A Journey of People Development, Processes and Tools

Objective/Scope Abu Dhabi National Oil Company (ADNOC) places a priority on People Development. The reorganisation in 2016, a changing demographic, and increased emphasis on "Emiratisation" of the workforce has only reinforced that priority. The reorganisation fused together disparate companies, each with its own competency standards. The goal of ensuring that UAE national staff are used and developed throughout the organisation, coupled with our demographics, has added to the requirement for standard set of measures and processes for capability development across the ADNOC Group. This initiative has been implemented in phases, beginning with the creation/unification of core technical, behavioral/leadership and business competencies for all subsurface disciplines across the Group. We are now creating a learning organization to address our remaining challenges. A joint effort is required between our human capital and technical discipline leaders. Methods, Procedures, Process The ADNOC Competency Frameworks were created through a joint effort between subject matter experts (SME) and the People Development Team. The deployment of these frameworks was done in two main steps:Creation and verification. This was a joint effort between our Human Capital organisation and domain experts from the operating companies. This deployment also saw the creation of discipline authorities for the subsurface organisation. These "Heads of Discipline" are domain experts with a focus on skills and staff development. A "self-assessment" + "manager verification" process was used to populate the competency framework database.Data analysis. A statistical subset of the data were independently verified by SME interviews. Anomalies, and disciplines with insufficient coverage were scrubbed from the data. A number of analytical tools were used for data analysis, including "Heat Maps" for visual impact.Results, Observations and ConclusionsThe results revealed strength in the "engine room" of the organization, however, some "gaps" were identified. One gap was identified in the transitional grades between the "junior" and "operational" staff. This was consistent for all disciplines, and it is being addressed through specialized training and on-the job work assignments. Another gap was identified in some specialties, in which ADNOC depends on one or two individuals for key skillsets.As we took immediate action to address some gaps, we recognised that a longer term solution was required. This has taken the form of the ADNOC Learning Institute (ALI). The ALI is a comprehensive solution which includes strategic workforce planning, future capabilities, competency and learning frameworks. These will underpin future efforts in technical succession planning and mobility.Novel AdditionsThe ADNOC Learning Institute was crafted to meet the competing challenges of skills development, demographics and Emiratisation. The ALI demonstrates how a unified vision is required to meet future challenges.

Components to foster organizational resilience in tourism SMEs

PurposeSmall- and medium-sized enterprises (SMEs) mainly rely on their structure and internal networks to achieve their goals and remain competitive. However, their limited internal capabilities and complex environments can hinder their stability. Thus, this study evaluated the relationships among specific factors toward fostering organizational resilience (OR) in tourism SMEs.Design/methodology/approachA multi-methodological approach was adopted to address this research study, including (1) social network analysis (SNA) to formulate the conceptual model and (2) construct validation through partial least squares path modeling (PLS-PM).FindingsThe six proposed hypotheses were supported. These results suggest that addressing these variables and relationships after considering management style and people development as critical factors can foster OR in tourism SMEs.Research limitations/implicationsThe ideas that were developed were constrained to the organizational domain. Although the results apply to the Mexican context, this limitation can be offset by extending the proposal to other emergent regions or organizations. This can also increase the generalization of the results and foster improvements in the approaches applied.Practical implicationsAcademics and managers must rethink resilience as the final state generated by multiple factors. This requires reconfiguring inner organizational interactions, providing more autonomy to operative units, reinforcing business intelligence and improving feedback mechanisms.Originality/valueThis research study contrasts previous studies because it proposes that SNA be exploited to avail of the advantages it confers in designing the conceptual model. In this regard, we present new relationships to promote OR and provide new avenues in order to improve the analysis of adaptation processes.

Pengembangan Sistem Pelatihan Melalui Analisis Kesenjangan Kompetensi Arsiparis di Kementerian Sekretariat Negara Tahun 2021

Kementerian Sekretariat Negara menyimpan arsip terkait dengan Presiden dan Wakil Presiden. Arsip tersebut perlu dikelola Arsiparis yang kompeten. Pembentukan arsiparis kompeten dilakukan melalui program Pengembangan Kompetensi Aparatur Sipil Negara, yang salah satu prosesnya adalah analisis kebutuhan pelatihan. Analisis kebutuhan pelatihan dilakukan melalui pendekatan analisis kesenjangan. Tujuan penelitian yaitu menganalisis level dan jenis kompetensi yang dibutuhkan, yang dimiliki saat ini, kesenjangan antara level dan jenis kompetensi serta merancang program pelatihan sesuai kebutuhan. Penelitian menggunakan pendekatan deskriptif kuantitatif melalui metode sensus dengan responden sebanyak 46 orang. Metode penelitian yang digunakan adalah analisis deskriptif dan analisis kesenjangan kompetensi. Hasil dari penelitian yaitu jenis kompetensi yang dibutuhkan arsiparis meliputi kompetensi manajerial, sosial kultural, dan teknis berkisar di level 4 - 5, jenis kompetensi yang dimiliki arsiparis berkisar di level 3 - 4, terdapat kesenjangan yang signifikan di semua jenis kompetensi baik itu kompetensi manajerial, sosial kultural maupun teknis, dengan besaran kesenjangan level kompetensi berkisar antara 0,13 sampai dengan 1,73, program pelatihan yang dirancang sesuai dengan kebutuhan arsiparis dan termasuk kategori prioritas antara lain membangun integritas, bekerja dalam tim, bekerja efektif, pelayanan prima, penetapan tujuan, membangun tim efektif, komunikasi, penetapan tujuan dan umpan balik, people development, pengelolaan arsip dinamis, pengelolaan arsip statis, dan pembinaan kearsipan.

