Comprehensive Change Management Process Analysis: SABIC Company Report

This report provides a comprehensive analysis of the change management process at the Saudi Basic Industries Company (SABIC). It begins with an introduction to SABIC, its operations, and its global presence, highlighting its role in the petrochemicals, industrial polymers, metals, chemicals, and fertilizers sectors. The core of the report focuses on a significant challenge faced by SABIC: the recruitment of talented employees. It identifies the root causes of this challenge, including increased competition for talent, candidate-driven markets, and the need for effective employer branding. The report proposes a change management plan centered on employer branding and improved recruitment strategies, including enhancements to advertisement models, communication strategies, and the use of data-driven recruitment metrics. It also discusses the measurement and control mechanisms to assess the effectiveness of the change management process, emphasizing the need for targeted email campaigns and the identification of recruiting metrics using analytics. The report concludes with reflections on the project, emphasizing the importance of clear job requirements, understanding worker motivations, and creating a positive candidate experience to attract and retain a talented workforce.

Running Head: COMPREHENSIVE CHANGE MANAGEMENT PROCESS - SABIC
COMPANY 1
Comprehensive Change Management Process - SABIC Company
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Introduction
Brief description of SABIC Organization
Saudi Basic Industries Company (SABIC) is the Saudi expanded manufacturing
corporation. The organization is lively in petrochemicals, industrial polymers, metal, chemicals,
together with fertilizers. It is the largest public corporation in the region of the Middle East as
well as in Saudi Arabia as listed in Tadawul (SABIC at BFA: Building the Future in Asia &
China, 2016). Besides, about seventy percent of shares of SABIC is owned by the Public
Investment Fund of Saudi Arabia. Individual or private shareholders of this company originate
from Saudi Arabia together with some nations of 6-nation Council of Gulf Cooperation. The
organization was formed in 1976 by royal decree to convert by-products of oil into essential
chemicals, fertilizers, and polymers. The first chairperson of this organization was Rahman
Ghazi, minister of industry and electricity, and initial CEO of this company was known as Aziz
Abdul (SABIC takes major Clariant stake, 2018). Process of SABIC organization helped in
transforming minor fishing communities of Jubail found in Persian Gulf along with Yanbu
within Red Sea into current cities of industries. The production of this organization by 1985
stood at six point five million tons, 5 years afterward, manufacturing increased to 13 million tons
(SABIC Demonstrates Innovative, Sustainable Solutions to Address Future Industry Challenges
in China, 2016). Additionally, in early days of 2003 production of the company again rose to
fourteen million metric tons while in early days of 2012 to above 60 million tons. The
organization employees more than four hundred individuals internationally and it has sixty
manufacturing as well as compounding plants in over forty nations around the globe.
Network of manufacturing processes of SABIC in Saudi Arabia comprises eighteen
affiliates that support its operations in different places. Most of affiliates are founded in Al-Jubail

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manufacturing town within shoreline of Persian Gulf. Other two affiliates are situated in Yanbu
manufacturing city within Red Sea while another is found in eastern city of Damman (Sabic cuts
more than 1,000 jobs in Europe, 2-13). Moreover, SABIC is collaborates in other 3 different
regional schemes found in Bahrain. SABIC remain as market chief in essential commodities such
as ethylene, methanol, polythene, together with ethylene glycol. Besides, SABIC’s entirely
owned supplementary, steel organization and Saudi Iron Corporation founded in Al Jubail as one
of globe’s biggest wholly incorporated producers. The vision of this organization is to remain as
a leading international manufacturer as well as marketer of metal together with hydrocarbon
products (Saudi Aramco confirms interest in SABIC stake, 2018). Its mission is to offer unique,
excellence industrial commodities and operations to its clients, attaining hope of its stakeholders
through best use of its present human together with natural assets as well as utilization of state of
skill expertise that is essential in maintaining safe and environmentally sound operations.
Problem or issue confronting SABIC and why there is need of change
Challenge of recruiting talented workforce
The major challenge that this organization face in its manufacturing operations is the
challenge of recruiting talented employees to support its operations. The company faces this
challenge as hiring in present society is very different when compared to a decade ago (Internal
Hiring, Retention Noted as Challenges, 2016). The challenge is entire because presently the
manufacturing organization work in the candidate-driven marketplace where expectations of job
hunters have the bigger influence on what hiring managers have to consider during process of
recruitment. Some of the challenges that SABIC faces during its process of operations include
need to attract the right candidates for different vacant posts and engagement of qualified
candidates (McCarthy, 2016). The idea of the management of company focusing on trying to

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discover the right candidates in the pool full of untrained and unqualified talent, then they
discover that their options of picking the right candidate for the job are always limited. Besides,
good candidates for different vacant positions in this manufacturing organization are often
contacted regularly by the department of recruiters. According to Moschetto (2014), such idea
makes it harder for the company’s email stand out. Moreover, hiring team of SABIC wants to
hire as fast as possible because vacant posts cost huge budget of money as well as delay in
operations for the company. The process of making the hire in most cases take several months
leading to a lot of pressure on recruiters together with frustrating hiring team of this organization.
The other challenges that arise in recruitment process of talented workers by SABIC is
the use of data-driven recruitment values and creating a firm brand of employers. The
organization works hard in ensuring that it uses recruitment data as well as metrics to constantly
improve their process of recruitment and make more informed data. However, process of
gathering and processing information is the hassle for the management of this company (Van,
2013). The company has to focus on the use of spreadsheet as a way of tracking hiring data but it
becomes tedious as it requires manual work that is always prone to human error and they are also
not compliant. Consequently, challenge of building a firm brand of workers is a challenge for
SABIC as process of having a good employer brand can help the company in attracting and
engaging better candidates in operations. Moreover, another challenge that SABIC faces in
recruiting talented candidates is the need to ensure a good candidate experience and fair
recruitment (Hope, 2017). In most cases, candidate experience is not only essential for branding
of employers, but it is also the factor when the best candidate of the company is evaluating job
offers by an organization. The manner that management treats candidates during process of
hiring is quite different with the way they treat them after hiring making the hired candidates tell

