Abdulaziz Al Humood
Senior HSE Officer, Quality Health Safety and Environment
TAQA
With more than 10 years of experience in different focus areas within the HSE domain, Abdulaziz has built his strong acumen as an HSE subject matter expert. Currently working in TAQA as a Senior HSE Officer. Graduated from Nova Southeastern University with a degree in computer science back in 2015.
Participates in
TECHNICAL PROGRAMME | Energy Leadership
Human Capital - Attracting, Training and Retaining
Forum 30 | Digital Poster Plaza 5
30
April
10:00
12:00
UTC+3
The rapid influx of new and mid-hire employees to the upstream industry required a systematic and integrated approach to onboarding in order to streamline and standardize the onboarding process. This paper provides an analytical overview of the new-hire onboarding program by utilizing mass data analysis which identifies the process optimizations needed as well as the onboarding efficiency achieved when benchmarked against the historical onboarding efficiency statistics. Datasets with more than 500 new hire onboarding statistics were reviewed and analyzed to come up with onboarding process improvements which are identified based on statistical comparison of key onboarding metrics such as onboarding duration, cost and efficiency. The onboarding process upgrades considered the onboarding pre-requisites, which are required to provide the most effective onboarding to new and mid-hire employees. Once the new improved onboarding was launched, new datasets were acquired and analyzed to quantify the anticipated improvements.
The study revealed several key metrics that affect onboarding quality and efficiency, including preparing employees with the necessary set of tools and documentation, which enables a smooth start for the employee before the actual onboarding. It also identified the need to involve multiple support functions such as information technology (IT), human resources (HR), health, safety, and environment (HSE) & and cybersecurity, during the onboarding process. Additionally, it was observed that with onboarding feedback obtained via post-session surveys, it was possible to continuously improve the onboarding process and address recently evolving business requirements. The comparison of the onboarding process before and after implementing the determined process improvements illustrated a remarkable efficiency upgrade across the key identified metrics, such as onboarding time, cost & efficiency, ranging between 20% and 35%.
Utilizing mass onboarding data statistics, this paper provides, for the first time, a detailed overview of the onboarding process of new and mid-hire employees and innovative ways of continuously enhancing the onboarding process.
The study revealed several key metrics that affect onboarding quality and efficiency, including preparing employees with the necessary set of tools and documentation, which enables a smooth start for the employee before the actual onboarding. It also identified the need to involve multiple support functions such as information technology (IT), human resources (HR), health, safety, and environment (HSE) & and cybersecurity, during the onboarding process. Additionally, it was observed that with onboarding feedback obtained via post-session surveys, it was possible to continuously improve the onboarding process and address recently evolving business requirements. The comparison of the onboarding process before and after implementing the determined process improvements illustrated a remarkable efficiency upgrade across the key identified metrics, such as onboarding time, cost & efficiency, ranging between 20% and 35%.
Utilizing mass onboarding data statistics, this paper provides, for the first time, a detailed overview of the onboarding process of new and mid-hire employees and innovative ways of continuously enhancing the onboarding process.
