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Al-Jomaih Bottling & Can Making Plants

Your Guide to Life At Al-Jomaih Bottling & Can Making Plants

A message from the General Manager


Welcome on board !!!
The key to the continuing success of AJBP/CMP is our full and effective use of the talents, abilities and interests of all our staff. All our Human Resources policies are designed and planned to achieve this objective. Our goal is to ensure that each of you is provided with the opportunity for your personal and professional advancement and see AJBC/CMP as being truly a Preferred Employer. At this stage, let me take this opportunity to stress Al-Jomaih Bottling & Can Making Plants Business Vision and Mission. Our business vision is To Build the most successful, most respected and most profitable best in class beverage company in the Middle East. Our mission is ... Transform Al-Jomaih Beverages into a Best in Class organization by investing in people and continuous development of our system and processes to Consistently provide superior products and services to our customers and consumers whilst enhancing shareholders value. I hope you will contribute to our corporate goals and ensure that we achieve our mission. Finally, I take this opportunity to wish you every success in your career with us. Best Wishes, Elie J. Fayad General Manager
GM Picture

A message from the Organizational Capability Director


Dear Colleague, Welcome aboard! I am delighted that you have chosen Al Jomaih Beverages Company (AJBC) as a place to build your career. The objective of the Human Resource Function is to make AJBC a great place to work and as an employee of this organization, we would therefore expect you to play an important role to enable the HR function realize this vision. AJBC employs some 2,200 people in Riyadh and the Qassim region, each engaged in providing service for a principal, customer or employee. The entire value of the AJBC group is embodied in its employees who are genuinely our best assets. For this reason, establishment of sound HR policies and inducting people into our organization is vital for our success. This Induction Manual is a testimony of the organizations commitment to induct its people professionally into our organization. I would therefore urge you to read the attached document, familiarize yourself with the policies of the organization and life in Riyadh in general. The challenge for the HR function is to have the best people in AJBC which has a direct relationship with our aim of being a best in class operator in the Middle East region. It is our policy to promote a positive employee relations climate, with mechanisms in place to encourage a consistent and open dialogue between staff at all levels in the organization. All supervisors have the obligation to provide honest and constructive feedback to their staff at frequent intervals, both formally and informally, with the aim of enhancing your performance and career with us. Finally, I take this opportunity to wish you the very best in your endeavors with us. In the meantime if you have any queries please do not hesitate to contact the undersigned on Ext: 272. I look forward to meeting you in person in the not too distant future. My Best Wishes, Sai Gandhi Organizational Capability Directorr

From the HR Team

The staff handbook sets out Al-Jomaih Bottling & Can Making Plants business philosophy and gives you relevant information about your entitlements and benefits. This handbook has been brought out in requests from various staff members. Should you have any suggestions on any related issues, please do not hesitate to give your feedback to the Human Resources Department. We would like to take this opportunity to stress our commitment to providing a quality service to you and this handbook is just the first step. We are continually reviewing our processes, systems and documentation so as to respond to your requests in the shortest possible time. We have an open door and mind policy and so if any of you have suggestions or constructive comments, please do not hesitate to let us know. We can loudly and proudly say.were here for you.

You are our best asset !!!


Whether its working with our products or providing services to our valued customers, we depend, more than any other organization, on your skill and dedication. To this end, we will invest in people who invest in themselves. We are an equal opportunity employer within the bounds of the Saudi Arabia Laws and all our divisions reflect these policies. We will not discriminate on the basis of race, gender, religion or any factor other than ability. We will strive to increase the number of Saudi Arabia nationals in the company in keeping with the interest of the country at large. We are a Saudi-based company employing 2,200 people. What holds us together is our shared aim to make AJBP the most successful, most respected and most profitable best in class beverage company in the Middle East.

Business Ethics
We pride ourselves on our reputation for integrity and high ethical standards. You are the company to all our customers and we expect you not just to comply with the law, but to conduct yourselves in manner that upholds our reputation and high standards. As a group, we believe We will observe all laws and regulations applicable to our business in Saudi Arabia. As a staff member, you should not place yourself in a position liable to criticism that you have acted in any way for your personal benefit. Confidential or proprietary information, which you obtain in the course of your employment, must not be disclosed to persons outside the company nor used for your own benefit or for the benefit of others. Commissions, consultants fees, retainers or similar payments must be clearly related to, and commensurate with, the services being performed. All communications with the public must be truthful and accurate and in accordance with regulatory policies and rules governing such communications.

Our HR Philosophy
It is the role of the HR function to help managers achieve their business objectives through motivating their people into winning teams. Our motto therefore is Winning Through People since you are our best asset. We therefore have the responsibility to establish a positive employee relations climate and to this end, we hereby commit that : We will not discriminate on the basis of nationality or gender. All positions ore open to suitably qualified candidates albeit preference will always be given to Saudi nationals wherever and whenever possible . All employee will have equal access to the companys appraisal, development, training and career development system. It is our aim to promote a positive employee relations climate, with mechanisms in place to encourage and open dialogue between staff at all levels in the organization. All supervisors, therefore, have an obligation to provide honest and constructive feedback to their staff at regular intervals with a view to enhancing their performance. We will provide training and development activities designed to compliment the appraisal Meet the business vision ! process in developing the knowledge, skills and attitudes of our staff. Through all the above, we commit to assisting each of you to

Recruitment

Since people are our key asset, high quality staff will be recruited solely on their suitability to the position and not on the basis of nationality. Prior to an external recruitment, we will make every effort to locate a suitable candidate from within through our Internal Vacancy Advertisement system. We do not encourage the employment of relatives within the company.

Internal Vacancy Procedure


We will try to staff new positions from within and will advertise both externally and internally where possible. If you are interested in such a position, please discuss with your supervisor or the HR department personnel. Applying for a position outside your division will not prejudice your continued employment with your current department.

Induction
If you are new to the company, we undertake to induct you within 72 hours of your joining us. Our induction program will include :

Information about AJBP & CMP/EOE PLANTS, its businesses and our values. The AJBP & CMP/EOE PLANTS organization and its people. Department organization. Information about our brands, principal, key customers etc. Information about Riyadh. Your divisional manager is responsible for ensuring your departmental induction and your integration into the AJBP & CMP/EOE PLANTS family.

Probation
A probationary period is a trial period for both the organization and you. The probationary period extends for 3 months and at the end of the period you must make a decision regarding your continued employment with us. Similarly, we will make a decision on your continued employment based on your performance and your integration with the Company. Once the decision has been reached, you will be confirmed as a permanent member of the Company.

Position
AJBP & CMP/EOE PLANTS operate a structure that facilitates management decisionmaking and employee empowerment. Band for all job position are evaluated and allocated a grade level. Currently, we have a ten Band/Grade structure:

III II+ II I A B C D E F G

General Manager Deputy / Assistant General Manager Directors Senior Managers Managers Assistant Managers Supervisor Skilled Staff Semi Skilled Staff Semi Skilled Staff Unskilled Staff

Executives

Your job grade is based on the evaluation of your job, obtained from a position description and a discussion between the Organizational Capability Director and your Divisional Manager.

AL-JOMAIH BUSINESSES GROUP

Introduction

Mohammad Abdullah Al-Jomaih


Passed Away on April 2004

Al-Jomaih, one of the pioneering trading companies in the Kingdom, was established in early 1936 by the brothers Abdulaziz and Mohammad Abdullah Al-Jomaih . It was an immediate success and soon branches were opened in several cities including Jeddah, Dammam, Makkah Al-Mukarramah, Qassim and Shaqra in addition to the head office in Riyadh. The company has since kept pace with the commercial and industrial boom experienced by the Kingdom. In the early 1950s, the company has come to occupy a prominent trading position with its diversified activities in automobiles, tyres, lubricants, soft drinks, heavy equipment, agricultural machinery, foodstuffs and in the representation of a number of international companies . The company has also set up a bus assembly plant, a carbon dioxide plant and a lubricant blending plant. Additionally, Al-Jomaih has partnerships in several industrial and investment companies. Al-Jomaih continues to grow and to play a vital role in economic development of the Kingdom. The Companys dominant position today is a result of the dynamic leadership of Mohammad Abdullah Al-Jomaih, chairman of the board and co-founder, and his deputies, Mohammad, Abdulrahman and Hammad - sons of the late co-founder Abdulaziz Abdullah Al-Jomaih. Al-Jomaihs leading position is but a result of the far -sighted and ambitious economic development witnessed by the Kingdom under a wise leadership.

Automobile Division
Al-Jomaih occupies the most prominent place in the Kingdoms automotive trade on account of its relentless efforts to offer customers the best products backed by absolutely first class after sales service. The Companys success in this sector is baked by over thirty years of experience and developmental activities. Today, Al-Jomaihs ultra-modern showrooms located in Riyadh, Jeddah, Dammam, and Qassim display the latest models of General Motors cars including Cadillac, Buick, Oldsmobile, Chevrolet, Pontiac, GMC, Opel and others.

Bottling & Can Making Plants


Al-Jomaih Bottling and Cans Manufacturing had been established in Riyadh and Qassim as an integrated modern industry for manufacturing different sizes and packages of Pepsi-Cola products to help meet consumer needs within the Kingdom. Theres a wide range of product flavours on the line such as Pepsi Cola, 7Up, Mirinda Orange, Mirinda Citrus; also include Diet Pepsi, Diet 7-Up, Mirinda Strawberry, Mirinda Apple, Shani, and 7-Up Mint.

