AlEmad Holding Company is a Saudi company. It operates in Real estate; It was founded in 2007. The number of employees in all over the world is “1,245 employees”.
Our main office in Saudi Arabia is in Al-Khobar.
In general, the company should establish clear goals for its continuous development in a challenging environment that, at the same time, provide multiple opportunities. On the one hand, only 30% of Saudi citizens own homes due to rising prices (Al Dohaiman, 2017). On the other hand, Saudi Arabia has the largest real estate market in comparison with other Middle East regions with a great potential in a non-oil industry (Al Dohaiman, 2017). That is why it is essential for AlEmad Holding Company to provide the best customer service on the basis of efficient performance created by skilled and qualified specialists attracted by the company’s work environment. Thus, AlEmad Holding Company’s goals are the following:
- To increase the company’s gross profit and maintain sustainability;
- To create an attractive work environment for talented and skilled specialists;
- To maintain distinguished employees and develop them in all fields;
- To meet customers’ expectations with a high level of standards;
- To seek opportunities and challenges for further progress.
All in all, planning plays a crucial role in any company’s growth and development. When it sets well-thought and realistic goals, they facilitate informed and efficient decision-making, provide a clear vision, define the standards for the evaluation of results on their basis. In addition, planning helps avoid mistakes that may lead to failure, reduces uncertainty, eliminates unnecessary activities, and contributes to efficient resource use. Finally, planning promotes innovation as the achievement of goals requires new approaches that may become a company’s competitive advantages.
As the company operates in the sphere of residential real estate, its services and products include all types of living arrangements, building houses, residential products, leasing and selling, and commercial complex management. Moreover, AlEmad Holding Company serves different segments of population as it offers apartments, single-family homes, townhouses, and condominiums depending on people’s preferences and family size. Thus, the company’s targeted customer base includes middle- to high-income residents, either single, or with a partner and children. For them, the company aims to provide excellent customer service with respect to their needs, demands, expectations, and individual or cultural peculiarities. In addition, the company’s specialists view its product not only as physical facilities but as a series of characteristics that make it desirable for potential buyers.
In the present day, HR companies use technologies in order to search for and attract talented candidates, manage and train new employees, retain professionals, let off poorly performing workers, track attendance records, payroll, and holidays, and handle workers’ professional and personal issues. Thus, sources used by HR in AlEmad Holding Company include the following:
- Social media platforms, such as LinkedIn, Facebook, and Twitter. HR specialists use them to post information about vacancies, place information abut the company to attract potential employees, check specialists’ social media profiles to target them individually, and communicate with employees. Social media platforms allow to gather information instantly and reach candidates in real-time, however, they do not guarantee the reliability of employees’ data.
- Talent acquisition software, such as Oracle Taleo Cloud Service, JobVite, and Greenhouse Software. HR specialists use it to post information to multiple platforms simultaneously, automate candidate screening, and filter candidates on the basis of desirable characteristics. It goes without saying that talent acquisition software helps HR specialists optimize recruitment and find the best candidates, however, automated search cannot be as efficient as face-to-face interviews.
- Human resources information software, such as ADP Workforce Now and ADP Next Gen HCM. HR specialists use it to automate inner human resource-related processes storing and spread document electronically, and fill out various forms online. Due to this software, the company saves money and time by minimizing paperwork, reducing compliance problems, and increasing productivity. At the same time, information kept in electronic format is vulnerable to loss due to technological issues and leakage.
- Cloud-based applicant tracking systems such as Bullhorn and BambooHR. These systems allow to keep employee, candidate, and business data in one place to be accessible for organization and management. They allow to improve communication between departments, however, the leakage of information stored in one place due to a lack of security may lead to devastating consequences.
In general, there are multiple ways of how people learn and develop in the workplace. Supported by the company, learning may be organized through lectures and seminars, workshops, discussion groups, projects, online courses, debates, role play, experiential activities, and simulation. This variety is determined by various ways of people’s learning depending on the channel of perception, required time, already obtained knowledge and sills, and personal characteristics and working conditions as the sources of both intrinsic and extrinsic motivation (“Workplace learning,” 2021). Considering these factors, the company may organize employee learning in the most appropriate way to ensure its efficiency.
