1.Training and Qualification Program for Non-Employee Trainees (Gradual) :
This is a long-term training program (duration of 6 to 30 months depending on qualification and specialization requirements) provided by the institutes to non-employee trainees from science and vocational schools, and technical and industrial colleges. The institutes provide various categories of technicians who received training in over 20 fields of specialization.

2.On-the-Job Training Program :
This is a complementary development program to train non-employee trainees to perform specific tasks in a real work environment. It is implemented in the workplace by the beneficiary department under the supervision of trained management specialists and followed up at the work area by the Training Department.



3.Professional Development Program for Saudi University Fresh Graduates :
The Company offers this program to fresh Saudi university graduates and aims at enhancing competencies through the development of organized, well-thought-out plans for the employee. The department helps in teaching the skills and expertise needed for a professional and administrative career as well as the procedural work necessary to reach the best degree of performance. The latter focuses on the trainee being able to do his job in the Company efficiently in preparation for the handover from expatriate workers. This is in line with the planned ratios of Saudization, and it includes a development plan which places each participant on multi-functional tasks related to various activities and duties within the department he is assigned to, in addition to a number of behavioral skills-based competencies that must be displayed by any employee of the Saudi Electricity Company. The duration of this program is 24 months.


4.Saudi Experience Development Program :
This program is tailored for university graduate employees and aims at preparing national competencies including:

• Managing the electrical system with high efficiency.

• Keeping pace with the technological development in generation, transmission, and distribution of electric power, as well as in areas that support it administratively.

• Operating the electrical system as an economic and commercial base.

• Scientific research and development of the Company.

The program also aims at achieving self-sufficiency of expertise in highly skilled disciplines and considers it as a substitute for attracting experts or consultants in those disciplines.


5.Leadership Program :
This program aims at developing the skills of employees currently holding leadership positions and also those who are candidates for leading positions (department head and higher); it is not restricted to a certain period of time. It also works to prepare suitable substitutes to fill leading positions, so that every position will have a readily available substitute for both short- or long-term duration.


6.Intensive English Program for Seniors : 
The program aims at developing the English language skills of some of the leaders in the Company through participation in an intensive English language program commensurate with the actual needs of each candidate and for a period not to exceed one year. This aims to enable them to carry out their current or planned duties effectively and implement their own development plans which include participation in training programs and specialized conferences held mostly in English, and to facilitate communication with the companies. The Board of Directors issued approval for the adoption of this program and the adoption of the compensation paid to the participants.


7.Promising Leaders Program :
It is one of the developmental programs which aims to prepare promising leaders in general and to achieve sustainable development in human resources in the Company by readying qualified individuals to lead the Company in the future. It seeks to identify remarkable employees who have exceptional leadership capabilities. These skills will be developed through organized developmental programs designed to prepare them to fill leading positions in the Company.


8.Short Development Courses :
The Company held a number of courses to develop employee skills. In 2014, 91,776 participated in these courses.


Interactive Development Training Programs :      

A) Supported Training :
The Company accords great importance to training and human resource development as it encourages self-education (personal initiatives) by providing the opportunity for Saudi employees to receive development training programs outside the Company’s training institutes, in their own time and there being without any impact on the Company’s official duty hours, in order to acquire the skills and competencies that they see as beneficial to them and help them to boost their skills and improve their performance. The Company assumes 80% of the total training cost.

B) Computer Assisted Learning (I-Learn) :
I-Learn is an interactive website on the Company’s intranet connection utilizing the most advanced technologies to provide an ideal environment for electronic training. Specially designed to promote self-development among employees, it comprises different training courses covering various disciplines (computer, technical, and administrative) to enable employees to perform their assigned tasks efficiently and effectively. Through the “I-Learn” site, users can get the training courses they need using their own PC linked to the website. Audiovisual technology is applied in these courses.