Case Study Cristal

Company Overview: Cristal is a company that masters the industry of manufacturing titanium dioxide. It cross national operation system that has different branches in 5 continents, in the United Kingdom, The United States, Australia, France and finally Saudi Arabia. Cristal employs approximately four thousand five hundred employees. According to their official website, titanium dioxide “is used to impart whiteness and opacity to paints, plastics, paper and in many other smaller applications". Although Cristal is multinational cooperation, the focus of this paper is going to their Branch in the Kingdom of Saudi Arabia, in Jeddah. The research method followed include interviewing the head of the Human Resources department at Cristal,

Omar Najjar, training is an essential part of the human resources department, and very critical to improve and develop the business. Cristal provides training programs to all of its employees, no exceptions it is provided internally and externally as well. When it is an internal training or in house training as he describes it, the department invites specialists relevant to the area of expertise that needs training, or they might ask their own excellent employees to dedicate time to train and influence the ones in need. Equally, Mr Omar Najjar emphasizes on external learning and how it adds to their employees’ knowledge and experience. He asserts that when employees run across outsiders from the company they will learn more and network more from other professionals within the same

Omar Najjar’s information, this set of recommendations has to be developed within Cristal company to improve their work and the company’s development program:
- The company should make sure that the applicants has good knowledge, skills and competences of experts are a key factor for success in peer review processes.
- The company should make challenges for the employees and motivate them to learn and improve their skills and training courses.
- Training courses should include the following learning elements: knowledge of external , understanding and interpretation of assessment criteria, understanding of different kinds of experts and their roles, team working, audit/review and reporting skills and soft skills (communication and social and skills).
- According to the WEAKNESSES of the company’s training, programmers are from foreign countries that do not match with their requirements and the local needs. So, they should find a new criteria to fix that problem.
- The training should be evaluated (both evaluation of experts and feedback to experts). So they can find a way to evaluate other employees to be accurate.
- Also, they should enhance job enrichment to make the employees learn new things and gain new