

(based on Gaps)

1 week 8 weeks Up to 3 weeks 12 weeks

max 3 days

2012

2013 CertificationTEST

2nd half 2012

FieldExperience

6 months

Qua

lific

atio

n

7© Schindler

Hiring from Universities and/or Technical Colleges

Integration in regular workforce

8

Incentive Plan Technician ( Colleague )Trainee Retention Rate Incentive Amount

100% Retention each year One Basic Salary

<100% because of scholarship and other obligatory factors

Decision of management team

Incentive plan SupervisorPhase Percentage of Retained Technicians Incentive Amount

First year Greater than 80% retention rate for the first year One Basic Salary

Second year Greater than 70% for the second year Two Basic Salary

Retention Period Amount

Complete 1 Year Two month Basic

Complete 2 Years Three Months Basic

Incentive plan Saudi (Trainee)

© Schindler

9

Certification Program

• The Certification program is applicable for all Schindler Field staff (locals and expats)

• The Certification criteria are defined by the Schindler Group and the process includes technical as well as soft skill aspects

• Targets numbers for certifications will be identified at the beginning of each year following the need of the business

• Young Saudi trainees will only be certified after the successful completion of their technical Training program.

© Schindler

10

Helper

Trainee

SV 5400

FE 5400

SV 3300

FE 3300

PL 3300

Fitter

NI Career Path for Fitters

CertifedHelper

Certif. FE PLIn Future

Training For Fitters and Engineers (New Installation )

High

Low

PL 5400

Fitter

Certif. 2Fitter PLBY SAIS

Certif. 2SV PLIn Future

FE field EngineerSV supervisorPL Product Line

SV 7000

FE 7000PL 7000

Fitter

© Schindler

Time years

Career Path

11

Level 1

SAIS Inspector PL

FE for PL

3300 PL SV.

Career Path For Engineers (New Installation )

High

Low

PL 5400

SV

FE field EngineerSV supervisorPL Product Line

SV 7000

FE 7000

Project Manager

Trainer for PL

Master Trainer

SAIS Inspector for 7000

Application Engineering& Drafting

Sales&Estimators

Career Path

Time years

NI Career Path for Engineers

© Schindler

12

Trainee

MFE SeniorMaster trainer

MFE Junior

FE Senior

FE Junior

Technician Senior Technician Junior

EI Career Path For EI FE

High

Low

Technician Senior Technician Junior

Career Path For Engineers (Existing Installation )

Time years

Career Path

© Schindler

Different Skill Levels

13

Incentive Plan for Certification Program

NI Certification Program

Certification will be on product line not progression

Incentives will be for the successful completion of certification of such product

The proposed amount will be fixed amount of SR. 3000

Additional incentive will be paid for fitters who completed 25 units ( amount of SR. 3000)

EI Certification Program

Certification will be on progression ( moving from one level to the next)

Incentives will be for the successful completion of certification of each level

The proposed amount will be fixed amount of SR. 3000

© Schindler

Thank you for your attention.

This presentation is our intellectual property.It may not be copied in any manner, nor used for manufacturing, nor commu-nicated to any third parties without our written consent.