1. Introduction & Program Overview
Developing qualified Saudi manpower with international experiences and global standard project management skill has been always the major of goal between two parties (Al Akaria and Hanmi Global) since the launch of JV company, Akaria Hanmi for Project Management (AHPM). Two parties had a consensus that qualified human resources are the key for competitive edge which will dominate the success of JV company in this tough project management market.
Two parties agreed that Korean partner, Hanmi Global will make efforts for transferring practical knowledge & knowhow for the project management industry to Saudi employees in JV and also for training them with effective manner. Based on this consensus, Knowledge Transfer & Training (K2T) Program has been planned from the initial stage of JV set up. K2T Program has been conducted for about four months (from July to October 2018) comprising 12 weeks weekly mentoring, three monthly special workshops, final evaluation session & special lecture, study trip to Korea, and reading a book campaign. We also believe this program can be a trigger to develop company-wide learning culture of AHPM.
2. Program Objectives & Principles
K2T program is designed and developed with the key objectives and principles as follows.
- Enhancing practical work capabilities of Saudi employees up to global standard level
- Encouraging Saudi employees to be prepared for management level
- Developing program contents with continuity, not for one time event
- Increasing the level of understanding among company members with different culture and way of working
- Starting point of spreading learning culture in AHPM
These objectives will be achieved based on the principles as follows.
- Site or actual hands-on job oriented training for Saudi employees
- Providing international & multi-cultural experiences
- Program contents , Best Practices with global standard level
- Encouraging inter active participation & training
- Optimized mixture of Saudi, Korean, and Western employees
3. Program Contents & Schedule
2018 K2T program was composed of the following sub program contents.
- Weekly One-on-One Mentoring
- Monthly special workshop
- Special Lecture
- Final Presentation
- Study trip to Korea
- Reading a book campaign
|Weekly One-on-One Mentoring||July 2018 ~ Oct 2018||– Total 12 weeks|
|Monthly special workshop||July 2018 ~ Sep 2018||– Led by KSU Professors
– Held 3 times open seminar
|Final Presentation by mentees||10th Oct. 2018|
|Special Lecture||10th Oct. 2018||– Lecture by Program Director of AL Widyan|
|Study trip to Korea||22 Oct 2018 ~ 26 Oct 2018||– Hanmi HQ & Site Visit
– Visit to Seoul Smart City Center, LG Science Park, Magok Resource Recovery Center
|Reading a book campaign||July 2018 ~ Oct 2018||– Two books distributed to Saudi employees during K2T program|
4. Program Implementation
4.1 Monthly Special Workshop
|26th July 2018||Basics of Project Management||Professor Abdulmohsen Almohsen|
|30th Aug. 2018||Smart Transportation||Professor SK Lee|
|26th Sep. 2018||Smart Energy Management||Professor WS Koh|
4.2 Final Presentation by Saudi mentees
Each Saudi mentee selected one topic through the discussion with mentor and prepared presentation. It was advised that the presentation topic would be related with each mentee’s current responsibility or project. Mentors gave a guidance to mentees in order for them to do right research and to develop relevant presentation material.
On 10th Oct. 2018, we had final session participated by all the mentees and mentors. Key management and senior executives of AHPM also participated in the session. Mentors and senior executives were asked to make scoring evaluation on each mentee’s presentation quality. Each mentee presented their own topic and had Q&A time. Mentors and other senior executives gave constructive advice on their presentation and on their career growth. Active participation by management and senior executives was a good encouragement for mentees.
4.3 Study trip to Korea
Study trip to Korea has been planned to provide international hands-on experience and also to give an incentive to Saudi mentees for their active participation in the program.
The Korea Visiting Program was held from October 22 (Mon) to 26 (Fri) for one week with a variety of curriculum including PM / CM education, On-site OJT, Smart City, and Cultural experience.
Please refer to the table below for the overall contents of the curriculum.
4.3.1 PM/CM Education
For two days (October 22 ~ 23), the theoretical lecture was made through HG (HanmiGlobal) and external experts. The lectures were aimed at enhancing construction engineering and management technical expertise, international experience, and it consisted of various curriculum including Overseas PM / CM case, Cost management, Quality management, Construction Site management, and Innovation Trends.
4.3.2 On-site OJT
Saudi mentees visited Parc1 complex facility project (hotels, work facilities, commercial facilities, etc.) for on-site OJT located in Yeouido, Seoul. Having received a general overview of the Site and a description of the construction methods, the site team provided an opportunity to experience PM/CM engineer’s work directly and indirectly.
