Healthcare HR Management Strategy: Al-Dammam Medical Services
Explore a comprehensive HR strategic plan for Al-Dammam Medical Services, covering talent management, performance metrics, and leadership development.
HRM415 — GROUP PROJECT
Al-Dammam Medical Services (ADMS)
Human Resource Management Strategy
Nawaf Faiz Abusamil – 11901834
ALASALA
TABLE OF CONTENTS
Introduction
Talent Management Strategy
Performance Management Strategy
Employee Engagement & Retention
Leadership Development Plan
References
01 — INTRODUCTION
About Al-Dammam Medical Services
Leading healthcare provider in Saudi Arabia
Services: specialized hospitals, outpatient clinics, diagnostic centers
Operates across Riyadh, Jeddah, and Dammam
Vision: Lead healthcare innovation in Saudi Arabia
Core values: Compassion, Quality, Respect, Integrity
HR aligned with Vision 2030 strategic goals
ALASALA
02 — TALENT MANAGEMENT STRATEGY
RECRUITMENT
Partner with universities & Ministry of Health
Streamline international recruitment
Structured interviews to reduce bias
RETENTION
Mentorship & career progression pathways
Flexible shift arrangements
Saudization compliance monitoring
DEVELOPMENT
Clinical competency matrix for skills gaps
Certifications in health informatics & digital tools
Internal succession planning
03 — PERFORMANCE MANAGEMENT
Performance Management Strategy
Balanced evaluation: quantitative + qualitative metrics
KPIs: patient satisfaction, service efficiency, diagnosis accuracy, values adherence
Quarterly performance appraisals with timely feedback
360-degree feedback from supervisors, peers, and patients
Link evaluations to personalized development plans
Rewards: promotions, bonuses, recognition programs
Targeted training for underperforming employees
04 — EMPLOYEE ENGAGEMENT & RETENTION
WELLNESS PROGRAMS
Stress management workshops, fitness initiatives, and counseling access
RECOGNITION
"Employee of the Month" awards and performance-based incentives
EMPLOYEE SURVEYS
Regular feedback collection to improve the work environment
CAREER DEVELOPMENT
Clear promotion pathways, training programs, and internal mobility
05 — LEADERSHIP DEVELOPMENT PLAN
IDENTIFY POTENTIAL
Use performance evaluations and managerial recommendations to spot high-potential employees
LEADERSHIP TRAINING
Workshops on communication, decision-making, emotional intelligence, and team management
JOB ROTATION
Cross-functional assignments to broaden strategic thinking and problem-solving
MENTORSHIP & COACHING
Senior leaders guide emerging leaders, ensuring knowledge transfer
SUCCESSION PLANNING
Build internal pipelines to reduce reliance on external senior hires
REFERENCES
Dessler, G. — Human Resource Management
Armstrong, M. — Strategic Human Resource Management
Saudi Ministry of Health Reports
Harvard Business Review (hbr.org)
ALASALA
- hr-strategy
- healthcare-management
- talent-management
- performance-management
- leadership-development
- saudi-arabia-business
- vision-2030