Agricultural Equipment Division

Al-Jomaih is helping companies to realize the full potential of agricultural development in the Kingdom. In this connection, it has signed representation agreements with the following companies to supply their equipments.

Lubricants Oil Division

It was over thirty years ago that the company was appointed by Shell International as a distributor of lubricating oils in the Kingdom combining reliability with the products quality

Tyre Division
Al-Jomaih has specialized in tyres for over thirty years. The Company is the sole representative of Yokohama, the famous Japanese tyre company. Backed by a network of branches, up-to-date inventory and reliable and efficient customer service, Al-Jomaih meets the tyre needs of the consumer in the transportation, construction and agricultural sectors.

Spare Parts
The Al-Jomaih Company has established efficient and well stocked original parts imported from General Motors in the USA and from Opel in West Germany.

Fact

The city of Riyadh had witnessed the processing of the first locally-made carbonated beverage product at Pepsi Cola bottle in 1957. Launching the project at advent of strategic transitions toward localized industries was a fulfilment of the noble ideas of Abdulaziz & Mohamed Abdullah Al-Jomaih to process these beverages locally in order to offer them to citizens at lesser prices compared to imported counterparts. Based on this clairvoyant view which looks up to future trends, Al-Jomaih Bottling and Cans Manufacturing had been established in Riyadh and Buraidah as an integrated modern industry for manufacturing different sizes and packages of Pepsi-Cola products to help meet consumer needs within the Kingdom. The wide range of product flavours such as top of the line Pepsi Cola, 7 Up, Mirinda Orange, Mirinda Citrus, also include Diet Pepsi, Diet 7-Up, Mirinda Strawberry, Mirinda Apple, Shani & 7-Up Mint, and are produced in cans, RBs (Returnable Bottles) NRBs (Non-returnable Bottles), SSPET (Single Serve Plastic Bottles), and MSPET (Multi Serve Plastic Bottles) to offer more choices to consumers. Responding to the fast growing market requirement are more than 2,000 employees within the company along with a fleet comprising of more than 700 equipped vehicles for product transport & delivery to all areas of franchise territories. In addition, more than 2,500 units of self-service (vending) machines have been installed at different strategic places to provide consumers with Pepsi-Cola beverage products at all times. Aggressive marketing strategies were defined and personnel training implemented to bolster efficient performance. All the while, Quality was never compromised . Great strides were taken to modernize quality control laboratories & equipment, standards adhered to, and appropriate systems were implemented to safeguard both consumers and business reputation. All these efforts resulted in milestone business growth which propelled the company to international distinction and a leading position in the beverage market the region.

Al-Jomaih Bottling PlantsRiyadh


The plants were established at a small factory located in the eastern side of the ministry of Finance in 1955 and the actual production operation involving one bottling line for Returnable Bottles started in 1957. In 1968, the company undertook the task of developing and modernizing its facilities & production lines to cope up with the trends of progress and relocated to the current site at the Ihsa Road which is one of the most strategic and active location close to Riyadh City centre. The new location covers a total area of fifty thousand (50,000) square meters that includes the administration building, plants, logistic support services, promotional service workshop, main and subsidiary warehouses and spaces for loading & unloading distribution vehicles. Due to the increasing consumer demand for Pepsi Cola products, existing production lines were modernized with the latest state-of-the-art technology. With the increase in production, the company propped up investment in support facilities & equipment plants, Quality Control laboratories and distribution vehicles. Warehouses were erected at different strategic points of the franchise territories so as to support direct sales and marketing plans from one side and to fulfill the requirements of the market on the other side.

Al-Jomaih Bottling PlantsBuraidah (Qassim)


To sustain the growing business momentum not only in Riyadh but also in other regions like Qassim, a huge expansion project was placed on the drawing board and was executed in 1980; thus the Qassim plant was erected over an area of sixty thousand sq.meters within Buraidah City . The new plants complete with modern can & NRB filling lines, Quality Control laboratory, CO2 plant, water treatment plant, other production support facilities, spacious storage area, administration & accommodation facilities was a tremendous success that an NBR filling line was commissioned in 1987. Due to qualitative leap realized (Sales) in the Qassim area, further development took place in all production lines and support equipment in 1995. A huge plant expansion was executed for a total area of 60,000 m2 in 1998 such as : major re-alignment of production lines, upgraded support facilities, water treatment plant capacity was increased and additional shaded storage areas were built . In 1998, the SSPET (plastic) line was commissioned that rendered the plants capability to produce different sizes of PET products. As a result, the plants have been able to produce assorted sizes & packages of Pepsi products. The Qassim plant covers distribution & marketing of products throughout different channels in the Qassim areas, Hail , the Northern Region, the North Eastern Region , Al-Dawadmi, Hafr AlBatin, Al-Rass , Al-Zulfi and Al-Majmaa.

