The National Iranian Gas Company has initiated a plan to empower its 12,000 human resources aimed at identifying the capacities of human capital and providing career development opportunities. This initiative is particularly designed for employees who have been transitioned under clauses "D" and "V".
Proposed Model of the Comprehensive Development Plan
Arian Nasiri, the Human Resources Development Manager of the National Iranian Gas Company, stated in a weekly coordination meeting with the company's HR deputies and heads that the goal of this initiative is to review the proposed model of the comprehensive development and empowerment of employees. He emphasized that this action is aimed at accurately identifying the capacities of this segment of human capital and providing suitable opportunities for their development and career empowerment.
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Process of Identifying and Organizing Employee Information
Nasiri continued that the process of empowering employees begins with identifying and organizing information and educational, occupational, and professional backgrounds. After assessing capacities and developmental needs, training and empowerment programs tailored to the required technical and behavioral competencies will be implemented. The goal of this initiative is not merely to conduct training courses, but to create a coherent and information-based understanding of the professional capacities of employees.
During the implementation of this initiative, a comprehensive and systematic database of specialized information, backgrounds, and competencies of the target employee community will be established. This database can serve as a basis for future decision-making in the field of human capital development.
Empowerment Programs Based on Real Job Needs
The Human Resources Development Manager noted that empowerment programs are designed based on the real needs of jobs. After identifying the capacities and developmental needs of employees, courses and programs related to their technical and behavioral competencies will be implemented. This action aims to enhance professional capabilities and make more effective use of existing capacities.
Nasiri concluded by stating that the results of this process will be used in future human capital development planning in accordance with relevant regulations and guidelines. This will make the path for growth and utilization of employee capacities more targeted.
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