Previous Project Case Studies

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Human Resources Transformation Project

- Private Telecommunications Company

  • Development of the operational model and organizational structure of the telecom company

  • Develop HR strategy

  • Building detailed job descriptions for all jobs, including the required skills and job requirements based on the new organizational structure

  • Building a dictionary of behavioral, leadership and technical competencies for all functions of the organization

  • Development of a succession plan

  • Establishing a comprehensive performance appraisal system and linking it to the achievement of goals and for annual rewards and promotions

  • Designing and developing a comprehensive framework for benefits and compensation (including basic salary, allowances, annual increases and bonuses, and material and non-financial benefits)

  • Building a plan for financial and non-financial incentives and designing a plan for benefits and job benefits

  • Develop a plan for the workforce and determine the methodology for the optimal use of the workforce

  • Develop human resources policies and procedures manual

Institutional Transformation Project

- Governmental Entity

  • Building the organization's operating model and value chain

  • Reviewing the current organizational structure of the entity and developing a flexible and agile structure that reflects the required functions and capabilities. And detailed at all levels inside the center

  • Develop a manpower plan and forecast the entity’s needs of manpower for a period of three years

  • Develop job descriptions for all jobs in the organization, including job data, responsibilities and expected results for all jobs within the organizational structure

  • Design strategic and operational KPIs for all sectors and departments within the organizational structure

  • Develop a framework of behavioral, leadership and technical competencies for the center

  • Conducting assessments to measure the behavioral capabilities and competencies of all employees and developing a methodology to place all employees in job roles compatible with their capabilities in the new organizational structure

  • Establishing the Institutional Project Management Office to manage the entity’s strategic priorities and develop the required tools, procedures and key performance indicators to measure the entity’s performance

  • Designing a leadership capacity building program in the organization

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Performance Management System Development Project

- Governmental Entity

  • Reviewing and developing the entity's job descriptions

  • Developing a framework of competencies (behavioral, leadership and technical), including the levels of competencies and behavioral indicators related to them, and preparing a dictionary of all competencies and linking them to positions and job levels

  • Developing key performance indicators at the departmental level and converting them into key performance indicators at the individual level and preparing a bank of performance indicators for each job position in the entity

  • Developing the performance management system, including the system’s general policy, detailed procedures and their forms, and setting a policy to link annual bonuses and performance bonuses for employees to the results of the center’s performance and their individual performance

  • Providing managers and employees with training on the performance management system and its features.

  • Follow up the implementation of the performance management system by holding orientation sessions for managers in four stages, including individual orientation sessions for each manager on the process of setting goals and performance indicators, providing feedback to employees on their performance, holding a semi-annual review session, how the final evaluation of employee performance works, and managing the evaluation session in a manner methodical and effective

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HR Transformation Project

- Governmental Entity

  • Building an integrated organizational structure to the lowest level, developing roles and responsibilities and building their integration for all organizational units to keep pace with the strategic plan, vision and mission in accordance with the strategic objectives

  • Developing job families and job grades and developing job descriptions for all jobs, according to the approved organizational structure and defining tasks related to each job, appointment requirements, roles and responsibilities

  • Evaluating jobs and placing the appropriate rank according to the evaluation criteria used

  • Preparing the manpower plan, measuring the job burden for the current and future situation of the group, and building a manpower plan for the next three years

  • Develop a framework of basic competencies (behavioral, leadership and technical) to include all functions and align it with the needs of the organization

  • Building a comprehensive remuneration structure that includes a salary scale and benefits according to the approved job grades and in line with the labor market, according to a market study.

  • Developing key performance indicators for organizational units and projecting them on jobs and building a performance management system and mechanisms with a statement of performance evaluation criteria and periodicity

  • Develop career paths for all jobs and build a succession plan that includes policies, models, and a methodology for identifying critical jobs

  • Conducting a capacity assessment for 30 leaders and 210 employees and building a distinct methodology to place them on the new jobs and matching them with the jobs

  • Providing the entity with housing results based on previously designed housing standards and building a housing plan

  • Develop a change management and communication plan

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Qualification Project for ISO 9001:2015 Accreditation

- Private Entity

  • The project aimed to build a Quality Management System complied with ISO 9001:2015 standard and implement it in one of the general directorates of the entity.

  • How did THARWAH develop the solution?
    THARWAH Company developed the solution for this client, taking into consideration not only achieving of the desired objectives of the project, but the sustainability of its impact; THARWAH first conducted a Gap Analysis to identify the current status of the management system and its compliance with the target Quality Management System (ISO 9001), and it was also keen to enhance the prevailing Quality Culture within the directorate through a set of integrated activities (awareness sessions - electronic posters) and it worked on qualifying the directorate team in the field of Quality by providing specialized training on ISO 9001:2015. The creation of a Quality Committee in the directorate was also supervised to govern and supervise the implementation of the Quality Management System and to update it periodically.

  • The project was closed as per plans, and the directorate obtained the ISO 900:2015 Accreditation, and a group of its employees obtained the ISO 9001 Internal Auditor Certificate.

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Quality Management Development and Organizational Excellence Project

- Governmental Entity

  • The project aimed to build a Quality Management System complied with ISO 9001:2015 standard and implement it in one of the general directorates of the entity.

  • How did THARWAH develop the solution?
    THARWAH Company developed the solution for this client, taking into consideration not only achieving of the desired objectives of the project, but the sustainability of its impact; THARWAH first conducted a Gap Analysis to identify the current status of the management system and its compliance with the target Quality Management System (ISO 9001), and it was also keen to enhance the prevailing Quality Culture within the directorate through a set of integrated activities (awareness sessions - electronic posters) and it worked on qualifying the directorate team in the field of Quality by providing specialized training on ISO 9001:2015. The creation of a Quality Committee in the directorate was also supervised to govern and supervise the implementation of the Quality Management System and to update it periodically.

  • The project was closed as per plans, and the directorate obtained the ISO 900:2015 Accreditation, and a group of its employees obtained the ISO 9001 Internal Auditor Certificate.

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Digital Assessment Measurement Project

- Government Entity

  • The project aimed to support the entity in participating in the annual Digital Assessment Measurement (Qiyas) as per DGA (Digital Government Authority) Criteria.

  • How did THARWAH accomplish the mission?
    THARWAH, through its advisors, monitored all practices in the entity to identify their compliance with the DGA Criteria, so that three cases of practices were dealt with:
    1. Criteria-compliant practices.
    2. Partially or completely incompatible practices, as work has been done to develop and implement plans to raise the level of compatibility.
    3. Practices that do not conform to the Criteria, as work has been done to convert them into conformity cases (in varying proportions).
    4. Practices that are not available in the entity, as work has been done to develop plans to build and implement them.
    Work is still underway on the project to address all the above cases.

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