CIPD Foundation Level 3 Assessment Cover Sheet

Centre Name: Bahrain Institute of Banking and Finance

Candidate Name: Eman Ali Alwuhayb
CIPD Registration No: 45203583

Unique Learner No (ULN):

(if applicable)

Qualification Title:
Unit Title(s): Understanding organizations and the role of human
resources
Unit Code(s): 3HRC
Assessment Activity (and assignment title if applicable):
Date due for assessment:
Actual date submitted:
Extension requested:

Extension granted:

Revised Submission
Date:

Candidate Declaration:

I confirm that the work/evidence presented for assessment is my own

unaided work.

I have read the assessment regulations and understand that if I am

found to have copied from published work without acknowledgement,
or from other candidates work, this may be regarded as plagiarism
which is an offence against the assessment regulations and leads to
failure in the relevant unit and formal disciplinary action.

I agree to this work being subjected to scrutiny by textual analysis

software if required.

I understand that my work may be used for future academic/quality

assurance purposes in accordance with the provisions of the Data
Protection Act 1998.

I understand that the work/evidence submitted for assessment may not

be returned to me and that I have retained a copy of my records.

I understand that until such time as the assessment grade has been
ratified by internal and external quality assurance verifiers it is not final.

Signature: Eman Ali Alwuhayb

Date: October 14, 2015

1.2
Sadara Chemical Company represents a unique alliance between two corporate leaders
in their respective industries Saudi Aramco and The Dow Chemical Company brought
together through shared values and a dedicated vision to create a game changer in the
chemical industry. Sadara is constructing in Jubail Industrial City, Saudi Arabia, the
world's largest chemical complex ever built in a single phase, with 26 integrated worldscale manufacturing plants that will produce more than three million tons of products
every year. Sadara will be a Fortune 500 company within the first year of full operation.
At Sadara, we seek to create value through chemistry. At the same time, Sadara
committed to contributing to the economic diversification and downstream development
in Saudi Arabia.
Of the 26 manufacturing plants currently being constructed in Jubail, 14 are completely
new to Saudi Arabia, and their products will be made in the Kingdom for the very first
time. Among these new manufacturing plants are the Elastomer plants and the
Isocyanates and Polyols (Polyurethanes) plants. By bringing in state-of-the-art
technologies to create new products, Sadara will be adding new value chains to
complement the Kingdoms existing chemicals landscape. Sadara is on track to deliver
its first products in the second half of 2015, with the complex in full operations in 2016.
1.2
Many of Sadara's domestic customers will be located right next-door to the chemical
complex in PlasChem Park, a collaborative effort between Sadara and the Royal
Commission for Jubail and Yanbu that will serve as an accelerator for the Kingdom's drive
to create more value in the downstream sector. PlasChem Park will create unprecedented
conversion industry investment and innovation opportunities, as well as thousands of
sustainable jobs, making a positive and enduring impact on the Saudi economy.

1.1
As Im working in HR Services Department our job is to provide Sadara Chemical
Corporation, Management, Employees and industrial relation - HR departments with day
to day administration and personnel services; whilst maintaining Ministry of Labor (MOL)
government regulations and Sadara HR corporate polices through its services,
applications and processes.

Our goals are to serve all Sadara employees and their dependents with
related personnel matters, provide HR and Personnel Administration services
consistently in a timely manner, provide HR and Personnel Administration services
consistently in a timely manner and collect the HR Business and Policy requirement and
coordinate with Information Technology (I.T.) department to enhance, integrate,
streamline and close the HCM systems execution gaps.
1.3
POLITICAL Petrochemicals projects are uniquely challenging as the best placed among

them are technically complex and can, as does Sadara, produce a diverse of specialty
products into wildly varying markets.
Sadara will market products to customers located within the Kingdom and the Middle
East area, and, initially, a Dow subsidiary will have the exclusive right and obligation to
market the products outside of the region except the countries that are in black list as
per the agreement between Dow and Saudi Aramco.
Dow has to stick to the agreement to not sell Sadara product to black listed country or it
will have big impact of the relationship between the countries and it will have big impact
for Sadara sales.
ECONOMIC The economy is going down and because of that Sadara has reduced the

budget that was planned last year for training, manpower plan and IT Project and as
result the company will not be productive as agreed in the operational plan.
TECHNOLOGICAL Sadara need to implement the best enterprise resources planning

