Company: Saudi Aramco
Company Description: Saudi Aramco is one of the world's largest integrated energy and chemicals companies, creating value across the hydrocarbon chain, and delivering societal and economic benefits to people and communities around the globe who rely on the vital energy we supply.
Nomination Category: Achievement Categories
Nomination Sub Category: Innovative Achievement in Human Resources
 Nomination Title: Saudi Aramco Marine Training Academy’s (MTA)
- Provide an essay of up to 625 words describing the nominated innovative achievement(s) in human resources since 1 July, 2022:
Total 624 words used.
Saudi Aramco Marine Training Academy’s (MTA) Breakthrough Innovation in Human Capital Development
1. Design and Development of the Product
In 2022, the MTA landscape ushered a paradigm shift, transforming from 4-decades of “Internal training” to offering “Internationally recognized” STCW-compliant (Attachment 1 – Abbreviations used) programs. This shift involved designing and developing a comprehensive curriculum, based on the “ADDIE” model. Key features included:
- Needs Assessment: Conducted 3-fold (organizational, performance and performer) training needs analysis, integrating the “Theory of Andragogy” and “Knowles’s Principles on Adult Learning”.
- Design Framework: Aligned the curriculum with STCW standards, featuring “SMART” learning objectives using Bloom’s Taxonomy of higher learning and competency-based assessments based on “VACSR” principles.
- Regulatory Compliance: Obtained training accreditations from Saudi TGA, ensuring adherence to international standards and local regulations (Attachment 2).
- Innovative Features: Utilized blended learning techniques and technology, including interactive ship simulators to practice real-world scenarios in a safe, controlled environment (Attachment 3).
- Target Setting: Set ambitious goals to enhance organizational competency and to achieve international certifications for ship captains and engineers, facilitating global recognition.
2. Human Resource and Employee Development
MTA's successful transformation relied on developing and nurturing human capital through innovative HR practices, fostering a culture of excellence. Key aspects were:
- Capacity Building: Provided a series of intensive programs, including Instructor’s Train-the-Trainer, Training for Examiners, Simulator Training and Certification for Master Instructional Designer (Attachment 4).
- Trainees’ Development: Emphasized continuous professional development and international certification through in-house training, leading to obtaining FIRST Saudi STCW CoC for Ship Captains, Chief Officers and Chief Engineers (Attachment 5).
- Diversity and Inclusion: Facilitated FIRST Female Instructor’s certification through TGA to deliver STCW training (Attachment 6).
- Agile Work Environments: Adopted agile methodologies to promote collaboration, adaptability and flexible work arrangements, enhancing work-life balance and productivity.
- Employee Well-being Programs: Offered a range of wellness initiatives, including health screenings, sports competition and mental health support; contributing to a healthy, engaged workforce.
3. Organizational Management
MTA's unwavering commitment from management resulted obtaining highest maritime accreditation and successfully deliver training, unprecedented in KSA.
- Strategic Planning: Utilized Aramco’s OE framework (PDCA cycle) to establish clear goals, strategies and action plans, facilitating the transformation process (Attachment 7).
- Resource Allocation: Applied the POLC principles to optimize the use of financial, technological, and human resources for the success of training transformation.
- Quality Management: Obtained ISO 9001 and ISO 21001 certifications, highlighting MTA’s commitment to quality, educational excellence and continuous improvement (Attachment 8).
- Governance and Compliance: Provided clear direction and genuine support to navigate through rigorous audits, benchmarking, and obtain highest level of maritime accreditation in KSA.
- Risk Management: Implemented proactive measures to identify and mitigate potential risks, threats and challenges within internal and external environment.
4. Customer Service
MTA’s meticulous focus on customer expectations, re-defined customer service through a five-pillar methodology:
- Customer-Centric Approach: Offered personalized training solutions, including customized “one-on-one” interactions and “walk-through” sessions.
- Collaboration and Partnership: Empowered trainees to participate as “co-developers” of their learning journey, fostering part-ownership of training process.
- Satisfaction and Feedback: Monitored and measured customer satisfaction regularly, and conducted annual surveys revealing high customer satisfaction levels, demonstrating MTA's commitment to exceeding customer expectations (Attachment 9).
- Reward and Recognition: Celebrated success through media coverage in corporate magazines (Arabian Sun, Aramco Life, National Media “Saudi Press Agency”) and recognition ceremonies, enhancing employee morale and engagement (Attachment 10).
- Influential Impact on Stakeholders: Through facilitating professional competency, higher morale, job satisfaction global mobility; inspired other department’s employees to pursue training programs with MTA.
The successful outcome of these initiatives placed MTA at the forefront of local maritime sector as a government-approved, premier maritime training institute.
This outstanding milestone was endorsed by winning Brandon Hall Group “Gold” Excellence Award 2024 in the category of “Best Competencies and Skill Development” for the entry title: “Transforming Saudi Aramco's Marine Training” (Attachment 11).
| Attachments/Videos/Links: |
|---|
|