Al-Jomaih Can Making PlantsRiyadh


With the vision of maintaining competitiveness & its prime position in the industry; and to have a better control of quality excellence & packaging appeal which are important factors of product marketability - the company decided to invest in establishing a modern facility for can making and lids production . In 1980 the Can Making Plants, with an annual capacity of 300 million cans of the 3-pc. Tin Can ( three electrically welded parts ), was established to cover the needs of the plants for cans, and the following year a third similar line was added . Benefiting from the technological advancement in the can making industry, a new production line to produce 2 pc. Tin Cans with a capacity of 550 million cans annually was established in 1991. In 1993 buoyed by recent success in the can making, two production lines were installed & commissioned ( EOE ) with an annual capacity of 2.25 billion lids . This was followed up in 1994 when a line was added for producing the 2pc Aluminium Cans at a capacity of 550 million cans per year . Due to the high quality of the products and excellent services presented to customers, the plants were able to market its production surplus in the local market and abroad including Europe, Chine North Korea, North Africa and other neighbouring countries.

The Support
With the confidence of our valued customers and the cumulative consumption of our products by all the members of the family enabled us to have the strongest trademark in the industry of carbonated soft drinks . The applied researchers have confirmed that AlJomaih Pepsi Cola is on top among CSD Bottlers as our share in the market is more than 85% . The investments we Al-Jomaih Pepsi Cola are doing to have the latest equipment , machines, coolers and advertising tools ( TV, Radio , Media and so on ). Our participation in different social & sports activities is an evidence of our commitment to supporting our trademark in order to satisfy both the trade and the consumers in a way that fits with the real position of Al-Jomaih Bottling Plants as a leading company .

Awards And Citations


Among the number of awards and citations presented to the plants are : The first beverage plants in the Kingdom attaining Quality Award Citation by the Saudi Arabian Standards Organization ( SASO ) The Golden Award among 600 plants in the world ( 2000 ) . In 1996, the plants were granted the Falcon Award for five consecutive times for quality perfection . In 1993, the plants had won the award as Prime Bottler in the Middle East presented by Pepsi Cola International . The Golden Classification of Plants from Pepsi Cola International for the year1999 . Second runner-up, King Abdulaziz prize for ideal Saudi Plant for the year 1999. Quality Index Award for Top 5 Worldwide Ranking Plants . Third runner-up, King Abdulaziz prize for ideal Saudi Plant for the year 2000. PBI IQA-Gold Award for Riyadh Plant & Silver for Qassim Plant 2002 PBI IQA-Gold Award for Qassim Plant & Silver for Riyadh Plant 2003 PEPSICO International Chairman Award for Outstanding Achievement in Driving the Softdrink Market Share in the Central Region of Saudi Arabia to 89%. Bottler of the Year Award - 2003

Life in Riyadh

The Country
Climate Riyadhs atmosphere is almost completely free from humidity. The winter climate is delightful, warm during the day and cool at night. Daytime temperatures range between about 6 Co and Co in January and the mid to high 40s Co in summer. Time Riyadh is three hours ahead of Greenwich Meen Time. There is one time zone throughout the Kingdom, but the times of prayer will be slightly different in the regions because of the different times and sunset. These times are given every day in the local Englishlanguage newspapers. Currency and Banking The currency in the Kingdom is the Saudi Riyal, divided into 100 halalas . It is based on the US dollar and there are approximately SR3.75 to the $1. The exchange rates can be found daily in the English-language newspapers. Cash is often preferred, but hotels, restaurants, and the larger stores accept credit cards. Most large grocery stores accept the point of sale SPAN debit cards are issued by all local banks. Cheques may be used for transactions between businesses and for payment for services such as the Internet. Riyadh residents may choose from a number of different banks, with branches in most parts of the city. Banks often have ATM machines attached, some of which are drive-in services, and ATM machines are also present in locales such as supermarkets, airports, and even on street corners. Travels cheques can be bought in the banks. Driving Women are not permitted to drive in Saudi Arabia. Many compounds have a regular bus service to schools and shops. Employment contracts may include the cost of a driver some families share the use of one.