(ERP) solution in the market and one of the top solution is SAP ERP and Sadara is forced
to use it as the mother companies Saudi Aramco and Dow already implementing SAP
ERP which being utilized for their processes.
SOCIAL

Sadara is very active in supporting community needs in Jubail city which

explains that company is taking care of local society. The Sadara cultural and social
group is still considered to be under formation and aims to develop as the entire Sadara
family continues to develop and build the world scale petrochemical plant under
construction. The group is in line with the corporate values, mission and vision and has
the ambition to expand on it by bringing employees together in order to help create a
unique inviting culture that reflects the Sadara way
Sadara has sponsored many charitable activities like:

Ramadan Food Basket: this event is will take place every year to help needy
family during holy month of Ramadan.
Waste Free Environment campaign: the objective is to maintain community environment
awareness and to highlight the importance of recycling process.
Sadara and people from all other organizations join hands for cleaning up their local
environment as part of an imitative by the Gulf Petrochemicals and Chemicals
Association (GPCA).
Sadara is forced by Saudi labor law to reduce working hour during Ramadhan which will
affect the productivity for whole organization.
2.1
HR services department include the following functions:
1.
2.
3.
4.

HR center.
Payroll & Benefits.
HR Information & Systems.
Employee relation.

HRS Dept.ORG Structure:

HR center is responsible to provide first class services to Sadara management,

employees and their dependents with related personnel matters.
Payroll function is in charge to administer and execute Payroll every month along other
government services like GOSI, medical insurance, HR development fund, etc.
Before payroll execution in every month HR center has to maintain employee master
data correctly to avoid any incorrect payment for Sadara employees.
Employee relations protect Sadara and its employees provided fair counseling in any
circumstances aligned with HR policies and Labor Law, ERU serves as a central resource,
assisting departments; HR Staff and employees offering professional advice and
guidance regarding governance, labor relations, disputes at work with or between
managers and employee(s); grievance; Assists managers to formulate the accurate HR
approach and disciplinary action.
HRIS is responsible to provide the best technology for above areas by collecting business
requirements from all HR function and coordinate with information technology
department to streamline human resources day to day activities.
In addition to that HRIS maintain data integrity, reliability, security and single source of
accurate information by using the best application for HR metrics and dashboard which
help our management manage their organization and make the right decision.
2.3
Sadara represents a unique union between two corporate leaders in their respective
industries Aramco and The Dow brought together through shared values and a
dedicated vision to create a game changer in the chemical industry.
What is Game-Changing Behaviors?
Game-Changing Behaviors (GCBs) are skills and personal characteristics that contribute
to superior performance that will lead to achieve the first product in Sadara.
Game-Changing Behaviors Dimension

At Sadara, we seek to create value through chemistry. At the same time, we are
dedicated to contributing to the economic variation and downstream expansion in Saudi
Arabia.
Our values are:
1. SAFETY: Safety is considered in every decision and action we take. Set safety
expectations with all direct reports. We must intervene fast and welcome
intervention.
2. INTEGRITY: Lead by example by being consistent in decision-making. Be fair by
setting clear goals and expectations. Be honest and deliver on promises.
3. TEAMWORK: Respect regardless of seniority, trust each other by welcoming
diverse values, backgrounds, experiences, appearances and talents.
4. EFFICIENCY & EFFECTIVENESS: Plan and execute with the end result in mind,
changing course when needed. Make timely decisions with the right people based
on facts and data.
5. LEARNING & GROWTH: Provide clear career path opportunities for all employees
linked to learning, growth and results. Unleash our hidden talent through
employee engagement and development.
According to Charles Handy model of organization culture:
1. Power: Sadara encourages its employee to participate and share their opinion
which may affect the management decision in business, workplace and even at
organization level.