Human Resource Management Implementation at Startup Arena Corner

Arena Corner is a new startup engaged in applying sports venue rental related to everything that smells of sports. In an effort company's performance, it is necessary to implement good human resource management. The following purpose of this research is that research aims resource management (HRM) in the growth of Arena Corner startup. Considering Arena Corners of new digital startups are growing and require many human resources in the They need. Information systems so that the proper implementation of HRM correct maintain arena corner in the competitive digital startup competitive. The method applied uses human resources the approach with spectrum recruitment, personnel, people development, compensation benefit, and industrial relations. The results of this research show that the application of HRM becomes a necessity for startup companies. In winning competition, it is necessary to create a training center to print human resources that understand technology for the needs of the company and the needs of the startup ecosystem and can add income and new businesses in the era of startup the competition. Keywords: Human resource management mission; Human resource management practices; HR startup, Arena Corner.

Exploring the critical waste factors affecting construction projects

PurposeWaste is typically encountered during the building's life cycle, from the design phase, through the construction phase, to modification and demolition. Most of these construction wastes are unnoticed or unattended by project managers, which lead to serious environmental problems. Effective waste reduction strategies will require a thorough and detailed understanding of the causes of construction waste. Hence, this paper aims to explore critical waste factors (CWFs) affecting the performance of construction projects.Design/methodology/approachAn extensive literature review was carried out to determine these factors based on previous studies, from which a questionnaire was developed. Series of statistical analyses such as reliability analysis, Spearman Correlation, Kruskal–Wallis and factor analysis were performed on a total of 330 valid responses to identify latent factors responsible for wastes occurrence.FindingsThis study reveals 31 CWFs through evaluation of prior relevant studies carried out in several countries and then adjusted and validated through semistructured interviews. The significant differences in views within various groups of respondents with different organizational characteristics are highlighted. The results of factor analysis showed that there are six principal components extracted with 66.3% of variance explained (material-related factors; subcontractors and workers; planning, communication and coordination; people involvement and financial issues; people development strategies; and external factors).Originality/valueThis study differs from other studies in the literature by gathering all relevant waste factors including those related to nonphysical waste such as time, budget, workers and equipment. Furthermore, this paper will be of great interest to both practitioners and researchers since it brings various recommendations concerning the prevention/reduction of waste through lean construction for more sustainable construction projects.

The Knowledge about the Sexual Development of a Child in Education of the Teachers of the Preschool Breeding and also in the Early School Education. Pedagogical Reflection

In the face of the threats associated with the sphere of human sexuality, especially of a child, it is needed to prepare the future and current teachers to help effectively to the child to develop herself/himself in all spheres of her/ his personality. What is more, it is also very important to resist effectively the abuses and to protect the limits of her/his intimacy. The sexual abuses against the child and the sexualisation are the phenomena present nowadays in almost every latitude. The reason for their broadening favors the lack of sexual development and the lack of people prepared its processing, including the teachers. As the prominent people who have the influence over the development of the child and young generations, the teacher can become the significant group against the negative phenomena of social life and to conduce to such young people development, to make them understand their sexuality and also the differences in its experiencing. They can also form the attitude and the views free from prejudices and the reluctance, fight with the stereotypes associated with the sex and with the minority sexual groups. In order to take such actions in this area, it is needed to obtain the knowledge of the specific kind- what to teach? and how to teach? What do I need to know about myself?

How can risk of COVID-19 transmission be minimised in domiciliary care for older people: development, parameterisation and initial results of a simple mathematical model

This paper proposes and analyses a stochastic model for the spread of an infec- tious disease that is transmitted between clients and care workers in the UK domicil- iary care setting. Interactions between clients and care workers are modelled using specially generated networks, with network parameters reflecting realistic patterns of care needs and visit allocation. These networks are then used to simulate and SEIR-type epidemic dynamics with different numbers of infectious and recovery stages. The results indicate that with the same overall capacity provided by care workers, the minimum peak proportion of infection, and the smallest overall size of infection are achieved for the highest proportion of overlap between visit allocation, i.e. when care workers have the highest chances of being allocated a visit to the same client they have visited before. An intuitive explanation of this is that while providing the required care coverage, maximising overlap in visit allocation reduces the possibility of an infectious care worker inadvertently spreading the infection to other clients. The model is quite generic and can be adapted to any particular directly transmitted infectious disease, such as, more recently, COVID-19, provided accurate estimates of disease parameters can be obtained from real data.