Scenario$-$Based Activity: Designing Effective HRD Interventions in a Saudi Organization

Riyadh Tech Solutions, a leading Saudi technology company specializing in eco$-$friendly solutions, is facing performance challenges in its product development and customer service departments. These issues stem from skill gaps in utilizing advanced technologies, managing projects effectively, and meeting the diverse needs of its clientele. With Saudi Arabia$$s Vision $2030$ goals in focus, the organization recognizes the urgent need to enhance its workforce capabilities to remain competitive in the market.

The HR department has been tasked with developing a Human Resource Development $($HRD$)$ intervention to address these challenges. However, the initiative faces several constraints. The budget is capped at SAR $200,000,$ limiting resources for external trainers and technology upgrades. Additionally, the intervention must be completed within three months to align with the company$$s product launch schedule. The workforce$$s diversity, encompassing employees from various cultural and educational backgrounds, requires a training approach that is inclusive and adaptable. While senior management supports the initiative, middle management is skeptical about its feasibility and effectiveness, adding to the complexity.

The HR team has identified key objectives for the intervention, including upskilling the product development team with advanced technical expertise, enhancing project management skills, and improving customer service representatives$$ ability to address diverse client needs. A thorough training needs assessment will be conducted, utilizing performance reviews and stakeholder feedback to align the intervention with organizational priorities.

To achieve these objectives within the constraints, the HR team proposes a hybrid training strategy. This includes instructor$-$led workshops, on$-$the$-$job training, and e$-$learning modules. Internal subject matter experts will be leveraged as trainers, and existing facilities will be utilized to reduce costs. Training content will be customized to reflect the Saudi context, using real$-$world scenarios, simulations, and case studies. The program will also focus on engaging participants through interactive sessions, group discussions, and culturally inclusive materials.

The intervention will be implemented in phases, beginning with a pilot program to refine the training design based on participant feedback. The program will then be expanded to include all relevant employees. Metrics such as project completion times, customer satisfaction scores, and employee engagement levels will be used to evaluate the program$$s success.

This intervention aligns with Riyadh Tech$$s strategic goals and Saudi Vision $2030,$ aiming to enhance workforce capabilities while fostering a culture of innovation and excellence. Students will analyze this scenario, discuss challenges and opportunities, and propose solutions for designing an effective HRD intervention. Through group discussions and presentations, they will explore strategies to navigate constraints and deliver measurable outcomes in a real$-$world Saudi organizational context.

Discussion Activity for Students:

Students are tasked with analyzing this scenario and identifying the best solutions to address the challenges faced by Riyadh Tech Solutions. In small groups, they will discuss the constraints and opportunities presented, propose strategies for designing and implementing an effective training program, and develop metrics to evaluate its success. Each group will present their findings and solutions to the class, fostering a rich discussion on innovative HRD practices within the context of the Saudi business environment