The Documents You Need


Visas As a new employee coming to work in Saudi Arabia, you will arrive in the Kingdom for the first time on a temporary visit visa arranged by your sponsor, who will be either a Saudi national or a company registered to do business in Saudi Arabia. Visas are issued for short periods, and the visit should commence within a month of the visas date of issue. It is easy to apply for visa too early and find it has expired before you set out! During your stay you must submit all the papers necessary to support to support an application for a residence visa. Among these are a medical certificate and certificates verifying your educational qualifications (which will have to be translated into Arabic.) The application takes between one month and six weeks to process, at which point the residence visa can he collected from the Saudi Embassy in your country of origin. This entitles you to apply for and receive an identity card (iqama), wich you must carry with you at all times. With this in your hand you may apply for your family to join you, a procedure which is unlikely to take longer than a month, and you may also apply for a driving licence. Married women are entered on their husbands iqama as dependants, and will not have one of their own, but should carry a photocopy of their husbands iqama at all times. The same goes for dependant children. Single women will have own iqama. If you wish to leave the country, for business or pleasure, you will require an exit/re-entry visa, which can be obtained for you by your sponsor. Your passport will normally be held by your sponsor and on your departure abroad will be temporarily exchanged for your iqama. It may be possible to acquire a multiple exit/re-entry visa, which will entitle you to make several visits over a six-month period, but these are sometimes difficult to obtain.

Housing
Where to live ? As Riyadh has spread north, north-east and east, so also have the living areas favoured by expatriates for their villas and compounds . Sulaimaniya and Olaya are popular, particularly for individual villas. But many of the large compound are situated much further out. There are several near the British school, for example by exit 9 of the Ring Road. Most expatriates live in compounds provided by their companies. There are a number of private villas for rent, many with small gardens or sitting-out areas, and either an individual swimming pool or partshare in a communal one . When choosing a residence consider these questions: Is the location convenient to schools, shopping, restaurants, activities that you use ? what transportation, recreational, and dining facilities are available in the area or from the compound ? what mix of residents lives on the compound or in the neighbourhood ? do you want to live in the city centre or on the outskirts ? before making a decision ascertain all the costs involved some rentals are quoted inclusive of all services and maintenance and others are not . There are estate agents or real estate offices all over Riyadh, which will help you locate a house . A reliable one is creators, in Thalateen Olaya street ( not far from the old airport ), which covers most residential areas including Sulaimaniya, Olaya, Worood , Salahadin, King Fahad Quarter, Malaaz, Rawda and Rabwa . Alola Real Estate, in Aruba Road and al-Bakar Real Estate, in Thalateen Olaya Street, cover most of these areas but not Rabwa and Rawda .

Medical
Hospitals Government hospitals do not accept non-Saudis, except in an emergency. There are a number of private hospitals, of which the best known are listed below. Most expatriates have their medical expenses covered by an insurance policy taken out by their employer. For treatment at any hospital payment must be made, or visible means of payment demonstrated, before treatment. For this reason it is a good idea to carry a credit card with you at all times. The following hospitals offer obstetric, paediatric and gynaecological care. Some insurance policies do not cover obstetrics . All Hamadi Hospital (464 3312), behind al-Akariya shopping centre, Olaya. Dallah Hospital (454 5277), Olaya, King Fahad Highway . Al Mishari Hospital (464 7700), behind al-Jazeerah supermarket, Sulaimaniya . Green Crescent Health Services (464 4434), behind the intercontinental hotel . The Social Insurance (GOSI ) Hospital (493 3000), near Rabwa market off Ring Road East, exit 14 .

Medical
Clinics Most people are attached to a clinic for their general health care, while for specific needs they will consult one of the specialist clinics. Those used by companies and individuals include: Ghassan N. Pharaon ( GNP ) Clinic (476 7597), Malaaz on al-Amir Fawwaz ibn Abdul Aziz Street which cuts to the right from al-Ahsa circle when leaving town on Khorais Road, offers a full range of medical and dental services ( but not in cases of emergency ) and x-ray . Consulting Clinics(465 9100), near Azizia supermarket, on Dammam/Makkah Highway, offers the full range of outpatient services and has a staff of specialist consultants, but is not and emergency centre . Transad Medical and Dental Clinic (465 0840), in Sulaimaniya between al-Jazeerah supermarket and Grand Festival Palace, offers, in addition to routine out-patient care and referral to specialist or hospital consultation, the following care: in-house xray obstetrical/gynaecological service, paediatrics, ECG 24-hour emergency service, physiotherapy and dental service. Specialised Medical Centre ( 416 4000), at the intersection of King Fahad and Khorais Roads, provides all services including fully integrated and on-site radiology, laboratory, dental, ophthalmology, and physiotherapy departments. The centre also arranges home health care service and same day sugary . Family Medical Clinic (465 6263), behind SACO hardware store at end of Al-Aruba road on King Abdulaziz Street .

