In today’s fast changing, fast moving business world, we are frequently introduced to new technologies and ways of doing business. Often graduates sit at the forefront of these new advancements. Graduate Development Programs is an effective way of bridging the gap between the academic world and the real world of work.

1. In today’s fast changing, fast moving business world, we are frequently introduced to new technologies and ways of doing
business. Often graduates sit at the forefront of these new advancements. Graduate Development Programs (GDP) ease
their subjects into the world of work and provide them with a hands-on experience in their chosen field along with the skills
necessary to be a successful part of a larger team. And, within this unit, graduates will profit from support, guidance and
mentoring. It’s an effective way of bridging the gap between the academic world and the real world of work.
At Fitch Learning, we believe people learn best by doing. With GDPs in place, graduates will enjoy real-life experiences
which will mutually benefit both themselves and their organization. Furthermore, our continually evolving GDPs have
enabled businesses worldwide to take advantage of the fresh ideas and ‘new pair of eyes’ that graduates bring.
To understand more about the significant impact of GDPs and the return on investment they offer organizations,
we garnered the views of industry leaders:
Ms. Fawzeya Al Hashemi
Head of Quality & PMO at Barwa Bank
“The return on investment of GDPs varies greatly from one
organization to another, bearing in mind several differentiating
factors, such as the nature of the work, and the scale and size of the
business. Localization can have a major influence on such programs,
driving dynamics such as job satisfaction, motivation and retention.
Organizational benefits of GDPs include optimizing job-candidate
compatibility; identifying prominent and future leaders; stimulating
internal promotions; maximizing performance, productivity and
effectiveness; and reinforcing commitment, motivation and
job satisfaction.
On the downside, however, GDPs may cause certain graduates to
become overwhelmed with responsibilities far beyond their expertise,
professional breadth and personal experience; this may result in
organizations potentially incurring losses and damages across
many aspects of its business as a result of premature or uninformed
decision making.”
Mr. Asim Alsaawi
Head of Learning & Development at The Saudi Investment Bank
Generating a return on investment is one of the main challenges of a
business which runs its own GDP. However, it should be stressed that
investing in young people not only makes commercial sense, but that
it is the right thing to do in many regards.
Recently, we have placed a great focus on hiring young Saudis
through GDPs and believed it essential to measure their impact. What
we found was the following:
> The new generation views training and development programs as the
single most important factor in deciding which company to apply to;
therefore, offering the opportunity to secure a position through such
a program is seen as a main attraction for many job seekers.
Reaching the desired level of performance in a new role usually
takes time, as recruits require breathing space to adapt and
understand their new environment. However, GDP graduates tend,
on the whole, to be confident and learn quickly.
Statistically, it has been proven that GDPs, in comparison to direct
recruitment, help significantly reduce staff turnover rates.
The level of engagement graduates may derive from GDPs could
have a positive long-term effect, so benefiting employers at times
of change. Strong relationships enjoyed within these groups
may also aid staff retention levels and inspire graduates during
uncertain periods.
Conclusion:
Working closely with our clients globally and in the Middle East and
Africa region specifically, we have found that employees today, more
than ever before, are being challenged to perform faster, smarter
and better. To efficiently meet both workplace and marketplace
challenges, the development of an internal talent pool with new
capabilities and attitudes is becoming increasingly recognized as a
key part of a successful business model by organisations.
With five generations currently active in the workforce, attracting
local talent is a pertinent concern for those public and private
organizations coupled with low employee-engagement morale.
Fortunately, we at Fitch Learning understand graduates and how they
learn most effectively. We blend our solutions and match different
learning options to different learning styles to drive results, and
increase both employee engagement and productivity. This,
in turn, provides our clients with the best value and return on
their investments.
The Impact of Graduate Development
Programs on Organizations
By Suhail T. Shamieh
Fitch Learning delivers learning and development solutions for
financial services. Globally focused and committed to broadening
knowledge, skills and perspective.
Fitch Learning is a part of Fitch Group, a global leader in financial
information services with operations in more than 30 countries.
Fitch Group also includes: Fitch Ratings, a world renowned credit
rating agency and Fitch Solutions, an industry-leading provider
of credit risk products and services; and Business Monitor
International, an independent provider of country risk, financial
markets and industry analysis.
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