An organization is a complex mechanism in which specific components affect different functions, but successful development requires the collaborative work of all components. The company’s operational activity is dictated by the professionalism of employees, management decisions, and the specifics of the market. In the case of AlEmad Holding Company it includes work with suppliers, outsourcing, real estate sales, and, for example, various geodetic surveys.
Success is reflected in the company’s financial performance.
However, the interaction of employees, setting goals and objectives, motivation, and punishments are the most essential elements of the organization’s culture, which should be harmoniously woven into business processes. The HR department is exceptionally dependent on this balance, both at the stage of recruiting for vacancies and maintaining their level of high satisfaction (Al-Musadieq et al., 2018). Recruits must be clear about the values that are key to the organization to potential employees to avoid conflicts immediately. Once hired, management must support the mission, vision, and social responsibility with action.
Therefore, the work of the organization system depends on culture, professional functionality, and structure.
Herzberg’s two-factor theory describes an example of good employee work and will be based on the company HCL Technologies. The organization uses a patented ideapreneurship approach that allows each employee to share ideas in four areas, instantly broadcasting them to all international offices of the company (HCL Technologies, 2022). In addition to the hygienic factors of high wages, working conditions, and working for a promising company, HCL provides motivators by introducing equal opportunities for achievement, responsibility, and career advancement through ideas (Thant & Chang, 2021). However, motivation to work does not always lead to positive results, as it is good in moderation. Employees of the organization from the above study were often delayed at work due to the introduced system of achievements, which contributed to financial incentives (Kim, 2018). While this approach may pay off in the short term, sooner or later, people will experience burnout and mental health issues (Kim, 2018). Consequently, these practices of introducing motivational factors are necessary but require fine-tuning.
Planning and managing change within the framework of project management plays a highly essential role within the workplace for the company’s efficient performance. First of all, planning presupposed setting goals for their achievement along with continuous monitoring for review if necessary. Project management goals allow to create the company’s focus on major objectives, increase its achievements, improve operational changes, and enable continuous and stable growth and development. In addition, planning helps the company prepare for potential threats (Seymour, 2022). With it, inner processes may be organized in a way to ensure informed decision-making and minimize risks.
Learning from an organization is a definite plus for the applicant. First, new knowledge stimulates professionalism. Second, development promotes career advancement (Ford, 2020). This process can take place in different ways depending on the goals. Training promotes the development of specific skills or behavioral changes and is like an intervention (CIPD, 2022). Learning, in turn, generally aims to create adaptive capabilities by increasing the potential for development (CIPD, 2022). In working with human resources, it is essential to rely on the trainees’ organizational capabilities, priorities, and cognitive processes, coupled with previous, if any, experience. Accordingly, employees can contribute to an increase in professionalism, learning qualities and mobility, and soft skills.
Some listed abilities are universal for any job and critical in recruiting, and others are specific.
Therefore, when developing these skills, a comprehensive assessment of requirements is needed, which implies differentiation of the personal and professional abilities of the employee. (AC 2.3)
Change is primarily dictated by the external environment, which is highly dynamic, especially in recent times. First of all, profound leaps are being made in technological aspects, which are being introduced into literally every business industry. In addition, economic and pandemic crises are best experienced by companies that can adapt and are ready and open to change. In this case, AlEmad Holding Company must always keep small reserves of resources for emergencies, predict development in the context of changes and allocate a budget. These steps are essential for several reasons. First, planned change has a strong evidence base, which is consciously presented to employees and, accordingly, can have the best effect (Errida & Lotfi, 2021).
Second, predictable change enhances organizational adaptive and predictive skills, which guards against the mighty blows of a crisis or bad management decisions (Errida & Lotfi, 2021).
Finally, such an approach reduces risk, improves impact mitigation, and helps articulate the mission and vision that drive employee morale.
Al Dohaiman, M. S. (2017). The impact of stock market and macroeconomic variables on real estate prices dynamics: Evidence from Saudi Arabia. International Journal of Sustainable Real Estate and Construction Economics, 1(1), 3-15.
Seymour, S. (2022). What is the purpose of project management? Finances Online. Web.