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Solution
Career Development Strategy at Saudi Aramco
As the leader of the oil and gas industry, Saudi Aramco has a career development strategy to contribute to strengthening the skill sets and commitments of its employees. To implement this strategy, the organisation enables employees to advance technically through career pathways, leadership programs and continuous learning (CIPD, 2024b). In practice, this means structured development program, mentoring and targeted training opportunities that help employees to grow within the company. At the same time, the strategy is consistent with Saudi Vision 2030, which calls for developing human capital, diversifying skills, and promoting local talent in the main sectors. Through this process, Aramco is not only able to satisfy current demand requirements, but also to identify a sustainable talent pipeline that aligns with organisational needs.
Current Labour Market and Career Development
There are many challenges with the current labour market, such as skills gaps, digital and sustainability need, and stiff competition for skilled workers (Jackson & Tomlinson, 2020). Especially in the oil and gas industry, these issues are most prevalent, as companies become more and more compelled to utilise new advanced technologies and embed environmental sustainability. With the wide adoption of AI, automation and data analytics in core operations, the market has re-oriented itself around technical and digital skills. This market shift represents a call to modernise employee skills to enable technological and environmental innovation for Aramco.
Thus, Aramco’s career development strategy focuses on developing the relevant skills set that is in line with the market requirements, both current as well as projected. Now, it embraces the digital effort, training workers in digital literacy, technical expertise and sustainability, which will develop a workforce ready to respond to technology changes, and contributing to Aramco’s objectives in energy transition and resource management. Aligning career development to labour market demands is no less than a strategy for enhanced internal talent development while mitigating external recruitment challenges (Fajaryati et al., 2020). This helps Aramco reduce dependency on external hires who might take some time to become productive and requires onboarding and regular training.
In addition, labour markets are being pushed by the global quest for environmental sustainability, as countries and industries aim at lowering carbon emissions by prioritising ‘green’ skills. As a result, this shift has created a greater need for people with services for green technologies, energy management, and sustainable practice (Sulich et al., 2020). These priorities are reflected in Aramco’s career development programs that are training based on a national and international level that directs activities in environmental stewardship and renewable energy solutions. This is achieved by allowing the strategy to equip Aramco with future workforce who are prepared to deal with the challenges of its sustainability, and by helping Aramco advocate itself as a top employer for environmental-focused professionals that wish to embark on a career in a sustainable industry.
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