Medical
Dental services Before undergoing any dental treatment it is a good idea to get an estimate of the cost, especially if you are paying your self. The clinics above include dentists among their staff; particularly reliable are those in Transad, the Family Medical Clinic and GNP. In addition there are a few centres specialising in dental treatment . GAMA Dental Centre (454 2929), first floor, FAL shopping centre . Dr. Fatina al-Humouds dental surgery clinic in the Circon (465 6425), Building near al-Akariya shopping centre, Olaya Ramh Dental and Implant Centre (488 4084), also has American dentists . Optical services Opticians usually display a pair of spectacles above their door and can supply eyeglasses, contact lenses and other eye products. Most also offer eye testing. Opticians can be found on Olaya Road, Thalateen Sulaimaniya King Abdulaziz Street ( Old Airport Road ) and in Batha. Al-Moghreby close to KKESH Eye Hospital (488 6156) and at the intersection of Tahliya and Olaya Roads has a large selection of designer frames. Al-Saleh Eye Care Center (478 6660) off Sitteen Street behind the National Hospital has US certified ophthalmologists. Barakat Optical (476 9105) in King Abdulaziz Street and with branches elsewhere, is described as the largest optical center in Riyadh . Emergencies You can dial 997 for an ambulance ( 998 for fire ) but English may not be readily understood. It is much better to call one of the clinics or hospitals above, or just to go to the nearest hospital. Carry a credit card in case you are asked to demonstrate your ability to pay .

Postal Services and Telephones


Stamps are often difficult to obtain in Riyadh. The only certain source is the central Post Office ( in which women are not permitted ); area offices have stamps only intermittently . Ordinary letters carry a postage of SR 1 inland and SR 2 overseas. Letters can be registered at the Post Office, at a cost of SR 4 or SR 5 per letter depending on weight. Most companies have a franking machine and this can be used for letters. There is no door-to-door mail service in the Kingdom and most individuals receive their mail through company post office boxes at one of the neighbourhood post offices. However, al-Mourouj Postal Services (460 1161) and Mail Boxes Etc.(461 2047) offer private mail boxes for rent as well as shipping supplies and stationery . Many companies like to entrust their mail to a courier; several Services are now available in Riyadh: DHL/SNAS (462 1919) with headquarters next to French corner on the road which connects Dabbab Street to the Military Hospital; FedEx (419 4220) on King Fahad Expressway with a branch office in Malaaz and UPS (800 124 6699) also on King Fahad Expressway. These services provide pick-up on demand as well as delivery. Most people receive mail at their companys post office box as mail in not delivered to houses. Sizable packets or parcels will be opened for inspection either for censorship or customs whether sent through the post or by courier. Books may be subject to delays or confiscation. The most recent Riyadh telephone directory, with its useful yellow pages, was issued in 1998-9. Telephone and pager service can be initiated by filling out subscription forms at the local office of Saudi Telecom, but new lines are not always available. Keep this in mind when looking for housing as you may want to inquire if a phone line goes with the villa or apartment .

Hotels and Restaurants


Hotels Riyadh has excellent, reasonably-priced hotels. Most have sports facilities for guests and non-guests . Five-star Hotels SAS Radisson(479 1234) Inter-Continental Hotel (465 5000), near the Ministry of Interior (MOI). Riyadh Marriott Hotel (477 9300), Maather Street. Al-Faisaliah Hotel (273 2000). Four Seasons (211 5000). Four-star Al-Khozama Hotel (465 4650), on Olaya Road. Minhal Holiday Inn (478 2500), on King Abdulaziz Street. Riyadh Sheraton (454 3300), on the junction of King Fahad Street and the road leading to the University. Al-Moutlaq Novotel (476 0000), on King Abdulaziz Street, near the old airport. Sahara Hotel (220 4500), near the airport. Olaya Holiday Inn (461 2000).

Restaurants
The following are recommended: Saudi Najed Village (464 6530), on Takhassusi Street offers a Saudi dining experience, including baby camel. Shaaabiyah (419 8581), on Olaya road just north of Aruba Street. The al-Nakheel Restaurant (465 4650), at the top of the al-Khozama Towers often includes a Saudi dish. American The Steak House (464 9638), on Thalateen Olaya Street opposite Panda supermarket has excellent steaks. The Ferdaus Steakhouse (477 3900) at Marriott Hotel specializes in American steaks. Lebanese/Syrian Bourj al-Hamam (441 1401), Takhassusi Street, near King Faisal Specialist Hospital. Baalbek Restaurant (464 1154), Aruba Street (men only) and Olaya Street. French Caf Can (465 8007) , on Tahlia Street does take-away and outside catering. LEcluse (465 4748), on Tahlia Street. Japanese Forusato (465 7648), on Tahlia Street. Tokyo Restaurant (464 5672), on Arubah Road, Take-away. Italian Da Pino (465 4650), 1st floor, al-Khozama centre, Olaya Road. Roma (464 1133), of Olaya Road, near al-Akariya centre. Chinese Golden Dragon (465 0825), opposite al-Akariya Olaya. Jade Garden (465 0825), of King Abdulaziz Street. Turkish There are a larg number of very reasonable Turkish restaurants, such as Assaraya Restaurant, in Thalateen Olaya Street (464 9336), which does takeaway meals. Indian and Pakistani Marhaba Restaurant (462 2070), Olaya Road. Take-away. Wajbah (453 1086), opposite FAL shopping centre, on King Abduaziz Street.

