Background:
Healthcare organizations in Saudi Arabia are facing increasing demands for operational excellence, skilled talent acquisition, and retention. To meet these challenges, one of leading hospitals group in dammam approached us to develop a comprehensive HR framework, aiming to optimize job roles, align compensation, and establish clear career development paths.
Objectives:
The primary objectives for the HR Transformation project were:
- To optimize job roles and ensure well-defined job descriptions for all positions.
- To develop a structured compensation and benefits (C&B) framework in line with the healthcare market.
- To create a competency framework that aligns with the hospital's operational needs and strategic goals.
- To establish a talent management framework, including career paths and succession planning, to support staff development and retention.
Challenges:
1. Role Optimization: The hospital had multiple overlapping roles, creating inconsistencies in job responsibilities and compensation.
2. Job Descriptions: Existing job descriptions were outdated and lacked clarity in defining roles, responsibilities, and required competencies.
3. Compensation Alignment: The hospital's current compensation structure did not align with the market standards, making it challenging to attract and retain top talent.
4. Talent Management: A need for a structured approach to career development and succession planning was identified to support staff growth and institutional knowledge.
Our Approach:
1. Job Roles Optimization:
- Conducted a comprehensive review of existing roles and responsibilities through job analysis meetings with key stakeholders.
- Identified overlaps and gaps in job roles, leading to the optimization and consolidation of job functions for operational efficiency.
2. Job Descriptions:
- Reviewed and updated job descriptions for all positions to reflect the current scope of work, responsibilities, qualifications, and competencies required.
- Ensured that job descriptions provided clarity on role expectations, contributing to a more streamlined job evaluation process.
3. Job Evaluation and Grading Exercise:
- Applied a globally recognized job evaluation method to evaluate and grade jobs, establishing a structured hierarchy based on role complexity, accountability, and expertise.
- The grading exercise ensured internal equity and served as the foundation for developing a fair and competitive Compensation & Benefits framework.
4. External Salary Benchmarking:
- Conducted a market benchmarking study to compare the hospital's compensation structure with similar healthcare institutions in the region.
- This benchmarking exercise identified gaps and provided insights to develop a competitive compensation strategy.
5. Developing the Compensation & Benefits Framework:
- Proposed a new salary structure based on the grading exercise and external benchmarking to ensure market alignment.
- Recommended allowances and benefits packages compliant with Saudi labor laws and competitive within the healthcare sector.
- Developed comprehensive Compensation & Benefits policies covering salary reviews, allowances, and benefits to support the institution's strategic goals.
6. Cost Analysis:
- Conducted a cost analysis to assess the financial implications of implementing the proposed Compensation & Benefits framework, ensuring its sustainability within the hospital's budget.
7. Developing the Competency Framework:
- Identified and defined behavioral competencies required for various roles within the hospital.
- Developed proficiency levels for each competency to provide clear expectations and support staff development.
8. Mapping Competencies to Job Roles:
- Mapped the identified competencies to specific job roles, ensuring alignment with the hospital's operational needs and performance standards.
9. Talent Management Framework:
- Developed career paths to facilitate both vertical and horizontal career movements within the hospital.
- Established guidelines for career development, supporting staff in their professional growth.
- Created a succession planning policy, framework, and tools to identify and nurture potential future leaders within the hospital.
Results:
The HR transformation project resulted in optimized job roles, improved clarity in job descriptions, and an equitable, market-aligned compensation structure. The development of a competency framework provided a clear basis for performance management and staff development. Additionally, the newly established talent management framework, including career paths and succession planning, positioned the hospital to retain and develop a skilled workforce in support of its long-term strategic objectives.
Tuscan Consulting successfully partnered with the hospital group to transform its HR function, addressing key challenges in job role optimization, compensation, and talent management. Our holistic approach, combining job evaluation, external benchmarking, and competency mapping, delivered a robust HR framework that aligned with the hospital's operational goals and market standards.