Sadara has set the level of approver for most of the HR activities to
the managers or their delegates which can be adapt and move quickly.
2. Task Culture: As one of Sadara values is team work to help achieve target and
solve critical problem and every team member has to contribute equally and
accomplish tasks in the most innovative way.
3. Person Culture: Sadara cares about the employee via attracting top talent in the
market and building the workforce for the future and establish positive work
environment.
4. Role culture
Every employee in Sadara is accountable for something or the other and has to
take ownership of the work assigned to him. Power comes with responsibility in
such a work culture.
3.1
The 3 HR activities are:
Performance management: The primary reason we at Sadara want to make sure
performance management processes are functioning properly is to tighten the link
between strategic business objectives and day-to-day actions. Effective goal setting
(including timelines), combined with Game-Changing Behaviors, contributes to success
and bottom line results.
For example, influencing is important in most leadership roles, because leaders need to
influence their employees to support the goals and direction set for the unit, and to
influence senior leadership to provide resources.
The performance of every member of Sadara staff contributes to the overall success of
the organization, so it is important that everyone is encouraged to work to the highest
standards and perform to the best of his/her ability.
HR administration and Policy: the policy provides a guide for managers and employees in
understanding their rights and privileges consistent with Saudi Labor Law and company
business and operational needs, including corporate ethics, to help them carry out their
tasks effectively and promote:

Consistency in the administration and application of human resource policy.

Enlighten the employee on their rights and privileges in relation to their roles in
their respective organization.

Employee relation: ER unit is responsible of the following:

1. Assist Sadara management with employees relation matters.

2. Insure compliance with HR Policies, Labor Law, Code of Ethics and Business
Conduct.
3. Advise and monitor the sequence of all disciplinary actions
4. Secretary of the Grievance Office
5. Single point of contact between management and Legal Department.
3.1
3 ways HR professional support line manager and their staffs
As Sadara have many HR function that comes under one umbrella as industrial relation
organization and each function is responsible for the following:
HR BUSINESS PARTNER: Aims to provide the management, employees and HR partners
the highest level of HR and Personnel Administration services consistent with the Sadara
policies in a timely manner to enable the management and the employees to work as a
team.
HRBP also responsible for conducting deep dive workshops as traditional practice of
controlling and directing employees is undergoing a huge paradigm shift to coaching,
facilitating, and empowering others for success.
Deep Dive topics can include the following:
1. Employee Housing in coordination policy department and community and logistic
department.
2. Training Programs for Industrial & Professionals in coordination with human and
capital development department.
3. Work Shifts, Time Management & Leave Policy in coordination with HR services
department.

HR Information System: to provide the management with required analysis report and
dashboard which help them make the right decision for their own organizations.
HRIS is responsible to automate all HR processes by collecting the business requirement
from different HR proponents to provide all level of management with best technology of
HR solution in coordination with information technology department.
Human Capital Development is responsible for designing and delivering strategic talent
and development interventions. During the span of their careers, Sadara employees will
experience various types of programs and initiatives provided by HCD.

Following program that HCD can provided to Sadara employee:

Individual Development Plans (IDP) are essential for Sadara employee development and
future career growth within the organization. The IDP needs to be completed by all
Sadara professional staff and is a record of development objectives individually tailored
for career development.
Leadership Development One of the few factors that have a direct impact on an
organizations long-term growth and success is the quality of its leadership. In
Leadership Development group, we are fascinated with developing leaders who can
tackle Sadara business challenges of the present, while also creating successful
strategies for the future. We design, develop and deploy leadership development
interventions that enable leaders to achieve sustainable success on an individual, team
and organization level. Our solutions are innovative, yet practical, and are based on the
latest industry research.
Industrial Training to provide all training needed by to Sadara employees to achieve their
potential and the corporate objectives. Programs include the Apprenticeship scheme, Job
Skills, Safety, and many others that are managed, administrated and delivered by
enthusiastic professionals.