Shopping
Riyadh is well served with shops, and supermarkets and corner shops (baqqalas), large malls traditional suqs cover most shopping needs. Mothers with babies and toddlers may like to know that some shopping malls are better adapted than others to manoeuvring a pushchair. The al-Mousa centre in Olaya Street has fewer steps than some of the other shopping centres and the shops are closer together, so that negotiating the distance between shopping stores is easier.
Shops shut at prayer times (salah). There are five prayer times in each day, each lasting approximately half an hour. All but the dawn prayer (fajr) affect the shops: midday (dhuhr), afternoon (asr), sunset (maghrib) and evening (isha). There times naturally vary according to the daylight hours; check the exact times on page two of English-language daily newspapers. There are few stores in Riyadh where you can find a range of products under one roof. Saudi House (465 3515), on Thalateen Olaya Street, a branch of British Home Stores. Sells many kinds of British products, including clothes, china, toys, luggage, kitchenware, cosmetics and linen, and has a good sale after Ramadan. Sawani (441 7106), with branches in the Nojoud, Mousa, Sahara and Oroba Plaza malls, sells household items and cloths for children and ladies. Fitaihi (478 2012), on Sitteen Street, sells all sorts of luxury goods, including jewellery , china, luggage and clothes from Italy, France and Germany, in glittering setting which is worth a visit for its own sake.

Supermarkets
Tamimi Markets (Safeway) (453 1472), has many locations including FAL shopping centre on King Abdulaziz Street (Old Airport Road) King Fahad Highway, across from al-Faisaliah Centre al-Asha Road close to the intersection with Dammam Highway. Al-Azizia (482 7055), near the King Faisal Specialist on the junction of Takhassusi Street and the Dammam/Makkah Highway. Al-Jazeerah (465 5988) Sulaimaniya, has a particularly good range of kitchen equipment. Sarawat (464 6856), Olaya, has a large store at Oruba Plaza at the junction of Oruba Road and King Fahad Highway with a good selection of fresh fish on Sundays, Tuesdays, and Thursdays and a range of European cheeses. Panda, has many locations throughout the city, including Thalateen Olaya Street, Aruba Road, and Malaaz Euromarche, on the corner of Takhassusi and Aruba Road. Food Basket, on the Dammam Road by the Rawda 3 exit.

Shopping Centres or Malls


Al-Akariya, Olaya, on Olaya Road. Al-Akariya, Sitteen Street. Shola, King Abdulaziz Street ( Old Airport Road) Al-Andalus, Olaya Road, near Aruba Road. FAL, King Abdulaziz Street. Al-Mousa, Olaya Road. Al-Oruba Plaza, Aruba Road, at junction with King Fahad Highway.

COMPENSATION AND BENEFITS

Overtime

The Company actively discourages the work and payment of overtime. We believe that staffing levels are adequate to cope with the volume of work. Overtime will be paid only for exigencies of work beyond normal hours and not for individual inefficiency. If you are required to work beyond normal business hours, you will be paid overtime at the rate of 1.50 times your basic salary. Your overtime will be approved by your divisional manager and paid with your monthly salary.

Pay Cheque

30th of each month is Pay Day! Your salary will be transferred to your bank account and you will be advised of the transaction through your pay slip. Please see section for opening of bank account. Please contact Central Finance for any queries that you may have on your pay cheque.

Compensation and Benefits

We believe in a compensation structure that will attract, retain and motivate quality staff within the job markets in which we operate. However, it is not our policy to lead the market but to pay salaries that are competitive in each particular job segment. Your salaries are therefore determined based on the prevailing compensation levels in the market and AJBP's ability to pay. The salary and benefits are determined by the Human Resources Department as explained earlier. Salaries are reviewed annually once every two years against actual individual performance and against movements in salary markets. Your divisional manager has a copy of the Compensation & Benefits Structure prevailing in AJBP. It is not our intent at this moment to publish the salary structure of the Company.

Commission

If you are a member of sales staff, you will be entitled to receive a commission. The details of this scheme are available with your manager.

Bonus

Bonus is a payment that you receive for excellence in your performance during a financial year. Your bonus is dependent on the performance of your business unit and your own individual performance. If you are a member of the Central Services (such as Finance, IT, Human Resources & Logistics), your bonus is dependent on the overall company's performance. Bonus payments are made in April and are at the discretion of the management. However, bonus will be closely linked to your overall performance as evaluated by the performance appraisal.

