Considering this worldwide demands, labor force also needs to acquire more broad skills as well as continuous learning in order to utilize technology efficiently. Understandably, building, operating, and maintaining the petrochemical plants, marketing and distributing of different products, require technical expertise (Dolan, 2004; p 117) critical in the recruitment and retention procedures in a company.
As oil and gas companies continuously expand, they are also confronted with labor crisis which brought about by the layoffs made previous years ago and the labor force has continued to shrink according to various petrochemical companies (Parry, Davidson & Clark, 2006; p 2, par 1). The Human Resource Departments of different Oil & Gas Producers added (2005; par 1-2 ) that they are facing one of the greatest challenges companies have encountered in the recent years. Undeniably, pool of engineers in the industry is aging. In United Arab Emirates for example, the mean age of production engineers is around 48. Therefore, HR departments are
quite pressured to prepare for the replacement of their aging workforce by the young professionals within the coming years (AME Info, 2005; par 1-2). Besides, competition in the labor market these days is very tight.
Khafji Joint Operations (KJO), an oil and gas company of the jointed Saudi Government and Arabian Oil Company (AOC) in accordance with JPPOA or Joint Petroleum Production Operations Agreement operates consistently. The company prioritizes Saudi & Kuwaiti nationals to fill in vacant positions either through worker internal transfer within KJO, or via the Internal Training Program such as KJO training center. In the event that vacant posts are not filled in, Executive Management may announce and seek the assistance of accredited employment agencies to invite applicants outside Saudi Arabia; accommodate them schedule them for panel interviews, oral and written examinations and if they qualify, may undergo a comprehensive medical examination prior to employment.
The above stated scenarios suggest for a review of current practices in Human Resources management; thereby challenging HR managers to formulate better agenda. This study will be an offshoot to the future human resource issues that have been forecast in most researches; and may be confronted within KJO on skilled labor shortages and dissatisfaction of their employees.
This study primarily aims to assess the employee recruitment and retention process of Khafji Joint Operations (KJO) and shall achieve these objectives below:
1. Determine the recruitment and retention models adapted by Khafji Joint Operations (KJO).
2. Review the evidences on effectiveness of recruitment and retention policies in Khafji Joint Operations (KJO).
3. Describe the characteristics of individuals who enter in in Khafji Joint Operations (KJO) in terms of: