Training and Development
Qatar Steel is committed to its staff’s personal and organizational learning and development. The company’s training programs are outcome-oriented. This strategy is aimed at building individual and organizational capabilities to ensure that Qatar Steel outperforms its competitors. The company strives to attract, develop and engage the best leaders in the world; and create a winning culture that is fueled by a passion for excellence, a deep belief in the power of diversity, and Qatar Steel’s corporate values.
A typical employee receives on average 9 hours of training per year, with some variance depending on his role. In 2016, priority was given to HSE-focused training, which resulted in deferring training for female employees in administration and other supporting departments. Qatar Steel also successfully managed to reduce the cost of training per hour per employee by more than 60%. This demonstrates that the company is doing more with less given that the total training hours declined only by 21% over the past year.
| Training | ||||
|---|---|---|---|---|
| 2014 | 2015 | 2016 | ||
| Total number of training for females (hours) | 134 | 15 | 0 | |
| Total number of training for males (hours) | 24,709 | 20,889 | 16,422 | |
| Total number of training for total workforce (hours) | 24,843 | 20,904 | 16,422 | |
| Average hours of training per year for female employee | 0.54 | 0.019 | 0 | |
| Average hours of training per year for male employee | 10.5 | 10.2 | 9.0 | |
| Average hours of training per year for employee | 11 | 10.20 | 9 | |
| Total cost of training (QR) | 3,439,337 | 1,801,121 | 669,687 | |
| Average cost of training per employee (QR) | 1,517.0 | 895.6 | 368.4 | |
The HC department at Qatar Steel actively develops capacities in leadership and strategic development. The company has a successful leadership succession planning programs which provide top leaders an opportunity to understand the health of the business, and gain a deeper understanding of the enterprise goals. Leadership development opportunities are provided at all levels of the organization. As part of the succession planning program, all experienced and capable employees are prepared to assume key business positions.
