King Faisal Specialist Hospital & Research Centre, Riyadh, Saudi Arabia: KFSH&RC Recruitment Department: A Legacy of Excellence and Innovation

Written answers to the questions

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King Faisal Specialist Hospital & Research Centre (KFSH&RC) was established in 1975 in Riyadh, Saudi Arabia, to provide specialized medical care and promote advanced research. We’ve grown into a leading healthcare institution in the Middle East.

We deliver world-class healthcare supported by cutting-edge research and education, aligning with Saudi Arabia's Vision 2030 to be among the top ten hospitals globally.

Achievements and Successes:

• Medical Excellence: performed over 5,000 successful organ transplants and is renowned for our oncology, cardiology, and genetics departments.

• Research and Innovation: Research Centre contributed significantly to genomics, cancer research, and regenerative medicine, with numerous publications and patents.

• Expansion and Growth: expanded with branches in Jeddah and Madinah and inaugurated a state-of-the-art Private Wing Building in 2023.

• Technology and Automation: automated various processes, enhancing efficiency and operational accuracy through projects like the Enterprise Resource Planning (ERP) Process Design Project.

• Employee Development and Satisfaction: comprehensive onboarding, communication projects, and leadership programs position us as an employer of choice.

KFSH&RC has received numerous accolades and accreditations from prestigious bodies like CBAHI, JCIA, and EXPRO. We’re dedicated to improving lives through exceptional medical care, groundbreaking research and making a significant impact in global healthcare.

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Since 2022, our organization has made remarkable strides in improving employee relationships through several key initiatives:

1. Comprehensive Recruitment Strategy: Successfully hiring 4,647 employees, across all sites and expats, within two years for phase 3 operations ensured full capacity and smooth operation of sensitive medical departments. This effort demonstrated superior project management and fostered trust and reliability within our workforce.

2. Onboarding Process Enhancement: Collaborating with departments such as Public & Media, Housing, and hiring teams, we developed a tailored onboarding process that streamlined paperwork, implemented mentorship programs, and enhanced communication channels. This significantly improved new hire satisfaction and retention.

3. “We Bridge” Communication Project: Implementing an AI chatbot personalized to each employee's grade and benefits revolutionized HR-staff communication. Providing 24/7 instant responses, this initiative is crucial for staff working varying shifts, leading to higher engagement and satisfaction.

4. Automation and Process Improvements: Automating processes like annual travel orders, disciplinary actions, and loan approvals enhanced operational efficiency and data accuracy. This reduced manual errors and improved service quality significantly.

5. Job Rotation Initiative: Our job rotation initiative created versatile and confident employees, enabling operational efficiency during staff shortages. This approach fostered a resilient and knowledgeable workforce, enhancing job satisfaction and career development opportunities.

6. Organizational Growth and Compliance: Approving 115 organizational structures, 370 Departmental Function Documents, and 883 job descriptions, along with achieving a 100% compliance rate, demonstrated our commitment to clarity and accountability. This meticulous documentation and adherence to standards improved organizational transparency and employee trust.

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We made substantial impacts.  Here’s why they matter:

• Meticulously analyzing and revamping our recruitment  process - with established KPIs that are measurable and allow us to identify our bottleneck areas, which in turn enables us to re-engineer the internal business processes with stakeholders
• Successfully hiring - 4,647 positions within two years for phase 3 operations show superior project management and strategic planning, ensuring our hospital's full capacity and smooth operation of several sensitive medical departments. A significant improvement over previous hiring campaigns.
• By prioritizing trust-building initiatives within the HR department, we created an environment where employees feel safe and valued. Awareness campaigns and ongoing communication efforts highlighted the availability of HR counselors as approachable resources for support. This increased awareness and encouraged employees to seek assistance when facing challenges, making our workplace more inclusive and supportive.
• We automated processes - for employee services enhancing operational efficiency and data accuracy. Our automated travel orders now reach employees directly, with a 40% reduction in processing time.
• Our job rotation initiative created versatile, confident employees, enabling operational efficiency even during staff shortages. Post-rotation surveys - 25% employee confidence and job satisfaction increases.

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The "SUPPORT DOCUMENT STEVIE INTERNATIONAL BUSINESS AWARDS" for King Faisal Specialist Hospital and Research Centre (KFSH&RC) outlines our vision to set new standards in healthcare and mission to integrate patient care with education and research.

Achievements:

Data Management Office Division:

• Developed detailed staffing plans for new facilities and existing units.

• Created the Master Annual Manpower Plan 2024 and a new employee handbook.

• Proposed optimized vacancy management for operational efficiency.

Employee Services Division:

• Managed special and secondment assignments to the Royal Clinic.

• Efficiently handled Grievance and Work-Related Disability Assessment Committees.

Personnel Services Division:

• Enhanced staff satisfaction and engagement through feedback mechanisms.

• Improved organizational culture and employee well-being.

Manpower & Position Control:

• Implemented the ERP Process Design Project to streamline Human Capital Management processes.

Recruitment Department:

• Successfully hired 487 candidates in 2022 with a 70.84% Saudization rate and 453 candidates in 2023 with 74.17% being Saudi applicants.

• Improved candidate screening, selection, and onboarding processes.

• Charts and Graphs: Representing recruitment statistics, hiring rates, or other quantitative data.

• Diagrams: Illustrating the ERP Process Design Project and other workflow optimizations.

• Photos: Showing the new private wing building, family medicine facilities, or the non-invasive cardiac lab.

• Infographics: Summarizing key achievements or highlighting employee engagement initiatives.