Table Of ContentKINGDOM OF SAUDI ARABIA
NATIONAL GUARD HEALTH AFFAIRS
KING ABDULAZIZ MEDICAL CITY - RIYADH
Administrative Affairs
Departmental Orientation
For New Employees
Prepared by: Staff Support Department, 2010
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Administrative Affairs
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Message from Administrative Affairs
EMPLOYEE NAME : ____________________
POSITION TITLE : ____________________
DEPARTMENT : ____________________
Dear Ms./ Mr._________,
We are very pleased to welcome you to King Abdulaziz Medical City for Na-
tional Guard Health Affairs.
We are delighted to have you join us at the start of what appears to be a reward-
ing career in NGHA. National Guard Health Affairs is one of the largest health
institutions in the Kingdom of Saudi Arabia.
To help you get started, enclosed is Administrative Affairs’ Orientation Guide
that will familiarize you with the functions and responsibilities of all depart-
ments under the umbrella of Administrative Affairs. Our staffs in Administra-
tive Affairs will be ready to extend assistance should you need any.
We are confident that you will be an asset to our organization. Now that you are
part of our team, we look forward to a pleasant association with you and hope
that we can help you achieve your goals.
We wish you a rewarding and enjoyable stay as you work with us.
Respectfully yours,
Mr. Abdulaziz Al Awad Mr. Ahmed Al Rukban
Deputy Executive Director Executive Director
Administrative Affairs NGHA Administrative Affairs NGHA
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National Guard Health Affairs
Administrative Affairs Departments
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Administrative Affairs
Executive Director, Administrative Affairs, NGHA
First Floor, New Administration Building, Room 108-03-072
Extensions: 43420/43439/43392
Mail Code: 2325
Email: [email protected]
Deputy Executive Director, Administrative Affairs,
NGHA
First Floor, New Administration Building, Room 108-03-090
Extensions: 43837/43143/43129
Mail Code: 2333
Email: [email protected]
Mission
We exist to provide all National Guard Health Affairs employees with services
ranging from staff recruiting, job classification, establishing pay, policy, ap-
propriate recognition and reward program, government relation support, and
developing strategic initiatives, such as Saudization.
Vision
Our vision is to provide a seamless, consistent focus on individual and business
needs, and provide superior system of services, products, tools, and programs
to ensure a competent, integrated, healthy, and diverse workforce at the Na-
tional Guard Health Affairs.
Goals & Objectives
1. Provide an innovative and responsive employment system for recruiting,
hiring and retention of talented employees.
• Develop and implement innovative recruiting programs and tools to at-
tract diverse applicant pool
• Provide a competitive compensation and reward structure that is com-
mensurate with National Guard Health Affairs financial resources and
help in recruiting, hiring, and retaining talented employees.
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• Continue to evaluate the cost/benefit of the National Guard Health Af-
fairs’ benefits offerings to ensure they are competitive, and that fund-
ing is maximized and/or relocated to priority benefit and compensation
initiatives.
• Coordinate with training and development department for providing a
professional development and training program that helps staff, man-
agers, and department chairs acquire the knowledge and competencies
needed to achieve performance excellence and maximize productivity.
2. Continue the review and enhancement of Administrative Affairs organiza-
tion, systems, processes, and procedures, using the principles of continuous
quality improvement that incorporate quality service and excellent perfor-
mance standards, increased accountability, and maximize cost-effective-
ness.
• Implement improved performance evaluation systems
• Improve effectiveness (cost and service levels) of Adminsitrative Af-
fairs to support implementation of corporate objective “Establish and
maintain cost effective programs to ensure proper utilization of resourc-
es”
3. Provide a positive and supportive work environment that increases staff sat-
isfaction and expand opportunities for staff to resolve conflicts and address
concerns and minimize disruptions and barriers to excellent performance.
4. Develop close loop processes for all Administrative Affairs activities to en-
sure efficient capturing for end user/s feedback.
• Develop and implement frequent staff satisfaction surveys.
• Establish process measurement reporting system to control the process
and ensure the efficiency and cost by reducing the process waste and
cycle time.
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Corporate Manpower Services
First Floor, New Administration Building, Room No. 108-08-047-1
Extensions: 43225/43165
Mail Code: 2314
Email: [email protected]
In 2003 the department was officially renamed to signify the corporate identity
and reflect the spectrum of responsibilities and accountabilities to be re-titled:
Corporate Manpower Services Department.
Corporate Services Manpower Department is responsible for the review and
recommendations with regard to compensation and benefits, salary establish-
ment, and position management within NGHA. It controls the NGHA man-
power database and also maintains employees’ transfers and promotions.
Corporate Manpower Services is split into five (5) sections:
1. Compensation & Benefits Services
2. Employee Credentialing & Transfer Services
3. Manpower Information Center
4. Manpower Planning Services
5. Talent Management Services
Mission
The department of Corporate Manpower Services, in accordance with the mis-
sion defined by the NGHA, will strive to assist in the promotion and transfer
of employees on an inter and intra level, support departments with accurate
statistical reports on all NGHA positions, and provide an equitable environ-
ment of salaries and benefits for all employees. Corporate Manpower Services
is committed to providing a high quality service to all prospective, current and
past employees and to treating such individuals with respect, good care, and
individual attention from their first inquiries about position vacancies, services
and programs, through the end of their service. By making this commitment to
NGHA, Corporate Manpower Services will be able to maintain its high level
of mutual trust and respect. The department of Corporate Manpower Services
fosters a work environment that attracts and inspires excellence in people striv-
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ing to the success of the NGHA’s mission.
Goals & Objectives
In line with the goals and objectives of Corporate Manpower Services to ex-
pedite all matters related to manpower staffing, promotions and transfers, and
an equitable environment of compensation and benefits, whilst maintaining cli-
ent satisfaction remains a top priority. Thus as part of Corporate Manpower
Services continuous efforts to provide NGHA and its affiliated facilities with
the utmost assistance with regard to their requests in a timely and professional
manner; taking a proactive attitude in streamlining the processes within the
department at all times to provide an optimum high level of service and pro-
ductivity.
COMPENSATION & BENEFITS DEPARTMENT
The function of the Compensation & Benefits department is to maintain a sys-
tem of remuneration that is both equitable internally and externally; which will
enhance productivity and support for both staff retention as well as organiza-
tional stability. The Compensation & Benefits Section is centralized at a cor-
porate level for controlling and coordinating all related requests covering the
Central, Western and Eastern Regions, to ensure an accurate and accountable
system and regulation.
The role of the Compensation & Benefits department is to review, analyze and
evaluate requests pertaining to employee transfers and promotions, job clas-
sification and compensation which would include the following: creating new
positions, deleting positions, adding positions, downgrading positions, upgrad-
ing positions, reclassifying positions, re-titling positions, trading-off positions
and splitting positions. Furthermore, a more scientific and analytical approach
has been taken with regards to the following: job descriptions, job analysis,
workload measurements, remuneration review/recommendations, establishing
salaries, re-assessing and amending benefit groups from various departments
within NGHA. Such types of requests after a thorough review and analysis
are presented to the Job Classification Committee (JCC) and/or Administrative
Credentialing Committee (ACC) for area of concern for committee approval.
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Description:professional development and training program that helps staff, man- agers, and department sure efficient capturing for end user/s feedback. • Develop and . and Employees. • Guidelines on Half Time positions and employees
