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 T205A – SYSTEMS’ THINKING THEORY & PRACTICE

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تاريخ التسجيل : 18/02/2012

مُساهمةموضوع: T205A – SYSTEMS’ THINKING THEORY & PRACTICE   الثلاثاء أكتوبر 21, 2014 12:00 pm

FACULTY OF BUSINESS STUDIES
T205A – SYSTEMS’ THINKING THEORY & PRACTICE
2014/2015 SEMESTER I – Fall 2014


T205A TMA CASE STUDY – FALL 2014

Strata 5
Based in Al Ain, Strata Manufacturing PJSC (Strata) is part of a significant investment in the development of an integrated aerostructures industry in the Emirate of Abu Dhabi. The company works in partnership with major aircraft manufacturers, such as Airbus and Boeing, to develop, design, and manufacture the next generation of civil airline transport aircraft. In July 2008, in conjunction with the purchase of Etihad Airways aircraft from Airbus, Mubadala, there was a guaranteed US $1 billion worth of work/business to be supplied by Strata to Airbus between 2010 and 2020. The agreement includes knowledge transfer and support for design and implementation of a composite aerostructures manufacturing facility from Airbus. Strata uses Oracle HRMS software for its HR administration. The Oracle recruitment module is used from the budgeting stage, to enter the details of the successful candidate when they join the company. During the selection process, assessment centers working for Strata typically use a combination of simulations, interviews, and psychometrics to measure the performance of candidates against the skills and behaviors required for success in a particular job. This greatly increases the chances of finding suitable candidates. Strata’s biggest challenge at present is findings skilled workers in a country that’s still in the process of creating its integrated aerospace industry. With the support of Mubadala Aerospace, Strata is committed to implementing a framework to support U.A.E. nationals through the education and training system to create professional careers in the aerospace industry. The company continues to work for agreements between overseas educational and training organizations and Abu Dhabi-based universities and technical colleges, and in conjunction with the Abu Dhabi Government and local aerospace companies to provide the necessary skill sets for the people of the U.A.E. to be part of this industry.
Emiratization is a priority of the company, in conjunction with TANMIYA, the Emirates National Development Authority, Higher Colleges of Technology, Zayed University and U.A.E. University. Strata took part in the Careers UAE 2010 exhibition which attracted tremendous interest in the company from U.A.E. citizens, and is providing strong social returns by creating over 1,000 job opportunities, at least 50 percent of which will be filled with U.A.E. nationals across all job profiles.
Together with Mubadala Aerospace, Strata is working with the Al Ain International Aviation Academy (AAIAA) to provide a 22 month training program in composite aerostructures manufacturing and assembly, to equip U.A.E. nationals with the skills to become part of Abu Dhabi’s aerospace industry.
A good percentage of Strata’s workforce is expatriates. For expat recruitment, Strata HR members travel to overseas countries to search for the right candidates. The first 12 people hired by Strata came from eight different countries, and today Strata has almost 300 employees from 17 countries. Strata seeks people “with the skills, knowledge, experience, innovation, and enthusiasm to create, run, and perform.” With its focus on business goals, nationality has never been a barrier. Instead, staff members collaborate to get the job done.
Whether nationals or expatriates, the main human resource challenges for Strata are the following:
1. Developing high-performing teams
2. Succession planning
3. Managing talent through change
4. Finding/sourcing talent externally
5. Developing high potential
6. Managing performance
7. Engaging people: driving their motivation by an enhanced communication
8. Assessing the best talent to join the organization
9. Identifying high potential
10. Selecting the best candidates for internal moves
The common language spoken throughout the organization is English, which also reflects the common language of the aerospace industry. With many staff from Arab nations, Arabic is the second most widely spoken language at Strata. Through patience, tolerance, and mutual respect, language has never been a barrier, and the company continues to thrive and perform. Furthermore, Strata has established a Social Committee comprising a multinational team. Again, inclusivity is a priority, with events being held in a way to ensure that the number of participating employees is optimized. A recent example is a ‘Golf Day’ where employees were able to gain knowledge and skills along with having a lot of fun. Team building and comradeship were a clear spinoff.
Strata’s HR management mission statement is “to foster a business culture and working environment that emphasizes quality, enhances productivity, demands integrity while offering high levels of satisfaction to The Company employees.”
Therefore, the culture within Strata is one of openness, inclusivity and involvement. When Strata started, a daily communications session was held with the CEO and the entire team. As the team grew, this became unmanageable, but the approach evolved into parallel sessions, divided by function, held at the same time. Today, account managers and functional heads continue to hold team-wide information sharing sessions daily or twice weekly in an open style, with a weekly communications meeting of the entire workforce. Strata does not have labor unions or similar bodies. As stated in its company manual, “the HR policies and procedures of the company are based on the belief that success of the group is primarily dependent on its people and that motivation and development of employees is mutually beneficial, for the employee and the company.” This belief is brought to life through regular open communication with all areas of the workforce, where issues are raised and addressed. For Strata’s top management, looking after the welfare of its workforce is as important as delivering the product and shareholder returns. There is a code of ethics published as part of HR policy and procedures, in line with the tradition and customs of the country with a view to achieving an equitable working ambience and a strong reputation for the company. Looking ahead, Strata is currently devising a social responsibility program aimed at supporting the local community and environment through a range of initiatives. This will involve staff from all business areas of Strata and will be driven by collaboration and cooperation.

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