1. Presented on 12/11/2015 for Cohort-6
Hiring Retired Employees (Looking for dedicated, focused, loyal , high tech employees part time/specific task)
Presented on 12/11/2015 for Cohort-6

2. Group Members Nada Al-Sumait Kholoud AL-Mutairi Dr. Musleh Al-Otaibi
Ali M. Al-Kandari
Yousef A. Mohammad

3. Introduction
Many of oil sectors employees had retired for various personal reasons while they are still able to give more from their wealth of experience to the oil sector. As a Klead project, we, in cohort 6, propose that those with extensive experience in some of a much needed expertise are to be re-hired as consultants to enrich the various operations in the sector, and to fill the gap created by the increasing numbers of applicants for retirement as a result of the possible implementation of the Strategic Alternative salary package.

4. Benefits of Hiring retirees
Inside Corporate Knowledge
Retired employees know a lot about how the company operates.
Retired employees understand the workplace dynamic and have a firm idea of what the company needs beyond the job description elements of a new employee’s position.
Retiree can explain how corporate culture affects the chain of command, how major and minor decisions are made and what kind of attitude is expected from employees.
Network Building(Effective networking is a key skill in many jobs)
Retired employees have strong professional networks and client networks ,This type of knowledge only comes with experience, and a retiree sharing it with a new employees puts them on the fast track professionally.

5. Efficiency and the confidence
Efficiency and the confidence
Retired employees their years of experience in the workplace give them a superior understanding of how jobs can
be done more efficiently, which saves companies money. Their confidence, built up through the years, means
they won't hesitate to share their ideas with new employees.
Less stress on the available experts
When the expert workforce are leaving – leaving fewer experts available to share their knowledge with younger employees.
This puts more and more stress on those remaining experts, prompting them to leave earlier out of frustration.
Transfer the responsibility to train the new employees to the elite retired employees will reduce stress on the available experts.

6. How to implement Preparation Phase: Contracting Action:
Package formulation.
Scope of work.
Time frame.
Commercial/Legal coverage.
Qualification Action:
Setting Criteria.
Short Listing of Candidates.

7. Peer Review
Meetings with candidates
Agree on program.
Detailed review of the program.
Evaluate and look back.

8. Implementation Phase I. Call up candidates for a meeting. II
Implementation Phase I. Call up candidates for a meeting. II. Signing Agreements. III. Asign Company-Supervisor: III.1 Periodic meeting with candidates. III.2 Periodic Reports-generated by Company-Supervisor. III.3 Periodic Reports by Trainees submitted by Company-Supervisor. III.4 Periodic assessments for instructors and trainees.

9. Implementation time : Any time
Project owner : Companies ‘s Human
resource

10. Thank you