The document discusses the importance of employee retention and how it should start from the beginning of the hiring process. It emphasizes that retention begins with making a good initial job offer that promotes the company image and encourages the new hire to join. The onboarding process is also important to help new employees feel welcome and integrated into the workplace from day one. Providing training programs can help boost employee engagement to further support retention goals.

1. Retaining Talent: When Does it Really Start? 18 September 2006

2. Recruiting talent Retention from the start My company… GASCO Engaging employees Benefits Program Overview

3. Attracting & retaining talent is one of the most challenging activities companies face today

4. From the book “Good to Great” Jim Collins on finding Talent… Great business leaders all feel one of the biggest limitations on successful business growth is the difficulty of attracting and keeping enough of the right people…

5. “ Getting top people is my number 1 concern because the strength of the whole team determines Yahoo’s overall success…” Terry Semel Yahoo’s CEO…

6. Strategic Questions What is the company’s Vision & Mission Are major changes taking place in the industry Will we be doing the same thing in 5 weeks, 5 months, 5 years… Are we heading in a new direction What does it take to be successful today What will it take to be successful tomorrow

7. Disadvantages: Inbreeding Lack of new ideas Political infighting for promotion More training & development Retention of people NOT selected Advantages: Improves employee morale Encourages high performance Better assessment of talent Lower recruiting costs Promotes succession planning Internal Recruiting

8. Disadvantages: Morale of existing employees Adjustment – orientation period Weaker assessment of talent Applicant may not be a good fit Commitment problems Advantages: Bring new ideas to the company High level of competence No political infighting Faster than training a marginally qualified in-house candidate External Recruiting

9. Focus the Recruiting Efforts Identify skills needed Prioritize vacant positions Focus efforts on the most critical positions Consider Nationalization implications Collect resumes, CVs and job applications Follow systematic screening process Select the top candidates for interview Manage the interview process Make final selection decisions quickly

10. Explain hiring process to applicants Sell the company Sell the job to applicants Keep the applicants informed Ensure good fit between applicant & the company Make final selection decisions quickly Attracting High-Potentials

11. Matches applicant skills, knowledge, & abilities with company needs Direct impact on the employee’s work efforts Lowers cost Improves morale Greater job satisfaction Why is a Good Fit Important?

12. When Does Retention Start? Visionary companies start thinking about employee retention when they make a job offer… Offer contains more than salary & starting details It promotes company image It reinforces applicant’s decision to join How can we do this?

13. Candidate’s acceptance letter Contains the job title Brief job description Starting date Time and place to report Pay & benefits program information Company promotional literature Copies of in-house newsletters Product descriptions & catalogs Annual Report A Good Offer Package

14. Supervisor writes a welcome letter Includes recent achievements Outlines future objectives Provides department organization chart Other Items Could Include… HR sends the offers but the gaining manager can still play a role… A “good offer” helps the applicant reconfirm their decision to join while providing material friends & family can look at.

15. Initial documents Complete screening formalities Enter data in the system Outline major Policies & Procedures Provide Company ID Card Discuss Pay & Attendance Introduce employee to their new manager The Employee Arrives… HR welcomes the new employee during a short meeting to collect…

16. Prepare the new employee’s physical work area Ensure they have the right supplies & equipment Establish computer access & email account Make sure their phone number is working Discuss the employee’s job description Explain their major duties & responsibilities Explain standards they will be evaluated against The First Day… New employees should always meet their manager and see their work environment…

17. Explain the organization’s culture Discuss customs, values and traditions Explain department’s day-to-day activities Conduct a department tour Introduce employee to their colleagues Point out the location of: Rest rooms Break areas / smoking areas Cafeteria Emergency exits / safety gear Supply cabinets, photocopy and fax machines The Manager Should Also…

18. Making A Difference… Assign a work project that supports the department’s mission Their work should be task with real value Don’t give them manuals / policies to read Conduct regular & frequent follow-up

19. Dress code Email / internet usage Employee manual Grievances / complaints Health plan Meal breaks Parking facilities Probationary period Later in the Week… HR personnel provides additional information… Overtime rules Telephone policies Security regulations Smoking policy Suggestion program

20. Why is this Important to GASCO ?

21. Joint Venture Company started February 1978 ADNOC, Shell, Total & Partex Daily Processing Capacity of: 5 billion cubic feet of gas 20,000 tons of Natural Gas Liquids (NGL) 220,000 barrels of condensate 4,500 tons of Sulphur 3,000 tons of Ethane Production is for Local Consumption & Export Operates 2300 KM of pipelines within the UAE Abu Dhabi Gas Industries Ltd.

22. Other Critical Factors More than $6 billion worth of projects GASCO’s capacity doubling by 2008 Extensive recruiting efforts underway Ageing workforce / future retirements Increasing Nationalization targets Extremely competitive recruiting market So… employee engagement and retention efforts are critical to the Company’s future success…

23. Engaging & Retaining Employees

24. Ruwais Asab Buhasa Jebal Ali Abu Dhabi Habshan/ Bab Customer Service 2004-2005 1) MIND LEAP We cross over to better performance through a change in thinking April & May 314 people 2) UNDERSTAND OTHERS We solve many problems by understanding other people July & August 367 people 3) LISTEN UP We improve communication when we develop our listening skills November & December 391 people 4) PRO-ACT We take action to help our colleagues February & March 329 people

25. Interactive Workshops 1401 people attended Customer Service Training in 2004-2005

26. Commercial Awareness 2005-06

27. 1012 people attended workshops in 2005-2006 Commercial Awareness Sessions

28. Engaged Workforce Benefits

29. In Closing… Good training will not fix a bad recruiting and selection process If you don't hire the right applicant, your competitor will Every company has equal access to materials, information & resources – the real difference is the way successful companies use these assets!

30. Additional Information

31. The Society for Human Resource Management (SHRM) is the world's largest association devoted to human resource management. Representing more than 200,000 individual members, the Society's mission is to serve the needs of HR professionals by providing the most essential and comprehensive resources available. http://www.shrm.org What is SHRM

32. ASTD (American Society for Training & Development) is the world's largest association dedicated to workplace learning and performance professionals. ASTD's 70,000 members and associates come from more than 100 countries and thousands of organizations--multinational corporations, medium-sized and small businesses, government, academia, consulting firms, and product and service suppliers. What is ASTD? http://www.astd.org

33. The Human Capital Institute (HCI) is a professional organization dedicated to leadership in the business science of Talent Management. Members are Human Capital professionals & executive leaders who share the conviction that TALENT is the most powerful competitive lever in a knowledge economy. What is HCI? http://www.humancapitalinstitute.org

34. Questions ?