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fellow colleagues in the society to shy away from applying for vacant positions. Additionally,
SABIC struggle just like other companies in Middle East to attract and ire diverse candidates and
unconscious biases are often the reason (Glasscock, 2013). Failure to create an efficient
recruiting process has made the company to fail in getting qualified candidates to fill the vacant
positions.
Principle reason and root causes of challenges of recruiting talented employees
Recruitment challenge makes it tough for the company to get right candidates. Therefore,
learning about challenges in recruitment together with ways to reduce such challenges can
ultimately assist SABIC in attracting more candidates and that can help in increasing the
company’s billing. The major reason for the issue of recruiting talented candidates are the ever-
increase in competing for talent, candidates receiving different job offers by other competing
companies, and clients hiring slowly (Van, 2013). In most cases, SAIC management do find the
perfect candidate, but chances are that they are not the first to make an offer to an individual.
There are several recruiters in the Middle East and many are reaching out to the same candidates
as SABIC. Other reasons for this challenge are the pressure that the management gets to fill open
positions, lack of appropriate collaboration with coworkers, and inappropriate management of
job postings.
Intended change for the organization
The focus on quality workforce of SABIC can rely on branding of employers as a way of
curbing the challenge. The need for branding different employers is one of the real drivers that
are useful in acquiring the development of talent during the process of recruitment. Branding of
employers and workers can help in resolving instances of various challenges that occur in the

COMPREHENSIVE CHANGE MANAGEMENT PROCESS - SABIC COMPANY 6
course of looking for talented workforce during recruitment process (Chuan, Christina, Chen-Yu,
& Jaw 2017). The organization has to develop the superior fleet of managers to carry out its
operations of recruitment for talented labor force. Besides, SABIC has to focus on ideas of
developing its placement program while upholding its standards that deal with experience high
until recruitment plan become reliable amid top high education centers such as colleges together
with universities.
Plan to implement the change
Improvement in model of advertisement can help the company to attract a huge number
of talented workforces that seeks employment opportunity. Effective progress of the appropriate
plan for notice can allow SABIC to make the initial expression for different individuals (Phillips
et al., 2016). In most cases, initial impression amid individuals enables SABIC Organization to
operate a long mode in process of determination of attention in job opportunity that they
publicize at the time. The management can set different expectations for communication by
alerting and telling the candidates when they should expect to hear from the management and
they can as well set reminders and use email templates to follow through with that promise. The
management also needs to plan how to effectively coordinate well with candidates as a way of
attracting more talented workforce to come for recruitment (McCarthy, 2017). Therefore,
management of SABIC need to explain to recruiters what they expect from the interview and
what the next steps are in manufacturing processes
Measurement or control mechanisms to determine if change management process is
working effectively

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The organization needs to focus on different strategies that are essential in addressing the
challenges that the company experiences during process of recruiting talented workforce. These
strategies can include the need to improve types of advertisement and branding of company’s
employers (Fister, 2015). The HR management of SABIC has the mandate of developing
efficient progress daily toward the selection procedure of talented workers. Additionally,
workers of the company need to undergo effective training to assist the workers to adapt
appropriately to the sector of employment that keep shifting during manufacturing processes
(Van, 2013). Therefore, hiring process of talented workforce stays to be the query of feelings of
attitudes that focus on appropriate ideas of self-responsibilities, mindset, together with
surrounding for operations.
The idea of branding of employer in HR department in SABIC form the major challenge
in the process of recruiting talented workforce in the organization. In SABIC, process comprise
of ideas useful in restructuring operations were the techniques are vital in conducting various
operations that undergo alterations (McCarthy, 2016). Conversely, it is important for every
department of the SABIC to be capable to maintain the learning curve to assist in illustrating
how employer branding is vital to their operations. The company needs to target candidate
personas and tailor their company’s content towards the audience. The company can aim at
conducting targeted email campaigns with understanding articles together with infographics
catered specifically to their operations. Furthermore, another control mechanism for this
challenge is the need to identify recruiting metrics using analytics (Moschetto, 2014). It is clear
that in present times, recruiters have a host of technological devices at the disposal. Therefore,
idea of measuring quality of hires as well as other recruiting KPIs not only enables recruiting

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leaders to develop the business case for more targeted recruitment spending but also uncovers
upcoming challenges along with opportunities of recruiting in the timely manner.
What is learned from completing this project and how the research affects perspective
From the above discussion, it is clear that challenge of recruiting talented workforce by
SABIC can be resolved by different measures. These measures consist of being clear concerning
the requirements in company’s job ads and give the concise view of the role (Sabic cuts more
than 1,000 jobs in Europe, 2013). It is important for the company to research on what motivates
workers before contacting the passive candidates. Management also needs to make passive
candidate happy in their job as a way of attracting more talented workforce for operations. It is
evident that every company has to focus on its employer brand as a way of creating
differentiation and preference in the minds of workforce that come for interviews (SABIC at
BFA: Building the Future in Asia & China, 2016). It is evident that some of the factors that
affect recruitment of talented workforce consist of changing trends of employment, advancement
in technology, evolving demographics of workers, and social advancements.

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