Salary Review

Your individual salary must be regarded as the market rate for your job, performed at an acceptable level. Performance over and above this level will be generally rewarded through bonus schemes. It is not our policy to always reward individual performance by a salary increase. Your base salary reflects the market rate for your job and will normally be adjusted according to movements in the market relevant to the job. However, notwithstanding market movements, your salary will be reviewed in April each year to allow consideration for outstanding individual performance. A salary review does not necessarily mean a salary increase to all staff members. Increments will be based on your salary vis--vis the market and your individual performance. If you are already at the maximum of your grade, you will not receive a salary increase. However, if your performance has been truly exceptional, you may receive a lump sum payment. Should you receive an increment, you will receive a letter signed by the GM, the Organizational Capability Director and your Department Manager.

GOING ON LEAVE

Vacation time

We believe that leave is vital for the well-being of all our staff, with particular reference to your health and performance on the job. Therefore you are entitled to paid leave every year as stipulated in your contract. Leave is calculated from January to December each year. You may, however, draw all your leave in advance after completion of the first year. Leave cannot be encashed and your divisional manager will ensure that all of you are able to take your vacation, notwithstanding exigencies of work.

Travel Home
To enjoy your leave with family and friends or if you wish to see the world, you and your family (if applicable) will get an air ticket to your hometown. You can use the tickets anytime during the calendar year (or once in 2 years, based on your contract). No cash will be paid instead of tickets. However, you may utilise your ticket for the purchase of a ticket for your spouse or children. Whilst the tickets are intended for travel to your hometown, you may purchase tickets for travel elsewhere. If the cost of airfares exceeds your entitlement, you should pay the difference.

Sick leave

Entitlement and administration of sick leave will be in accordan ce with the Saudi Arabia Labor Law. Employees will be eligible for sick leave on completion of their probationary period. An employee will be entitled to sick leave not exceeding 90 days either continuous or intermittent per each year of service computed as follows: The first 30 days with full pay. The next 30 days with 75% pay. The subsequent period without pay. Employees on Sick Leave are required to submit a medical certifi cate from one of the clinic authorized by the company if the employee i n question is absent from work. Sick leave exceeding 4 consecutive days will require the specific prior approval of the HRD; otherwise the same will be treated a s unpaid leave. Employees who have either resigned or terminated from the servic es of the company on medical grounds shall be entitled to benefits i n accordance with the Saudi Arabia Labor Law.

APPRAISAL AND COUNSELLING

Appraisal and Counselling


It is our policy that all of you must be appraised twice a year. Based on this appraisal process, decisions on bonuses, merit increases and your careers and developments are made. The key aspect of the appraisal process is the objective setting at the beginning of the year. Your supervisor & yourself will jointly agree on your objectives. Please make sure that they are SMART ! - Specific, Measurable, Attainable, Relevant and Time-bound. Formal appraisals may take place semi-annually or quarterly, and managers are requested to have informal discussions on performance more frequently, if necessary. The aim of the appraisal process is to assist in your development. Wherever possible, you may be encouraged to write self appraisals which are then subsequently discussed with your supervisor. In December each year, the Human Resources Department will circulate the appraisal forms to all department managers. Your immediate supervisor will be responsible for your appraisal. Please ensure that you have a meaningful appraisal discussion with him/her. At this time, you will also agree on your objectives for the coming year.
In June each year, there will be a mid-year review of your performance against your objectives. This review is intended to focus primarily on your development needs as outlined in your Personal Development Plan.

Training
Consistent with our belief that you are our key asset, we are committed to training you so that you may perform better in your current position and be considered for future development. The objective of our Training and Development plans are :

To increase quality of our existing staff. To develop core skills/competencies and enhance individual performance. Communicate Group goals and values and align attitudes and behaviour with these. Lead change initiatives and maintain changes through setting targets. The training needs are identified through the appraisal process and formal meetings with divisions. Career development is the joint responsibility of yourself & AJBP/CMP and we believe that you play the most significant role in your development. Whilst you are encouraged to consider your own training needs and to discuss them with your supervisor, it is the supervisor who makes final recommendations on your actual training.

FAREWELL

Farewell
Your ongoing relationship with the AJBP/CMP family depends on your continuing performance and failure to achieve the agreed performance standards will trigger a coaching/counselling session with your superiors . If you are unable to demonstrate significant improvements, a review of your continued employment with AJBP/CMP will become necessary.
If your employment is terminated for disciplinary reasons, you will not be eligible for more than the minimum notice period payable to you. From time to time, it may be necessary to terminate staff for reasons of redundancy. In such cases, we will try to provide as much advance notice as possible. When you leave AJBP/CMP, you will be invited to an exit interview and the reasons for leaving the organization will be noted on your file. The exit interview will provide an opportunity for you to provide feedback on the organization. It is our wish, however, that any issues that you may have will be resolved prior to any drastic actions being taken. It is our policy not to re-employ staff who have left the organization for whatever reason.

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