4.3.3 SUSA(Seoul Urban Solutions Agency) Program for Smart City
The SUSA program was held for two days based on Smart City theme.
On the first day, we conducted theoretical training through experts in various fields related to Smart City (urban policy, water resources, energy, traffic, etc.).
On the second day, we visited the facilities where the theoretical contents and technology of Smart City were actually applied.
Topis: A comprehensive traffic management center that manages and controls traffic conditions in Seoul
Mapo Resource Recovery Center: After producing electricity by using waste heat generated from burning waste, high-pressure steam is supplied to local heating around the resource recovery facility, which is used as alternative energy to create a clean and pleasant living environment
LG Science Park in Magok: A tour of buildings with smart technology and environmentally friendly technologies, experience of a variety of new technologies that can be used in smart cities and the Fourth Industrial Revolution
4.3.4 Cultural Experience
In addition to acquiring knowledge on construction management and smart city, the company also conducted Korean traditional palace (Gyeongbok Palace) tour and art performance (Nanta) tour to provide an opportunity to experience traditional Korean architecture and culture.
4.3.5 Award certificate
“Knowledge Transfer & Training Program in Korea”, consisting of various theoretical and experience courses, was successfully completed with the participation of Saudi mentees and program stakeholders and a celebration was held.
4.4 Reading a Book Campaign
To promote and spread learning culture throughout the company, three books were distributed to all of Akaria Hanmi’s Saudi employees (not only to K2T program Saudi mentees). After the reading, employees submitted their reports and it is encouraged to have discussion session among the employees.
|The Founder’s Mentality||Chris zook||April~May|
|Smarter Faster, Better||Charles Duhigg||June ~ July|
|Ego is the enemy||Ryan Holiday||August~October|
5. Program Feedback
After the completion of 2018 program, we had some feedbacks about the program from participants (Mentors & Saudi mentees). Here are some major points from those feedbacks.
5.1 Voices from mentors
- It was good opportunity to learn and have better understanding each other esp. in terms of
different way of working, cultural difference
- Being able to show typical way of working by Koreans
- It was happy to see mentee was able to have more confidence for his work performance
- It was good way of improving team work through close communication
- Not having enough time for mentoring due to current work
- Regarding the selection of mentees, there are something that needs to be considered such as
experience level and current work load
- The topic of monthly workshop was not directly related with our current work and more
opportunities for mentee’s direct participation in workshop should be provided
- It will be better if there is opportunity that more of our project team seniors can participate
- aving biweekly tutorials that could utilize in house personnel as the company has a vast amount of experience
5.2 Voices from Saudi mentees
- It was good chance to change the way of working. I was able to have more active working
attitude because I have more knowledge and confidence, not just waiting for vendor’s feedback or just monitoring work progress
- Happy to have more confidence in current work execution
- I can find my colleagues are recognizing my efforts and performance
- It was valuable time because it was directly related with my current work
- Regarding the matching of mentors and mentees, each individual’s background and current working condition should be reflected
- It was good to have more opportunities with seniors for close communication or interaction
- The program changed my thinking in different sides like to learn any work topic, how to keep focus, and get the right resources. Moreover, it increased my professionality in the work as well as quality and efficiency.
- After the program, my project processes become better, smoother and the conflicts become less.
- Regarding study trip to Korea, please consider increasing the portion of site or company visit program rather than classroom lectures.
- It will be good if we can have program for PMP certification
- Please provide to set up more specific goal for program
- Please consider providing incentive for program members to encourage their active participation
- Please let us have On the Job Training opportunity in Korea
Areas for improvement
Based on our first implementation experience and feedbacks from participants, we found some points / areas for further improvement.
Selection of mentees & mentors
- We found some cases that the matching of mentor and mentee was not carefully made in terms of each individual’s expertise area or skill set. To encourage more effective knowledge transfer, relevant professional background of program participants should be considered. In addition, there were some mentors or mentees who really had difficulties to find available room or time for separate mentoring activities mainly due to their current work load or assigned project situation. More careful examination of each candidates’ current work situation should be made because it is true that some extra time or efforts should be committed for the mentoring activities. The introduction of online learning program can be also considered as a solution to overcome these challenges.
More practical approach
- There were some opinions that the topic of monthly workshop (“Smart City; Transportation and Energy”) was not practically helpful because it is not directly related to our current work. For the next program, more practical viewpoint; relevance with our actual work, should be considered in program design.
Provide more chances to encourage further participation by more employees
- It was true that program participation is made only by selected mentors and mentees. It will be better if we can create the opportunity that can encourage more participation by more employees.