Retention, Saudization and succession
Talent that leaves takes knowledge with it.
Workforce solutionsService 13
- Scope
- One business unit, 20 critical roles
- Indicative timing
- 4–8 weeks
- Progress measure
- A named successor and readiness path for every critical role
Who it is for: CHRO or business-unit head
Illustrative scenario
A business unit is losing promising Saudi talent two years into their development, and critical roles are held by one person with no successor. Leadership wants genuine localisation, not a numbers exercise, but does not know why people leave. We diagnose attrition, design development pathways, a workforce localisation plan, succession for twenty critical roles and tracking metrics. We do not assume regulatory targets or subsidy entitlement; those are verified with the competent authorities. Our target is a named successor and readiness path for every critical role.
Workflow
Attrition analysis and interviews
Critical-role identification
Development paths and localisation plan
Succession plan and metrics
Out of scope
- Assumed regulatory targets or subsidy entitlement
- Government submissions
- Paid training programmes
Next step
Identify the unit and its critical roles.